An Empirical Study of the Influence of Perceived Organizational Support, Leader Member Exchange and Proactive Personality on Turnover Intention and Innovative Work Behavior: The Mediating Role of Employee Engagement (Published)
Purpose: The authors investigate employee engagement at work for employees as the mediating mechanism for the influence of perceived organizational support, leader member exchange, and proactive personality on turnover intention and innovative work behavior. It critically reflects on the issue of employee engagement to develop the theoretical model of this study and provide empirical evidence to explain the link between perceived organizational support, leader member exchange, proactive personality, employee engagement, innovative work behavior and turnover intention with the aim of increasing the levels of engagement in the workplace, lowering the turnover intention and increasing creativity and innovative work behavior. Design/methodology/approach: Data is collected from 142 employees and managers in Saudi context, and statistical analysis is performed on SPSS 28 and Mplus 8.7, conduct CFA and structural equation modeling. Findings: The results are concluded by the quantitative approach to investigate the relationships under this study. Findings confirm the impact of mediation of employee engagement in the effect of perceived organizational support, leader member exchange and proactive personality on innovative work behavior and turnover intention. The mediation of employee engagement in the effect of perceived organizational support, leader member exchange and proactive personality on turnover intent is a negative correlation. Originality: A theoretical framework is proposed whereby the model is evaluated with SPSS and structural equation modeling. This study contributes to the literature regarding the struggle of disengagement in the workplace and its implications for management.
Citation: Maha Khan and Suad Dukhaykh (2022) An Empirical Study of the Influence of Perceived Organizational Support, Leader Member Exchange and Proactive Personality on Turnover Intention and Innovative Work Behavior: The Mediating Role of Employee Engagement, Global Journal of Human Resource Management, Vol.10, No.4, pp.32-59
Keywords: Employee Engagement, Turnover Intention, innovative work behavior, leader member exchange, perceived organizational support., proactive personality
Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)
In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.
Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention
Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)
In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.
Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention
A Research Perspective on Impact of Employee Engagement on 3 ‘P’s In Aviation Industry (Published)
The intent of this research is to bring out strategic impact of one of the facet of the employee engagement – work life balance in high precision service industry and analyse it’s impact on Performance, Productivity and Profitability as popularly known as ‘3P’. .Author has tried to highlight the importance of employee engagement through instituting systems and practices of work-life balance on performance, productivity and profitability of the organisation. Accordingly author has chosen aviation industry which is characteristically known as high demand service industry. Background and introduction highlighted the key rationale and understanding of the research area and literature review has been provided to create an academic platform to conduct the research. Author has chosen case based approach to investigate the key research aim, objectives and questions to present comprehensive analytical insights on the area. Conclusion and recommendation has been made to value add in the subject area and towards future research.
Keywords: Aviation Industry, Employee Engagement, Performance, Productivity