Investigation on job involvement, role ambiguity, job demand and work-family conflict: Moderating by social support

Past research has pointed out that the employee with the problem of work-family conflict is disadvantageous to the individual and the organization. This is because the work- family conflict in the workplace is considered as disadvantageous, more than a few factors have been recommended to get the better understanding about the reasons why the employees usually easily involved with work-family conflict. There are many predictors to determine the work-family conflict among employees and one of the significant predictor is related to the organization. In spite of, these empirical studies inform that the literature indicate that there are fewer concentration has been focused on the influence of job involvement, role ambiguity, job demand and social support towards the work-family conflict. Thus, the present study fill in the gap by investigating the relationship between job involvement, role ambiguity, job demand, social support and work-family conflict among the administrative staff in University Utara Malaysia (UUM), Kedah which is the public university by use the multiple regression analysis technique. There is two hundred of administrative staff in UUM, whom working in the Malaysian public university were participated in this study. The job involvement and social support show the negative and significant relationship related to the work-family conflict and supported the hypothesis. Then, job demand is significantly and positively related to the work-family conflict and the hypothesis is supported. Next, the role ambiguity is positively related to the workfamily conflict, but not significant and the hypothesis is not supported. Besides that, the social support as a moderator between the job involvements, job demand and role ambiguity towards the work-family conflict is supported and significantly related. The practical implications of the finding have been discussed

An Analysis of Individual Entrepreneurial Orientations in Predicting Malaysian Engineers’ Intention to Quit the Jobs using PLS-SEM Approach

The objective of this study is to investigate the influence of individual entrepreneurial orientation (IEO) on the engineers' ITQ based on entrepreneurial orientation theory. The data were analysed using the Partial Least Squares-Structural Equation Modelling (PLS-SEM) to validate the research model and hypotheses. The findings reveal that the more IEO an organisation practices, the less likely its engineers' ITQ current jobs. Theoretically, this study extends the value of IEO components in predicting engineers' ITQ. Additional knowledge is required to incorporate the roles of IEO and engineers' behavioural expectations in order to address engineering talent shortages in a competitive labour market. Keywords: individual entrepreneurial orientation; intention to quit; engineers; entrepreneurial orientation theory eISSN: 2398-4287 © 2019. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open-access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under the responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians), and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v7iSI8.392

Influence of Socio-Demographic Variables and Work-Family Conflict on Turnover Intention among Banking Employees

The study focused on socio-demographic variables alongside work-family conflict as predictors of turnover intention among Nigerian bankers. It adopts expost facto design involving two hundred and fifty (250) participants purposively selected across branches of five banks in Lagos. There were 149 (59.6%) female and 101 (40.4%) male with their age ranging from 23-55years (m = 42.6, sd =13.9). A questionnaire comprising three sections was used to gather data from the participants. The multiple regression analysis significantly showed that age, sex, marital status and educational qualification jointly and independently accounted for turnover intention (R2 = 0.387; F = 38.65; p< 0.05). The independent t-test equally showed a significant influence of work-family conflict on turnover intention (t (2, 248) = 4.14; p< 0.05). Recommendations laid emphasis on the need for banking industry to put in place organizational supportive programmes that could cushion the effects of conflicts that bankers encounter in the course of combining family life with work. Keywords: Turnover intention, socio-demographic variables, work-family conflict, banking industry

What factors are critical to attracting NHS foundation doctors into specialty or core training?:A discrete choice experiment

Our thanks to all those who participated in developing and piloting the DCE and completing the survey. With thanks to NHS Education for Scotland for merging the DCE onto the destination survey. Funding: NHS Education for Scotland funded this programme of work.Peer reviewedPublisher PD

Cementing Relationships: Vertical Integration, Foreclosure, Productivity, and Prices

This paper empirically investigates the possible market power effects of vertical integration proposed in the theoretical literature on vertical foreclosure. It uses a rich data set of cement and ready-mixed concrete plants that spans several decades to perform a detailed case study. There is little evidence that foreclosure is quantitatively important in these industries. Instead, prices fall, quantities rise, and entry rates remain unchanged when markets become more integrated. These patterns are consistent, however, with an alternative efficiency-based mechanism. Namely, higher productivity producers are more likely to vertically integrate and are also larger, more likely to survive, and charge lower prices. We find evidence that integrated producers' productivity advantage is tied to improved logistics coordination afforded by large local concrete operations. Interestingly, this benefit is not due to firms' vertical structures per se: non-vertical firms with large local concrete operations have similarly high productivity levels.

A comparative study of forecasting container throughput through time series analysis

This paper shows different techniques used in the operational research to encounter with forecasting the total container throughput handling. Each techniques approached has its objective and constraints regarding to the research problem. The container throughput is responsible for large investments in port infrastructure development as the aims is to established a sufficiently accurate forecasting decision support system since they try to follow the global trends in the optimization of port operations and facilities

Psychological contract breach and turnover intention: the moderating effects of social status and local ties.

The aim of this study is to examine whether social networks reduce the effects of psychological contract breach on an employee’s intention to leave the organisation. This paper focuses on two particular elements of the social network in an organisation: (1)\ud social status and (2) local ties/connectedness. Using a sample of 242 responses from officers in the Irish Defence Forces, the results provide empirical evidence of the impact of psychological contract breach on officer turnover intentions. The results also demonstrate that perceptions of social networks moderate the relationship between psychological contract breach and turnover\ud intentions through social status. Contrary to expectations, strong connectedness with senior officers was also found to be a moderator but not in the direction that was hypothesised. The theoretical and practical implications of these results are discussed

Recruitment, Job Choice, and Post-Hire Consequences: A Call For New Research Directions

[Excerpt] Technology in employee selection is more highly developed than in recruiting or placement; therefore, the major emphasis is on selection Recruiting or placement are not less important processes; to the contrary, they probably are more vital and more profitable to the organization. An organization\u27s success in recruiting defines the applicant population with which it will work; selection is more pleasant, if not easier, when any restriction of range or skewness of distribution is attributable to an overabundance of well-qualified applicants... Unfortunately,the contributions and confusions of the literature, the central social pressures, and the facts of contemporary practice conspire to place the emphasis on selection (pp. 777- 779

Entry Barriers and Firm Dynamics: Evidence from the Minimum Capital Requirement in Finland

In this thesis, I evaluate the effects of the minimum capital requirement on firm dynamics in Finland. Specifically, I look at the number, survival and employment growth of entrant firms. I also explore the dynamics of incumbent firms and overall employment. I find evidence that lowering the minimum capital requirement causes an increase in the number of limited companies created and a net increase in the number of jobs created by young limited companies. The effect is potentially very large, though significant uncertainty remains over the magnitude. As for the effects on incumbents and total employment, the evidence is inconclusive. The minimum capital requirement is a regulation that obliges the founder(s) of a limited company to invest at least a certain amount towards the share capital of their firm. As such, it serves as a potential barrier for new entrepreneurs, especially considering the fact that most limited companies are founded using the minimum required amount of capital. Recent research has noted a declining trend in entry rates and the economic contribution of young firms across the developed world, and this thesis also provides descriptive evidence that suggests Finland is experiencing similar trends. Policy makers may look to the lowering of entry barriers as a response to such trends. Perhaps as an example of this, the minimum capital requirement has indeed been recently removed entirely in Finland, with an explicit goal of easing the setting up of businesses. With this in mind, I look at the effects of two previous reforms in the minimum capital requirement. Between its introduction in 1980 and removal in 2019, the minimum capital requirement went through two major alterations: first an increase from 15 000 Finnish markkas to 50 000 Finnish markkas in 1997 and then a decrease from 8 000 euros to 2 500 euros in 2006 (after a conversion from 50 000 mk to 8 000 €). Comparing industries that I expect to have been more affected by the reforms to those industries for which I expect the effects to be relatively small, I estimate that the latter reform led to the creation of roughly a thousand new limited companies per year in 2007-2017 with little drop in average performance, but find no evidence for any effects of the former reform. There might be several reasons for the conflicting results, for instance data limitations in case of the 1997 reform and potential confounding factors inflating the estimates of the 2006 reform. However, some of the descriptive evidence shows patterns that are strongly suggestive of the existence of an effect in both cases. Overall, the evidence suggests that lowering entry barriers, at least the minimum capital requirement, is a potential tool for increasing employment, though there might be other negative effects - for instance on productivity or the protection of consumers and debtors - that are not explored here. Furthermore, it alone is unlikely to turn around the trend of falling entry rates and economic contribution of entrants

The impact of HRM bundles and organisational commitment on managers turnover intentions

A thesis submitted to the University of Bedfordshire, in partial fulfilment of the requirement for the degree of Doctor of Philosophy.Despite the significance of understanding the reasons under which talented individuals are more likely or less likely to quit, the nature of the relationship between Human Resource Management Practices (HRMPs) and turnover intentions has proven to be unclear. Prior studies suggest that talented employees’ turnover imposes significant negative impact on organisational performance, e.g. decrease in productivity, profitability, innovation, serviceability and morale of remaining employees. Likewise, a serious talented Frontline Managers (FLMs) turnover is observed in the private banks of Pakistan. The corresponding reason identified is their dissatisfaction with existing conventional HRMPs, which are typically bureaucratic in nature with no provision of training and development, and lack appreciation, seniority-based pay and promotions. Owing to these factors, FLMs are switching towards reputable government and multinational organisations. In fact, FLMs play an important role in the development and success of banks. To investigate this issue, the present study elaborates an examination of the use of synergistic HRMPs in an on-going effort to control the talented FLMs’ turnover intentions. Precisely, it examines the impact of two formative bundles, namely, skills-enhancing practices (SEPs, i.e. training and development) and motivation-enhancing practices (MEPs, i.e. pay, promotion, recognition and job security) on FLMs’ turnover intentions through organisational commitment. The research methodology employs a positivist philosophy, deductive approach and a quantitative method followed by a survey-based research design. A total of 500 questionnaires were distributed through random sampling technique; 344 questionnaires were finalised for analysis. PLS-SEM was used to test the research hypotheses. Contrary to conventional wisdom, the findings of this study indicate that both SEPs and MEPs demonstrate no significant direct impact on talented FLMs’ turnover intentions. However, organisational commitment (OC) has been found to fully mediate the relationships between both HRM bundles and FLMs’ turnover intentions. This research contributes to HRM literature particularly in the area of HRMPs—Turnover relationships. Furthermore, this study reveals that socio-economic relationships can be used to influence FLMs’ OC and turnover intentions. The findings further suggest that adoption of effective SEPs and MEPs in local banks enhance talented FLMs’ skills and motivation which eventually reduce their turnover intentions. Additionally, this study highlights the important and critical role of OC in HRMPs—turnover relationships, particularly in the Pakistani banking sector and further recommends management to review their HRMPs, which not only tend to reduce turnover but also lead to FLMs’ enhanced enthusiasm to serve