The Moderating Effect of Perceived Alternative Job Opportunities between Organizational Justice and Job Satisfaction: Evidence from Developing Countries

Mushtaq, Arslan; Amjad, Muhammad Shajeel; Bilal, .; Saeed, Muhammad Mohtsham

doi:10.13106/eajbm.2014.vol4.no1.5.

Cited by 14 publications

(8 citation statements)

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“…Hal ini bukanlah pertimbangan utama bagi karyawan dalam memutuskan untuk leave dan stay dalam perusahaan. Sedikitnya pengetahuan informasi karyawan mengenai alternative pekerjaan, banyaknya alternative pekerjaan yang tersedia di lapangan akan lebih memudahkan karyawan untuk menemukan peluang alternative pekerjaan (Griffeth dan Hom, 1988), hanya saja seringkali tawaran alternative pekerjaan tidak sesuai dengan apa yang diharapkan oleh karyawan membuatnya untuk memikirkan kembali keinginannya untuk keluar sampai menemukan alternative pekerjaan yang lain (Gerhart, 1990;Rahman et al, 2008;Mushtaq et al, 2014). Dengan perspektif social exchange theory atau teori pertukaran sosial bahwa karyawan merasa tawaran alternatif pekerjaan tidak sesuai dengan apa yang diharapkan sehingga merasa memiliki peluang yang kecil dan mendapatkan kerugian jika keluar dari pekerjaannya sekarang, maka situasi tersebut akan menstimulasi karyawan untuk tetap bertahan.…”

Section: N P R E S Sunclassified

The Effect of Quality of Work Life, Hardiness and Perceived of Alternative Job Opportunities on Turnover Intentions

Setyawati

2021

BECOSS Journal

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Many behaviors that indicate turnover intentions in the company become a serious problem such as laziness to work, high absences, many employees do not renew their contracts, employee dissatisfaction with the company policies, high-level work stress, etc. This study aimed to examine the influence of quality of work life, hardiness, and perceived of alternative job opportunities on turnover intentions. This study method used is a quantitative method with the type of associative research. Data collection with questionnaire scale and sample of 167 employees. Data analysis uses multiple linear regression using SPSS version 26 for Windows software. This study found that quality of work life, hardiness, and perceived of alternative job opportunities together influenced turnover intentions by 57.8%. This study also provides an overview for companies to consider the aspects that may affect turnover intentions. The company needs to consider the market situations before implementing the new policies, doing employee surveys to know their perceptions, and improve the company systems to create a good work environment.

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Section: N P R E S Sunclassified

The Effect of Quality of Work Life, Hardiness and Perceived of Alternative Job Opportunities on Turnover Intentions

Setyawati

2021

BECOSS Journal

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“…Griffeth and Hom (1988) argued that perceived alternative job opportunities cannot explain turnover intention independently, highlighting that other mechanisms are involve. Mushtaq, Amjad and Saeed (2014) claimed that low perceived alternative job opportunities can result in higher level of job satisfaction and vice versa. Employees often compare the costs and benefits between current and alternative jobs (Mobley, 1977;Price, 2001).…”

Section: Moderating Role Of Job Satisfactionmentioning

confidence: 99%

“…Employees often compare the costs and benefits between current and alternative jobs (Mobley, 1977;Price, 2001). Research findings show that employee intention to stay is associated with perceived alternative job opportunities and job satisfaction (Mushtaq et al, 2014). According to Philippaers, De Cuyper and Forrier (2019), "employees who feel they can readily obtain a better job may also feel that they cannot obtain those better outcomes in their current job and organization, and/ or that their personal needs are not met" (p.1311).…”

Section: Moderating Role Of Job Satisfactionmentioning

confidence: 99%

Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

et al. 2019

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Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

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“…Nedostatak povjerenja zbog kojega izostaje predanost zaposlenika proizlazi iz osjećaja nepravde. Još od Platona i Sokrata pravda je jedno od ključnih društvenih pitanja, a postala je jedno od glavnih pitanja svih relevantnih časopisa individualne i organizacijske psihologije (Mushtaq, Amjad, Bilal & Saeed, 2014). Unutar "teorije jednakosti" (Adams, 1960) razvijen je koncept organizacijske pravednosti.…”

Section: Organizacijska Pravednostunclassified

Zadržavanje Zaposlenika Kroz Organizacijsku Predanost Jačanjem Organizacijske Pravednosti I Organizacijske Potpore

Živković

Osijeku²

2020

Ekonomska misao i praksa

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Za razliku od tradicionalnog usredotočivanja na zadovoljstvo poslom, rad je usmjeren na proučavanje suvremenijih stavova o organizaciji iz kojih proizlaze ponašanja s kojima uzročno-posljedična veza uglavnom nije jasno vidljiva pa je često riječ o medijacijskim efektima. Rad stoga pruža uvid u važnost poznavanja i proučavanja organizacijske predanosti koja se stvara na temelju stavova o organizacijskoj pravednosti i potpori. Ovim se preglednim radom nastoji dokazati kako je temelj zaposlenikova ostanka u organizaciji povjerenje koje zaposlenik može steći kada pozitivno percipira pravednost i potporu koju osjeća. Pregledom literature zaključuje se kako afektivna organizacijska predanost ima najjači utjecaj na namjeru fluktuacije (odlazak iz organizacije) i stvarnu fluktuaciju te da ovaj oblik predanosti najviše korelira s percipiranom organizacijskom potporom i pravednošću.

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The Moderating Effect of Perceived Alternative Job Opportunities between Organizational Justice and Job Satisfaction: Evidence from Developing Countries

Cited by 14 publications

References 0 publications

The Effect of Quality of Work Life, Hardiness and Perceived of Alternative Job Opportunities on Turnover Intentions

The Effect of Quality of Work Life, Hardiness and Perceived of Alternative Job Opportunities on Turnover Intentions

Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Zadržavanje Zaposlenika Kroz Organizacijsku Predanost Jačanjem Organizacijske Pravednosti I Organizacijske Potpore

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