The relationship between spiritual management and determinants of turnover intention

Lee, Tzong–Ru; Chen, Shiou‐Yu; Wang, Saint‐Hei; Dadura, Agnieszka M.

doi:10.1108/09555341011009034

Cited by 23 publications

(29 citation statements)

References 21 publications

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“…Lee, Chen, Wang & Dadura (2010) [21], scholars have given intense attention to the subject of employee turnover due to the severity of employee turnover rates in various organizations across the globe and its damaging consequences. Mobley, Horner &Hollingsworth (1978) [22], Turnover intentions is referred to be a conscious and deliberate willfulness to leave the organization.…”

Section: Work Engagement and Turnover Intentionsmentioning

confidence: 99%

A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions

Zhao¹,

Zhao²

2017

JSS

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There is a growing research interest in the topic of work engagement over the past years. In reference to Schauefeli, Salanova, Gonzalez-Roma & Bakker (2002) [1], work engagement is described as "a positive, fulfilling work-related state of mind that is characterized by vigor, dedication and absorption". As compare to the researches based on the relationship between work engagement and organizational commitment and job performance, the existing researches on the relationship between work engagement and turnover intentions are far fewer. We theoretically discussed the relationship among work engagement, affective commitment and turnover intentions. Research results show that work engagement is negatively related to turnover intentions whereby affective commitment plays a regulating role. Affective commitment moderates the relationship between work engagement and turnover intentions whereby employees' affective commitment is stronger and employees are more willing to invest effort in their work; hence, employees' turnover intentions are reduced.

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Section: Work Engagement and Turnover Intentionsmentioning

confidence: 99%

A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions

Zhao¹,

Zhao²

2017

JSS

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“…IC is especially congruent with humanistic, spiritual and emancipatory values (Hodson 2002;Jackson 2002;Sayer 2007;Fernando, Beale and Geroy 2009;Lee, Chen, Wang and Dadura 2010;Marques 2010). However, leaders with instrumental values may also be effective in adopting this style in order to accomplish performance-related organizational goals (Harvey 2001;Jackson 2002;de Lacerda 2010).…”

Section: Individualized Considerationmentioning

confidence: 95%

Representational predicaments for employees: their impact on perceptions of supervisors' individualized consideration and on employee job satisfaction

Snell¹,

Zhang²,

Chak³

2013

The International Journal of Human Resource Management

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A representational predicament for a subordinate vis-à-vis his or her immediate superior involves perceptual incongruence with the superior about the subordinate's work or work context, with unfavourable implications for the employee. An instrument to measure the incidence of two types of representational predicament, being neglected and negative slanting, was developed and then validated through an initial survey of 327 employees. A subsequent substantive survey with a fresh sample of 330 employees largely supported a conceptual model linking being neglected and negative slanting to perceptions of low individualized consideration by superiors and to low overall job satisfaction. The respondents in both surveys were all Hong Kong Chinese. Two case examples drawn from qualitative interviews illustrate and support the conceptual model. Based on the research findings, we recommend some practical exercises to use in training interventions with leaders and subordinates.

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“…There is a dearth of studies on the effect of spiritual intelligence towards the employees' intention to remain or leave their current organization. A study by [70] found that spiritual intelligence was one of the determinant of employees' intention to stay or leave their current organization. According to the study, there was a difference between the managers and employees' perception concerning the tactics for spiritual management.…”

Section: Relationship Between Spiritual Intelligence and Intention Tomentioning

confidence: 99%

Influence Of Emotional And Spiritual Intelligence Towards Intention To Stay By Generation Y Employees In The Information And Communication Technology Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

Weeratunga¹,

Singh²

2019

IJEAT

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The digital industry in Malaysia employs an estimated 355,000 employees and the average attrition rate was 17% in 2017. The Millennials or the Generation Y were born in between 1980 to 1993 that would formulate 75% of the labor force by 2025. However, Gen Y workforce are hard to maintain as they are primarily concerned on temporary job prospects and immediate outcomes. Gen Y employees contribute to greater level of turnover rate and retaining them is a significant challenge for the organizations. This paper presents a review of the intention to stay by Gen Y employees in Malaysia. This study will answer three questions. Firstly, this study will examine the concept of emotional intelligence used to retain Gen Y employees. The next question is to what extend does spiritual intelligence influence Gen Y intention to stay. The last question is whether perceived organizational support (POS) mediates the relationship between the constructs. The study aims to accentuate the key role of emotional and spiritual intelligence towards retaining Gen Y employees. A literature review on relationships between emotional intelligence, spiritual intelligence and intention to stay was examined. The examination concluded that higher level of emotional intelligence and spiritual intelligence are positive predictors of intention to stay. This study revealed that POS has both direct and indirect relationships between several organizational outcomes. There is a rareness of studies in the background of the role of emotional and spiritual intelligence and perceived organizational support of Gen Y employees. With the anticipated increase of Gen Y employees, this study will establish a better understanding and knowledge about Gen Y and offer them accurate tools to cooperate and manifest the accurate solutions. The findings are expected to present new insights in the manner of how Gen Y employees’ emotional and spiritual intelligence can contribute towards their intention to stay longer

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The relationship between spiritual management and determinants of turnover intention

Cited by 23 publications

References 21 publications

A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions

A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions

Representational predicaments for employees: their impact on perceptions of supervisors' individualized consideration and on employee job satisfaction

Influence Of Emotional And Spiritual Intelligence Towards Intention To Stay By Generation Y Employees In The Information And Communication Technology Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

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