Organizational culture and personality type: relationship with person-organization fit and turnover intention

Giffen, Ryan

doi:10.31274/etd-180810-3939

Cited by 8 publications

(7 citation statements)

References 48 publications

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“…Organizational Identification: items were adopted from Mael & Ashforth's (1992) six-item scale. Turnover Intention: the items were adopted from Giffen (2015) who used a Roodt's 6-item scale. A five-point Likert scale was used to measure the intention of employees to quit the organization from "never" to "always".…”

Section: Methodsmentioning

confidence: 99%

Perceived Sustainability Practices, Turnover Intentions, and Organizational Identification in Hotel Industries

Tinwala

Biswas

2019

Manage: J. Sustainable Bus. Manage, Solutions Emerging Econ.

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Research Question: The present study intends to study the effect of employees’ perception of their hotel’s sustainability practices and motive to undertake those practices on their identification with the organization and their intentions to quit. Motivation: Over the past few years, the hotel industry has heeded to the need of sustainability, but its effect on human resource outcomes needs attention. Earlier research reports that adopting sustainable practices enhances the reputation of the organisations, and positively impacts the employees’ organisational identification and intention to stay in the organisation. The bearings of such practices are seen in the expected cash flows and growth of the industry. Idea: The core idea behind this research was to investigate the effect of perceived sustainability activities and motive attribution on human resource outcomes. In the study, perceived sustainability activities and motive attribution were the independent variables whose effect was seen in the human resource outcomes, namely, organizational identification and intentions to quit. Data: The sample comprises 137 managers from star hotels of Vadodara and Ahmedabad. The data were collected over a period of 4 months. Tools: The survey questionnaire adopted already established scales on environmental sustainability, turnover intentions, organisational identification and motive attribution. The researchers added a few questions on social and economic sustainability to capture the whole concept of sustainable development. Findings: The findings of the study indicate employee welfare is a significant predictor of organizational identification and turnover intentions in hotel industries. Moreover, intrinsic, as well as extrinsic motive attribution are necessary to encourage employees to take ownership and retain it. Contribution: The study implies that hoteliers must channelize their resources to enhance employee welfare. Utmost care and support will be reciprocated in terms of higher organisational identification and lower turnover rates. Efforts must also be made to educate all the employees as regards the reasons for undertaking policies and actions. This will help them understand the organisational values and encourage them to align their values with the organisation. The way employees allocate reasons for conducting sustainability has implications for the judgement and actions of both managers and employees. It also plays a role in motivating them to involve themselves in sustainable activities. This research also suggests research areas for future studies. The researchers foresee the results of this research will be intriguing for policy makers and future researchers as knowledge of how employees inculcate sustainability in their actions proves the policy success rate.

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Section: Methodsmentioning

confidence: 99%

Perceived Sustainability Practices, Turnover Intentions, and Organizational Identification in Hotel Industries

Tinwala

Biswas

2019

Manage: J. Sustainable Bus. Manage, Solutions Emerging Econ.

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“…The OLBI instrument complexly measures the two main dimensions of burnout, the dimensions of emotional exhaustion and disengagement [18]. The OLBI instruments becomes more meaningful when used with other supporting instruments, one of which is the assessment of the risk of turnover on nurses [19,20].…”

Section: Ivcnmentioning

confidence: 99%

The Relationship Between Case Manager Competence and Nurse Burnout in Indonesia

Lusiyana

Handiyani

Pujasari

2021

KLS

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This study aims to identify the relationship between case manager competency and nurse burnout in Indonesia. A cross-sectional survey was conducted with 235 nurses in three hospitals located in Jakarta and Tangerang. The questionnaire used in this study comprise of: demographic data; General Self Efficacy Scale; Nurse Manager Competency Scale; and Oldenburg Burnout Inventory. Most respondents experienced emotional exhaustion and disengagement. The case manager’s competence reported low. Analysis showed that the case manager’s competence in actuating, communication, and problem-solving associated with nurse burnout. Direction, communication competency, and problem-solving competency of the case manager may reduce the burnout of nurse executor. Improving the competence of nurse manager is very important in order to reduce nurse burnout. Keywords: burnout, case manager, managerial competencies, work environment

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“…Tindakan mengundurkan diri ini dapat diprediksi melalui variabel intensi pindah kerja. Mowday, Porter, & Steer (1982) dalam Giffen (2015) mendefinisikan intensi pindah kerja sebagai kesadaran individu atau karyawan untuk berhenti dari perusahaan dalam waktu dekat, dan merupakan prediktor yang kuat terhadap turnover. Menurut Griffeth, Hom & Gaertner (2000) dalam Alony, Hasan, & Sense (2014), tiga faktor utama karyawan memutuskan untuk meninggalkan organisasi adalah ketidakpuasan kerja atau organisasi, peluang kerja atau karier alternatif, dan keputusan pribadi untuk pindah dari organisasi.…”

Section: Pendahuluanunclassified

Peran Kualitas Kehidupan Kerja, Work-Family Conflict, Dan Persepsi Peluang Kerja Terhadap Intensi Pindah Kerja

Setiawan¹

2021

JPSP

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PT. X mengalami penurunan target penjualan yang salah satunya disebabkan oleh tingginya tingkat turnover pada karyawan mereka dalam kurun waktu tiga tahun. Hasil exit interview PT. X menunjukkan bahwa alasan-alasan mereka yang keluar meliputi tidak cocok dengan atasan, administrasi perusahaan yang terlalu rumit dan bertele-tele, dukungan organisasi yang kurang dari perusahaan, kurangnya keamanan dan keuntungan yang didapat di perusahaan, peran ganda antara keluarga kerja, serta adanya peluang karier di luar PT. X. Alasan tersebut termasuk ke dalam dimensi kualitas kehidupan kerja, work-family conflict, dan persepsi peluang kerja. Berdasarkan hal tersebut, peneliti menganalisis peran kualitas kehidupan kerja, work-family conflict, dan persepsi peluang kerja terhadap intensi pindah kerja. Metode yang digunakan dalam penelitian ini adalah kuantitatif deskriptif dengan total populasi 62 karyawan PT. X. Data dianalisis dengan menggunakan regresi linear ganda. Hasil penelitian menunjukkan bahwa terdapat peran kualitas kehidupan kerja dengan nilai R2 = 0,297 (p < 0,05), peran work-family conflict dengan nilai R2 = 0,138 (p < 0,05), dan persepsi peluang kerja dengan nilai R2 = 0,233 (p < 0,05) terhadap intensi pindah kerja. Diperolehnya nilai F = 12,411 (p < 0,05) dan nilai R2 = 0,391 menunjukkan bahwa terdapat peran kualitas kehidupan kerja, work-family conflict, dan persepsi peluang kerja terhadap intensi pindah kerja karyawan PT. X dengan kontribusi sebesar 39,1%. Dengan demikian, ketiga variabel tersebut secara bersama-sama memengaruhi intensi pindah kerja karyawan PT. X.

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Organizational culture and personality type: relationship with person-organization fit and turnover intention

Abstract: This dissertation is dedicated to those teachers who have always believed in me: Your act of dedication and selflessness live within me and aspire my students for a better tomorrow.

Cited by 8 publications

References 48 publications

Perceived Sustainability Practices, Turnover Intentions, and Organizational Identification in Hotel Industries

Perceived Sustainability Practices, Turnover Intentions, and Organizational Identification in Hotel Industries

The Relationship Between Case Manager Competence and Nurse Burnout in Indonesia

Peran Kualitas Kehidupan Kerja, Work-Family Conflict, Dan Persepsi Peluang Kerja Terhadap Intensi Pindah Kerja

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