The mediating effects of professional and organizational commitment on the relationship between HRM practices and professional employees’ intention to stay

Valéau, Patrick; Paillé, Pascal; Dubrulle, Christel; Guénin, H A

doi:10.1080/09585192.2018.1559870

Cited by 20 publications

(18 citation statements)

References 84 publications

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“…EAC can be defined as emotional involvement and an employee's self-identification with the organization, raising the desire to benefit the company (Valeau, Paille, Dubrulle, & Guenin, 2019), rather than staying with the company just because doing otherwise would result in higher costs (continuance commitment) or having modest attachment to the organization which results in resentment with respect to their feeling of indebtedness or obligation (normative commitment) (Meyer & Allen, 1997).…”

Section: Direct Relationshipsmentioning

confidence: 99%

The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

2021

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Employees can contribute to organizational greening by engaging in green behaviors voluntarily. This work examines the role of four antecedents from an organizational context in the promotion of employees' voluntary pro‐environmental behavior at work: job satisfaction, perceived organizational support, employee affective commitment (EAC), and perceived organizational environmental support (POES), which are directly and indirectly related to voluntary pro‐environmental behavior at work. We also test the moderating effect of POES. We empirically test the proposed hypotheses using SEM with a sample of 331 banking employees from two countries, Ecuador and Kazakhstan. Results demonstrate statistically significant relationships between the proposed antecedents of voluntary pro‐environmental behavior at work, showing the mediating role of EAC, as well as the moderating role of POES.

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Section: Direct Relationshipsmentioning

confidence: 99%

The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

2021

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“…These feelings subsequently become the employees' intention to stay in their job (Naim and Lenkla 2016). The emotional connection between an employee and their organization, or even an employee identifying with their organizations, directly and markedly affects the employee's intention to stay stay (Valéau et al 2019). Therefore, this study defined intention to stay as the emotional connection between an employee and their organization or the employee identifying with their organization, ultimately leading to an intention to stay.…”

Section: Intention To Staymentioning

confidence: 99%

Hospitality Industry Employees’ Intention to Stay in Their Job after the COVID-19 Pandemic

Chen

2021

Administrative Sciences

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The COVID-19 pandemic had a devastating effect on the tourism and hospitality industries in Taiwan, causing some small companies to cease trading and large companies to place their employees on unpaid leave. Placing employees on unpaid leave may have negatively affected the intention of hospitality employees to remain in their jobs. This study examined whether employees’ job insecurity and organizational identification affected their intention to stay in their job during the COVID-19 pandemic. Previously developed scales were adopted to develop items measuring job insecurity, organizational identification, and intention to stay in a job. Responses to 515 returned questionnaires were examined. The results revealed that job insecurity significantly affects organizational identification. Both job insecurity and organizational identification significantly affected intention to stay. Few studies have used path analyses to investigate the relationships among intention to stay, job insecurity, and organizational identification. The indirect effect of organizational identification was analyzed, and evidence supporting a total effect and total indirect effect was obtained. This implies that hospitality companies seeking to retain staff during crises should promote organizational identification among staff.

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“…Professional and organisational commitment mediates the relationship between recognition and professional employee's intention to stay (Valeau et al, 2019) Career commitment performs the role of mediator between training of employees and their job quitting intention (Kooij & Boon, 2018). Career commitment mediates motivation, training and job quitting intention (Safavi & Karatepe, 2018).…”

Section: "Mediating Effect Of Career Commitment In the Relationship B...mentioning

confidence: 99%

Enhancing employee retention in supervisory support context: Role of person-organisations fit and career commitment

Khan

2021

GJBEM

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Using social exchange theory (Blau, 1964), the current study examined the mediating effect of Career commitment in the relationship between supervisory support (SS) and employee retention (EE) and moderating role of Person Organisation Fit in the relationship between SS and Career Commitment. Specifically, the joint effect of mediating of career commitment and moderating role of Person Organisation Fit was examined. Data were collected from 264 respondents through questionnaire from Banking and Telecom sector (Rawalpindi and Islamabad) of Pakistan. The results show that SS has positive effect on employee retention and career commitment. The study further reveals that career commitment mediates the relationship between SS and Employee Retention and Person Organisation Fit moderates the relationship between SS and Career Commitment. The current study suggests that supervisors of banking and telecom sectors should support their subordinates to achieve their organisational goals effectively and efficiently. Person organisation fit is necessary for subordinates in organisations to complete their work and compete with their competitors. Keywords: Supervisory support, career commitment, person-organisation fit, employee retention, supervisory;

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The mediating effects of professional and organizational commitment on the relationship between HRM practices and professional employees’ intention to stay

Cited by 20 publications

References 84 publications

The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

Hospitality Industry Employees’ Intention to Stay in Their Job after the COVID-19 Pandemic

Enhancing employee retention in supervisory support context: Role of person-organisations fit and career commitment

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