Does a Workplace Incivility influence employee’s job stress and turnover intentions by Moderating role of Psychological Capital: Descriptive study on Banking sector Gujranwala; Pakistan

The study examines the relationship between job stress and turnover intentions with the moderating role of emotional intelligence. The questionnaire survey is conducted with a sample of 153 employees of the banking sector in Pakistan. Two methods are used in this study to test the moderation effect i.e. Baron and Kenny’s (1986) technique and the Process method of Andrew F. Hayes (2013). The results show that job stress and turnover intentions are positively related to each other whereas emotional intelligence has no moderating role between them. Based on the findings, it is proposed that organizations should focus on making active policies towards stress management so that employees’ turnover intentions can be reduced ensuring an encouraging working environment.

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Job Insecurity and Turnover Intentions among Banking Sector Employees: The Moderating Role of Organizational Support and Ethical Leadership

SEISENSE Journal of Management ◽

10.33215/sjom.v5i1.736 ◽

2022 ◽

Vol 5 (1) ◽

pp. 17-30

Author(s):

Prince Addai ◽

Rejoice Mottey ◽

Michelle Afrifah ◽

Augustine Osei Boakye

Keyword(s):

Ethical Leadership ◽

Organizational Support ◽

Banking Sector ◽

Turnover Intentions ◽

Job Insecurity ◽

Climatic Conditions ◽

The Impact ◽

Moderating Role ◽

Perceived Job Insecurity

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents' demographic characteristics, perceived job insecurity, ethical leadership, organizational support, and turnover intentions. Data were analyzed using regression analysis. Findings – Results revealed a significant positive correlation between perceived job insecurity and turnover intentions. Organizational support and ethical leadership also moderated the association between job insecurity and turnover intentions. The influence of job insecurity on turnover intentions minimizes when management provides the needed support and favorable climatic conditions. Originality/value – In general, the study highlights the importance of organizational support and ethical leadership in lessening the impact of job insecurity on turnover intentions.

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The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

International Journal of Business and Management ◽

10.5539/ijbm.v12n11p73 ◽

2017 ◽

Vol 12 (11) ◽

pp. 73

Author(s):

Erkan Taskiran

Keyword(s):

Organizational Identification ◽

Banking Sector ◽

Turnover Intentions ◽

Intention To Leave ◽

Career Management ◽

Hierarchical Regression ◽

Organizational Career Management ◽

The Relationship ◽

Moderating Role

The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees’ turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees’ perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

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THE MEDIATING ROLE OF WORKPLACE INTERPERSONAL MISTREATMENT: AN EMPIRICAL INVESTIGATION OF BANKING SECTOR OF PAKISTAN

IBT Journal of Business Studies ◽

10.46745/ilma.jbs.2017.13.01.06 ◽

2017 ◽

Vol 13 (1) ◽

pp. 73-88

Author(s):

Naveed Iqbal Chaudhry ◽

Keyword(s):

Structural Equation ◽

Workplace Bullying ◽

Banking Sector ◽

Empirical Investigation ◽

Turnover Intentions ◽

Workplace Incivility ◽

Equation Modeling ◽

Role Stressors ◽

Mediating Role

The underlying motive for this research is to figure out the structure of predictors and outcome of workplace bullying and workplace incivility in the banking sector of Pakistan. This paper aims to contribute valuable information about workplace bullying and workplace incivility as mediators to the scholarly research. An explanatory research design was employed. The data was collected from 600 banking professionals through personally administered questionnaires. SPSS-21 and Amos-21 were employed to analyze the quantitative data. For the purpose of testing hypotheses, structural equation modeling technique was employed. The results of this study provide a proof of association between the role stressors and two very important types of workplace interpersonal mistreatment, the workplace bullying and workplace incivility. Additionally, it was found that workplace bullying and workplace incivility play a mediating role between role stressors and turnover intentions among banking employees of Pakistan. Furthermore, the results reveal that the banking employees having experienced bullying and incivility are very prone to form turnover inclination.

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The moderating role of psychological capital in the relationship between job stress and the outcomes of incivility and job involvement amongst call centre employees

SA Journal of Industrial Psychology ◽

10.4102/sajip.v41i1.1183 ◽

2015 ◽

Vol 41 (1) ◽

Cited By ~ 2

Author(s):

Sarah B. Setar ◽

Johanna H. Buitendach ◽

Herbert Kanengoni

Keyword(s):

South African ◽

Job Stress ◽

Psychological Capital ◽

Job Involvement ◽

Call Centre ◽

Cross Sectional Survey ◽

Cross Sectional ◽

The Relationship ◽

Moderating Role

Orientation: South African call centres were found to rank amongst those with the highest degree of performance monitoring and feedback. This revelation comes at a time when many scholars concur that research has not entirely succeeded in helping organisations overcome the negative aspects of work and enhance the positive aspects of work, such as job involvement. Research purpose: This study sought to examine the relationship between job stress, job involvement and the display of uncivil behaviour amongst call centre employees, whilst also studying the role of psychological capital (PsyCap) in this relationship. Motivation for the study: The study was prompted by the scarcity of research in the area of PsyCap and job involvement, none of which has examined relationships between job stress and the outcomes of incivility and job involvement and the moderating role of PsyCap in this relationship, focusing on call centre employees. Research design, approach and method: A quantitative design employed a cross-sectional survey to collect data from 104 South African call centre employees using a biographical data sheet, the PsyCap Questionnaire, Job Stress Scale, Uncivil Workplace Behaviour Scale and the Job Involvement Scale. Main findings: PsyCap and uncivil workplace behaviour were negatively related, whilst PsyCap and job involvement were positively related. Job stress held predictive value for incivility and the hostility subscale. Hierarchical regression analysis indicated that PsyCap did not moderate the relationship between job stress and incivility and neither did it moderate the relationship between job stress and job involvement.Practical implications: Organisations should work on minimising stressors within the workplace in order to enhance the PsyCap of employees, which not only lowers the risk of incivility displayed by employees but also ensures greater employee involvement. Contribution/value-add: Although previous studies have examined the relationship between stress, incivility and job involvement, no studies have been conducted examining the role of PsyCap in this relationship, especially, more importantly, sampling call centre employees.

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