Organization-based Self-esteem as a Moderator of the Relationship between Employee Dissent and Turnover Intention

Cenkci, Tuna; Ötken, Ayşe Begüm

doi:10.1016/j.sbspro.2014.09.038

Cited by 12 publications

(11 citation statements)

References 29 publications

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“…In other words, articulated dissent is negatively related with turnover intention while latent dissent increases the tendency of employees' turnover. These results of this study comport with research of Cenkci and Otken (2014) stating that constructive upward dissent behavior referring providing constructive feedback and suggestions to top managers about the contradictory situation in organization positively associate with remain intention of employees while latent dissent predicating the sharing dissatisfaction with other employees is a predictor of intention to leave. In a similar vein, Kassing et al (2012) revealed that turnover intention of employees is a result of their latent dissent behavior.…”

Section: Conclusion and Discussionsupporting

confidence: 82%

“…org/10.15405/epsbs.2019.12.03.7 Corresponding Author: Berivan Tatar Selection and peer-review under responsibility of the Organizing Committee of the conference eISSN: 2357-1330 84 common in less committed employees and high probability of leaving from the organizations (Kassing, 1998;Kassing, 2011). In the study of Cenkci and Otken (2014), findings showed that constructive upward dissent is a determinant of the intention to stay while questioning upward dissent and latent dissent is a predictor of the turnover intention. In the workplace having freedom of expression has lead employees to prefer articulated dissent (Kassing, 2006) and affected the turnover intention negatively because of creating the perception of being a part of an organization which considers participation to decision-making process, expression right of the workforce and requirements of the organizational democracy climate (Kassing, 1998).…”

Section: Organizational Dissent and Turnover Intentionmentioning

confidence: 99%

See 1 more Smart Citation

Delineating The Impact Of Organizational Dissent On Job Insecurity And Turnover Intention

Tatar¹

2019

The European Proceedings of Social and Behavioural Sciences

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Section: Conclusion and Discussionsupporting

confidence: 82%

Section: Organizational Dissent and Turnover Intentionmentioning

confidence: 99%

Delineating The Impact Of Organizational Dissent On Job Insecurity And Turnover Intention

Tatar¹

2019

The European Proceedings of Social and Behavioural Sciences

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“…OBSE is assumed to play a moderating role in the relationship between OBSE and dissent/turn over intentions of employees (Cenkci & Ötken, 2014) by a study using a group of white collar employees in Turkey. The upward dissent and latent dissent appear to lead to turnover intensions, while OBSE appear to moderate the relationship between employee dissent and their turnover intentions.…”

Section: Organization-based-self-esteem (Obse)mentioning

confidence: 99%

Organization-Based Self-Esteem (OBSE) And Its Influence On Self-Perceived Employability (SPE) Of IT Export Sector Employees In Sri Lanka

Sumanasiri

Yajid

Khatibi

2016

ESJ

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The sense of value organizational members demonstrate in their workplace influences employee commitment, performance, productivity, and even absenteeism. The concept of Organization Based Self-Esteem (OBSE) reflects the self-efficacy of organization members and has become a popular research topic in Organization Behavior and Psychology. While there are many prior findings about how OBSE influence the ultimate employability of employees, the lack of clear definition and operationalization of the employability concept has negatively influenced knowledge development. The concept of Self-Perceived-Employability (SPE) has been introduced as an alternative concept to operationalize employability in a clear and measurable manner. There is evidence to show the relationship between OBSE and SPE but they are mainly theoretical and qualitative in nature, while there is little research evidence that quantifies the OBSE and SPE link. The current research paper brings quantitative research evidence to understand the association between two very important factors that influence organizational performance in IT export sector, fast growing service industry in Sri Lanka. The study explains the findings of self-administered questionnaires done on 372 employees in Sri Lankan IT export sector. Data analysis done using quantitative statistical analysis methods, while reliability analysis was performed to ensure the internal consistency of OBSE and SPE. The correlation analysis revealed a strong and positive correlation between OBSE and SPE, and confirms the earlier notion that OBSE influences SPE.

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“…Leaders in association rupture the said standards to determine individual advantage. However, they prompt behaviors which are based on idle thought processes and traps in association; Cenkci, and Ötken (2014). Basic theories, on which organizational cynicism idea is constructed and not relying upon a solitary theory, when it's understood conceptually than it relates to expectancy theory, attribution theory, attitude theory, social exchange theory, emotional events theory and social motivation theory.…”

Section: Cynicismmentioning

confidence: 99%

“…cynicism is a present natural imitating which usually a negative feelings like disappointment about human behavior, organizational cynicism is related with negative behaviors toward individual working association made out of psychological (belief), emotional dimensions which are (i) one's conviction that the firm deficit trustworthiness, (ii) a negative state of mind towards the association, and (iii) inclinations towards disproving and displaying critical behaviors towards the organization which is steady with these convictions (Rabie et al (2016). Organizational cynicism outcomes from the way that workers have negative future desires, their organizational and individual future desires don't constitute honesty, eventual fate of organization presents vulnerability and fate of organization is influenced destructively; Cenkci and Ötken (2014). Cynicism as negative and unreliable arrogance towards proficient and associations.…”

Section: Cynicismmentioning

confidence: 99%

Influence of Cynicism and Counterproductive Work Behavior (CWB) with the Mediating Effect of Org Based Self-Esteem

Hussain¹,

Malik²

2019

theijhss

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Cynicism is an individual negative emotion, such as aggravation, disappointment and misery Shahzad et al. (2012). Since the beginning of the Cynic school in the 5th century B.C., cynics have derided at the persistent quest of influence, assets, and realism by their associated persons Andersson and Bateman (1997). The concept of cynicism has turned into the subject of different disciplines in social discipline e.g. philosophy, religion, political science, human science, administration and psychology; Bedük et al. (2015). Matrecia (2005) characterized organizational cynicism as workers' states of mind (negative convictions, emotions, and other associated behaviors) towards their paying organization. She additionally says that cynicism is a reaction to a past experiences and social encounters that yield promptly to the progressions inspired by natural impacts which lead toward the immoral behavior in this way, These counterproductive demonstrations may take a many structures, for example, non-attendance, work loafing, burglary, verbal and physical animosity, extortion, to name of the few aspects of deviance or counterproductive behavior of workers; Ahmed et al. (2016). Organization Based Self-esteem reveals workers' self-observation about their significance, seriousness, adequacy, skill, and value inside their organization"; Cenkci and Ötken (2014). The purpose of the current study to explore this cynicism on counterproductive work behavior with mediating construct. Our primary objective is that cynicism is positive related to counterproductive work behavior and organizationbased self-esteem as a mediator is negative related to independent, dependent variable. There is very limited evidence to test this model with all these construct, Further more Influence of cynicism and counterproductive work behavior (CWB) with mediating impact of organization based self-esteem very limited explored and has not detail tested empirically in Pakistan and it will be the first occurrence in Pakistan which will be tested on an organization of city traffic police Punjab Pakistan. In this study, therefore, "mediating role" of organization base self-esteem within the relationship of cynicism and counterproductive work behavior is being investigated. There are only a few studies conducted within the Pakistani domain, which investigate similar constructs however this will be a unique study for the city traffic police Punjab, Pakistan.

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Organization-based Self-esteem as a Moderator of the Relationship between Employee Dissent and Turnover Intention

Cited by 12 publications

References 29 publications

Delineating The Impact Of Organizational Dissent On Job Insecurity And Turnover Intention

Delineating The Impact Of Organizational Dissent On Job Insecurity And Turnover Intention

Organization-Based Self-Esteem (OBSE) And Its Influence On Self-Perceived Employability (SPE) Of IT Export Sector Employees In Sri Lanka

Influence of Cynicism and Counterproductive Work Behavior (CWB) with the Mediating Effect of Org Based Self-Esteem

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