Abstract
Growing of science and technology and extending of knowledge-based organizations, the development and maintenance of high-performance knowledge workers with high-potential will be very critical institutionally and nationally. This study aimed to explore the predictability of knowledge workers’ intention to stay through their work attitudes and beliefs including believe in reliability of managers, job satisfaction and organizational commitment in the context of the academic community of Iran. Standard questionnaires were used to measure the variables. In order to gather data, stratified random sampling of faculty members in colleges and higher education institutions in South Khorasan, was accomplished. The results obtained in method of path analysis with AMOS software show that believe of knowledge workers in reliability of managers and organizational commitment can anticipate intend to stay. Among them, trust in management has the strongest indirect effect on the intention to stay. Also, job satisfaction through organizational commitment can predict the intention to stay of knowledge workers.
Highlights
Investigation of developments in organizational studies shows clearly that the issue of human in organization and management has been long considered by management scholars
Given that individuals’ behaviors such as decision to stay or leave the organization are predictable and individuals’ intention can be influenced by beliefs, attitudes, and norms, this study aims to investigate the relationship between work attitudes including job satisfaction and organizational commitment as well as believe in manager’s reliability with knowledge workers’ intention to leave in Iran’s academic context
This study aims to investigate the relationship between job satisfaction, organizational commitment, and trust in managers with knowledge workers’ intention to turnover
Summary
Investigation of developments in organizational studies shows clearly that the issue of human in organization and management has been long considered by management scholars. This attention has increased day to day so that at present, human resources is called organizational customers. This means that in the modern era the requirement to respond to employees’ basic needs in any organization is a top priority because achievement to organizational goals is dependent on addressing goals and logical and legitimate human resources (Abtahi, 1383). Companies increasingly rely on knowledge, skills and competencies of knowledge workers.
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