Effects of supportive work environment on employee retention: the mediating role of person–organisation fit

Yusliza, Mohd Yusoff; Faezah, Juhari Noor; Ali, Nora’aini; Noor, Noor Maizura Mohamad; Ramayah, T.; Tanveer, Muhammad; Fawehinmi, Olawole

doi:10.1108/ict-12-2019-0111

Cited by 23 publications

(28 citation statements)

References 87 publications

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“…With 28.3% potential influence of SWE on performance of teachers, the findings seem to contrast a number of earlier studies. For instance, Yusliza et al (2020) found supportive work environment to be having high influence on academic stuff retention in Malaysia. Similarly findings were reported in Kundu and Lata (2017) as well as Naz et al (2020).…”

Section: Discussionmentioning

confidence: 99%

“…This implied that the work environment (conditions of physical work environment, psychological work environment, and non-physical work environment) does not positively support the pedagogical and professional performance of teachers. In Malaysia, Yusliza et al (2020) examined the relationships between supportive work environment, person-organisation fit and employee retention among academic staff in one of the public universities. The study conceptualised supportive work environment as perceived climate, supervisory relationship, peer group interaction, and perceived organisational support.…”

Section: Empirical Literature Reviewmentioning

confidence: 99%

“…Findings suggested that SWE plays a crucial role in predicting employee retention while organizational engagement partially mediates the relationship between SWE and employee retention. On their part, Yusliza et al (2020) examined the relationship between SWE, organisation fit and employee retention among academic staff in one of the Malaysian public universities. Results showed a direct and positive relationship between supportive work environment and academic staff retention.…”

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confidence: 99%

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Supportive Work Environment and Teacher Performance among Public Secondary School in Homa-Bay County, Kenya

Joseph¹,

Matula²,

Okoth³

2021

theijhss

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IntroductionMost people spend more than half of their entire lifetime in closed work environment hence the need for a healthy and supportive work environment (ILO, 2018). To retain talented workforce for better organizational performance, it is important to provide a supportive work environment (SWE) (Naz et al, 2020). According to Boswell, Tully and Mills (2017)), the climatic component of a workplace including supervisory/peer support, adequacy of working resources and physical facilities as well as prospects to apply learned behavior form SWE. On their part, Yusliza et al (2020) considered perceived climate, supervisory relationship, peer group interaction, perceived organisational support, and personorganisation fit as factors composing SWE. Many scholars (Kundu&Lata, 2017; Okello, Sichari&Odera, 2017;Naz et al, 2020) have strongly linked SWE with employee retention. Paucity of information seems to exist regarding the relationship between SWE and performance especially among teachers in public secondary schools.In the success of education curriculum delivery continuum, importance of teachers cannot be gainsaid. Teachers are professionals who have a positive effect on student learning and development through their ability to deliver learning content (Kuncoro&Dardiri, 2017). They employ their good pedagogical, professional, communication and interpersonal skills to deliver curriculum requirement for the enhancement of student performance (Alyaha&Mbogo, 2017). This is an important contribution especially in the secondary level of learning which provide a gateway to tertiary education, a key component of economic development of a country (Baumann&Winzar, 2014). Conducive work environment can gift comfort and security to teachers in carrying out their instructional works and other duties (Kuncoro&Dardiri, 2017). Whereas SWE has been largely associated with employee retention especially in profit making entities, focus on how the same influences performance of the teacher remains limited.

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Section: Discussionmentioning

confidence: 99%

Section: Empirical Literature Reviewmentioning

confidence: 99%

mentioning

confidence: 99%

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Supportive Work Environment and Teacher Performance among Public Secondary School in Homa-Bay County, Kenya

Joseph¹,

Matula²,

Okoth³

2021

theijhss

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“…Employee retention rates are also influenced by the work environment (Kundu & Lata, 2017). The work environment is everything outside the organization that has the potential to affect employees at work and ultimately affect organizational performance (Yusliza et al, 2021). The work environment is divided into a physical work environment and a non-physical work environment.…”

Section: Introductionmentioning

confidence: 99%

The Effect of Leadership Style on Employee Retention at Ayodya Resort Bali with Non-Physical Work Environment as Moderating Variable

Dwipayana

Suwandana

2021

EJBMR

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This study aims to analyze the effect of leadership style, work environment on employee retention with non-physical work environment as a moderating variable. The research design used is associative. The research was conducted at Ayodya Resort Bali. The population of this study was 501 employees with 84 employees as samples. The sample selection technique is proportional stratified. The data collection method used is Observation, Interview, Questionnaire and analyzed by Moderated Regression Analysis (MRA). The results show that leadership style has a positive and significant effect on employee retention, the better the leadership style applied by the company, the employee's desire to remain in the company will also increase. The non-physical work environment strengthens the influence of leadership style on employee retention, the better the leadership style supported by a good non-physical work environment, the employee's desire to remain in the company will increase. Companies must always pay attention to the relationship between employees and the relationship between employees and superiors so that they continue to run well and harmoniously.

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“…value of conformity between the organization and employees(Yusliza et al, 2020). The organization supports a conducive work climate through ethical standards, upholding honesty, implementing a mandate, and strengthening individual values' conformity with organizational expectations.…”

mentioning

confidence: 99%

Islamic work ethics and lecturer performance: Mediating roles of person-organization fit and innovation in learning activities

Wulandari¹,

Mubarak²

2021

Problems and Perspectives in Management

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This study highlights the performance of lecturers at religious universities. The research gap of the study is the influence of Islamic Work Ethics (IWE) on lecturer performance. This study intends to examine the role of IWE in improving lecturer performance by mediating person-organization fit and innovation in learning activities. It is expected that IWE, which is characterized by some behaviors (hard work, responsibility, altruism, as well as worship and blessings as work intention), becomes an important antecedent in improving lecturer performance. The stratified random sampling with disproportionate random sampling was employed as a sampling technique. This study involved 104 respondents from IAIN Surakarta and UIN Antasari Banjarmasin. The data were analyzed using path analysis with IBM SPSS 23 software as a tool of analysis. In this study, all proposed hypotheses have been proven. However, the person-organization fit has the greatest value in increasing innovation in learning activities. Person-organization fit and innovation in learning activities partially mediate the influence of IWE on lecturer performance. The implication of the study describes the role of IWE that are attached to the individual level of a lecturer; thus, IWE is an important aspect in driving lecturer performance. The best strategy proposed from this study is to maximize the role of IWE to encourage innovation in learning activities, which leads to improvement of lecturer performance that has the value of path of 0.1272.

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Effects of supportive work environment on employee retention: the mediating role of person–organisation fit

Cited by 23 publications

References 87 publications

Supportive Work Environment and Teacher Performance among Public Secondary School in Homa-Bay County, Kenya

Supportive Work Environment and Teacher Performance among Public Secondary School in Homa-Bay County, Kenya

The Effect of Leadership Style on Employee Retention at Ayodya Resort Bali with Non-Physical Work Environment as Moderating Variable

Islamic work ethics and lecturer performance: Mediating roles of person-organization fit and innovation in learning activities

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