Job Satisfaction and Women’s Turnover Intentions in
Pakistan’s Public Universities

Bushra, Aliya

doi:10.35536/ljb.2012.v1.i1.a4

Cited by 10 publications

(14 citation statements)

References 41 publications

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“…It is basically the response of an employee towards his/her work experience. (Gruneberg, 1979) said that it is an emotional response towards their job, as to how they feel about their job and work conditions (Bushra, 2012). It is one of the important factors leading to success in the organization.…”

Section: Job Satisfactionmentioning

confidence: 99%

The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction

Ashraf

Siddiqui

2020

HRR

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Employee engagement and retention is a promising area in management as well as psychology. The purpose of this paper is to examine the effects of employee engagement (EE) on their retention (ER). We proposed a theoretical framework model explaining how employee engagement affects their retention. The original model linked engagement with control at work (CAW) and general well-being (GWB) through psychological capital (PsyCap). We extended this model by linking CAW and GWB to employee retention. We further added job satisfaction (JS) as a mediator between EE and ER. To establish its empirical validity, we conducted a survey from 200 employees working in different companies in Pakistan by using a close ended likert scale type questionnaire. Data was analyzed using confirmatory factor analysis and structural equation modeling. Findings suggested a positive significant relationship between EE and ER. PsyCap, CAW and JS play a significant mediator role for EE and ER, only GWB does not mediates the relationship between EE and ER. This research will help in understanding how to retain employees and mounting their psychological capital through training and development, since when employees will be happy and motivated, they can perform well and will have job satisfaction. As a result, the level of intention of employees to leave would be low. This study is preliminary the first to investigate the association between EE and ER through many other constructs (PsyCap, CAW, GWB and JS) in the Pakistani context.

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Section: Job Satisfactionmentioning

confidence: 99%

The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction

Ashraf

Siddiqui

2020

HRR

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“…Aliya Bushra (2012) in her work on job satisfaction and Women's' turn over intentions in Pakistan public universities and the results found that adaptable working hours, working environment area, execution evaluation and ability use take an extremely positive result on turn over goals, while proficient self-sufficiency, professional stability and advancement take an inverse impact on employment fulfillment and turn over expectations. Hind A. M. Bader ,IntanH.M.Hashim and Norzarina Mohd Zaharim ( 2013) worked on job satisfaction among bank employees in eastern Libya and the findings of the current study publicized that bank employees in eastern Libya stated a great level of job satisfaction in all aspects of their job, but the factors of gender, age and type of occupation occur no substantial influence on the level of job satisfaction, marital status, educational level, city and the education of work occur substantial impact on the level of job satisfaction.…”

Section: Job Satisfactionmentioning

confidence: 99%

“Measuring the factors affecting Job Characteristics with Personal outcomes” (A Case Study of Khairpur Sugar Mill)

Lashari¹,

Shah²,

Malkawy³

et al. 2019

ABR

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The fundamental purpose behind this research was to find out the association amongst job characteristics and personal outcomes of the representatives of Khairpur sugar factory. The quantitative and qualitative methods have been used to analyze the data and interpret the results. In this research personal outcome, such as satisfaction, internal work motivation and growth were the dependent factors and independent variables were job characteristics like skill variety, task identity, task significance, autonomy, feedback, policy practices and benefits. The present studies led to the laborers of Khairpur sugar mill and total workers were 394 and only 78 workers were randomly selected for this study. Essential information gathered through sample received from the employment indicative overview survey (Hackman & Oldham, 1975) . The secondary sources incorporate journals, annual reports and unpublished research works. Statistical software for social science (SPSS version 21) and descriptive survey was used to analyze data and multiple regressions were applied to establish the correlation between independent and dependent variables. After analyzing the results, it is concluded that job characteristics such as skill variety shows the significant relationship with personal outcomes which is at the level of .000 as well as task identity, task significance and benefits have a positive relationship with personal outcomes such as (internal work motivation, satisfaction and growth) but autonomy, feedback and policy & practices shows less significant impact on personal outcomes.

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“…Employees exhibit negative attitudes like intent to leave and no commitment towards the organization when they perceive that their organization is not treated them fairly (DeConinck & Johnson, 2009). Turnover intentions of few employees create problems for the entire organization, it is a form of expense for organization because when employees will leave, organizations would require new employees and for that organization has to bear extra cost of recruitment, selection, training etc (Bushra, 2012). In the previous studies, it's been noted that workplace bullying is a very important forecaster and predictor of turnover intention, when there is workplace bullying turnover rate would increase (Van Schalkwyk, Els, & Rothmann Jr, 2011).…”

Section: Workplace Bullying and Turnover Intentionsmentioning

confidence: 99%

Impact of Workplace Bullying on Job Attitudes: Moderated by Ethical Leadership

2020

Int. j. bus. econ. aff.

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As employees spend most of their daily time at workplaces, behaviors of employee's at workplaces are major concern for management and organizations. Some roots of the workplace bullying are attitudes of supervisors, leaders, and management and job demands. To minimize bullying, organizations should have proper policies and systems which deal with bullying complain. This research will extend the previous literature in two ways; first we test direct relationship between Workplace Bullying (WPB) with organizational deviance and individual deviance, its impact on turnover intentions of employees, and its impact on Organizational Citizenship Behaviors (OCB) of employees. Secondly, we will test whether Ethical leadership moderates this relationship or not. This is a Quantitative research, using cross sectional data to empirically test the hypothesis. SPSS 21 is used for all statistical analysis of data the study is cross sectional in nature as data was collected from various sources at one time. Data was collected only once for research purposes. The objective of this study was to examine impact of workplace bullying on job attitudes: moderated by ethical leadership. Results and findings revealed that there is no significant relationship between bullying at workplace and deviance of employees.

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Job Satisfaction and Women’s Turnover Intentions in Pakistan’s Public Universities

Cited by 10 publications

References 41 publications

The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction

The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction

“Measuring the factors affecting Job Characteristics with Personal outcomes” (A Case Study of Khairpur Sugar Mill)

Impact of Workplace Bullying on Job Attitudes: Moderated by Ethical Leadership

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