The role of organizational commitment in employee turnover in logistics activities of food supply chain

Živković, Ana; Franjković, Jelena; Dujak, Davor

doi:10.17270/j.log.2021.536

Cited by 15 publications

(12 citation statements)

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“…Whilst the sample design was intended to enhance the strength of generalisability of results, it is crucial to expand this research to additional countries and other cultural backgrounds. Further, though the turnover intention can be regarded as a behavioural approach, it is fundamentally useful as a link between attitudes and behaviours (Romeo et al, 2020;Zivkovi c et al, 2021); nevertheless, it cannot be considered as behaviour by itself. Thus, it is significant to consider for future research additional behaviours associated with organisational commitment such as work performance and job pro-activity.…”

Section: Discussionmentioning

confidence: 99%

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Assessing the effect of organisational commitment on turnover intentions amongst Islamic bank employees

Serhan

Nehmeh

Sioufi

2022

IJIF

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PurposeThe research aims to test the links amongst Meyer and Allen's three levels of organisational commitment and the commitment's effect on reducing turnover intentions for Islamic bank (IB) employees during the lockdown caused by coronavirus disease (COVID-19).Design/methodology/approachThe research follows a variable-centred approach. Primary data are collected through a survey of 324 respondents comprising IB employees from three Arab countries, notably the United Arab Emirates (UAE), Lebanon and Oman. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of turnover intentions.FindingsResults show that there is a high level of significant intercorrelation amongst affective, normative and continuance commitments as well as amongst organisational commitment, individual differences and turnover intentions for IB employees from the three studied Arab countries. The results confirmed that turnover intentions are minimised in the presence of all three organisational commitment subscales and that individual differences amongst IB employees and organisational efficiency moderate the relationship between organisational commitment and turnover intentions.Originality/valueThere is no empirical work that has been done on the determinants of turnover intentions amongst IB employees during the lockdown. This is valuable to organisational behaviour scholars and practitioners who are interested in the role that organisational commitment plays in IB's employment behaviour.

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Section: Discussionmentioning

confidence: 99%

“…Various scholars (e.g. Algabry et al, 2020;Ali, 2020;Zivkovi c et al, 2021) agree that the current pandemic and its economic effects are of enormous magnitude. There are still no available solutions to the economic and financial damages of the current crisis.…”

Section: Turnover Intentions For Ib Employeesmentioning

confidence: 99%

Assessing the effect of organisational commitment on turnover intentions amongst Islamic bank employees

Serhan

Nehmeh

Sioufi

2022

IJIF

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“…Lew and Sarawak (2011), Fuentes (2013), Bilto et. al., (2020, Shahid & Ahmad, (2020), Yukongdi & Shrestha, (2020), Živković et. al., 2021, reported a significant inverse effect of affective commitment on turnover intention.…”

Section: 22mentioning

confidence: 99%

“…The result is also supported by (Bilto et. al., 2020), Shahid & Ahmad, 2020, Yukongdi & Shrestha, 2020, Živković et. al., 2021, affective commitment significantly, and negatively affects employee intention to leave.…”

Section: Regression Analysismentioning

confidence: 99%

The Effect of Work-Related Attitudes on Turnover Intention in Public Higher Education Institution: The Case of Arba Minch University, Ethiopia

Demlie

Endris

2021

Adv. J Social Sci.

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For any organization, the most important challenge is to retain a talented workforce. In order to retain a talented workforce, it is very important to identify factors that affect the intention of employees to leave. Thus, this study examines the effect of work-related attitudes on turnover intention in terms of academic staff context. 334 academic staff were selected as a sample using a stratified random sampling technique. The study was an explanatory design and the required data was collected through adopted questionnaires from prior studies. The obtained data were analyzed using descriptive and inferential statistics. To do so the statistical packaging for social science (SPSS) version 20 was utilized. The descriptive result indicates that the participant’s level of work-related attitudes was low whereas their level of turnover intention was high. Moreover, the results obtained through T-test and ANOVA showed that there were significant differences in the level of turnover intention based on selected demographics and thus have a varying effect on turnover intention. According to the multiple regression results, the dominant predictor of turnover intention was affective commitment and the insignificant predictor was continuance commitment.

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“…The literature review shows that OS is related to many different variables. Some of these variables are work commitment [ 100 ], employee turnover rate [ 101 ], absenteeism [ 59 ], organizational citizenship [ 78 ], work performance [ 74 ], job satisfaction [ 75 ], and organizational commitment [ 30 ]. In this context and within the scope of this study, OS is predicted to have a positive effect on OC, which can negatively affect TI.…”

Section: Introductionmentioning

confidence: 99%

Living with Infection Risk and Job Insecurity during COVID-19: The Relationship of Organizational Support, Organizational Commitment, and Turnover Intention

Yilmaz

Üngüren

Tekin

et al. 2022

IJERPH

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The COVID-19 outbreak caused a stressful process for hospitality employees in terms of both being infected and experiencing the risk of losing their jobs. Stressful working conditions increase employees’ turnover intentions (TI). This study aims to analyze the relationship among perceived organizational support (POS), organizational commitment (OC), and turnover intention (TI) within the context of employees’ infection status and perceived job insecurity (JI). In this context, the study tests a moderated mediation research model. Having adopted a quantitative research method, data were acquired from 490 respondents who work at five-star accommodation companies in Alanya, Turkey. Findings show that the impact of POS on OC and IT differ according to employees’ infection status during the COVID-19 outbreak and their perceived JI. The findings of the study reveal empirical results in understanding employee attitudes toward companies alongside perceived job insecurity for those who are infected as well as for those who are not. Moreover, the study presents theoretical and practical contributions to reduce the negative impact of job insecurity and risk of infection on turnover intentions, which have been considered to be main sources of stress throughout the pandemic.

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The role of organizational commitment in employee turnover in logistics activities of food supply chain

Cited by 15 publications

References 0 publications

Assessing the effect of organisational commitment on turnover intentions amongst Islamic bank employees

Assessing the effect of organisational commitment on turnover intentions amongst Islamic bank employees

The Effect of Work-Related Attitudes on Turnover Intention in Public Higher Education Institution: The Case of Arba Minch University, Ethiopia

Living with Infection Risk and Job Insecurity during COVID-19: The Relationship of Organizational Support, Organizational Commitment, and Turnover Intention

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