Voluntary Turnover in the Omani Public Sector: An Islamic Values Perspective

Swailes, Stephen; Fahdi, Saleh Al

doi:10.1080/01900692.2011.583770

Cited by 16 publications

(14 citation statements)

References 26 publications

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“…Researchers have revealed that younger Omani employees exhibit lower affective commitment and normative commitment than their older counterparts [4]. Swailes and Al Fahdi [5] revealed that dissatisfaction with management style has been impacting Omani public employees. It has also been found that immediate superiors have a robust impact on their subordinates' work performance [6; 7; 8].…”

Section: Introductionmentioning

confidence: 99%

Methodological Considerations in Studying Transformational Leadership and its Outcomes

Zefeiti

Mohamad

2015

International Journal of Engineering Business Management

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The current paper aims to discuss the methodology of developing a social-structure explanation of employee work performance, emphasizing the importance of transformational leadership behaviours and the three components of organizational commitment in an Arab context. As this research paper adopted the pragmatist view in exploring the phenomenon, choices of lower-level methodological considerations are influenced by such philosophical perspective. The cross-section 'snapshot' descriptive questionnaire survey was considered as the most appropriate research approach to gather information. Statistical techniques were proposed as the means to analyse the data.

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Section: Introductionmentioning

confidence: 99%

Methodological Considerations in Studying Transformational Leadership and its Outcomes

Zefeiti

Mohamad

2015

International Journal of Engineering Business Management

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“…Often the individuals' perception of their prospects for generating a higher level income from private sector organizations can drive to leaving a public sector organizations. There is extensive research into turnover intentions, (e.g., see Bluedorn 1982b;Swailes and Fahdi 2011;Carmeli and Weisberg 2006;Nyberg 2010).…”

Section: Determinants Of the Intention To Leave An Organizationmentioning

confidence: 99%

Developing an Explanatory Risk Management Model to Comprehend the Employees’ Intention to Leave Public Sector Organization

Prihandinisari

Rahman

Hicks

2020

JRFM

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This paper reviews research and theory on the important topic of labour turnover resulting from issues related to job performance and/or job satisfaction which have, in turn, been initiated by changes in work motivation. We focus on labour turnover in the public sector—a neglected area of public administration research—and propose an explanatory model of the development of the intention to leave an organization. The model first describes the relationships between work motivation and job performance and/or job satisfaction. It then explains how changes in performance and/or satisfaction result in the formation of an intention to leave public service employment. The paper concludes by identifying key areas for future research.

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“…According to semi-structured interviews with 260 current and former public employees conducted by Swailes and Al Fahdi (2011), participants regardless of their gender and age revealed concerns about the lack of praise or recognition, as interviewees believe that they do not receive enough support from HRM department, whether material or moral support, or even at least a word of thanks. They said that this affects their morale, and therefore their loyalty, as 77% are looking for another job, also, some stressed that HRM department is interested only in getting closer to the senior management, and never cares about the problems of employees.…”

Section: Human Resource Researchmentioning

confidence: 99%

Could Demographic Variables Impacting the Relationship Between HRM Practices and Employee Loyalty? A Meta-Analysis Review

Alsaiari¹,

Puteh²,

Ali³

2020

HRR

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This paper aims to ascertain theoretically and empirically if there is any impact of demographic variables on the relationship between HRM best practices and employee loyalty. This paper discussed specific demographic variables namely gender, age, nationality, job experience, and job level. Theoretically, a meta-analysis review was used to cross validated literature review in the area of research. Number of relevant articles derived from several databases were reviewed to validate the impact. Based on extensive meta-analysis approach, the majority of prior literature illustrated that demographic variables had a significant impact on the relationship between HRM practices and employee loyalty. Previous literatures as well explained that, there are no differences between male and female employee in terms of loyalty, the older employees are more loyal than the younger employees, and the citizens are more loyal than the expatriates. Furthermore, literature pointed that, the longer the employee's years of experience, the more loyalty to the organization as well as the higher the level of the employees’ career, the more loyal they have. Empirically, to check the results achieved in meta-analysis review, a quantitative approach was adopted through the questionnaires that were distributed to 52 employees in the largest 14 logistics companies in Oman. Data were analysed using SPSS, as the regression analysis was used to find whether there is any impact of demographic variables on the relationship between HRM practices and employee loyalty. The results illustrated that gender had no impact on the relationship between HRM practices and employee loyalty. While, age, nationality, job experience, and job level had a significant impact on the relationship between HRM practices and employee loyalty. As past studies depicted the impact of demographic variables on HRM practices and employee loyalty, this paper recommends future research to investigate the impact of demographic variables as moderating variables on the relationship between HRM practices and employee loyalty.

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Voluntary Turnover in the Omani Public Sector: An Islamic Values Perspective

Cited by 16 publications

References 26 publications

Methodological Considerations in Studying Transformational Leadership and its Outcomes

Methodological Considerations in Studying Transformational Leadership and its Outcomes

Developing an Explanatory Risk Management Model to Comprehend the Employees’ Intention to Leave Public Sector Organization

Could Demographic Variables Impacting the Relationship Between HRM Practices and Employee Loyalty? A Meta-Analysis Review

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