Subjective and Objective Work-Based Identity Consequences

Bothma, Franciska; Roodt, Gert; Bunt‐Kokhuis, Sylvia van de

doi:10.1007/978-94-017-9242-4_5

Cited by 3 publications

(2 citation statements)

References 128 publications

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“…So in this scenario, there is a need to understand why the employees intend to leave the organization. Besides this, there is a possibility that though they do not intentionally want to leave their job, instead, there are some other factors, contextual or personal, that may be inducing them to think about it (Bothma, 2011). Therefore, an organization must take this responsibility to identify the factors that may reduce the employees' TI in the organization.…”

Section: Literature Review and Theoretical Foundationmentioning

confidence: 99%

Demonstrating the motivational scale for commitments toward teachers’ turnover intentions using self-determination theory: a case of higher education institutions in Pakistan

Maryam

Ali

Rizvi

et al. 2020

IJEM

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PurposeThis paper aims to demonstrate the turnover intentions (TIs) among the academic faculty of higher education institutions (HEIs) in Pakistan through their motivation and commitment toward the concerned institution. It inspects the relationship of dimensions of motivation including an absence of motivation (AM), extrinsic motivation (ExM) and intrinsic motivation (InM) with the dimensions of commitment including affective commitment (AC), continuous commitment (CC) and normative commitment (NC) and finally the academic's TIs.Design/methodology/approachThe paper used the self-determination theory (SDT), the theory of organizational commitment (OC) and the theory of planned behavior (TPB) for its proposed model. A sample of 500 academics, working under higher education commission recognized public and private universities in Punjab Pakistan. A structural equation modeling (SEM) conducted for analysis using an algorithm, bootstrapping and blindfolding techniques.FindingsThe outcomes of the research are attention-grabbing, as no direct relationship has been observed between the dimensions of motivation and TIs except InM. The dimensions of commitments are mediating the relationship between motivation and TIs with high significance value. The results reveal a significant adverse effect on TIs through two dimensions of commitment.Research limitations/implicationsAs it is the case of a developing country like Pakistan therefore the finding cannot generalize to developed countries.Practical implicationsThe findings of this research may lead the policymakers and practitioners of HEIs and controlling body to retain their competent teachers.Social implicationsThis research can help the private sector to develop strategies about the retention of their competent teachers within the institutions that not just value the institution but also will be much beneficial for the students and society.Originality/valueThis paper is identifying how motivation is related to TIs and the role of commitment in it at HEIs. Still, no research has been conducted considering this avenue of SDT, OC and TPB

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Section: Literature Review and Theoretical Foundationmentioning

confidence: 99%

Demonstrating the motivational scale for commitments toward teachers’ turnover intentions using self-determination theory: a case of higher education institutions in Pakistan

Maryam

Ali

Rizvi

et al. 2020

IJEM

View full text Add to dashboard Cite

show abstract

“…Leaving a workplace often has several deleterious consequences for the organization, especially so when skilled employees quit. Indeed, hiring and training new employees are costly and the loss of skilled workers might jeopardize working processes and task solving in organizations (Bothma, 2011). Based on previous evidence, we thus expect a more positive intergenerational workplace climate to be associated with more work engagement and less turnover intention.…”

Section: Introductionmentioning

confidence: 99%

Is a Positive Intergenerational Workplace Climate Associated with Better Self-Perceived Aging and Workplace Outcomes? A Cross-Sectional Study of a Representative Sample of the Danish Working Population

et al. 2023

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The aim of this study was to determine the association between intergenerational workplace climate (attitudes, feelings, and perceptions about workers of different ages in the workplace) and self-perceived aging, work engagement, and turnover intention. A cross-sectional study was conducted via an online survey including answers from a representative sample of 1571 individuals aged 18–74 years, living and working in Denmark. In line with our hypotheses, we found that a more positive intergenerational workplace climate was related to a better self-perceived aging as well as to more work engagement and less turnover intention. In addition, we found that these associations were similar in all age groups. The findings point to the potential benefits of initiatives aimed at strengthening the intergenerational climate in workplaces.

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Predicting turnover intention among auditors: Is WIPL a mediator?

Gim

Ramayah

2019

The Service Industries Journal

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Subjective and Objective Work-Based Identity Consequences

Cited by 3 publications

References 128 publications

Demonstrating the motivational scale for commitments toward teachers’ turnover intentions using self-determination theory: a case of higher education institutions in Pakistan

Demonstrating the motivational scale for commitments toward teachers’ turnover intentions using self-determination theory: a case of higher education institutions in Pakistan

Is a Positive Intergenerational Workplace Climate Associated with Better Self-Perceived Aging and Workplace Outcomes? A Cross-Sectional Study of a Representative Sample of the Danish Working Population

Predicting turnover intention among auditors: Is WIPL a mediator?

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