OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks... more OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...
Using Green human resource management practices (HRMPs) as a multi-component construct, this stud... more Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. The originality of the study lies in conceptualizing Green HRMPs bun...
This study aims to elaborate on how work-life balance (WLB) practices influence organizational cy... more This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.
This study examines the impact of work-life balance (WLB) practices concerning academics’ turnove... more This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to hav...
Presently, worker's efficiency is a great contest for every institution. The current study examin... more Presently, worker's efficiency is a great contest for every institution. The current study examines the impact of the office environment (OE) on employees' efficiency (EE) among the employees of private sectors of Balochistan, Pakistan. The study utilizes a questionnaire to collect the quantitative responses. Overall reliability of the questionnaire is noted as 0.868, while individuals' factor reliability is within the acceptable scores. By employing SPSS, the study's findings underline a significant impact of OE [career support (CS), manager support (MS) and physical work environment (PWE)] on EE. The outcomes of an investigation would help the executives to comprehend more about the dynamics of workers outcomes. Finally, the findings of a study would contribute to management and business literature by mentioning the impact of OE on EE in a developing context.
International Review on Public and Nonprofit Marketing, 2020
Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (AS... more Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (ASA) model, we proposed and developed a model linking organizational reputation to turnover intention, both directly and indirectly through person-vocation fit (P-V fit) and person-organization fit (P-O fit). The model was tested using partial least squares structural equation modeling (PLS-SEM) on a sample of 250 full-time faculty members from Pakistan’s higher educational institutions. The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. The practical and theoretical implications and some interesting avenues for future research are discussed at the end of the study.
Recently, sustainable development has become an important factor for all companies and manufactur... more Recently, sustainable development has become an important factor for all companies and manufactures. From previous research reviews, it is understood that sustainable development (IISD) could be improved through effect of innovation. Past researches also indicated that increase in knowledge management (KM) can enhance innovation. This study investigated the relationship between knowledge management, innovation, and sustainable development in Malaysia's manufacturing sector. For this purpose, a survey was conducted to and addressed to a total of 123 employees of Proton Holdings Berhad. Findings from this study revealed that there is a significant relationship between the three variables mentioned; and the mediating role of innovative behaviour (IB) is accepted. This study contributes to the body of sustainable development literature. A particular implication for managers to take note is to invest in sustainable development through knowledge management and innovative behaviour.
This article is an open access article distributed under the terms and conditions of the Creative... more This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY
Presently, worker's efficiency is a great contest for every institution. The current study examin... more Presently, worker's efficiency is a great contest for every institution. The current study examines the impact of the office environment (OE) on employees' efficiency (EE) among the employees of private sectors of Balochistan, Pakistan. The study utilizes a questionnaire to collect the quantitative responses. Overall reliability of the questionnaire is noted as 0.868, while individuals' factor reliability is within the acceptable scores. By employing SPSS, the study's findings underline a significant impact of OE [career support (CS), manager support (MS) and physical work environment (PWE)] on EE. The outcomes of an investigation would help the executives to comprehend more about the dynamics of workers outcomes. Finally, the findings of a study would contribute to management and business literature by mentioning the impact of OE on EE in a developing context.
This study aims to develop and test a moderated-mediation model with the person-organisation fit ... more This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...
The concept of employees' turnover has been well documented in literature. However, the mecha... more The concept of employees' turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees' perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees') intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.
The turnover of faculty members is a pressing problem that has adversely affected the performance... more The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the...
Hotel industry is one of the important segments that contribute greatly to the world’s economy. T... more Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and...
Hotel industry is one of the important segments that contribute greatly to the world's economy. T... more Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.
The higher educational institutions in Pakistan are facing challenges to
reduce the turnover of t... more The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members’ turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members’ turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.
Person-organization fit and job opportunities matter in HRM practices-turnover intention relation... more Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.
OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks... more OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...
Using Green human resource management practices (HRMPs) as a multi-component construct, this stud... more Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. The originality of the study lies in conceptualizing Green HRMPs bun...
This study aims to elaborate on how work-life balance (WLB) practices influence organizational cy... more This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.
This study examines the impact of work-life balance (WLB) practices concerning academics’ turnove... more This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to hav...
Presently, worker's efficiency is a great contest for every institution. The current study examin... more Presently, worker's efficiency is a great contest for every institution. The current study examines the impact of the office environment (OE) on employees' efficiency (EE) among the employees of private sectors of Balochistan, Pakistan. The study utilizes a questionnaire to collect the quantitative responses. Overall reliability of the questionnaire is noted as 0.868, while individuals' factor reliability is within the acceptable scores. By employing SPSS, the study's findings underline a significant impact of OE [career support (CS), manager support (MS) and physical work environment (PWE)] on EE. The outcomes of an investigation would help the executives to comprehend more about the dynamics of workers outcomes. Finally, the findings of a study would contribute to management and business literature by mentioning the impact of OE on EE in a developing context.
International Review on Public and Nonprofit Marketing, 2020
Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (AS... more Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (ASA) model, we proposed and developed a model linking organizational reputation to turnover intention, both directly and indirectly through person-vocation fit (P-V fit) and person-organization fit (P-O fit). The model was tested using partial least squares structural equation modeling (PLS-SEM) on a sample of 250 full-time faculty members from Pakistan’s higher educational institutions. The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. The practical and theoretical implications and some interesting avenues for future research are discussed at the end of the study.
Recently, sustainable development has become an important factor for all companies and manufactur... more Recently, sustainable development has become an important factor for all companies and manufactures. From previous research reviews, it is understood that sustainable development (IISD) could be improved through effect of innovation. Past researches also indicated that increase in knowledge management (KM) can enhance innovation. This study investigated the relationship between knowledge management, innovation, and sustainable development in Malaysia's manufacturing sector. For this purpose, a survey was conducted to and addressed to a total of 123 employees of Proton Holdings Berhad. Findings from this study revealed that there is a significant relationship between the three variables mentioned; and the mediating role of innovative behaviour (IB) is accepted. This study contributes to the body of sustainable development literature. A particular implication for managers to take note is to invest in sustainable development through knowledge management and innovative behaviour.
This article is an open access article distributed under the terms and conditions of the Creative... more This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY
Presently, worker's efficiency is a great contest for every institution. The current study examin... more Presently, worker's efficiency is a great contest for every institution. The current study examines the impact of the office environment (OE) on employees' efficiency (EE) among the employees of private sectors of Balochistan, Pakistan. The study utilizes a questionnaire to collect the quantitative responses. Overall reliability of the questionnaire is noted as 0.868, while individuals' factor reliability is within the acceptable scores. By employing SPSS, the study's findings underline a significant impact of OE [career support (CS), manager support (MS) and physical work environment (PWE)] on EE. The outcomes of an investigation would help the executives to comprehend more about the dynamics of workers outcomes. Finally, the findings of a study would contribute to management and business literature by mentioning the impact of OE on EE in a developing context.
This study aims to develop and test a moderated-mediation model with the person-organisation fit ... more This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...
The concept of employees' turnover has been well documented in literature. However, the mecha... more The concept of employees' turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees' perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees') intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.
The turnover of faculty members is a pressing problem that has adversely affected the performance... more The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the...
Hotel industry is one of the important segments that contribute greatly to the world’s economy. T... more Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and...
Hotel industry is one of the important segments that contribute greatly to the world's economy. T... more Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.
The higher educational institutions in Pakistan are facing challenges to
reduce the turnover of t... more The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members’ turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members’ turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.
Person-organization fit and job opportunities matter in HRM practices-turnover intention relation... more Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.
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reduce the turnover of their faculty members. To date, research has failed to
explore the antecedents of faculty members’ turnover intention, especially in
the context of Pakistan. The purpose of this study was to investigate worklife
balance practices and person-organization fit as antecedents of faculty
members’ turnover intention. This study hypothesized that work-life balance
practices and person-organization fit are negatively related to intention to
leave the job. Furthermore, the study proposed that person-organization fit
mediates the negative relationship between work-life balance practices and
intention to leave the job. This study adopted a cross-sectional design and a
quantitative approach. The data was collected from a total of 250 faculty
members from the public sector colleges in Baluchistan, Pakistan, through
self-administered questionnaires. This study used partial least square
structural equation modeling (PLS-SEM) for the analysis of measurement
and structural model. The results revealed that work-life balance practices
and person-organization fit had a direct negative and significant effect on
employees' intention to leave the job. Furthermore, the results also showed
that person-organization fit mediated the relationship between work-life
balance practices and intention to leave the job. This study contributes to
work-life balance practices and person-organization fit literature by
examining the mediating processes through which work-life balance
practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of
faculty members. Limitations and directions for future research are
discussed.
reduce the turnover of their faculty members. To date, research has failed to
explore the antecedents of faculty members’ turnover intention, especially in
the context of Pakistan. The purpose of this study was to investigate worklife
balance practices and person-organization fit as antecedents of faculty
members’ turnover intention. This study hypothesized that work-life balance
practices and person-organization fit are negatively related to intention to
leave the job. Furthermore, the study proposed that person-organization fit
mediates the negative relationship between work-life balance practices and
intention to leave the job. This study adopted a cross-sectional design and a
quantitative approach. The data was collected from a total of 250 faculty
members from the public sector colleges in Baluchistan, Pakistan, through
self-administered questionnaires. This study used partial least square
structural equation modeling (PLS-SEM) for the analysis of measurement
and structural model. The results revealed that work-life balance practices
and person-organization fit had a direct negative and significant effect on
employees' intention to leave the job. Furthermore, the results also showed
that person-organization fit mediated the relationship between work-life
balance practices and intention to leave the job. This study contributes to
work-life balance practices and person-organization fit literature by
examining the mediating processes through which work-life balance
practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of
faculty members. Limitations and directions for future research are
discussed.