Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry

Asghar, Muhammad; Tayyab, Muhammad; Gull, Nida; Song, Zhijie; Shi, Rui; Tao, Xiaolong

doi:10.1016/j.jhtm.2021.09.004

Cited by 54 publications

(54 citation statements)

References 72 publications

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“…In addition, previous evidence suggests that work engagement is an essential factor affecting turnover intention, with higher work engagement associated with a lower turnover intention. 27 Employees with high work engagement not only improve customer satisfaction levels and the performance of their organizations, but also have a higher sense of work and life satisfaction. 28 Individuals with high work engagement may have a more heightened sense of work accomplishment and identification, which is a prerequisite for individuals’ willingness to stay in an organization.…”

Section: Introductionmentioning

confidence: 99%

Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement

Chen¹,

Qi²,

Yang³

et al. 2022

RMHP

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Background Turnover of medical staff is a vital issue in the global healthcare system. Previous evidence has confirmed the critical effect of distributive justice on turnover intention, but few studies have focused on the mediating mechanism behind this relationship or the medical staff. This study aimed to examine the mediating roles of organizational commitment and work engagement in the relationship between distributive justice and turnover intention of medical staff, and explore potential occupational differences. Methods Stratified random sampling was adopted to select qualified medical staff from each clinical department of a large general hospital in Shenzhen, China, at a physician-to-nurse ratio of 1:1.5. The medical staff were surveyed using the Distributive Justice Scale, the Organizational Commitment Scale, the Work Engagement Scale, and the Turnover Intention Scale from May to July 2020. Of the 500 medical staff sampled, 480 responded (response rate: 96.00%), and 457 were finally included for analysis (effective response rate: 95.21%). A mediation analysis was performed using Model 6 of the SPSS macro PROCESS program. Results There were significant positive correlations among distributive justice, organizational commitment, and work engagement and significant negative correlations among distributive justice, organizational commitment, work engagement, and turnover intention. Distributive justice directly and negatively affected the turnover intention of physicians and nurses, but there were occupational differences in the underlying mechanism between distributive justice and turnover intention. Distributive justice indirectly affected turnover intention among physicians mainly through the mediating effect of organizational commitment, and indirectly among nurses through three different pathways: the mediating effect of organizational commitment, the mediating effect of work engagement, and the chain mediating effect of organizational commitment and work engagement. Conclusion The relationship between distributive justice and turnover intention was found to be mediated by organizational commitment and work engagement among medical staff in Shenzhen, with variations between physicians and nurses. Thus, appropriately targeted interventions are needed for physicians and nurses to reduce turnover intention.

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Section: Introductionmentioning

confidence: 99%

Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement

Chen¹,

Qi²,

Yang³

et al. 2022

RMHP

View full text Add to dashboard Cite

show abstract

“…The result is shown in Figure 2 . The path coefficient significance test is then judged based on the value of the critical ratio (CR; Asghar et al, 2020 , 2021 ). If the absolute value of CR is greater than 1.96, it means that the estimated value P is significant at the level of 0.05.…”

Section: Model Test and Results Analysismentioning

confidence: 99%

Analysis of Factors Influencing Public Behavior Decision Making: Under Mass Incidents

2022

Self Cite

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Most mass incidents are created by economic or social concerns brought on by fast socioeconomic change and poor local government. The number of mass occurrences in China has significantly increased in recent years, putting the country’s steady growth and public behavior decision-making in harm. We examine the factors that influence public behavior decision-making in the following significant factors, contributing to the development of effective prevention and response strategies. The structural equation (SEM) approach is used to analyze the main determinants influencing public behavioral decisions in the aftermath of mass incidents using surveys of a large population. The finding shows that media plays a mediating role in the relationship between mass occurrences and influencing factors impacting public emotion. The direct and indirect effects of public behavior decision-making and its role increasingly social changes as things happen, government credibility, media plays mediating role in public emotional factors. All directly impact public behavior decision-making, while emotional factors have an indirect impact via media intermediaries. The escalation of public behavior decisions is seen as a result of structural transmission and the increase of dynamic as well as other factors.

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“…We suppose if organizations show care and attention to pro-environmental applicants (high POS) in the green recruitment and selection process, applicants will be more convinced that their green values are consistent with the organizations' and they are the ones needed by the organizations, thus they are more likely to build up OBSE [29,67,68]. In addition, when employees perceive high POS during their green training and development, on account of social exchange, they will study green knowledge and sharpen green skills more passionately to be more competent for green work than those feeling less support [66,69,70].…”

Section: The Moderating Role Of Perceived Organizational Supportmentioning

confidence: 99%

What Makes Employees Green Advocates? Exploring the Effects of Green Human Resource Management

Cheng

Liu

Yuan

et al. 2022

IJERPH

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Green advocacy has been the focus of both practitioners and theorists for decades. However, little attention has been paid to employee green advocacy despite its significance to employee green behaviors and the environmental sustainability of organizations. In an effort to contribute to this nascent field, this study investigates what promotes employee green advocacy and its psychological mechanisms. Based on cognitive consistency theory, we propose that green human resource management (GHRM) can influence employees’ organization-based self-esteem, which motivates them to engage in employee green advocacy to sustain their positive self-image and avoid possible cognitive disorders. Perceived organizational support moderates the relationship between GHRM and employee organization-based self-esteem. Data from a sample of 135 employees and their chief human resource officer (CHO) supported our hypotheses. We discussed the theoretical and practical implications of our findings.

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Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry

Cited by 54 publications

References 72 publications

Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement

Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement

Analysis of Factors Influencing Public Behavior Decision Making: Under Mass Incidents

What Makes Employees Green Advocates? Exploring the Effects of Green Human Resource Management

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