Purpose




The purpose of this paper is to examine and compare the differential impacts of job satisfaction (JS), trust (T), and perceived organizational performance (POP) on turnover intention (TI) in public and private sector organizations.




Design/methodology/approach




Draws on a sample of 311 employees from the service sector (129 public and 182 private) in the United Arab Emirates’ (UAE). The main concepts utilized in the study are borrowed from previous research and further tested for validity and reliability. Four main hypotheses are explored.




Findings




In support of previous research, statistical analysis (t-test) revealed that public sector employees tend to be more satisfied, more trusting, and have less intention to leave their organization. Regression analysis revealed that public sector employees’ TI are most significantly affected by their perceptions of the performance of their organization, with JS, work experience (WE) and education (Ed) also having significant effects. In contrast, private sector employees’ TI was most significantly affected by JS and feelings of trust (T).




Research limitations/implications




Although very useful, the present study is limited in scope and therefore suffers from some limitations. The sample only includes employees from UAE organizations operating in education, some government institutions and the financial sector. Future research might consider including employees the health sector and other public organizations such as the immigration/police departments which play important strategic roles in the UAE economy. Also, future research might consider extending the scope of the study to include institutions in similar neighboring countries in the region, such as Qatar and Kuwait.




Practical implications




The findings of this study points to the relative importance of trust, JS and perceived organizational performance in affecting TI in public and private sectors. These can be considered as indicators to assist managers in these sectors to better manage/minimize TIs. In particular, the findings indicate that managers in general (and UAE public sector managers in particular) need to monitor and better manage not only their employees’ JS but also perceptions of the overall performance of the organization.




Originality/value




While research on the influence of JS on TI in both of these sectors has been abundant over the years, studies examining the impact of trust and perceptions of organizational performance remain few and are largely lacking. Also, studies on turnover in the UAE (and particularly those comparing public and private sectors) remain largely lacking. This study and its findings fill this gap and provide some insights on the differential impact of trust, JS and perceived organizational performance on employee TIs in public-private sectors, particularly in the UAE context.

Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates

The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors these lead to leave one’s job and organization. So this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The researcher reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.

https://www.hilarispublisher.com/open-access/turnover-intention-influencing-factors-of-employees-an-empirical-work-review-2169-026X-1000253.pdf

Turnover Intention Influencing Factors of Employees: An Empirical Work Review

The objective of this study is to investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout as well as the moderating effect of perceived organizational support. Survey data collected from 722 employees at banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program indicated that there was a negative effect of emotional intelligence on employees’ turnover intention; this was mediated partially through work-family conflict and job burnout. Besides, this study indicated that perceived organizational support could decrease work-family conflict, job burnout and turnover intention of employees. It could also moderate the relationship between emotional intelligence and work-family conflict. This negative relationship was stronger for employees who work in a supportive environment. The main findings of this research provided some empirical implications for the Vietnamese banking industry. It implied that organizations in the service industry should try to improve their employees’ work-family balance, reduce job burnout and take advantage of these emotional balances and supportive environments to create beneficial outcomes.

https://www.mdpi.com/2071-1050/12/5/1857/pdf

The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

Perceptions of psychological empowerment play a vital role in the way an individual perceives things at the workplace. In spite of this, there is scant research on the antecedents and consequences of psychological empowerment. This study is an attempt to fill this gap by analyzing the mediating role of psychological empowerment on the relationship between its antecedents (leader-member exchange) and its consequences (work engagement and psychological withdrawal behavior). Data were collected from 454 employees working in the Research and Development (R&D) departments of the information technology (IT) and pharmaceutical sectors operating in India. Results suggest that employees who have a high-quality relationship with their leader have high psychological empowerment, they are highly engaged at work, and their psychological withdrawal behavior is also low. In addition to this, high levels of psychological empowerment have a positive impact on their engagement toward work, which further leads to a low psychological withdrawal behavior. The theoretical and practical implications of these results are discussed.

Leader-Member Exchange, Work Engagement, and Psychological Withdrawal Behavior: The Mediating Role of Psychological Empowerment.

Purpose




The purpose of this paper is to explore the path of motivation leading to organizational commitment resulting in reduced turnover intentions (TIs). It examine the relationship between dimensions of motivation (amotivation, introjected regulations (IRs) and intrinsic motivation (IM)) with dimensions of commitment (affective, normative and continuance). Furthermore, it test the effect of these three dimensions of commitment on TIs.




Design/methodology/approach




A sample of 467 teachers working in public schools in Dhofar Governate in Sultanate of Oman was selected for the study. A path analysis was conducted to test the hypothesized model.




Findings




The analysis unveils that teacher’s TIs can be reduced with a right mix of motivation and commitment. Furthermore, amotivation is only linked to affective commitment and this linkage is positive; IRs positively affect continuance and normative commitment (NC); and IM positively affects affective commitment and NC. Moreover, a significant negative effect of affective, normative and continuance commitment is found on TIs.




Originality/value




This research sheds light on how motivation can indirectly affect TI through commitment. This study is of immense importance as it focuses on the education sector in Oman especially in Dhofar Governate.

Teacher’s turnover intentions: Examining the impact of motivation and organizational commitment

Turnover is a painful issue in the organizations, in the world of tough competition the organizations try to minimize their turnover ratio and save their cost, turnover cost consists of hiring, recruiting and selecting the employees. The purpose of current study to is to know the effect of some of the factors which affect the turnover intention of employees. We find the impact of organizational commitment, emotional intelligence, leader membership exchange, job performance and job satisfaction on turnover intention. We conducted a survey and took a sample of 200 employees. We used questionnaire method to collect information from the respondents. By using linear regression analysis method we found that Job satisfaction, job performance and leader membership exchange has a direct negative influence on the turnover intention. The results provide understanding that how these variables affect the turnover inten tion and how to reduce turnover rate.

/pdf/the-relationship-of-turnover-intention-with-job-satisfaction-1slqbh963a.pdf

The relationship of Turnover intention with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment


 
 
 
Purpose:This study examined the impact of transformational leadership on project success with the moderating role of emotional intelligence. 
Design/Methodology/Approach:The study was conducted on NGOs providing healthcare services in Lahore, Pakistan. This study was quantitative in nature.  Data was gathered from 260 respondents through standardized questionnaire working on healthcare projects of Lahore.  SPSS 22 was applied for data analysis 
Findings:The findings of this study showed the insignificant effect of transformational leadership on project success. However, a very strong impact of moderator i-e emotional intelligence was observed   among the relationship of transformational leadership and project success. The theoretical and practical implications of study are substantial addition for the future researchers in the domain of project management. 
Implications/Originality/Value:Theoretically, this study demonstrates that the association between TL and PS with influence of the Emotional Intelligence has direct and significant. As a result, it supports the literature’s recommendation to evaluate the relationship between Transformational Leadership Style and PS with the moderator i.e. emotional intelligence. 
The findings suggest that Pakistani healthcare NGOs enterprises must seek for emotionally intelligent transformational leaders as well as proficiency in basic managing abilities while hiring. Furthermore, existing employees must be teaching to improve their Emotional Intelligence by enrolling in professional training. 
 
 
 


Impact of Transformational Leadership on Project Success: The Moderating Role of Emotional Intelligence of Leaders

Psychological abuse as a form of domestic violence against working women is prevalent but underreported almost all over the world. The present study was conducted to examine the relationship between domestic psychological abuse and burnout, and how psychological resilience mediates between them. One thousand married teachers from private secondary schools were selected through purposive sampling. Study results demonstrated that there is a relationship between domestic psychological abuse against working women and burnout, and that psychological resilience has a positive supportive effect in overcoming depersonalization among these women, yet the study also showed a lack of significant intervention in the relationship between psychological abuse and depersonalization of working women. This study confirms the absence of total or partial mediation to address psychological abuse and depersonalization of working women.

Iqra Saeed

Papers

The relationship of Turnover intention with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment

Impact of Transformational Leadership on Project Success: The Moderating Role of Emotional Intelligence of Leaders

The mediating role of psychological resilience between domestic psychological abuse against working women and burnout