The Impact of High Involvement Management on Employee Retention

Ismail, Hassan; Warrak, Ahmad

doi:10.5296/ijhrs.v10i1.16261

Cited by 2 publications

(2 citation statements)

References 10 publications

(12 reference statements)

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“…Currently, study on individual WB has been given great attention by scholars. It has been reported that emotional WB and work satisfaction have affected several outcomes, namely citizenship at work, turnover rates, and performance ratings (Ismail & Warrak, 2019). Many investigations on the association between individual-level job satisfaction and individual-level performance have been conducted.…”

Section: Individual Well-beingmentioning

confidence: 99%

Predictive modelling of individual well-being among professional engineers

Rahim

2021

GEOGRAFIA

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Engineers have a crucial role in furthering Malaysia's technological advancements. Besides, engineers are important in creating wealth and they assist the nation in becoming an active player in the global market. They possess special knowledge and expertise and are known to be driven to climb the career ladder. However, sometimes the engineers' vision, ambition, goals, and expectations do not align with those of their employers. As a result, the conflict between being ambitious and the work demand structured by employers has affected engineers' well-being (WB). In this study, the effect between protean career orientation (PCO) [self-directed (SD) and valuesdriven (VD)] and individual WB [career satisfaction (CS) and psychological WB (PWB)] was investigated using a sample of 261 male and 126 female professional engineers (PEs) with the mean age of 42 years old. The research model was examined via the protean career theory. Partial least square (PLS) regression findings revealed that PCO (VD) positively influenced CS. Besides, PCO (SD) also positively affected PWB. Based on the findings, this research suggests that organisations perform necessary amendment to the PEs' key performance areas, for them to know that their goals and expectations are parallel with their employers'. Moreover, employers need to offer opportunities and allow the PEs to maximally utilise their skills or to grow their abilities to full potential. Consequently, PEs will have an increased level of CS and PWB.

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Section: Individual Well-beingmentioning

confidence: 99%

Predictive modelling of individual well-being among professional engineers

Rahim

2021

GEOGRAFIA

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“…Unfortunately, organizations are facing difficulty in retaining them due to which employee turnover is rising rapidly (Singh, 2019). Retention of employees can be guaranteed if organizations focus on their welfare and well-being (WB) (Ismail & Warrak, 2019), as it is now commonly acknowledged that psychologically and mentally balanced employees are more contented and they are less likely to leave their jobs (Wright & Huang, 2012). Here, the term WB denotes “a person’s cognitive and affective evaluations of his or her life” (Diener et al, 2002, p. 187).…”

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confidence: 99%

Can Mindfulness be an Alternative for Servant Leadership? A Well-being Perspective

Goyal,

Sheoran,

Sharma

2023

Business Perspectives and Research

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Servant leaders go beyond their self-centeredness and genuinely work toward strengthening the well-being (WB) of their followers. However, organizations cannot solely rely on servant leaders to stimulate the WB of their workforce as numerous factors affect servant leadership (SL), which may hinder its successful implementation in the workplace. Therefore, it is essential to determine to what extent an individual trait such as mindfulness can compensate for this leadership. Being focused, optimistic, and present in the moment fosters the WB of a person, which may reduce their reliance on external leadership. Thus, by relying on the “substitutes for leadership theory,” this study examines the moderating role of mindfulness in the SL and WB relationship. The data were collected from the 265 Indian service sector employees and were analyzed using the SPSS-20 and AMOS-21 software. The study’s results revealed that SL and mindfulness were significantly related to employee WB. Moreover, employees’ mindfulness moderates the SL and WB relationship. Also, mindfulness partly substitutes for a low level of SL in the workplace. Hence, by organizing meditation and yoga sessions in the organizations, employees’ mindfulness can be enhanced which reduce the reliance on the leadership style of the managers.

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The Impact of High Involvement Management on Employee Retention

Cited by 2 publications

References 10 publications

Predictive modelling of individual well-being among professional engineers

Predictive modelling of individual well-being among professional engineers

Can Mindfulness be an Alternative for Servant Leadership? A Well-being Perspective

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