The effects of perceived organizational support and social comparison on work attitudes

This study aims to examine the mediation influence of job satisfaction on job security and turnover intention among employees working at the frontline of Jordanian hotels. A quantitative empirical investigation is based on a self-administered electronic questionnaire; the data were collected from 170 frontline employees of 20 five-star hotels in Amman. The paper used Smart-PLS 4 software and statistical techniques to test the research hypotheses and analyze the obtained results. The study confirms the mediating role of job satisfaction in the relationship between job security and employee turnover intention. The results also found a significant negative impact of job security on turnover intention and a positive impact of job security on achieving employee job satisfaction. The paper highlights the need for senior management and human resources departments working in the hotel sector of Jordan to ensure employees’ job security and provide requirements that achieve employees’ job satisfaction, as these factors are essential in retaining employees.

Section: Literature Reviewmentioning

confidence: 99%

Exploring the mediating influence of job satisfaction on the relationship between job security and turnover intention: A case study of the hospitality industry of Jordan

Maqableh

Helalat

Nor

2023

“…Talent management is becoming a key instrument in adapting to these changes, as organizations need to decrease turnover intention and thereby avoid the costs of hiring new employees and those related to decreased organizational efficiency (Jenkins, 2009). Employee intentions to leave an organization and employee commitment to an organization are considered important factors that directly affect organization strategy (Cichy et al, 2009;Herachwati et al, 2018). Bhatnagar (2007) studied the effect of talent identification on employee attitudes, such as employee engagement, and how it could reshape employee attitudes towards leaving the company for another.…”

Section: Turnover Intentionmentioning

confidence: 99%

The effect of talent management practices on employee turnover intention in the Information and Communication Technologies (ICTs) sector: case of Jordan

Al-Dalahmeh

Héder-Rima

Dajnoki

2020

This research aims to examine the intention of talented employees to leave an organization and discover how talent management practices could affect employee intention to leave an organization. This paper`s framework intends to outline the relationship between variables to present the idea of talent management practices and employee retention. The hypothesis was tested using a survey data set of 210 questionnaires collected from employees working in 82 ICT companies in Jordan to attain the research objectives. The collected data were analyzed using the SPSS program, and EMOS program, and basic and initial statistical techniques were applied. The results show that talent management practices significantly affect employee intention to leave an organization. Accordingly, whenever firms applied talent management practices, employee intention to leave decreases. The results demonstrated that attracting talented employees has emerged to have the strongest effect on decreasing employee intention to leave; however, developing and rewarding talented employees was revealed to have the lowest effect. Thus, the ICT firms’ managers have to generate specific training programs to reward and develop talented employees. AcknowledgmentThe publication is supported by the EU-funded Hungarian grant EFOP-3.6.3.-VEKOP-16-2017-00007 for the project entitled “From Talent to Young Researchers” – Supporting the Career-developing Activities of Researchers in Higher Education”.

“…Many studies have confirmed that HRM practices contribute significantly to achieving job satisfaction, thus making employees closer and more engaged with their jobs (Sinniah & Kamil, 2017 The issue of employee turnover intentions and declining commitment of employees to their organizations is an important issue that affects organizations' strategies (Herachwati et al, 2018). This is due to the adverse effects on organizations caused by the increased TOI.…”

Section: Literature Reviewmentioning

confidence: 99%

Mediating impact of innovative behavior on the relationship between training and turnover intention: A case study of the hospitality industry in Jordan

Maqableh

Nor

Helalat

2022

This study aims to examine the employee intention to leave their organizations and discover how employee training could affect employee turnover intention. Furthermore, this paper intends to determine the relationship between the variables to present the idea of the impact of training on the ability of organizations to retain their employees. The research hypotheses were tested using the data obtained through a questionnaire. The sample included 160 employees working in 20 Jordanian five-star hotels in Amman, Jordan. The collected data were analyzed using the Smart-PLS software, where all necessary statistical techniques were applied. The results showed that training significantly affects the employees’ intention to leave their jobs. Moreover, the findings indicated that innovative behavior positively mediates the relationship between training and turnover intention. This requires human resource managers in this category of hotels to enhance investment in training and continue to hold training programs that meet the real needs of employees in addition to providing an environment that stimulates and enhances the innovative behavior of employees in the hospitality sector.