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Employee turnover intentions and job performance from a planned change: the effects of an organizational learning culture and job satisfaction
Chun-Yu Lin,Chung-Kai Huang +1 more
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Li et al. as mentioned in this paper investigated the relationships among an organizational learning culture (OLC), job satisfaction, turnover intentions and job performance during organizational change and found that employees with a higher level of job satisfaction tended to fulfill their own job duties and showed fewer turnover intentions, while job satisfaction had a negative impact on employee turnover intentions but a positive impact on job performance.Abstract:
In the face of a changing and turbulent environment, an organizational learning culture (OLC) is crucial for the long-term operation of an organization. A learning culture provides the capacity to effectively integrate employees, and it also provides structure so that an organization can move forward via continuous learning and change. Few empirical results are available from Chinese companies enduring an organizational change. To bridge this research gap, this study investigated the relationships among an OLC, job satisfaction, turnover intentions and job performance during organizational change.,A quantitative approach with structural equation modeling (SEM) and bootstrapping estimation was used to test hypotheses developed from a sample of 434 employees in a restructured telecommunications company in Taiwan.,Employees who experienced a higher learning culture had lower levels of turnover intentions and exhibited better job performance. Job satisfaction had a negative impact on employee turnover intentions but a positive impact on job performance. Moreover, job satisfaction fully mediated the relationships between an OLC and employee turnover intentions and job performance. When encountering organizational planned changes, a vibrant learning culture gave employees a higher level of satisfaction in their jobs and workplace. Although unexpected challenges often appeared during the organizational changes, employees with a higher level of job satisfaction tended to fulfill their own job duties and showed fewer turnover intentions.,In investigating issues related to organizational change, this study provides managerial insights and addresses strategies for facilitating the adoption of an OLC into the design and implementation of a better workplace environment.read more
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Analysing workforce development challenges in the Industry 4.0
TL;DR: In this article, the authors identify and analyse workforce development challenges in the digital age by first, presenting these challenges and relationship between them, and then proposing a structural model that categorizes these challenges, and proposes suggestions for managers to improve human resources practices and firm performance.
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Analysis of challenges in sustainable human resource management due to disruptions by Industry 4.0: an emerging economy perspective
TL;DR: In this article, the authors aimed to identify key challenges of sustainable human resource implementation in view of Industry 4.0 and to analyse these identified challenges by prioritising them for effective implementation in an emerging economy such as India.
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Unbundling employer branding, job satisfaction, organizational identification and employee retention: a sequential mediation analysis
TL;DR: In this paper, a cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations and the results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention.
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Investigating the relationship among Industry 4.0 drivers, adoption, risks reduction, and sustainable organizational performance in manufacturing industries: An empirical study
TL;DR: In this paper , the authors have established a theoretical model grounded on Contingency and Dynamic Capability View (DCV) theory and explored the scope of I4.0 adoption to SOP by considering I4-0 risks reduction and their influence on SOP, which has the potential to transform the existing business model into a progressive, viable and sustainable model.
Role of Psychological factors in Employee Well-being and Employee Performance: An Empirical Evidence from Pakistan
Abstract: The prime objective of the current study is to investigate the impact of the impact of psychological climate, psychological ownership, and self-efficacy on the employee performance. In addition to that the study has also intended to examine the impact of psychological climate, psychological ownership, and self-efficacy on the employee wellbeing. Lastly, the study was planned to find the mediating role of employee well-being in the relationship between the psychological climate, psychological ownership, selfefficacy, and employee performance. For data analysis in this research, the Smart PLSSEM version 3.2.6 is employed which is a second-generation Structural Equation Modeling (SEM) technique. PLS technique is ideal for simultaneously analyzing the multiple number of variables. The data is collected from the middle level employees of Pakistani banking industry. The response rate of the current study is 67 %. The findings of the study have provided support to the hypothesized relationship. However, phycological ownership appears fails in determining the employee performance and employee wellbeing. The study will be helpful for policy makers and researchers in understanding the issues related to phycological ownership, phycological climate, self-efficacy, employee wellbeing and employee performance.
References
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Structural Equation Models with Unobservable Variables and Measurement Error: Algebra and Statistics:
Claes Fornell,David F. Larcker +1 more
TL;DR: The convergence and differentiation criteria, as applied by Bagozzi, are shown not to stand up under mathematical or differentiation criteria.
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Development of the Job Diagnostic Survey
TL;DR: The Job Diagnostic Survey (JDS) as discussed by the authors was developed to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and to evaluate the effects of job changes on employees.
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