Security in a sea of insecurity: job security and intention to stay among service sector employees in Turkey

Zeytinoglu, Işık U.; Keser, Aşkın; Yılmaz, Gözde; Inelmen, Kivanc; Özsoy, Arzu; Uygur, Duygu

doi:10.1080/09585192.2011.637067

Cited by 38 publications

(43 citation statements)

References 38 publications

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“…Moderating role of job security. Job security can be identified as an employee's evaluation of his or her current employment conditions and perception of his or her future in current job (Zeytinoglu et al, 2012). As a subjective phenomenon, job security refers to the employee's subjective assessment of how likely he or she is to lose the job in the near future.…”

Section: Dimensionmentioning

confidence: 99%

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Innovative approaches to analysis of job quality: factors, elements and outcomes

Shvets¹,

Signify²

2018

MMI

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The aim of the research is to systemize the variety of general and detailed knowledge of job quality. The study contains generalization and structuring of the global scientific heritage regarding the concept of job quality issue and well-being, job satisfaction and the relationship between them. It is underlined that over the years, the concept of job quality has been widely researched by scholars of different fields, has been widely discussed by policymakers and researched by scholars of different fields. Job quality has become a widely discussed issue due to its importance in the formation of the employee's, company's, and, consequently, national wellbeing. The authors proposed innovative approaches to the analysis of labour quality, which are reflected in five parts of the article, each of which deals with the study regarding the specific aspects of the job quality. In the first part of the article, the conceptual overview of job quality and its dimensions were analysed. Based on the results of the initial evaluation of empirical studies, a general model of the factors and outcomes of job quality was built. The second part of the article deals with the theoretical investigation of the main categories, such as job quality and well-being, subjective well-being and affective well-being, job satisfaction, affective organizational commitment. The structure of job-related affective well-being is described. The construct of affective well-being is used as a basis for meta-analysis. According to the results of the literature search, different elements of job quality was found to be related to such outcomes as job satisfaction and organizational commitment. The third part of the article describes the dimensions of job quality. Three dimensions of job quality-pay satisfaction, autonomy, and job security-were elaborated in relation to the affective well-being of the employee. The hypothesized model of job quality elements and outcomes that were meta-analysed was developed. The fourth part of the article describes the meta-analysis of the key aspects of the general concept and a general model of the job quality construct which consists of the job quality factors, elements and outcomes. This part provides a meta-analytical review, which is based on the method of psychometric meta-analysis, of the relationships between job security, as an individual level construct, pay satisfaction, autonomy and the employee's job-related affective well-being. The fifth part of the article describes the results of the meta-analysis. Firstly, the results of the relationship between job security at the individual level and job-related affective well-being are provided. Secondly, the results of the relationship between pay satisfaction and affective well-being are presented. Finally, the results of the relationship between autonomy and job-related affective well-being are provided. The reported results also include the analysis of the moderating role of job security on those relationships.

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Section: Dimensionmentioning

confidence: 99%

“…As a subjective phenomenon, job security refers to the employee's subjective assessment of how likely he or she is to lose the job in the near future. Objective conceptualization of job security reflects the employment conditions of the contract, working full-time hours and paid and unpaid overtime (Zeytinoglu et al, 2012).…”

Section: Dimensionmentioning

confidence: 99%

Innovative approaches to analysis of job quality: factors, elements and outcomes

Shvets¹,

Signify²

2018

MMI

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“…Intention to stay has been measured amongst many occupational groups such as physician assistants (Graham 2012), IT personnel (Eom 2015), service sector employees in Turkey (Zeytinoglu et al, 2012), engineers in Malaysia (Anvari et al 2014), and personal support workers (Zeytinoglu et al, 2012).…”

Section: Intention To Staymentioning

confidence: 99%

Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay

Mehmood

Nadarajah

Akhtar³

2018

IJEBE

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“…Such factors are of particular relevance to younger employees who may not be motivated as much by monetary rewards as were previous generations (see, for example, Myers and Sadaghiani, ) and may instead seek more meaningful roles with greater long‐term potential. Other subsidiary factors influencing intentions to stay include geographical proximity of an organization (Latukha, ); positive perceptions of job security (Yamamoto, ; Zeytinoglu et al , ); and positive relationships with supervisors and co‐workers (Boxall et al , ; Gow et al , ). Conversely, excessive workload can influence employees to seek alternative employment (Gibbons, ).…”

Section: Introductionmentioning

confidence: 99%

An investigation into apprenticeship completion and retention in Northern Ireland: a social exchange perspective

Smyth

Zimba

2019

Int J Training Development

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This paper investigates effective strategies for enhancing completion rates of apprentices and their retention after completing their training. The study was cross sectional and qualitative, involving semi‐structured interviews with managers and four focus groups involving current and completed apprentices from within the engineering sector. The findings revealed that the factors that can enhance intentions of completing an apprenticeship were perceived organisation support (POS) factors such as apprentice pay, recognition and employer support. Leader Member Exchange (LMX) factors such as support from trainers and supervisors, would increase their intentions to complete an apprenticeship and stay on with an organisation after training. The key Percieved Organisational Support factors that would enhance intentions to stay with the organisation after completion were post apprenticeship pay, career progression and challenging and interesting work. Participants with high Perceived Organisational Support and Leader‐Member Exchange, had higher intentions of completing an apprenticeship and staying with the employer after completion and vice versa. This research added to the literature on apprenticeships as it analysed the factors influencing current and completed apprentices’ intentions to discontinue or complete an apprenticeship and stay with or leave their employer after completion through the lens of social exchange theory (SET) (Blau, 1964). This is unlike previous studies that emphasised motivation theory. Social Exchange Theory was supported as both employers and apprentices weighed the costs and benefits of their relationship which impacted on their completion and retention choices. The implication of this study is that employers should develop effective strategies for enhancing completion and retention rates to reap the full benefits from apprenticeships.

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Security in a sea of insecurity: job security and intention to stay among service sector employees in Turkey

Cited by 38 publications

References 38 publications

Innovative approaches to analysis of job quality: factors, elements and outcomes

Innovative approaches to analysis of job quality: factors, elements and outcomes

Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay

An investigation into apprenticeship completion and retention in Northern Ireland: a social exchange perspective

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