Chinese Employee's Turnover Intentions in Relation to Organizational Identification, Work Values, Job Satisfactions in Service Industry

Xu-bin, Wei; Long, Hai

doi:10.1109/wicom.2007.1095

Cited by 2 publications

(3 citation statements)

References 12 publications

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“…In line with the theory of social exchange, as stated above, perceiving organizational obstruction by the employee decreases the feeling of belonging or togetherness with the organization, in other words, the level of organizational identification is reduced (Gibney et al, 2011). On the other hand, job satisfaction level of the employee with organizational identification increases (Lu et al, 2015; van Dick et al, 2004, 2008; Wei & Hai, 2007). Holistically evaluating all these findings between POO-organizational identification-job satisfaction, it is possible that perceiving organizational obstruction will reduce the job satisfaction level (through identification), both directly and indirectly.…”

Section: The Mediating Role Of Organizational Identificationmentioning

confidence: 99%

“…For example, in studies conducted on manufacturing workers, Basar and Basim (2015), and Loi et al (2014) determined that organizational identification positively affects the job satisfaction levels of the employees. In previous studies conducted on banking sector by van Dick et al (2004van Dick et al ( , 2008 and on service sector by Wei and Hai (2007), it was determined that organizational identification increases job satisfaction. It is also possible to see similar findings in studies conducted by Kwon et al (2010), Lu et al (2015), and Karanika-Murray et al (2015).…”

Section: The Relationship Between the Organizational Identification A...mentioning

confidence: 99%

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How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

Koçak

Kerse

2022

SAGE Open

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In this study, the concept of perceived organizational obstruction was discussed and the results of the perception of obstruction were determined with reference to social exchange theory perspective. In this context, we tested a moderated mediation model that examines organizational identification as the mediator and interactional justice as the moderator in the relationship between perceived organizational obstruction and job satisfaction. Research data were obtained through the survey technique from 293 employees of a hospital in Turkey. In the findings of the analysis, it was observed that organizational identification has a mediating effect on the relationship between perceived organizational obstruction and job satisfaction. In addition, it was determined that interactional justice has a moderator effect on the relationship between perceived organizational obstruction and organizational identification. Furthermore, results supported the moderated mediation model and showed that the indirect effect of perceived organizational obstruction on job satisfaction through organizational identification was stronger under low interactional justice than under high interactional justice. Theoretical and practical implications are discussed.

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Section: The Mediating Role Of Organizational Identificationmentioning

confidence: 99%

Section: The Relationship Between the Organizational Identification A...mentioning

confidence: 99%

How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

Koçak

Kerse

2022

SAGE Open

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“…Adicionalmente, Ashok (2003) concuerda con que es responsabilidad de la empresa asegurar la satisfacción de sus empleados. También, autores como Min (2007),Pawar y Chakravarthy (2014), Wei y Hai (2007) enfatizan que la principal razón por la que los empleados se van no es el dinero. Por otro lado, las variables encontradas en los estudios del contexto peruano, en general, fueron (Flores, 2014; "Mal clima laboral genera pérdidas millonarias", 2016; "Rotación laboral de ejecutivos en altos mandos alcanza el 25 %", 2014; Sandoval, 2014): (mal) clima laboral, (ausencia de) beneficios laborales, (bajo) salario, búsqueda de mayor competitividad.…”

Section: Tabla 1 Relación De Variables Consideradas En Los Diferentesunclassified

Prediccion de desercion laboral utilizando un algoritmo genetico y redes neuronales artificiales

Reyes-Huertas

2019

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Predicting job abandonment through genetic algorithms and artificial neural networks This research work aims to develop a tool to identify employees who might abandon their position, because job abandonment is considered an international problem. The proposed method consists of a genetic algorithm that allows identifying the significant variables and improving the architecture of an artificial neural network as a solution. The variables selected by the tool were similar to those collected from different studies but not all of them were considered in such studies (e.g., distance between home and workplace, and years of employment). Likewise, the variables and architecture selected by the tool allowed to predict job abandonment up to 88.92 % accuracy rate.

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Chinese Employee's Turnover Intentions in Relation to Organizational Identification, Work Values, Job Satisfactions in Service Industry

Cited by 2 publications

References 12 publications

How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

Prediccion de desercion laboral utilizando un algoritmo genetico y redes neuronales artificiales

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