Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

/pdf/organizational-commitment-job-satisfaction-and-turnover-1m9aenmhzm.pdf

Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

PurposeThe major goal of this research is to examine the work-life balance as a mediating factor in the association between psychological capital and employee attitudes including job satisfaction, organizational commitment and turnover intentions.Design/methodology/approachThe authors gathered data from prestigious healthcare institutes in North Indian states to test the suggested study model. Data were gathered from 613 personnel employed in public and private healthcare organizations via an online Google form. Structural Equation Modelling (SEM) was applied for analyzing the data.FindingsThe findings validated the expected relations, demonstrating that the association between psychological capital and employee job attitudes is completely mediated by work-life balance.Research limitations/implicationsThis research study used cross-sectional data, which fall short of meeting the requirement for proving causation.Practical implicationsThe findings of this study will help organizations and practitioners, particularly healthcare administrators and policymakers, better recognize the value of psychological capital and work-life balance, and how they impact job attitudes.Originality/valueThis research study added to the existing self-determination theory (SDT) model developed by Deci et al. (2017) by incorporating psychological capital and work-life balance as autonomous intrinsic and workplace context factors, respectively, into the SDT model to study work behaviors in terms of job outcomes. In addition, the study added to the existing body of knowledge in organizational behavior literature about the role of mediating variables in understanding the indirect effect of personal resources on job attitudes.

Psychological capital and employee job attitudes: the critical significance of work-life balance

Este trabalho analisa se o ajuste Person-Environment Fit tem efeito mediador na relacao entre as Praticas de Gestao das Relacoes Interpessoais e Indices de Turnover dos funcionarios nas “Melhores Empresas para trabalhar” no Brasil em 2017. O presente estudo tem abordagem quantitativa de carater descritivo com corte transversal. Os dados, de ordem secundaria, foram fornecidos pela Fundacao Instituto de Administracao (FIA). Utilizou-se dados de 456 empresas para analise das Praticas de Gestao das Relacoes Interpessoais e indices de Turnover e das percepcoes de 250.273 funcionarios para os Indices de Qualidade no Ambiente de Trabalho (IQTA). Para efeito de teste do modelo procedeu-se regressao linear, seguido dos testes de Sobel, Aroian e Goodman para efeito de mediacao. Organizadas a variavel dependente, independente e mediadoras, avaliou-se se o conjunto das Praticas das Relacoes Interpessoais afetam os indices de Turnover das organizacoes pesquisadas e tal relacao foi confirmada (H 1 ), sendo que quanto maior a incidencia destas praticas, menores os indices de Turnover. Constatou-se em seguida que a existencia de Praticas de Gestao das Relacoes Interpessoais impactam no Person-Environment Fit em suas quatro dimensoes (H 2a, H 2b, H 2c e H 2d ). No entanto, com relacao ao efeito de mediacao das dimensoes da variavel Person-Environment Fit entre o conjunto das Praticas das Relacoes Interpessoais e os indicadores de Turnover identificou-se que somente Person-Organization Fit (H 3a ) pode ser considerada mediadora, rejeitando mediacao das variaveis Person-Job FIT (H 3b ); Person-Group FIT (H 3c ) e Person-Supervisor Fit (H 3d ). Limitacoes e sugestoes para futuros trabalhos sao apresentados no encerramento deste artigo.

/pdf/efeito-mediador-do-person-organization-fit-na-relacao-entre-3pbuxg11uh.pdf

Efeito mediador do person-organization fit na relação entre práticas de gestão das relações interpessoais e índices de turnover

The Psychological Contract of Higher Education Teachers in Portugal - Confirmatory Factor Analysis

Bu araştırmada, kaynakların korunması teorisi temel alınarak psikolojik sermayenin duygusal bağlılık üzerindeki etkisinde duygusal emeğin aracı rolü incelenmektedir. Buna bağlı olarak 392 öğretmenden kolayda örneklem yöntemiyle veriler elde edilmiştir. Araştırmada kullanılan ölçeklerin geçerlik ve güvenirlik analizleri yapılmıştır. Bu doğrultuda doğrulayıcı faktör analizi gerçekleştirilmiş, açıklanan ortalama varyans (AVE) değerleri, birleşik güvenirlik (CR) değerleri ve Cronbach Alfa Katsayıları hesaplanmıştır. Değişkenler arası ilişkiler yapısal model ile test edilmiştir. Yapısal modelin kabul edilebilir düzeyde uyum değerlerine (X2/df=2,901, p 

/pdf/psikolojik-sermayenin-duygusal-baglilik-uzerindeki-etkisinde-dqzaxlyk.pdf

Psi̇koloji̇k sermayeni̇n duygusal bağlilik üzeri̇ndeki̇ etki̇si̇nde duygusal emeği̇n araci rolü: öğretmenler üzeri̇ne bi̇r araştirma

Meeting the challenges of effective human resources management needs new thoughts and approaches. In order to expand the traditional perspective of economic capital, human capital and social capital have been paid more and more attention. This paper proposes that psychological capital can affect employees' attitudes from two aspects, namely, organizational commitment and job satisfaction. Based on the perspective of individual psychology, this article provides reviews of literature on this topic and explains the relationships between employees psychological capital and job attitudes in hotels. This research also attempts to review the influence of work engagement on employees organizational commitment and job satisfaction. In an era of intense competition in the world, the pace of change is progressively increasing and the competitiveness of companies depends on how they can adapt to reality. To be flexible in responding to challenging changes, it is essential to know how to use intangible resources.

A review on the relationship between psychological capital andjob attitudes with the mediating effect of work engagement in hotel industry

In past decades, high rates of voluntary turnover have always been a hot topic for hotel employers and a focus of scholars in academia. Although employers have utilized various retention strategies to retain qualified employees, the hotels' turnover rate remain higher than other industries around the world. The goal congruence and value congruence between employees and organization are important in influencing employees' withdrawal. According to previous studies, many scholars pointed out that person-organization fit (P-O Fit) has a negative impact on employees' turnover intention. However, some meta-analytical researches have showed relatively weaker correlations between them. And in current research, it is emphasized that the effect of job satisfaction as a mediator on the relationship between person-organization fit and turnover intention.

Person-Organization Fit and Employees' Voluntary Turnover with the Effect of Job Satisfaction in Hotel Industry

It is well known that retaining organizational staff has been a critical challenge for most human resource managers in various industries nowadays. From a managerial perspective, it is more important today than ever before to attract and retain high-quality employees. According to previous studies, many scholars demonstrated that psychological contract has a negative impact on employees' withdrawal behavior. To be specific, two sub-dimensions of psychological contract, the so called relational psychological contract and transactional psychological contract between the employees and organization have an important impact on employees' turnover intention. And in current study, it is highlighted that the effect of social network as a moderator on the relationship between psychological contract and turnover intention.

Psychological Contract and Turnover Intention: The Moderating Role of Social Network

Objective - High voluntary turnover rate has become the focus of most employers and scholars in related fields Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world Past studies are concerned mostly with employees' external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees' internal needs based on psychological capital Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations Methodology/Technique - This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction Novelty - The arguments are presented to emphasize the needs to carry out this study Type of Paper - Review

A Review on Employee’s Voluntary Turnover: A Psychological Perspective

Handle everyday research tasks with reliable, citation-backed results

Your personal Research Agent to handle research tasks with citation-backed results

Popular Tasks used by Researchers

How can I help with your research?

Meet SciSpace

Get more enhanced response by uploading the PDFs you want me to reference.

No relevant PDFs in your library

SciSpace is the AI research assistant for academics. Run systematic literature reviews on 280M+ papers, and write papers with cited sources. Trusted by 1M+ students, PhDs & researchers.

SciSpace | AI for Research

Analyze PDFs

Code & Manuscripts

Funding & Grants

Literature & Patents

Medical & Clinical Data

Systematic Review

Visualize & Present

Web & Data

Build a Google Scholar-like website for your research.

Build a website

Create charts and images for your research

Create a Chart

Write a paper for submission to a journal

Draft a manuscript

Patent Search

Design eye-catching scientific posters in minutes.

Scientific Poster Generation

Systematic Literature Review

One task is running at the moment. Your messages will be shown right after.

Drag and drop or click here to browse

Loved by <highlight>1 million+</highlight> researchers

Extract a list of specific topics and their sources from unstructured text

Topics

Compare and analyze relevant papers that matches with your search

Papers

Get insights from PDFs and bookmarked papers from your library

My library

Recent searches

Try searching for:

Catch AI-generated content in scholarly and non-scholarly content

{ai} Detector

Ai Writer

Get PDF Summaries, highlighted text explanations 

Chat with PDF

Effortlessly create in-text citations and bibliographies in APA and 2,500 other formats

Citation generator

Get explanations, summaries, and answers on academic papers

Ease up your research workflow with {scispace}'s cohort of exciting AI tools

Elevate your academic writing skills and convey your ideas the way you want

Paraphraser

Explore our range of reading and writing tools

Your file is being prepared and should be ready in a few minutes. If it's a large file, it might take a bit longer. You can close this window, and we'll email you the file when it's done.

You have reached a maximum limit of <strong>{limit}</strong> columns in the table. Remove at least <strong>1</strong> column to add or create another one.

Yan Zhen

Author Tools

Chat about Author

Papers

A review on the relationship between psychological capital andjob attitudes with the mediating effect of work engagement in hotel industry

Person-Organization Fit and Employees' Voluntary Turnover with the Effect of Job Satisfaction in Hotel Industry

Psychological Contract and Turnover Intention: The Moderating Role of Social Network

A Review on Employee’s Voluntary Turnover: A Psychological Perspective