Effect of job design and organizational commitment to employee retention in a lighting company

Soenanta, Andy; Akbar, Maruf; Sariwulan, Rd. Tuty

doi:10.21744/lingcure.v5ns3.1834

Cited by 4 publications

(5 citation statements)

References 20 publications

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“…This result emphasizes the research aim that work-family conflict affect negatively on employee retention, therefore the hotels must do their best to keep their employees by dealing with their family issues. these results agree with Soenanta et al, (2021) and Choy & Kamoche (2021) that organizations must do their best to keep their employees in a manner to increase business performance and success as well as decreases employee's turnover.…”

Section: The Results Of the Second Dimension: Employees Retentionsupporting

confidence: 88%

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The Impact of Work-Family Conflict on Hotel Employees Retention

Abdelaal

kassem²,

Abbas³

2022

مجلة کلیة السیاحة والفنادق. جامعة المنصورة

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A work-family conflict is a form of inter-role conflict in which the demands of one function at work and another at home are conflicted in some ways. Conflict arises whenever work and family life overlap. Work-family conflict is significant for both businesses and individuals since it is linked to undesirable results. The conflict between work and family life, for example, is linked to higher absenteeism, higher labor force turnover, lower performance, and poor physical and mental health. In this respect, the current study aims to explore the impact of work-family conflict on hotel employees' retention in Kingdom of Saudi Arabia hotels (KSA). The study used the analytical method to achieve the objectives of the research, the study was conducted on some workers in KSA hotels, the study was used a simple random sample via an electronic link questionnaire to collect primary data from 131 individuals. The study was used SPSS V.23 to test thebetween work-family conflict and employees' retention in the selected sample. The results assured that there is a statistically significant negative impact of work-family conflict on hotel employees' retention in KSA hotels. The study provides a set of recommendations for hotel managers to increase their employees' retention.

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Section: The Results Of the Second Dimension: Employees Retentionsupporting

confidence: 88%

“…Employee retention is defined as "an organization's capacity to prevent employee turnover, or the number of employees who quit their position, either freely or involuntarily, within a given period of time." Employee retention has a direct impact on the success and profitability of a company (Soenanta, Akbar & Sariwulan , 2021).…”

Section: Employee Retentionmentioning

confidence: 99%

The Impact of Work-Family Conflict on Hotel Employees Retention

Abdelaal

kassem²,

Abbas³

2022

مجلة کلیة السیاحة والفنادق. جامعة المنصورة

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“…But, the improvement can be noticed in current managerial practices [ 4 ]. Employees seek an apparent career growth in the organization, a perceived value that enhances their organizational commitment [ 5 , 6 ], which may further discourage them from leaving the organization [ 7 ]. Thus, creating a proper career growth-path is essential to retain existing employees [ 8 ] and attracts potential talents and contributes to the recruitment function’s effectiveness [ 9 ].…”

Section: Introductionmentioning

confidence: 99%

Role of organizational commitment in career growth and turnover intention in public sector of Oman

et al. 2022

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Introduction Creating a proper career program is the best way to enhance employees’ organizational commitment; it motivates and retains them. This research aims to measure career growth’s influence on turnover intention, mediated by employees’ commitment through self-reported employees’ perceptions. This study identifies the key dimensions of organizational commitment (affective, continuance and normative commitment) that mediate the relationship between career growth and employee turnover intention exploring the indirect effects between career growth and turnover intention. The relationship is examined among the public sector employees in the Sultanate of Oman, a sector currently facing high turnover rates and losing key skilled talent pool. Methodology Data collection was executed through an adopted questionnaire distributed among 500 employees of 38 government units within the Sultanate of Oman. A total of 351 questionnaires were returned, and after the initial screening process, 329 were found to be valid for further analysis. CFA analysis was conducted to identify the factors falling under the three primary constructs of the study. Assessment of the models was explained through Goodness-of-fit Indices. Structural equation modeling, which is most recommended to study the effect of latent variables, was performed using AMOS to evaluate the mediating role of organizational commitment between career growth and employee turnover intention. Findings The results indicated that the potential for career growth is an essential motivating element for public sector employees in the Sultanate of Oman to encourage retention and reduce intention to leave. The findings also confirm that effective and continuous commitment significantly mediates the relationship between career growth and employees’ turnover intention. Contribution and originality value The results generated could help both researchers and those involved in public sector policy-making to understand how employee turnover intention is influenced by career growth and organizational commitment in the public sector in the Sultanate of Oman.

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“…According to the literature, the HRM practise that is pertinent to job design has produced some favourable results. According to numerous studies, improving employee retention necessitates implementing proper HRM practises, one of which is the practises for job design (Hlanganipai & Mazanai, 2014;Wakio, 2019, Soenanta et al, 2021. Furthermore, flexible job design is a necessary ingredient of a successful intention to remain method (Yadav & Joshiya, 2021).…”

Section: Job Design and Employee Retentionmentioning

confidence: 99%

The Impact of HRM Practices on the Employee Retention in the Jordanian Plastic and Rubber Sector

Qatamin¹,

Juhdi²,

Fontaine³

2023

IJARBSS

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One of Jordan's vibrant and varied industries is the plastics and rubber sector. This sector in Jordan has enjoyed a long and rich history in the region. Despite this achievement, Plastic and rubber companies in Jordan face various challenges and issues. Due to the high rate of employee turnover in plastic businesses over time, one of the challenges the plastic and rubber industry faces is employee retention. Moreover, finding ways to encourage employees to remain with the company has grown to be of particular importance as businesses struggle with staff retention due to the risk of high employee turnover. The phenomenon raised alarms about the plastic and rubber sector employee turnover problem. In order to address the employee turnover issue and produce results at the employee level, such as a decrease in the likelihood of employee turnover and an increase in their willingness to remain with the business, good HRM (Human Resource Management) practices must be implemented. In order to improve employee retention in Jordanian plastic and rubber enterprises, this paper discusses the significance of implementing effective HRM practices (job design and job security). This study aims at investigating the role of HRM (Human Resource Management) practices on employee retention in the Jordanian plastic and rubber sector. The study develops a conceptual model that links HRM practices (job design and job security) with employee retention in the Jordanian plastic and rubber enterprises. A self-administrated questionnaire has been designed as a data collection instrument. Using the purposive sampling design, 250 questionnaires will be distributed to employees in Jordanian plastic and rubber firms. Quantitative method has been adopted in the study such as descriptive analysis, regression models, and hypothesis testing methods. The expected findings will show that there is a significant effect of HRM dimensions on Jordanian plastic and rubber employees' intention to

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Effect of job design and organizational commitment to employee retention in a lighting company

Cited by 4 publications

References 20 publications

The Impact of Work-Family Conflict on Hotel Employees Retention

The Impact of Work-Family Conflict on Hotel Employees Retention

Role of organizational commitment in career growth and turnover intention in public sector of Oman

The Impact of HRM Practices on the Employee Retention in the Jordanian Plastic and Rubber Sector

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