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Gist-Mackey AN, Piercy CW, Bates JM. Pharmacy work: Intrinsic motivation and extrinsic rewards across role and setting. J Am Pharm Assoc (2003) 2024; 64:104-110. [PMID: 37940102 DOI: 10.1016/j.japh.2023.11.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2023] [Revised: 10/13/2023] [Accepted: 11/02/2023] [Indexed: 11/10/2023]
Abstract
BACKGROUND Pharmacists' and pharmacy technicians' stress and job turnover are at an all-time high. Both intrinsic motivations and extrinsic rewards play key roles in workplace satisfaction. Differences in workplace satisfaction have been identified when comparing chain pharmacies, independent pharmacies, and health systems work settings. OBJECTIVES Cognitive evaluation theory was applied to explore the influence of intrinsic motivations and extrinsic rewards on both pharmacists' and pharmacy technicians' perceptions of motivations and rewards across various workplace settings. METHODS A 92-item questionnaire was administered to 129 pharmacists and 111 pharmacy technicians. Participants were primarily recruited at a state pharmacy association annual meeting and via online forums. The questionnaire captured participant demographics including role and work setting (i.e., chain, independent, or health systems), demographic variables, and perceptions about work including autonomy, competence, relationships, pay satisfaction, and benefit satisfaction. RESULTS A 2-way multivariate analysis of covariance was conducted to test hypothesized differences by role (pharmacist or pharmacy technician) and setting (chain, independent, or health systems). Results show pharmacy personnel in independent and hospital systems settings felt more positive about relationships, competence, pay satisfaction, and benefit satisfaction than those in chain settings. There were no role differences between pharmacists and pharmacy technicians on these outcomes. DISCUSSION These findings highlight challenges of working in chain pharmacy environments. Results reveal that although pay does not differ across work settings, feelings about both the work and compensation satisfaction do vary across settings. Because role did not drive these relationships, this suggests a need to attend to working conditions for pharmacy personnel. CONCLUSION Intrinsic motivation elements of competence and relationships are statistically different among employment settings. Relationships and feelings of competence are perceived more favorably in independent and health systems, rather than chain settings. More studies on intrinsic motivations of pharmacy employees within these settings are needed.
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Alqudah H, Amran NA, Hassan H, Lutfi A, Alessa N, alrawad M, Almaiah MA. Examining the critical factors of internal audit effectiveness from internal auditors' perspective: Moderating role of extrinsic rewards. Heliyon 2023; 9:e20497. [PMID: 37842607 PMCID: PMC10570590 DOI: 10.1016/j.heliyon.2023.e20497] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/27/2023] [Revised: 09/23/2023] [Accepted: 09/27/2023] [Indexed: 10/17/2023] Open
Abstract
An effective internal auditor can support an organization in achieving its goals and protect its assets and funds. However, to be effective, the internal auditors need to be empowered with relevant resources. This study aims at probing the influence of the empowerments (management support, external auditors' collaboration, independence, size of internal audit units, and extrinsic rewards) on the internal auditors' effectiveness, and to examin whether extrinsic rewards moderate the association between respective empowerments and the effectiveness of Jordanian public sector internal auditors'. The current work relied on 117 surveys collected from Jordan's internal audit and financial managers in the public sectors. According to the Resource-Based View (RBV), the findings show that management support, external auditors cooperation, independence, and extrinsic rewards all have a significant influence on the effectiveness of internal auditor. The of the Internal Audit Department (IAD) size was discovered to be insignificant. Also, the results have revealed partial support for the influence of the extrinsic reward as a moderator. Because of the prominence of the public sector in the Jordanian market, this current research expands on the idea of enabling internal auditor (IA) to accomplish their assigned objectives. The findings might help authorities develop new norms and legislation for the internal audit profession. These empowering characteristics may also improve internal auditors' capacity to execute their duty in saving public monies and limiting corrupt practices inside public sector organizations.
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Affiliation(s)
- Hamza Alqudah
- Accounting Department, Faculty of Administrative and Financial Sciences, Irbid National University, Irbid, 2600, Jordan
| | - Noor Afza Amran
- Tunku Puteri Intan Safinaz School of Accountancy (TISSA), University Utara Malaysia (UUM), Sintok, Kedah, 06010, Malaysia
| | - Haslinda Hassan
- Tunku Puteri Intan Safinaz School of Accountancy (TISSA), University Utara Malaysia (UUM), Sintok, Kedah, 06010, Malaysia
| | - Abdalwali Lutfi
- Department of Accounting, College of Business, King Faisal University, Al-Ahsa, 31982, Saudi Arabia
| | - Noha Alessa
- Department of Accounting, College of Business and Administration, Princess Nourah bint Abdulrahman University, P.O. Box 84428, Riyadh, 11671, Saudi Arabia
| | - Mahmaod alrawad
- College of Business Administration and Economics, Al-Hussein Bin Talal University, Ma'an, 71111, Jordan
| | - Mohammed Amin Almaiah
- Department of Computer Science, Aqaba University of Technology, Aqaba, Jordan
- King Abdullah the II IT School, The University of Jordan, Amman, 11942, Jordan
- Applied Science Research Center, Applied Science Private University, Amman 11931, Jordan
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Batra S, Rastogi A. Authentic Leadership, Future Prospects and Affective Commitment in Early Career Employees—A Mediation Model. SOUTH ASIAN JOURNAL OF HUMAN RESOURCES MANAGEMENT 2023. [DOI: 10.1177/23220937221148074] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/06/2023]
Abstract
Even as the great resignation unfolds, turnover among early-career employees is well documented in research. Compared to their mid- and late-career counterparts, early-career professionals are more likely to need support from supervisors and opportunities for intra-organisational growth. Similarly, early career professionals are more likely to prefer mobility and exploration of career opportunities. Therefore, mechanisms to enhance affective commitment of early-career professionals become salient. Accordingly, using a sample of 206 early-career construction professionals from India, this research examined the relationship between authentic leadership and affective commitment. Further, future prospects were tested as a mediating mechanism between these two variables. PLS-SEM was employed for analysis. Our hypotheses were supported. Specifically, it was found that authentic leadership has a positive influence on future prospects and affective commitment. Further, future prospects are positively associated with affective commitment. Finally, future prospects fully mediate the relationship between authentic leadership and affective commitment. Implications for research and practice are discussed, and limitations are acknowledged.
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Chambel MJ, Carvalho VS. Commitment and Wellbeing: The Relationship Dilemma in a Two-Wave Study. Front Psychol 2022; 13:816240. [PMID: 35465506 PMCID: PMC9029816 DOI: 10.3389/fpsyg.2022.816240] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2021] [Accepted: 02/28/2022] [Indexed: 11/13/2022] Open
Abstract
There has been little consensus around the sequential relationship between organizational affective commitment and workers' wellbeing. In line with the Conservation of Resources Theory, results of this two-wave study with a contact center employee sample (N = 483) showed that organizational affective commitment decreases work ill-being (i.e., burnout) and increases work wellbeing (i.e., work-engagement). Furthermore, in keeping with the loss spiral assumption of this theory, the mediating role of burnout in the affective commitment-health relationship was supported in this study. However, in accordance with the Job Demand-Resources, work engagement was found not to prevent effects on health. The findings have implications for the organizational affective commitment theory, as well as for organizational occupational health policies and interventions.
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Affiliation(s)
- Maria José Chambel
- Faculdade de Psicologia, Centro de Investigação em Ciência Psicológica, Universidade de Lisboa, Lisbon, Portugal
| | - Vânia Sofia Carvalho
- Faculdade de Psicologia, Centro de Investigação em Ciência Psicológica, Universidade de Lisboa, Lisbon, Portugal
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Human resource management practices in creating a committed workforce for fostering knowledge transfer: a theoretical framework. VINE JOURNAL OF INFORMATION AND KNOWLEDGE MANAGEMENT SYSTEMS 2021. [DOI: 10.1108/vjikms-02-2020-0020] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to review existing literature on the role of human resource management (HRM) practices in nurturing employee’s organisational commitment (OC), which subsequently promoting knowledge transfer (KT) within an organisation and propose a conceptual framework for future empirical research.
Design/methodology/approach
An extensive review of existing literature was undertaken in an attempt to build the conceptual model for KT.
Findings
The proposed conceptual framework illustrates the role of OC as a focal mediating mechanism in fostering KT. This paper identifies “high commitment” HRM (HCHRM) (e.g. staffing, job design, training and development, performance appraisal and reward system) as the factors influencing the development of OC, which subsequently affecting KT (i.e. knowledge sharing and application). Also, this paper integrates the potential moderating roles of leader-member exchange (LMX) between HCHRM practices-OC, as well as information and communication technology support in the OC-KT linkage into the proposed framework.
Research limitations/implications
This paper presents a comprehensive view of fostering KT. However, the major limitation of this paper is that it remains at a conceptual level. Further empirical investigations would be helpful to test propositions, hence validating the proposed conceptual framework.
Practical implications
The proposed conceptual framework could serve as practical guidance for managers and/or practitioners in developing policies that will facilitate KT in business organisations.
Originality/value
While KT is often viewed as a single phenomenon, this paper considers the KT into two components (i.e, sharing and application) in accordance with the practice-based perspective on knowledge and behavioural approach to KT. In addition, the adoption of the general workplace commitment model in conceptualising KT could further validate its applicability in knowledge management research. Also, the integration of LMX as a moderator in the proposed framework could contribute to the scant research on LMX-related moderation models upon validation.
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Malhotra N, Ashill N, Lages CR, Homayounfard A. Understanding the role of frontline employee felt obligation in services. SERVICE INDUSTRIES JOURNAL 2020. [DOI: 10.1080/02642069.2020.1858062] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Neeru Malhotra
- Essex Business School, University of Essex, Wivenhoe Park, UK
| | - Nicholas Ashill
- School of Business Administration, American University of Sharjah, University City, Sharjah, UAE
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Casteleiro C, Mendes L. Exploring the influence of quality management systems in work engagement and psychological empowerment in private institutions of social solidarity. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2020. [DOI: 10.1080/14783363.2020.1832460] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Carla Casteleiro
- Department of Management and Economics, University of Beira Interior, Covilhã, Portugal
| | - Luís Mendes
- Department of Management and Economics, University of Beira Interior, CEFAGE-UBI Research Center for Advanced Studies in Management and Economics, Covilhã, Portugal
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Aboramadan M, Albashiti B, Alharazin H, Dahleez KA. Human resources management practices and organizational commitment in higher education. INTERNATIONAL JOURNAL OF EDUCATIONAL MANAGEMENT 2020. [DOI: 10.1108/ijem-04-2019-0160] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to investigate the impact of human resource management (HRM) practices on organizational commitment in Palestinian universities, and to examine the mediating effect of work engagement as a black-box mechanism that defines HRM practices–organizational commitment relationship.Design/methodology/approachThe source of the data is from 237 employees (academics and administrative staff) from Palestinian universities. The authors used structural equation modeling to verify the hypotheses.FindingsThe results reveal that HRM practices have a significant impact on employee organizational commitment in higher education. In addition, work engagement showed a significant mediating effect between performance appraisal and organizational commitment on the one hand, and between rewards and compensation and organizational commitment on the other hand.Practical implicationsThe study suggests university managers to capitalize on HRM practices as vehicle to trigger positive work-related attitudes.Originality/valueThe study contributes to the literature by examining the impact of HRM practices on organizational commitment through the mediation role of work engagement in higher education of a non-western context. The study is one of the few studies that is conducted in the middle east.
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Organizational commitment, rewards and education in the Philippines. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2019. [DOI: 10.1108/ijoa-02-2019-1667] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The theory of organizational commitment (OC) was originally developed in the context of Western societies. Therefore, its application to a non-Western country may be easier and more successful if that country’s society has been historically influenced by Western cultures. Based on this understanding, this paper aims to investigate the relationship between OC and rewards among employees in one of East Asia’s developing countries most significantly influenced by Western cultures.
Design/methodology/approach
Hierarchical regression analysis was conducted using survey data obtained from 2,363 employees working for 11 Japanese manufacturing companies in the Philippines.
Findings
The paper revealed that the variables measuring intrinsic rewards were strongly related to OC than extrinsic and social rewards, suggesting that the antecedents of OC in the Philippines resemble more closely those found in the west than in the east. This tendency was found to be stronger for university graduates, whose OC is influenced more significantly by intrinsic rewards and less by social rewards, compared to that of non-graduates.
Research limitations/implications
The major limitation concerns reliability. This study used self-report data from individual respondents; this may result in common method bias relationships between variables being inflated.
Practical implications
The results of this study could support the revision of human resource management practices, enabling workers to contribute to their companies on a long-term basis in countries where Western cultures have influenced employees’ mindsets and attitudes.
Originality/value
Intrinsic rewards impact OC more than other rewards in the Philippines due to its history of Westernization and recent industrialization. This research is the first, to the best of the author’s knowledge, to verify this assumption, and should assist managers of companies in the Philippines, and perhaps, in other developing countries influenced by Western cultures, in formulating strategies to foster high levels of OC among their employees.
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Khattak SA. Role of ergonomics in re-designing job design in call centres. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2019; 27:784-793. [PMID: 31190632 DOI: 10.1080/10803548.2019.1630111] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Abstract
Purpose. The ergonomics focus regarding job design is to address the issue of fitting the job to the worker. This means that other things such as space, matter, pedagogical parameters and the organizational environment need to be adjusted to the worker, to obtain optimal performance. Hence, it is important that jobs are designed in such a way that the environment of the worker becomes ergonomically better. Methods. Seventeen interviews were undertaken with employees from call centres of three major telecom companies in Islamabad. The interviews were semi-structured and NVivo version 10 was used for analysis. Results. The results indicated an influence of the following ergonomic factors on job design: (a) force, mental well-being and supervisor and peer support acted more on the complexity of the task; (b) inappropriate postures, mental well-being, characteristics of work, supervisor and peer support and the work environment acted on the skill and efforts required; (c) repetitiveness, workstation design, mental well-being, supervisor and peer support, work environment and characteristics of work acted more on the degree of worker's control. Conclusion. The issues related to these factors should be addressed to improve job design in the workplace.
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Lee JY, Rocco TS, Shuck B. What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement. HUMAN RESOURCE DEVELOPMENT REVIEW 2019. [DOI: 10.1177/1534484319853100] [Citation(s) in RCA: 30] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Research detailing employee engagement has reliably stated that resources are significant to fostering engagement. Notwithstanding, no previous work has attempted to make meaning of those resources through a review of the existing literature. To better understand how the engagement literature positions and defines resources, we reviewed the resources term across 137 articles. The results of our structured literature review revealed that 216 distinct resources were mentioned across literature streams, and five distinct categories from macro to micro levels could be identified. The categories include (a) organizational resources, (b) social resources, (c) job resources, (d) home resources, and (e) personal resources. In addition to detailing our method and each category of resources, we explore implications for human resource development theory and practice.
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Affiliation(s)
- Jae Young Lee
- The Pennsylvania State University, University Park, USA
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Ghosh P, Goel G, Dutta T, Singh R. Turnover intention among liquid knowledge workers: a study of Indian insurance professionals. JOURNAL OF GLOBAL OPERATIONS AND STRATEGIC SOURCING 2019. [DOI: 10.1108/jgoss-10-2017-0040] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at work influence turnover intention through affective commitment.Design/methodology/approachPerception of sales professionals working in life insurance companies, categorized as liquid knowledge workers, on the study variables was assessed through a questionnaire-based survey. Data on a sample of 212 such professionals across 11 companies were analyzed using structured equation modeling. Maximum likelihood estimate method was used to test the extent of model fit. Mediation has been confirmed through bootstrapping.FindingsResults reveal a significant direct relationship between PSS and turnover intention. POS and PCS were found to have significant indirect effects on turnover intention, mediated by affective commitment.Research limitations/implicationsOverall results prompt the authors to recommend that organizations in insurance business must invest resources in promoting organizational support and also adopt a supportive work culture in which social exchange can easily occur. Level of withdrawal intention among sales professionals can be lowered by establishing emotional bonding with them. Supervisors may also be provided adequate training in soft skills to support their subordinates.Originality/valueThis study has highlighted that support at workplace is a binding force between an employee and his/her organization, and thus it negatively affects his/her withdrawal intention directly or indirectly via affective commitment. This paper stands out in the multitude of existing research as especially the relation of PCS and turnover intention has been explored less. It also adds to the scarce literature available on turnover intention among liquid knowledge workers in Indian insurance sector.
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Jacobs CT, Roodt G. Predictive performance models in the South African Business Process Services industry. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2019. [DOI: 10.4102/sajip.v45i0.1493] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: An earlier systematic literature review study (Jacobs Roodt, 2011) conducted on research in Business Process Services (BPS) industry sector companies identified a number of variables that could be empirically linked to turnover intention and individual performance. The literature pointed to a potential health promotion process, as well as an individual performance process in the BPS environment.Research purpose: The purpose of this study is to test two different predictive models that may explain two distal outcomes, namely turnover intention and individual employee performance, in the South African (SA) BPS industry.Motivation for the study: There is little, if any, peer-reviewed, empirical research available on the BPS industry that links variables to either proximate or distal outcome variables, such as turnover intention and individual employee performance.Research approach/design and method: A two-stage, census-based sampling approach was followed that initially targeted 40 organisations within the industry that employ about 13000 employees. Sixteen of these organisations (employing about 6800 individuals) indicated that they wish to voluntarily participate in the study; 821 individuals were targeted to participate in the cross-sectional survey and 487 usable responses were obtained (a 59% response rate). Multivariate data analyses were conducted from an exploratory perspective to retrospectively explain relationships in the structural models.Main findings: An overall health promotion process model that predicted the distal outcome, turnover intention, was confirmed within the context of this exploratory study, where human resource management (HRM) practices, job demands (JDs) and job resources (JRs) were related to burnout as the only proximate outcome. On the other hand, an individual performance enhancing process model was also confirmed within the context of this exploratory study by using HRM practices, JRs and JDs, together with proximate variables, such as employee competence and engagement, to explain the distal outcome, individual performance.Practical/managerial implications: The study has implications for executive (strategic) management, human resource (HR) professionals and work unit team leaders in the BPS industry. This study shows which JRs contribute towards the reduction of burnout and turnover intention in the BPS context. On the other hand, it explains how HRM practices, as well as JRs and JDs, in combination with employee competence and engagement, can be used to promote individual performance.Contribution/value-add: This is the first SA study that uses a range of variables in a multivariate analysis to predict turnover intention and individual performance in the SA BPS industry.
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Marcoux G, Guihur I, Leclerc A. Co-operative difference and organizational commitment: The filter of socio-demographic variables. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1080/09585192.2018.1504105] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Gilles Marcoux
- Research Group on the Management of Co-operatives, Université de Moncton, Moncton, Canada
| | - Izold Guihur
- Research Group on the Management of Co-operatives, Université de Moncton, Moncton, Canada
| | - André Leclerc
- Research Group on the Management of Co-operatives, Université de Moncton, Moncton, Canada
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Talent turnover and retention research. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2018. [DOI: 10.1108/ebhrm-06-2017-0035] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to understand the direct impact of some of the salient factors from the talent management (TM) literature (role conflict, extrinsic rewards, and job satisfaction) and the indirect impact of other factors (organisational commitment, talent retention, and talent engagement) on talent turnover intention.
Design/methodology/approach
A survey questionnaire collected 521 valid responses from employees holding managerial and non-managerial positions at various levels in 54 five-star hotels in 6 cities in Saudi Arabia.
Findings
Significant support was found for all nine hypotheses formulated to test the relationships among the seven constructs above. The model was found to explain 68 per cent of variance in talent turnover intention.
Research limitations/implications
The study contributes to human resource management literature in general and TM in particular by examining the different constructs used in the TM models and by conceptualising a research model, which was empirically validated within the service sector in the context of Saudi Arabia.
Practical implications
The research has several implications for practitioners in the tourism/service sector in the Middle East, pertaining to the management of talented employees. Specifically, it recommends that managers should promote training and development scenarios and provide a better work environment to strengthen individuals’ commitment to their jobs.
Originality/value
This is one of the first studies to examine a comprehensive model of TM in the Arab world in general and in Saudi Arabia in particular, using data gathered from employees in the tourism sector.
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Saridakis G, Lai Y, Muñoz Torres RI, Gourlay S. Exploring the relationship between job satisfaction and organizational commitment: an instrumental variable approach. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1080/09585192.2017.1423100] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
| | - Yanqing Lai
- Business School, Edinburgh Napier University, Edinburgh, UK
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Thomas L, Ambrosini V, Hughes P. The role of organizational citizenship behaviour and rewards in strategy effectiveness. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1080/09585192.2017.1391312] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Lisa Thomas
- Audencia Business School, Department of Management, Nantes, France
| | - Véronique Ambrosini
- Department of Management, Monash Business School, Monash University, Caulfield East, Australia
| | - Paul Hughes
- Leicester Castle Business School, De Montfort University, Leicester, UK
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Kyung-Tae Lee, SANG-BUM PARK. The Effects of SLA on Service Quality Level and Service Productivity of Sub-contractor. JOURNAL OF DISTRIBUTION SCIENCE 2017. [DOI: 10.15722/jds.15.5.201705.65] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/02/2022] Open
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Victor J, Hoole C. The influence of organisational rewards on workplace trust and work engagement. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.4102/sajhrm.v15i0.853] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/08/2023] Open
Abstract
Orientation: In volatile and competitive business environments, organisations are faced with challenges to retain talented workers. Employees are increasingly leaving their jobs for a number of reasons, one of them being a perceived lack of adequate reward practices. Consequently, this has impacted on employee work engagement and confidence and trust in organisations.Research purpose: The study sought to determine whether there is a relationship between rewards, trust and engagement, as well as whether rewards are able to predict trust and engagement in the South African workplace.Motivation for the study: Organisations can no longer solely rely on extrinsic rewards to retain talent. Companies must draw on both extrinsic and intrinsic reward strategies to improve retention levels through endorsing higher levels of workplace trust and work engagement levels.Research design, approach and method: A quantitative, exploratory and cross-sectional research design was utilised. Non-probability sampling using questionnaires consisting of scales from the Job Satisfaction Survey, Intrinsic Motivation Inventory, Psychological Meaningfulness Scale, Basic Needs at Work Scale, Workplace Trust Survey and Utrecht Work Engagement Scale were administered to a sample (N = 251) of South African employees in various industries within the Gauteng region.Main findings: Results indicated that there is a moderate-to-strong positive relationship between the three constructs, and that rewards are able to predict trust and engagement.Practical and managerial implications: The findings provide insight for behavioural practitioners to potentially draw upon when improving talent management strategies. Both extrinsic and intrinsic rewards are important factors in keeping employees engaged and ultimately retaining them.Contribution: The study provided insight into the influence that organisational rewards may have on workplace trust, work engagement and retaining employees. Findings contribute towards improving talent management strategies.
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Mory L, Wirtz BW, Göttel V. Corporate social responsibility strategies and their impact on employees’ commitment. JOURNAL OF STRATEGY AND MANAGEMENT 2016. [DOI: 10.1108/jsma-12-2014-0097] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to investigate how employees perceive corporate social responsibility (CSR) within their organizations, thus employees’ Internally Perceived CSR and how it impacts their organizational commitment.
Design/methodology/approach
– For conceptualizing, the constituents of Internally Perceived CSR – Individual CSR-Perception, Organizational CSR-Perception and their respective factors – are derived from social exchange theory, social identity theory and further relevant literature. The study’s research model is tested through a survey consulting 386 respondents from a company operating in renewable energies.
Findings
– The results lead to the following conclusions: Internally Perceived CSR strongly impacts employees’ Affective Organizational Commitment and comparatively low influences Normative Organizational Commitment. Moreover, Affective Organizational Commitment mediates Normative Organizational Commitment.
Originality/value
– The implementation of CSR has evolved to a crucial component of both organizational behavior and management. Nevertheless, the internal CSR-dimension has been largely neglected so far.
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Mendes L, Jesus J. Influence of total quality-based human issues on organisational commitment. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2016. [DOI: 10.1080/14783363.2016.1180953] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Luís Mendes
- Advanced Studies in Management & Economics Research Center (CEFAGE-UBI), Univ. Beira Interior, Covilhã, Portugal
| | - Jorge Jesus
- Instituto Da Segurança Social, IP – Centro Distrital da Guarda, Guarda, Portugal
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Bashir N, Long CS. The relationship between training and organizational commitment among academicians in Malaysia. JOURNAL OF MANAGEMENT DEVELOPMENT 2015. [DOI: 10.1108/jmd-01-2015-0008] [Citation(s) in RCA: 37] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/30/2022]
Abstract
Purpose
– The purpose of this paper is to address the question “what is the relationship between employees’ perception on training and employees’ organisational commitment?” using the widely accepted theories of three-component model of organisational commitment and training-related variables.
Design/methodology/approach
– This study utilises the survey methodology approach. The study design is an associational descriptive research designed to identify the relationship between employees’ training measured by five training variables (perceived availability of training, motivation to learn in training, perceived co-worker support for training, perceived supervisor support for training and perceived benefits of training) and employees’ organisational commitment measured by three organisational commitment components (affective commitment, continuance commitment and normative commitment). The target population of this study consisted of academic staffs of one of the faculty in a public university in Malaysia. The name of the University is not disclosed due to the request from the management of the University. Comprehensive sampling approach was used in this survey, whereby the survey was distributed to all the target population. This approach was chosen to ensure higher response rate from the respondents. The target population is academic staff and 60 responses were analysed.
Findings
– Findings from the study revealed a significant and positive relationship between the training-related variables (availability of training, motivation to learn, co-worker support for training, supervisor support for training and benefits of training) the affective and normative commitment components of the organisational commitment; while a non-significant relationship with continuance commitment. Additionally, the results of the study revealed that the best predictor of affective commitment is co-worker support for training followed by availability of training. For normative commitment, the best predictor was availability of training.
Research limitations/implications
– Although this study was conducted in the education industry, the results of this study were consistent with previous studies conducted in western countries and the few studies conducted in some Asian countries such as Qatar, China, Australia and Malaysia that are non-education industries. However, the study was conducted in a single university in Malaysia and therefore results of the study may not be generalisable to all higher institutions nor the universities excluded in the sample. The study was limited to academic staffs, and does not involve other employees such as non-academic staff. Therefore the result may not be generalisable to those excluded staff as training policies, skills and knowledge requirement among various staff categories differ.
Practical implications
– This study has indicated that co-worker support for training and supervisor support of training enhance emotional attachment/sense of belonging (i.e. affective commitment) and loyalty (i.e. normative commitments) among academic staff. Thus in this view the university authority could create an environment where there is a strong encouragement by colleagues and supervisors towards participating in training activities. Supervisors in the context of this study refer to HoDs, Deans, head of research groups, etc. This research has also revealed that availability (or access) to training has a strong relationship with both affective and normative commitments; with availability of training a strong predictor of the former type of commitment. Therefore the university through supervisors can play a role in publicising the availability of training to the academic staff. The university can also design more in-house training and development programmes/activities as well as encourage and financially support external training programmes that will enhance the academic staff teaching and research skills. Such move by the university could be perceived by the academic staff as support and care which ultimately leads to better organisational performance.
Originality/value
– This is a pioneering study on perception on training towards organisational commitment among academic staff in a public university in Malaysia. The result of this study will spur public universities in Malaysia to find ways to improve their training plan and design to achieve maximum satisfaction among the academician.
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Trivellas P, Santouridis I. Job satisfaction as a mediator of the relationship between service quality and organisational commitment in higher education. An empirical study of faculty and administration staff. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2014. [DOI: 10.1080/14783363.2014.969595] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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Zhou Y, Miao Q. Servant Leadership and Affective Commitment in the Chinese Public Sector: The mediating Role of Perceived Organizational Support. Psychol Rep 2014; 115:381-95. [PMID: 25310313 DOI: 10.2466/01.21.pr0.115c23z4] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This study examined a possible mediating mechanism between servant leadership and the affective commitment in Chinese employees. Servant leadership, perceived organizational support, and affective commitment was assessed among 239 full-time employees in the Chinese public sector in three rounds of surveys. Servant leadership influenced affective commitment through perceived organizational support. The effect of servant leadership exists in Chinese culture as well as Western cultures.
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Affiliation(s)
- Yingying Zhou
- College of Administration, Zhejiang University, China
| | - Qing Miao
- College of Administration, Zhejiang University, China
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Miao Q, Newman A, Sun Y, Xu L. What factors influence the organizational commitment of public sector employees in China? The role of extrinsic, intrinsic and social rewards. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2013. [DOI: 10.1080/09585192.2013.770783] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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26
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Kazi A, Haslam CO. Stress management standards: a warning indicator for employee health. Occup Med (Lond) 2013; 63:335-40. [DOI: 10.1093/occmed/kqt052] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
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27
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Hofman PS, Newman A. The impact of perceived corporate social responsibility on organizational commitment and the moderating role of collectivism and masculinity: evidence from China. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2013. [DOI: 10.1080/09585192.2013.792861] [Citation(s) in RCA: 94] [Impact Index Per Article: 8.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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28
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Cabrera-Suárez MK, Martín-Santana JD. Successor's commitment and succession success: dimensions and antecedents in the small Spanish family firm. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2012.676458] [Citation(s) in RCA: 18] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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Karantzas GC, Mellor D, McCabe MP, Davison TE, Beaton P, Mrkic D. Intentions to Quit Work Among Care Staff Working in the Aged Care Sector. THE GERONTOLOGIST 2012; 52:506-16. [DOI: 10.1093/geront/gnr161] [Citation(s) in RCA: 52] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
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Newman A, Sheikh AZ. Organizational rewards and employee commitment: a Chinese study. JOURNAL OF MANAGERIAL PSYCHOLOGY 2012. [DOI: 10.1108/02683941211193866] [Citation(s) in RCA: 38] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Suutari V, Tornikoski C, Mäkelä L. Career decision making of global careerists. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2011.639026] [Citation(s) in RCA: 28] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
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Newman A, Sheikh AZ. Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2011.561229] [Citation(s) in RCA: 39] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Rowe F, Marciniak R, Clergeau C. The contribution of information technology to call center productivity. INFORMATION TECHNOLOGY & PEOPLE 2011. [DOI: 10.1108/09593841111182278] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Newman A, Thanacoody R, Hui W. The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2011. [DOI: 10.1080/09585192.2011.565667] [Citation(s) in RCA: 74] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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He Y, Lai KK, Lu Y. Linking organizational support to employee commitment: evidence from hotel industry of China. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2011. [DOI: 10.1080/09585192.2011.538983] [Citation(s) in RCA: 35] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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