Entrepreneurship by circumstances and abilities: the mediating role of job satisfaction and moderating role of self-efficacy

Prior studies have found that job dissatisfaction and self-efficacy are significant factors influencing individuals’ entrepreneurial propensity. Existing literature on entrepreneurship often regards job dissatisfaction as an entrepreneurial push factor and self-efficacy as an entrepreneurial pull factor. The argument is that individuals who are dissatisfied with their jobs are more likely to seek alternative mode of employment such as self-employment. In other words, poor job circumstances may push individuals to leave their paid employment to start their own businesses. On the other hand, personal abilities such as self-efficacy may pull individuals toward starting their own businesses in areas where they are confident and competent in. Despite the importance of job dissatisfaction and self-efficacy for new venture creation, few if any studies have examined the entrepreneurial phenomena from a holistic perspective. Utilizing concepts from the P-E fit and self-efficacy literatures, this paper argues that the path to entrepreneurship is a multi-faceted interactive process between individuals’ personal attributes and their work environment. We specifically examined how IT professional’s personal attributes such as innovation orientation and self-efficacy condition individuals for an entrepreneurial career in unsatisfactory work environments.

Antecedents of job satisfaction: A study of telecom sector

This study is based on the assumption that “a happy worker is a productive workerâ€. The research was conducted to identify the significance of those factors that lead towards job satisfaction and commitment of employees working in the telecom sector of Pakistan. The associations among pay and benefits, performance appraisal system, career development and management, supervision and collegiality and open communication (independent variables) were investigated with job satisfaction (dependent variable). The relationship between job satisfaction (dependent variable) and job commitment (outcome) was also hypothesized. Through questionnaire survey responses from 221 employees working at managerial and non-managerial positions were collected, which showed the significant association of supervision and collegiality and open communication on job satisfaction. Furthermore, job satisfaction was also found highly correlated and dependent upon job commitment. Managerial implications and conclusions are presented based upon these results.Labor and Human Capital,

Organizational Commitment and Turnover Intentions of Clinical Laboratory Scientists in Ghana

High employee turnover rate coupled with frequent strike actions embarked on by clinical laboratory scientists in Ghana over the years has become a major issue that needs to be addressed. This study examined the different dimensions of organizational commitment (affective, continuance and normative commitment) as predictors of turnover intentions of medical laboratory scientists in selected health facilities in Ghana. The study consisted of 141 medical laboratory scientists drawn from various public health institutions. Two standardized instruments were used to measure organisational commitment and turnover intentions. Results of the study revealed that turnover intentions correlated insignificantly with affective commitment, but correlated significantly with continuance commitment and negatively with normative commitment. Further analysis revealed a linear positive relationship between the predictor variables combined (affective commitment, continuance commitment, normative commitment) and criterion variable (turnover intentions) among clinical laboratory scientists. Based on the findings, retention strategies of clinical laboratory scientists were proposed. Key words: Organisational Commitment, Turnover Intentions, Clinical Laboratory Scientists

Job satisfaction in hotel employess: a systematic review of the literature

Hotel employees' job satisfaction is very important to their performance. In a systematic review of the previous literature on hotel employees, it was found that the most studied variable was job satisfaction; there were no other systematic reviews on the topic. In this review, performed in the Web of Knowledge, Web of Science (Social Sciences Index Expanded, Social Sciences Citation Index, Medline), and Science Direct between 2000 and 2014, 51 studies were found.These studies indicated that satisfaction is crucial to the financial performance and prosperity of hotels and acts a mediator in customer satisfaction. Contributing to greater satisfaction are factors such as greater autonomy and independence, greater power of decision making, flexible schedules, better working conditions, and training. The factors that promote dissatisfaction are wages and reduced benefits. The studies also indicated that a higher level of job satisfaction can have a direct impact on increasing the financial performance of the hotel. The implications of this study for hoteliers and directors relates to the creation of adequate working conditions to increase job satisfaction and provide hotel employees with a greater sense of subjective well-being

Relationship between leaders' emotional intelligence, organisational commitment, job satisfaction, and turnover intention in Jordanian hotel industry

The employees’ turnover phenomenon in the hotel industry is being focused upon by managers and academicians because employees’ attitudes and behaviours play a vital role in developing hotels. Meanwhile, this phenomenon is linked to employees’ job satisfaction (JS) and their organisational commitment (OC). Therefore, to manage employees’ turnover, the management must reduce the intention of turnover amongst employees. Given the phenomenal growth of the Jordanian hotels over the last ten years, it is important for leaders to understand, predict and control employees’ turnover intention (TI) to reduce the consequences of the turnover. This study aims to examine the mediating role of employees’ JS between leaders’ emotional intelligence (EI), OC, and employees’ TI, with the employment of theory of reasoned action (TRA). A sample of 236 operational employees in five-star and four-star hotels in Jordan were selected by using stratified random sampling technique. Reliability test, data screening, factor analysis, correlation, multiple regression were executed to test the research hypotheses. Factor analysis exhibited one dimension of Leaders’ EI. OC produced two dimensions named as normative continuance commitment and affective commitment. Two factors renamed as intrinsic and organisation-based self-esteem (OBSE) for job satisfaction. TI divided for two dimensions renamed as thought to quit and behavioural loyalty. Results revealed that no significant effect between leaders’ EI, normative continuance commitment, and OBSE with thoughts of quitting. Normative continuance commitment, organization-based self-esteem, and intrinsic JS, influence positively on the behavioural loyalty. Whereas, this study has found only two mediating effects which are partially mediating effects of OBSE on normative continuance commitment and behavioural loyalty, and fully mediating effects of intrinsic JS on normative continuance commitment and behavioural loyalty. Through the application of TRA, TI can be explained as a negative response of employees to the unfulfilled obligation by organizations, as expected in an employee-employer relationship

The Influence Of Job Insecurity On Career Commitment And Attitude In Multinational Corporations

As the perception of lifelong work shifts into lifelong career in the job insecurity market, the career development of employees through professional and competitive career management has become more important than being loyal to a lifelong work. Furthermore, in the case of multinational corporations, such as differentiation from the head office policy, cultural differences in labor relations, and the liquidity of business withdrawal, such a feature has a higher possibility of job insecurity than general companies. Therefore, the purpose of this study is to verify empirically how job insecurity influences career commitment and career attitude through individual, job and career characteristics as intermediation with the members of multinational corporations as objectives. For this purpose, a total of 366 questionnaire data that targeted 27 multinational corporations were collected and analyzed. The result shows that the job insecurity of multinational corporations affects individual characteristic rather than job or career characteristic, and it is confirmed that individual characteristic has an effect on career commitment and career attitude. In the end, multinational corporations, unlike ordinary domestic companies, need active organizational career development program that corresponds to an open corporate culture as well as innovative and open systems and policies that balance both internal and external networking activities in terms of human resource management of corporations

Causal Analysis of a National Study of Sales Personnel Turnover Functionality

A causal model of the antecedents of turnover functionality was developed and tested in a national field study of sales representatives from a Fortune 50 company. Turnover functionality was defined in terms of the difference between the performance levels of leavers and stayers in the host organization. Questionnaire data were collected from 1,732 salespeople, and it was predicted that the hypothesized model would be confirmed by the obtained data. Several forms of supporting evidence for the model were obtained. First, the hypothesized model provided a better, more parsimonious fit to the obtained data than did two plausible alternative models. Second, fit indices indicated acceptable overall fit for the hypothesized model. Third, 10 of 12 hypothesized paths in the model were supported. Fourth, exploratory analyses failed to improve upon the overall model fit. However, the model accounted for little variance in turnover functionality. Several potential explanations for these findings are explored, including the need for future research in this area to reconsider the manner in which turnover functionality is operationalized

Turnover intention among relationship managers in selected local banks in Malaysia

Employee turnover is a topic that generates much interest in the academia and the industry alike. Since employee turnover is a costly problem for any organisation, it needs to be addressed. This study investigated this issue by considering the turnover intention and not the actual turnover because the former is argued to be a precursor to the latter. Hence, to address turnover, the management needs to understand why employees develop turnover intention. This study was conducted on the Relationship Managers (RMs) of selected local banks in Malaysia. To investigate the turnover intention of the RMs, the push-pull model was used. The push factors included role conflict, work overload and licensing status while the pull factors included career advancement and salary. Both an online and an offline survey were carried out to collect the data. A total of four hundred and fifty-two survey questionnaires were distributed, but only 136 valid questionnaires were returned, yielding a response rate of 33.2%. Descriptive statistics and multiple regression analysis were used to analyse the data. Of the push factors, only workload was found to be positively associated with turnover intention. Career advancement, one of the pull factors, was shown to be negatively related to turnover intention. Of the overall factors, work overload was found to be the best predictor of the RMs’ turnover intention to leave. The study recommends that the bank management revisit the current practices of establishing workload and implement effective career paths for RMs. The limitations and suggestions for future research are also discussed

The Role of Organizational Commitment and Citizenship Behaviors in Understanding Relations between Human Resources Practices and Turnover Intentions of IT Personnel

The primary objective of this study is to present and test an integrated model of turnover intentions which addresses the unique nature of the information technology (IT) profession. It identifies a multidimensional set of human resources (HR) practices likely to increase retention among IT employees. It also considers organizational citizenship behaviors and two distinct types of organizational commitment as key antecedents of turnover intentions. A second goal is to explore the moderating effects of organizational commitment and citizenship behaviors on HR practices-turnover intention relationships. A questionnaire was developed and sent to the Québec members of the Canadian Information Processing Society. Data from 394 respondents were used to validate the measures and test the research model. Findings reveal that IT specialists are particularly sensitive to four types of HR policies and practices: distributive justice, competence development, empowerment, and recognition. Results also provide additional support for the generalizability of the two-component model of organizational commitment in the IT context. This study is the first to show that the effects of various HR practices on turnover intentions among IT specialists depend upon the nature of their commitment to the organization. Similarly, we found that citizenship behaviors not only mediate but also moderate HR practicesturnover intention relationships. Implications of these results for practice and research are discussed. Dans cette étude, nous présentons et testons un modèle de recherche portant sur la rétention des spécialistes en TI. Ce modèle examine les relations entre diverses pratiques de GRH, les comportements discrétionnaires, l'engagement organisationnel et les intentions de quitter des spécialistes en TI. Un questionnaire fût développé et envoyé aux membres de la Fédération de l'Informatique du Québec (FIQ). Les données de 394 questionnaires ont servi aux fins d'analyses statistiques. Les résultats de cette étude révèlent que les spécialistes en TI au Québec sont particulièrement sensibles à quatre types de pratiques de GRH, soit: la justice distributive, la reconnaissance non-monétaire, le développement des compétences professionnelles et la responsabilisation. Notre étude est également la toute première à démontrer clairement que l'impact des pratiques de GRH sur l'intention de quitter des spécialistes en TI dépend à la fois du niveau d'engagement et de mobilisation des employés. Nos résultats confirment enfin l'importance relative de deux formes distinctes d'engagement organisationnel (affectif et continu) dans un tel contexte. Sur la base des résultats obtenus, nous faisons une série de recommandations aux hauts dirigeants.IS staffing issues, IS turnover, HRM practices, Gestion du personnel en TI, roulement du personnel en TI, pratiques de GRH