The Relationships Between Trust in Supervisor, Turnover Intentions, 					and Voluntary Turnover

Purba, Debora Eflina; Oostrom, Janneke K.; Born, Marise Ph.; Molen, Henk T. van der

doi:10.1027/1866-5888/a000165

Cited by 22 publications

(20 citation statements)

References 32 publications

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“…Based on the premise of Coleman (2001), recent empirical studies support the idea of high-performance work practices (HPWPs) (Combs et al, 2006) and trust in supervisor (TIS) (Purba et al, 2016) as important antecedents of reducing turnover intention (TI) in frontline employees. Human resource management (HRM) practices that its theorists consider as onthe-job performance enhancers are placed under HPWPs.…”

Section: Ijchm 303 1436mentioning

confidence: 99%

Frontline employees’ high-performance work practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality industry

Afsar

Shahjehan²,

Shah³

2018

IJCHM

136

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Purpose The purpose of this study is to investigate the mediating effect of job embeddedness on the relationships between high-performance work practices, trust in supervisor and turnover intentions of frontline employees in the hospitality industry. Design/methodology/approach Data were collected from 343 frontline employees working in four- and five-star hotels of Thailand. Partial least squares was used for analysis because it is considered as the best method to analyze the data containing both reflective and formative indicators. Findings Results suggest that job embeddedness fully mediates the effects of high-performance work practices and trust in supervisor on turnover intentions and turnover intention positively affects the actual voluntary turnover. Practical implications The study confirms that high-performance work practices (empowerment, training and rewards) and trust in supervisor affect turnover intentions through on-the-job embeddedness. Hence, high-performance work practices embed hotel employees in their jobs, and they are unlikely to display turnover intentions. Furthermore, low level of trust in supervisor must be addressed to maintain a healthy environment where employees are able to develop their job embeddedness. Originality/value This study contributes to the body of research on the theoretical explanation of the consequences of trust in supervisor in hospitality industry, as well as to the growing body of research on turnover intentions in frontline employees.

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Section: Ijchm 303 1436mentioning

confidence: 99%

Frontline employees’ high-performance work practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality industry

Afsar

Shahjehan²,

Shah³

2018

IJCHM

136

View full text Add to dashboard Cite

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“…The attachment occurs because of individuals' compatibility with their organization, community and work environment. The impact of job embeddedness is that it can increase trust relationships with supervisors or superiors (Purba, Oostrom, Born, & van der Molen, 2016). Particularly, in Indonesia, employees' trust in supervisors is important for social identification.…”

Section: Job Embeddednessmentioning

confidence: 99%

“…A relationship attachment can increase the trust between superior and subordinate (Purba et al, 2016). Purba et al shows that the feeling of trust to superiors is positively and significantly related to on-thejob relationships.…”

Section: Job Embeddedness and Turnover Intentionmentioning

confidence: 99%

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

2017

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This study aim to examine the relationships between job embeddedness, person-organization fit (POF), and turnover intention. Job embeddedness is a variety of conditions that make individuals feel attached to their job and organization. Person-organization fit is the compatibility between the characteristics of individuals and their organizations. Turnover intention is an employee’s conscious desire to leave his or her organization. This study was conducted among employees of a retail company in West Jakarta. The number of participants in this study was 177 employees. Data analysis was performed using Spearman correlation. Results show that job embeddedness was related to person-organization fit and turnover intention. However, there was no relationship between turnover intention and person-organization fit.

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“…The reasons to examine JE are manifold. First, studies (Purba, Oostrom, Born, & van der Molen, 2016) have demonstrated that JE can reduce turnover. Second, trust in supervisors (TIS) (Goris, Vaught, & Pettit, 2003) and high performance work practices (HPWPs) (Combs, Liu, Hall, & Ketchen, 2006) are on-the-job aspects, and they are more likely related with JE within the organization.…”

Section: Introductionmentioning

confidence: 99%

Blackbox between job crafting and job embeddedness of immigrant hotel employees: a serial mediation model

Araslı

Arıcı

Ilgen

2019

Economic Research-Ekonomska Istraživanja

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This study explores the influence of job crafting (JC) on migrant employees' and its sensitivities on job embeddedness (JE) with the application of a serial mediation mechanism which takes into consideration the psychological capital and their work engagement as mediators. The data for this study was collected from immigrant employees in the hotel sector in North Cyprus. Both convenience and judgmental sampling techniques made up of 572 dyads were used. The findings of this study reveal that immigrant employees' psychological capital and their work engagement has a mediating effect on the relationships between organizational crafting and the perceptions of employees' job embeddedness. This study will serve as a substantial research evidence and tool for managers/owners in the hospitality industry for the purpose of retaining, engaging and embedding immigrant employees. The novelty of this study is the fact that it analyzes the work environment and conditions where organizational job crafting affects job embeddedness to determine the perceptions of immigrant employees using a serial mediation model.

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The Relationships Between Trust in Supervisor, Turnover Intentions, and Voluntary Turnover

Cited by 22 publications

References 32 publications

Frontline employees’ high-performance work practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality industry

Frontline employees’ high-performance work practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality industry

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

Blackbox between job crafting and job embeddedness of immigrant hotel employees: a serial mediation model

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