High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background

Gkorezis, Panagiotis; Georgiou, Loizos; Θεοδώρου, Μάμας

doi:10.1080/09585192.2016.1255906

Cited by 31 publications

(42 citation statements)

References 66 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…While there are other factors like performance, procedural justice, intrinsic motivation, etc. that control the overall nature of ITQ (Gkorezis et al, 2018), the underlying relationship does not change. It is reported that HR systems and staffing rules adopted in gig employment are different.…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Gamifying the gig: transitioning the dark side to bright side of online engagement

Behl

Sheorey

Jain

et al. 2021

AJIS

View full text Add to dashboard Cite

Gig work has transformed the work culture, globally. It’s sprawl, and popularity has also attracted excellent talent to join the gig workforce, most of which are online. While it has unfolded new avenues to showcase talent, its management irregularities have resulted in more significant dropouts. The study addresses a key research gap investigating the dropouts of gig workers on digital earning platforms by the moderating impact of gamified interventions on online platforms. We have based our arguments and derived our hypotheses based on social exchange theory and self-determination theory. A total of 367 responses were collected from white-collar gig workers who have completed tasks on one or more gig platforms in the past two years. We test our hypotheses using partial least square structural equation modelling (PLS-SEM). Results confirm that gamifying the online platform would enhance job satisfaction and productivity of gig employees, reducing the chances of quitting gig work. It is further observed that in the case of gig workers, high-performance work systems have a non-significant effect on the intentions to quit. The results contribute to the redesigning of online gig platforms with a layer of gamified artifacts to increase gig workers' retention.

show abstract

Section: Hypotheses Developmentmentioning

confidence: 99%

Gamifying the gig: transitioning the dark side to bright side of online engagement

Behl

Sheorey

Jain

et al. 2021

AJIS

View full text Add to dashboard Cite

show abstract

“…The behavioral component of organizational cynicism reflects the fact that cynical employees engage in behaviors that are consistent with the above negative beliefs and affects (e.g., bad mouthing the organization; Andersson, 1996;Wilkerson et al, 2008). Researchers usually focus on one or more of the above components, depending on the goal of their study (e.g., Gkorezis, Georgiou, & Theodorou, 2018;Johnson & O'Leary-Kelly, 2003). In this paper, we focus on the affective component of organizational cynicism, which reflects employees' emotional responses.…”

Section: Organizational Cynicismmentioning

confidence: 99%

Psychological contract breach and organizational cynicism and commitment among self-initiated expatriates vs. host country nationals in the Chinese and Malaysian transnational education sector

2020

View full text Add to dashboard Cite

In today's global economy, self-initiated expatriates (SIEs) and host country nationals (HCNs) both represent critical human resources for organizations operating globally. Yet, because these two groups of employees have been studied separately, little is known about how SIEs' and HCNs' perceptions of, and attitudes towards the organization compare and diverge (vs. converge) in terms of implications for human resource management. This study aims to contribute to fill this gap by examining psychological contract breach, organizational cynicism, and organizational commitment components (i.e., affective, normative, and continuance) among a sample of 156 SIEs and HCNs working in the Chinese and Malaysian transnational education sector. Using a one-year time-lagged study, we found that compared to HCNs, SIEs experienced more organizational cynicism and less affective, normative, and continuance commitment. Moreover, the breach-organizational cynicism relationship was stronger (i.e., more positive) among SIEs than HCNs. The indirect relationships between breach and affective and continuance commitment, as mediated by organizational cynicism, were also stronger (i.e., more negative) among SIEs than HCNs. Implications for human resource management are discussed under the lens of Conservation of Resources theory. Keywords Self-initiated expatriates. Host country nationals. Psychological contract breach. Organizational cynicism. Organizational commitment. China and Malaysia In a context of globalization, many organizations, from established multinational corporations to smaller enterprises and international joint ventures, seek to attract international talents (Collings, Scullion, & Morley, 2007). Along with those, talented

show abstract

“…It is the kind of un-satisfaction from organization. This is the hard point of the view with honesty, fair actions, decreased moral and lower level of sincerity within organization (Bernerth, Armenakis, Feild & Walker, 2007;Gkorezis, Georgiou & Theodorou, 2018). It is also called the behavior emerged with the level of faith, inner thinking and working actions in concerned organization with more diligence.…”

Section: Organizational Cynicismmentioning

confidence: 99%

The Relationship of Organizational Cynicism With the Job Satisfaction: The Mediating Role of Psychological Contract Breach

Sheikh

Alvi

Rehman

2020

GUJR

View full text Add to dashboard Cite

This research inspects the relation of psychological contract breach, organizational cynicism and job satisfaction. This is correctional research and date is collected from 274 nurses randomly from public sector hospitals of Lahore Pakistan. Result described that all three hypotheses for direct relationships of psychological contract breach and the organizational cynicism with the job satisfaction and for the relationship of organizational cynicism with psychological contract breach are accepted. Moreover, psychological contract breach partially mediates the relation of +other sectors like the banks, telecom and education sector for validate the results. It is also worthwhile to collect the data from nurses of private sectors where they face lot of hardships and the results of nurses of Govt. and private sector. For generalizing the results data will also collect cities like Islamabad, Faisalabad and Karachi.

show abstract

High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background

Cited by 31 publications

References 66 publications

Gamifying the gig: transitioning the dark side to bright side of online engagement

Gamifying the gig: transitioning the dark side to bright side of online engagement

Psychological contract breach and organizational cynicism and commitment among self-initiated expatriates vs. host country nationals in the Chinese and Malaysian transnational education sector

The Relationship of Organizational Cynicism With the Job Satisfaction: The Mediating Role of Psychological Contract Breach

Contact Info

Product

Resources

About