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The role of workload, nepotism, job satisfaction, and organizational politics on turnover intention: A conservation of resources perspective

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dc.title The role of workload, nepotism, job satisfaction, and organizational politics on turnover intention: A conservation of resources perspective en
dc.contributor.author Abbas, Zuhair
dc.contributor.author Ansari, Junaid
dc.contributor.author Gulzar, Saba
dc.contributor.author Zameer, Unzila
dc.contributor.author Hussain, Kanwal
dc.relation.ispartof Organizacija
dc.identifier.issn 1318-5454 Scopus Sources, Sherpa/RoMEO, JCR
dc.date.issued 2021
utb.relation.volume 54
utb.relation.issue 3
dc.citation.spage 238
dc.citation.epage 251
dc.type review
dc.language.iso en
dc.publisher Sciendo
dc.identifier.doi 10.2478/orga-2021-0016
dc.relation.uri https://www.sciendo.com/article/10.2478/orga-2021-0016
dc.subject workload en
dc.subject nepotism en
dc.subject job satisfaction en
dc.subject organizational politics en
dc.subject harassment en
dc.subject turnover intention en
dc.subject healthcare en
dc.description.abstract Background: Despite extensive research on employee turnover intention in the existing literature. Previous studies have paid rare attention to the role of workload (WL), nepotism (N), job satisfaction (JS), and organization politics (OP) on turnover intention, especially, mediating the effect of harassment between WL, N, JS and OP on turnover intention in the Pakistani context. This study is using Hobfoll's conservation of resources (COR) theory. Methods: Data were collected from 189 female employees (doctors and nurses) working in public and private hospitals in the province of Sindh, Pakistan, by adopting a purposive sampling technique. SmartPLS and SPPS were used to analyze the data. Results: The results demonstrated that workload and job satisfaction are positively related to harassment. At the same time, harassment has a direct effect on turnover intention. More importantly, harassment partially mediated the effect between workload and job satisfaction on turnover intention. In contrast, nepotism and organizational politics did not observe any significant relationship with harassment. However, it also did not have any mediating impact of harassment between nepotism and organizational politics on turnover intention. Conclusion: There is a lack of research on the antecedents of turnover intention in the existing literature especially in the developing country context (Pakistan). Furthermore, this study examined the mediation mechanism of harassment on turnover intention. In this way, this is an original contribution to the body of knowledge. Finally, COR theory has been utilized to explain how antecedents of turnover intention play their role along with harassment at the workplace. This study also advances the existing literature on human resource management. The current study provides insightful guidelines to policymakers, managers, and HRM practitioners for devising employee-friendly policies at the workplace. © 2021 Zuhair Abbas et al., published by Sciendo. en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1010595
utb.identifier.obdid 43882582
utb.identifier.scopus 2-s2.0-85115805258
utb.identifier.wok 000694050700005
utb.source j-scopus
dc.date.accessioned 2021-10-10T09:48:03Z
dc.date.available 2021-10-10T09:48:03Z
dc.description.sponsorship Internal Grant Agency of FaME TBU [IGA/FaME/2020/010]
dc.rights Attribution-NonCommercial-NoDerivatives 4.0 International
dc.rights.uri https://creativecommons.org/licenses/by-nc-nd/4.0/
dc.rights.access openAccess
utb.ou Department of Business Administration
utb.contributor.internalauthor Abbas, Zuhair
utb.fulltext.affiliation Zuhair ABBAS1, Junaid ANSARI2, Saba GULZAR2, Unzila ZAMEER2, Kanwal HUSSAIN2 1 Tomas Bata University in Zlin, Department of Business Administration at Faculty of Management and Economics, Zlin, Czech Republic, abbas@utb.cz 2 Institute of Business Management (IoBM), Department of HRM and Management, Karachi, Pakistan, Junaid.ansari@iobm.edu.pk, saba.gulzar@iobm.edu.pk, Std_23801@iobm.edu.pk, Kanwal.hussain@iobm.edu.pk
utb.fulltext.dates Received: 30th October 2020; revised: 11th March 2021; accepted: 9th July 2021
utb.fulltext.sponsorship The authors are thankful to the Internal Grant Agency of FaME TBU No. IGA/FaME/2020/010, project title: “The Measurement of Performance in Selected Sectors with The Emphasis on Human Resources Indicators” for providing financial support to carry out this research.
utb.wos.affiliation [Abbas, Zuhair] Tomas Bata Univ Zlin, Dept Business Adm, Fac Management & Econ, Zlin, Czech Republic; [Ansari, Junaid; Gulzar, Saba; Zameer, Unzila; Hussain, Kanwal] Inst Business Management IoBM, Dept HRM & Management, Karachi, Pakistan
utb.scopus.affiliation Tomas Bata University in Zlin, Department of Business Administration, Faculty of Management and Economics, Zlin, Czech Republic; Institute of Business Management (IoBM), Department of HRM and Management, Karachi, Pakistan
utb.fulltext.projects IGA/FaME/2020/010
utb.fulltext.faculty Faculty of Management and Economics
utb.fulltext.ou Department of Business Administration
utb.identifier.jel -
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