Correlates of employee turnover intentions in oil and gas industry in the UAE

Insecure yet Resourceful: Psychological Capital Mitigates the Negative Effects of Employees' Career Insecurity on Their Career Satisfaction

The COVID-19 pandemic has increased employee career concerns (i.e., insecurity), and many people face difficulties with their current jobs. In addition, employees have struggled with their health due to COVID-19. Based on the psychological capital (PsyCap) and the conservation of resource theories, we suggest that personal resources, such as resilience, can mitigate the adverse effects of employee career insecurity on their career-related outcomes, such as career satisfaction, as well as on their health. In a German-speaking sample (N = 185) and a two-wave design, we investigated the role of employees' career insecurity on their career satisfaction. We employed PsyCap as a moderator in these relationships. Results showed a negative relationship between career insecurity and career satisfaction. In addition, moderation analyses revealed that PsyCap significantly moderates the effects of career insecurity on employee career satisfaction. Specifically, for high PsyCap the effect of career insecurity on employee career satisfaction does not hold significant, while it does for low PsyCap, showing that PsyCap can mitigate the negative effects of career insecurity on employee career satisfaction. With a robust personal construct in career research, our study contributes to this field by investigating the role of PsyCap for employee careers, especially in a crisis context (i.e., COVID-19). We discuss implications for employees and organizations.

International journal of organizational analysis: a bibliometric review (2005–2020)

Purpose

The International Journal of Organizational Analysis (IJOA) is a leading journal that has published high-quality research focused on various facets of organizational analysis since 1993. This paper aims to conduct a retrospective analysis of the IJOA journey from 2005 to 2020.

Design/methodology/approach

The data used in this study was extracted using the Scopus database. The bibliometric analysis, using several indicators, is adopted to reveal the major trends and themes of the journal. The mapping of bibliographic data is carried using VOSviewer and Biblioshiny.

Findings

The study findings indicate that IJOA has grown for publications and citations since its inception. Five significant research directions emerged, i.e. organizational diagnostics, organization citizenship behaviour, organizational commitment to employee retention, psychological capital and firm performance, based on cluster analysis of IJOA’s publications.

Originality/value

To the best of the authors’ knowledge, this is the first study to conduct a comprehensive bibliometric analysis of IJOA. The study presents the key themes and trends emerging from a leading journal, considered a high-quality journal, for researching various facets of organizational functioning by academicians, scholars and practitioners.

The Impact of Employees’ Perceptions of CSR on Career Satisfaction: Evidence from Saudi Arabia

The purpose of this study is to examine the association between employees’ CSR perceptions and their career satisfaction. Moreover, the mediating roles of organizational pride, organizational embeddedness, and psychological capital in the relationship between CSR perceptions and career satisfaction are also examined. Finally, the moderating roles of internalized moral identity and symbolic moral identity in the relationship between CSR perceptions and career satisfaction are investigated. A cross-industry sample of employees from the Kingdom of Saudi Arabia was collected. The results show that CSR perceptions positively affect career satisfaction. Organizational pride, organizational embeddedness, and psychological capital mediate the link between CSR perceptions and career satisfaction. Both dimensions of moral identity (internalized moral identity and symbolic moral identity) positively moderate the effect of CSR perceptions on career satisfaction.

Enablers of green business process management in the oil and gas sector

Purpose

The integration of green business process management (GBPM) to the existing processes of the oil and gas companies (O&G) in the Gulf Cooperation Council (GCC) countries can lower environmental damage in the O&G sector (OGS), which causes more environmental hazards than other sectors. Studies suggest that sustainability remains a challenge for GCC O&G companies. In this context, this study assesses the following enablers and subenablers related to GBPM integration in these companies: strategy, management, people and culture, information technology, methods and governance.

Design/methodology/approach

Using data from a survey of 12 strategy experts from four GCC O&G companies and the analytical hierarchy process, this study prioritized the key enablers and subenablers driving GBPM.

Findings

Strategy was the highest-ranked enabler, followed by management; governance was the lowest-ranked enabler. Measuring green metrics was the highest-priority strategy enabler, and revising responsibilities and management involvement in strategy development were the highest-priority sub-enablers.

Practical implications

This study recommends O&G companies to invest in optimizing the existing BPM to enhance process-based decision-making, before GBPM integration. The formation of sustainability groups can bring enablers together to improve sustainability performance. Management and governments must reevaluate their commitment to sustainability while developing policies for the GCC OGS.

Originality/value

This study investigated which enablers and subenablers significantly affect GBPM integration in the sector; the results can support researchers and practitioners with the necessary knowledge for future developments.

Engaging employees through effective performance management: an empirical examination

Purpose

Performance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through which they influence employee behavior. This study fills this gap by positing work engagement as a mediator in the relationship between perceptions of PMS effectiveness, employee job satisfaction and turnover intentions.

Design/methodology/approach

The study uses a survey-based design. Data were collected from 322 employees in India attending a management development program at a premier business school. Partial least squares–based structure equation modeling package ADANCO was used for data analysis.

Findings

Positive perception of PMS effectiveness was found to enhance employee work engagement. This increased job satisfaction and reduced turnover intentions among employees. Thus, work engagement mediated the relationship between PMS perceptions and job satisfaction and turnover intentions.

Practical implications

The results suggest that organizations need to focus on three characteristics of PMS, namely its distinctiveness, consistency and consensus. These characteristics determine the effectiveness of PMS in engaging employees and influencing their job satisfaction and turnover intentions.

Originality/value

Prior studies on performance management have largely been limited to aspects of justice and focused disproportionately on the appraisal aspect of performance management. This study takes a systems view of performance management and addresses prior shortcomings by examining the role of clarity and horizontal fit between PMS practices in determining employee engagement. The study also provides much needed empirical support to theoretical studies which have argued that PMS is a driver of engagement in organizations (Gruman and Saks, 2011; Mone and London, 2014).

Influence of big data and predictive analytics and social capital on performance of humanitarian supply chain

Purpose

The purpose of this paper is threefold: first, to investigate the role of big data and predictive analytics (BDPA) and social capital on the performance of humanitarian supply chains (HSCs); second, to explore the different performance measurement frameworks and develop a conceptual model for an HSC context that can be used by humanitarian organizations; and third, to provide insights for future research direction.

Design/methodology/approach

After a detailed review of relevant literature, grounded in resource-based view and social capital theory, the paper proposes a conceptual model that depicts the influence of BDPA and social capital on the performance of an HSC.

Findings

The study deliberates that BDPA as a capability improves the effectiveness of humanitarian missions to achieve its goals. It uncovers the fact that social capital binds people, organization or a country to form a network and has a critical role in the form of monetary or non-monetary support in disaster management. Further, it argues that social capital combined with BDPA capability can result in a better HSC performance.

Research limitations/implications

The proposed model integrating BDPA and social capital for HSC performance is conceptual and it needs to be empirically validated.

Practical implications

Organizations and practitioners may use this framework by mobilizing social capital, BDPA to enhance their abilities to help victims of calamities.

Social implications

Findings from study can help improve coordination among different stakeholders in HSC, effectiveness of humanitarian operations, which means lives saved and faster reconstruction process after disaster. Second, by implementing performance measurements framework recommended by study, donors and other stakeholders will get much desired transparency at each stage of HSCs.

Originality/value

The findings contribute to the missing link of social capital and BDPA to the existing performance of HSC literature, finally leading to a better HSC performance.

Moderating role of employee engagement on conflict–politics relationship

Purpose

The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes.

Design/methodology/approach

A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model.

Findings

The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice.

Research limitations/implications

The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies.

Practical implications

The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization.

Originality/value

The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

Analyzing the influence of job satisfaction on hostage employee loyalty in Isfahan Province Gas Company

Purpose

The purpose of this paper is to analyze the influence of job satisfaction on hostage employee loyalty in Isfahan Province Gas Company (IPGC).

Design/methodology/approach

The statistical population of this study included the formal recruited employees of IPGC out of which, 212 employees have been selected using a stratified random sampling method. A questionnaire has been developed and used for data collection regarding job satisfaction and employee loyalty. In this study along with the other studies of the authors, employees of IPGC were classified into four different categories on the basis of loyalty matrix, and the majority (78 percent) of them were located in the hostage category. Structural equation modeling has been used for data analysis.

Findings

The findings imply that job satisfaction does not have a significant influence on the loyalty of hostage employees.

Practical implications

Organizations are encouraged to identify the individual and organizational factors and obstacles, take necessary measures to increase job satisfaction and maintain the level of employee loyalty and gradually shift them from the hostage category to the apostle category, which results in an increased number of loyal and satisfied employees.

Originality/value

This study indicates how the application of the concepts of loyalty matrix, particularly its hostage category, can be expanded in the field of organizational behavior management.

Employee optimism in India: validation of the POSO-E

Purpose

The purpose of this paper was to validate the short version of personal optimism and self-efficacy optimism scale developed by Gavrilov-Jerkovic et al. (2014) on a sample of 398 employees working in private and public sector organizations in India.

Design/methodology/approach

The study needs to test the psychometric properties of the Indian version of scale by using exploratory factor analysis, convergent validity, discriminant validity and confirmatory factor analysis.

Findings

The results supported for the two-dimensional factor-structure of optimism in consonance with Gavrilov-Jerkovic et al. (2014).

Research limitations/implications

The findings will benefit both the management and the employees. Also, the study expands the existing literature on the variable in the Indian context.

Originality/value

The work validates and provides a unique instrument to measure the employee optimism that can help the management and the employees to focus on themselves to increase the positivity to provide an innovative and creative environment. Also, the work supplements the existing literature on positive attitude or outcome expectancies and helps in establishing the bi-dimensional nature of the construct of optimism.

Influences of working condition and faculty retention on quality education in private universities in Bangladesh

Purpose

The purpose of this paper is twofold: first, to examine the influence of working condition on faculty retention and quality education in the private higher education sector; and second, to see whether there is any mediating role of faculty retention linking working condition and quality education in the private universities in Bangladesh.

Design/methodology/approach

To attain these objectives, a total of 516 data were collected from the faculty members of the private universities located all over the country based on random sampling procedure. Data were analyzed using structural equation modeling technique.

Findings

The findings of the study reveal that though working condition has a direct significant influence on both faculty retention and quality education and faculty retention has a partial mediating influence on quality education in private higher education institutes in Bangladesh.

Research limitations/implications

From a research perspective, the study results demonstrate once again the robustness of the Muslow’s hierarchy need theory of motivation for helping to explain the faculty members of the private universities. As more and more studies of faculty behavior and its antecedents are done within the similar framework, the author is more able to discover and confirm which antecedents are most important, helping the author build a robust theory of quality education affected based on human resource practices by the management of the institutes.

Practical implications

From a practical perspective, as a cumulative body of work on the nexus between human resource management and quality education emerges, the author will be better able to advise private university authorities on the elements they need to address in order to excel quality education. In this study, the one area of findings that may help university authorities the most concerns work environment. These findings imply that in order to excel quality education the authorities of the private universities should focus more on friendly and enjoyable working environment for prolonging faculty retention and excelling quality education.

Originality/value

This study has revealed an important contribution focusing the influence of working condition on faculty retention as well as quality education in private universities in Bangladesh.

Predict employee attrition by using predictive analytics

Purpose

Research questions that this paper attempts to answer are – do the features in general email communication have any significance to a teaching faculty member leaving the business school? Do the sentiments expressed in email communication have any significance to a teaching faculty member leaving the business school? Do the stages mentioned in the transtheoretical model have any relevance to the email behaviour of an individual when he or she goes through the decision process leading to the decision to quit? The purpose of this paper is to study email patterns and use predictive analytics to correlate with the real-world situation of leaving the business school.

Design/methodology/approach

The email repository (2010–2017) of 126 teaching faculty members who were associated with a business school as full-time faculty members is the data set that was used for the research. Of the 126 teaching faculty members, 42 had left the business school during this time frame. Correlation analysis, word count analysis and sentiment analysis were executed using “R” programming, and sentiment “R” package was used to understand the sentiment and its association in leaving the business school. From the email repository, a rich feature set of data was extracted for correlation analysis to discover the features which had strong correlation with the faculty member leaving the business school. The research also used data-logging tools to extract aggregated statistics for word frequency counts and sentiment features.

Findings

Those faculty members who decide to leave are involved more in external communication and less in internal communications. Also, those who decide to leave initiate fewer email conversations and opt to forward emails to colleagues. Correlation analysis shows that negative sentiment goes down, as faculty members leave the organisation and this is in contrary to the existing review of literature. The research also shows that the triggering point or the intention to leave is positively correlated to the downward swing of the emotional valence (positive sentiment). A number of email features have shown change in patterns which are correlated to a faculty member quitting the business school.

Research limitations/implications

Faculty members of only one business school have been considered and this is primary due to cost, privacy and complexities involved in procuring and handling the data. Also, the reasons for exhibiting the sentiments and their root cause have not been studied. Also the designation, roles and responsibilities of faculty members have not been taken into consideration.

Practical implications

Business schools all over India always have a challenge to recruit good faculty members who can take up research activities, teach and also shoulder administrative responsibilities. Retaining faculty members and keeping attrition levels low will help business schools to maintain the standards of excellence that they aspire. This research is immensely useful for business school, which can use email analytics in predicting the intention of the faculty members leaving their business school.

Originality/value

Although past studies have studied attrition, this study uses predictive analytics and maps it to the intention to quit. This study helps business schools to predict the chance of faculty members leaving the business school which is of immense value, as appropriate measures can be taken to retain and restrict attrition.

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

Purpose

The purpose of the paper is to examine the quality of work life (QoWL) and its influence on job satisfaction and turnover (job-leaving) intention of Emirati women employed in various public sector organizations in the United Arab Emirates (UAE).

Design/methodology/approach

Data were collected through a structured questionnaire gleaned from literature, and were analyzed through partial least squares structural equation modeling.

Findings

QoWL was found to have a significant relationship with all variables in the model, and was found, as hypothesized, to have a positive effect on job satisfaction and a negative effect on turnover intention.

Research limitations/implications

One of the main limitations of this study is that the sample is drawn from only Emirati female employees who were working in public organizations based in the Abu Dhabi region, the capital of UAE, and hence, cannot be generalized.

Practical implications

This study helps policy makers by identifying crucial points that can improve Emirati female employees’ QoWL with a commensurate reduction in turnover intention in a collectivistic society. Public sector organizations should address the factors that directly affect Emirati women’s QoWL and job satisfaction, as it will ultimately result in less staff turnover, greater productivity, and will also support the localization strategy.

Originality/value

The study is one of the first enquiries which stresses the importance of understanding how Emirati female employees perceive and categorize themselves as a valuable element of the workplace alongside the significance of augmenting their sense of belongingness to their organization.

Relations at workplace, cynicism and intention to leave

Purpose

Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these relations embed employees’ job and performance, rather than on the declining outcomes from such relations. This paper aims to integrate research on co-worker relations at workplace and cynicism with social exchange as a theoretical grounding to propose a process model that focuses on how employees’ positive relationship at workplace impacts negatively on their cynical behaviours in organisation leading to their intention to stay rather than their intention to leave.

Design/methodology/approach

This study offers a conceptual analysis and a review of the literature to explain employees’ behavioural intentions which may lead to their psychological threat or psychological safety in work organisations.

Findings

This work positions cynicism as psychological threat that moderates and predicts the likelihood that negative relations at workplace will actively engage employees’ intention to leave the organisation. Similarly, the model positions job satisfaction and commitment as psychological safety that predicts the likelihood that positive relations at workplace will engage employees’ intention to stay. The outcome of this study is the creation of a model which provides a comprehensive methodological framework for conducting behavioural research.

Research limitations/implications

This is a conceptual paper.

Practical implications

This study has major implications for managing and communicating with workers, as well as organisational socialisations and practices related to co-worker relations for effective human resource management practices from both managerial and practitioner perspective.

Originality/value

This work has been able to create a theoretical framework that provides an understanding for management to learn from its end-state competencies and contributions. By this, the model created would enable research to examine the empirical relationship between co-worker relations, cynicism and intention to leave. Thus, the contribution of this paper identifies the roles that management and organisational leadership can play in the practice of employee behavioural intentions.