Employee Retention in Public and Private Hospital Settings: An Empirical Study of its Relationship with Participative Climate, and Role Performance

Jadon, Priyanka Singh; Upadhyay, Bal Krishna

doi:10.18843/ijcms/v9i1/06

Cited by 5 publications

(8 citation statements)

References 20 publications

(11 reference statements)

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“…Thus he/she becomes well-rounded in his profession. The findings of current study is supported by the previous researches done by (Yang et al, 2018;Dhanpat et al, 2018;Naidoo, 2018;Jadon & Upadhyay., 2018;Dhanpat., 2018;Daiet al, 2018;Senreich et al, 2018;Yang., 2018).…”

Section: Discussionsupporting

confidence: 90%

“…Employee commitment towards their career is affected by the supportive supervisor (Zheng & Wu., 2018).Supervisory support establishes strong relationship between an organization and its employee (Dhanpat., 2018) . The better relationship between employee and supervisor is good image of the organization (Jadon & Upadhyay, 2018). If an employer is true to his employees, the commitment of employees goes up (Naidoo, 2018).…”

Section: Supervisory Support and Career Commitmentmentioning

confidence: 99%

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Enhancing Employee Retention in Supervisory Support context: role of Person-Organizations Fit and Career Commitment

Khan

Abass²,

Khan³

et al. 2020

NRJSS

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By using Social exchange theory (Blau, 1964) the current study examined the mediating effect of Career commitment in the relationship between Supervisory support (SS) and Employee Retention (EE) and the moderating role of Person Organization Fit in the relationship between Supervisory Support and Career Commitment. Data was collected from 264 respondents from the Banking and Telecom sector (Rawalpindi and Islamabad) of Pakistan. Banking and telecom were the new areas for the current study. Supervisory support and career commitment is the most important thing in banking and telecom. The main and for the most important object of current is to find out how the supervisor helps the employee to retain in origination. The second objective is how career commitment and person-organization fit helps to an employee in retention. The results show that supervisory support has a positive effect on employee retention and career commitment. The study further reveals that career commitment mediates the relationship between supervisory support and Employee Retention and Person Organization Fit moderates the relationship between Supervisory support and Career Commitment. The current study suggests that supervisors of banking and telecom sectors should support their subordinates to achieve their organizational goals effectively and efficiently. Person organization Fit is necessary for subordinates in organizations to complete their work and compete with their competitors.

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Section: Discussionsupporting

confidence: 90%

Section: Supervisory Support and Career Commitmentmentioning

confidence: 99%

Enhancing Employee Retention in Supervisory Support context: role of Person-Organizations Fit and Career Commitment

Khan

Abass²,

Khan³

et al. 2020

NRJSS

View full text Add to dashboard Cite

show abstract

“…The internal environment is referred to as organizational climate, which acts as a situational factor, in shaping the expected behavioural patterns (Raub and Liao, 2012) and craft few aspects of the employee job roles. Initiative climate, which is a type of organizational climate, focuses on employee shared perceptions about the encouragement and reward systems put forth by the management to foster change orientation, persistent and pro-active behaviour (Jadon and Upadhyay, 2018). The initiative climate is drawn from the person-situation theory, which proposes that the internal organizational environment either acts as reinforcer or barrier in the process employee meeting the set goals (Pervin, 1989).…”

Section: Moderating Role Of Initiative Climatementioning

confidence: 99%

Impact of soft TQM practices on employee work role performance: role of innovative work behaviour and initiative climate

Vihari

Yadav

Panda

2021

TQM

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PurposeThe purpose of this paper is to investigate the effect of soft total quality management (TQM) practices on employee work role performance in the manufacturing sector of United Arab Emirates. It also examined the indirect effect of innovative work behaviour and initiative climate.Design/methodology/approachThe study is based on a conclusive research design and survey data was collected from 290 employees working in non-managerial positions across various manufacturing companies in UAE. The hypotheses of the empirical study are tested using structural equation modelling. The indirect effects created through moderated mediation are analysed using Hayes Process Macro.FindingsThe results show that soft TQM practices have a positive influence on work role performance. Employee innovative work behaviour acts as a partial mediator and initiative climate moderates the relationship.Research limitations/implicationsThe study adopted a cross-sectional analysis and single informants are used, so it is advised that the interpretation of the results is made with enough caution.Practical implicationsPractitioners must bear in mind that when the employees are adequately trained, empowered, involved and organized as team, it would result in employee innovative behaviour and improved work role performance. The top management should be persuaded to be more committed to the above-mentioned activities for more positive employee-level outcomes.Originality/valueVery few studies have conducted an empirical validation at the intersection of human resource management (HRM) and TQM. This is one of the first studies to examine the relationship between soft TQM and employee work role performance.

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“…İlgili yazında katılımcı iklim kavramı, araştırmacılar tarafından birçok kavram ile ilişkilendirilmiştir. Bu kavramlar arasında karar alma (Liverpool, 1990;Taylor & Tashakkori, 1994;Tesluk et al, 1999;Turnbull, 1999), kalite çemberleri (Liverpool, 1990), örgütsel ses, sessizlik ve güç mesafesi (Huang et al, 2005;Demiralay, 2014;Lee, Diefendorff, Kim & Bian, 2014), personel güçlendirme (Short & Rinehart, 1992;Bordin et al, 2007), yenilikçi davranış ve proaktif kişilik (Bal Taştan, 2013), örgütsel sinizm (Brown & Cregan, 2008), tükenmişlik ve işten ayrılma niyeti (Angermeier et al, 2009), kişilik (Lee et al, 2014), işgören elde tutma ve rol performansı (Jadon & Upadhyay, 2018) yer almaktadır. Kavramsal çerçevenin ikinci bölümünde, araştırmanın bir diğer değişkeni olan ve çalışanların katılımcı iklim algılarını etkileyen örgütsel muhalefet kavramını tanımlamanın önem taşıdığı düşünülmektedir.…”

Section: Katılımcı İklim Kavramıunclassified

Katılımcı İklim Algısı ile Örgütsel Muhalefet Arasındaki İlişkinin İncelenmesi

Karalar

Usta

2020

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi

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Siyaset bilimi kapsamında gelişen muhalefet kavramı, son yıllarda yönetim ve işletme alanında çalışan araştırmacılar tarafından da ele alınan konulardan biri haline gelmiştir. Örgüt içerisinde çalışanlara yönelik olumsuz davranışlar, eşit olmayan yönetim uygulamaları, çatışma ortamı ve örgütsel bağlılık düzeyi çalışanların muhalif tutum ve davranışlar sergilemelerine neden olan faktörler arasındadır. Yöneticilerin eşit, şeffaf ve katılımcı bir iklim meydana getirdikleri örgütler eleştiriye ve muhalefete açık bir iş ortamı oluşturabilmektedir. Diğer taraftan örgütsel muhalefetin olasılığı durumunda çalışanların seslerini yükseltmeleri ve karar alma süreçlerine katılımları daha mümkün hale gelebilmektedir. Dolayısı ile katılımcı iklim ve örgütsel muhalefet, birbirlerini karşılıklı olarak etkileyen iki kavram olarak ortaya çıkmaktadır. Bu bağlamda araştırmanın amacı, katılımcı iklim algısı ile örgütsel muhalefet arasındaki iki yönlü ilişkiyi incelemektir. Araştırma kapsamında Huang, Van de Vliert ve Van der Vegt (2005) tarafından geliştirilen katılımcı iklim algısı ölçeği ile Kassing (1998)'in geliştirdiği ve Dağlı (2015) tarafından Türkçe'ye öğretmenlere yönelik olarak çevrilen örgütsel muhalefet ölçeği kullanılmıştır. Araştırmada Tekirdağ merkez ilçedeki devlet ilköğretim okulları ve liselerinde görev yapan 188 öğretmen üzerinde bir anket çalışması yürütülmüştür. Araştırma sonucunda elde edilen verilerin analizinde betimsel istatistikler, açıklayıcı faktör analizi ve yapısal eşitlik modellemesi kullanılmıştır. Modellerin sınanması sonucunda, katılımcı iklim algısı ile dikey muhalefet arasında karşılıklı bir ilişkinin varlığı ortaya koyulmuş olup yatay muhalefet ile katılımcı iklim algısı arasında hiçbir ilişkiye rastlanmamıştır.

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Employee Retention in Public and Private Hospital Settings: An Empirical Study of its Relationship with Participative Climate, and Role Performance

Cited by 5 publications

References 20 publications

Enhancing Employee Retention in Supervisory Support context: role of Person-Organizations Fit and Career Commitment

Enhancing Employee Retention in Supervisory Support context: role of Person-Organizations Fit and Career Commitment

Impact of soft TQM practices on employee work role performance: role of innovative work behaviour and initiative climate

Katılımcı İklim Algısı ile Örgütsel Muhalefet Arasındaki İlişkinin İncelenmesi

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