Mentoring functions and turnover intention: the mediating role of perceived organizational support

Park, Joon Hyung; Newman, Alexander; Zhang, Lili; Wu, Chendong; Hooke, Angus

doi:10.1080/09585192.2015.1062038

Cited by 86 publications

(72 citation statements)

References 104 publications

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“…POS will increase job satisfaction. Second, the current study also corroborates the previous result regarding the negative effect of POS and turnover intention [36][37][38][39]. Finally, our result also in line with previous finding which support the negative relation between job satisfaction and turnover intention [40][41][42][43][44][45][46][47].…”

Section: A Resultssupporting

confidence: 92%

“…Most studies regarding the relationship between POS and turnover intention support the significant negative relation. Hussain & Asif in Pakistan [35], Islam et al [36], Park et al in China [37], Urbonas et al in Lithuania [38], and Islam et al in Malaysia [39] found strong negative correlation (R > -0.500). Thus the hypothesis H2 is perceived organizational support will have significant and negative effect on turnover intention.…”

Section: E the Relation Of Perceived Organizational Support Andmentioning

confidence: 99%

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The Effect of Perceived Organizational Support and Job Satisfaction

Ayuningtias¹,

Shabrina²,

Prasetio³

et al. 2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

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Construction industries are exposed to a high competition. Such situation could affect the emloyees since organization also increase their demand in terms of long working hours, high workload, high quality standard, and lack of job security. Facing this challenges some employees might feel less satisfied and tend to come out with quick response to leave the organization. This paper aims to explore the turnover intention in constrcution industry. A questionnaire is used to collect data from 110 employees. The results reveal that most respondents perceived good support from organization and fel satisfy. While they have low intention to leave. The perceived organizational support positively affect turnover intention and job satisfaction mediated the relation. This study using small sample size which means any generalisations should be done carefully. Meanwhile, the cross-sectional approach only highlight the existence of relationships between variables but it didnot discuss their exact nature.

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Section: A Resultssupporting

confidence: 92%

Section: E the Relation Of Perceived Organizational Support Andmentioning

confidence: 99%

The Effect of Perceived Organizational Support and Job Satisfaction

Ayuningtias¹,

Shabrina²,

Prasetio³

et al. 2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

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“…Jyoti and Sharma (2015b) Career development Mentoring culture and mentoring structure 24 Park, Newman, Zhang, Wu, and Hooke (2015) Turnover intention Perceived organisational support have proven that self-efficacy influences self-control, performance, task efforts (Bandura, 1986), effective problem resolving (Gist & Mitchell, 1992), feelings of stress and anxiety (Prussia, Anderson, & Manz, 1998), coping behaviour, individual choice behaviour, effort to overcome obstacles (Stajkovic & Luthans, 1998), organisational commitment (Vuuren, DeJong, & Seydel 2008), etc. According to the mentoring theory, a mentor can provide a protégé with functions such as guidance, role modelling, and acceptance (Day & Allen, 2004).…”

Section: Moderation Hypothesesmentioning

confidence: 99%

Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model

Jyoti

Sharma

2017

Revista de Psicología del Trabajo y de las Organizaciones

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a b s t r a c tThis study evaluates the role of self-efficacy between mentoring and its outcomes namely, relationship quality, communication satisfaction, and personal learning. It also examines the mediating role of relationship quality, communication satisfaction, and personal learning between mentoring and job performance. Besides, this moderated mediation relationship is also evaluated. Data has been collected from 276 employees working in banking sector in Jammu & Kashmir (J&K, India). The confirmatory factor analysis has been done for confirming the factor structure and structural equation modelling for testing the hypothesized relations. Results revealed that self-efficacy moderates the relationship between mentoring and personal learning, relationship quality, and communication satisfaction. Further the study revealed that interaction effect of mentoring and self-efficacy on job performance is mediated by personal learning, relationship quality, and communication satisfaction. The data has been collected using a questionnaire at a single point of time. For future research longitudinal study should be conducted. © 2017 Colegio Oficial de Psicólogos de Madrid. Published by Elsevier España, S.L.U. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). La investigación empírica de una variable moderadora y mediadora entre el mentoring y el desempeño laboral: modelo estructural Palabras clave: Mentoring Autoeficacia Aprendizaje personal Calidad de la relación Satisfacción en la comunicación Desempeño laboral r e s u m e nEl estudio analiza el rol que juega la autoeficacia entre el mentoring y sus resultados, es decir, la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal. También indaga en el papel mediador de la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal entre el mentoring y el desempeño laboral. Además, se analiza esta relación de mediación moderada. Se recogieron datos de 276 empleados del sector bancario en Jammu y Kashmir (J&K), India. Se llevó a cabo un análisis factorial confirmatorio con el fin de confirmar la estructura factorial y el modelado de ecuaciones estructurales para probar las relaciones postuladas. Los resultados pusieron de manifiesto que la autoeficacia modera la relación entre mentoring y aprendizaje personal, calidad de la relación y satisfacción en la comunicación. Dichos datos se recogieron mediante cuestionario en un momento puntual. En investigaciones futuras debería llevarse a cabo un estudio longitudinal. © 2017 Colegio Oficial de Psicólogos de Madrid. Publicado por Elsevier España, S.L.U. Este es un artículo Open Access bajo la licencia CC BY-NC-ND (http://creativecommons.org/licenses/by-nc-nd/4.0/ ).Human resources are valuable intangible assets in the organisation. Their needs and desires are diverse, and difficult to understand. Due to increasing size of the industry and the complexity associated with its operations and human element, many * Co...

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“…Masih menurut Wahyudi (2016) karyawan akan merasa betah dengan pekerjaan yang memiliki suasana kantor kondusif dan mendukung produktivitas mereka. Faktor lain yang dapat mempengaruhi munculnya niat karyawan untuk mengundurkan diri adalah sistem rekrutmen dan seleksi yang tidak dilakukan dengan baik (Mujkic, Sehij, Rahimic, & Jusic, 2014), ketidakjelasan peran atau pekerjaan (Jaramilo, Mulki, & Solomon, 2006), karier yang tidak berkembang (Cao, Chen, & Song, 2013), tingkat keterlibatan rendah (Sultana & Jabeen, 2018), rendahnya komitmen terhadap organisasi (Susanto & Gunawan, 2013), kurangnya dukungan organisasi (Park, Newman, Zhang, Wu, & Hooke, 2015), stres kerja (Rehman, Khan, & Afzal, 2010), dan gaya kepemimpinan (Ennis, Gong, & Okpozo, 2016).…”

Section: Pendahuluanunclassified

Gaya Kepemimpinan Transformasional, Stres Kerja, Kepuasan Kerja, dan Turnover Intention pada Karyawan Perusahaan Penyedia Jasa Konsultasi Pengembangan Sumberdaya Manusia

Sumrahadi

Azis

Respati

et al. 2019

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Penelitian ini menganalisis hubungan antara gaya kepemimpinan transformasional, stres kerja, kepuasan kerja, dan turnover intention pada organisasi yang bergerak di bidang konsultansi. Tingkat perputaran karyawan yang terlalu cepat dan sering dapat merugikan perusahaan karena harus menyiapkan sumberdaya manusia yang baru serta melatihnya. Berbagai cari dilakukan organisasi agar karyawan khususnya yang berprestasi tidak berencana untuk mengundurkan diri. Hasil kajian ini diharapkan dapat menjadi acuan bagi perusahaan untuk mengevaluasi kebijakan terkait pengelolaan sumberdaya manusia dalam upaya meminimalkan niat karyawan untuk mundur. Responden untuk penelitian ini sebanyak 75 orang karyawan yang terdiri dari manajer, supervisor dan pelaksana. Analisis korelasi dengan program SPSS digunakan untuk mengukur seberapa kuat hubungan antara variabel. Hasil penelitian menunjukkan bahwa gaya kepemimpinan memiliki korelasi positif yang kuat dengan tingkat kepuasan kerja dan stres kerja juga berkorelasi positif dengan niat untuk mengundurkan diri. Hasil ini sesuai dengan karya ilmiah sebelumnya. Untuk meningkatkan kepuasan kerja, organisasi dapat menerapkan gaya kepemimpinan transformasional yang diakui memiliki banyak manfaat positif. Sebagian kecil dari niat karyawan untuk mundur disebabkan tingkat stres kerja yang dialami. Dengan demikian organisasi perlu memperbaiki kondisi yang menyebabkan stres agar niat karyawan untuk mundur berkurang. Temuan lain dari penelitian ini adalah tidak adanya korelasi antara gaya kepemimpinan dan kepuasan kerja dengan niat untuk mengundurkan diri. Niat karyawan untuk didorog oleh faktor lain misalnya adanya tawaran yang menarik atau kesempatan yang ebih baik. Hal ini menjadi masukan agar organisasi senantiasa memperhatikan kondisi eksternal dan melakukan penyesuaian terhadap kondisi internal jika dinilai sudah kurang memadai.

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Mentoring functions and turnover intention: the mediating role of perceived organizational support

Cited by 86 publications

References 104 publications

The Effect of Perceived Organizational Support and Job Satisfaction

The Effect of Perceived Organizational Support and Job Satisfaction

Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model

Gaya Kepemimpinan Transformasional, Stres Kerja, Kepuasan Kerja, dan Turnover Intention pada Karyawan Perusahaan Penyedia Jasa Konsultasi Pengembangan Sumberdaya Manusia

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