Organizational Intention Research Articles

The Moderated Mediation Model of Pay Satisfaction and Intrinsic Motivation in the Relationship of Organizational Justice and Turnover Intention

The Moderated Mediation Model of Pay Satisfaction and Intrinsic Motivation in the Relationship of Organizational Justice and Turnover Intention

The effectiveness of job embeddedness in turnover studies

The main objective of this study is to investigate the strength of the relationship among job embeddedness, organizational commitment, job satisfaction, and turnover intentions among Korean employees using meta-analytic methods with theoretical rationale. The results from meta-analysis of 44 Korean studies are as follows. First, the true-score correlations among on-the-job embeddedness, fit to organization, organization-related sacrifice, and turnover intention are -.569, -.462, -.414 each (k = 14-30, N = 4657-8299); the 95% CIs and 80% CVs for all relationships had no zero. Second, the true-score correlations among on-the-job embeddedness, three sub-factors, and work-related attitudes (affective commitment, job satisfaction) are all positively correlated and the 95% CIs and 80% CVs for all relationships had no zero. Third, the magnitude of true-score relationship between on-the-job embeddedness and work-related variables is somewhat stronger in this meta-analysis than in counterpart studies in western countries. Finally, estimating the incremental validity of on-the-job embeddedness using meta-analytic structural equation model, on-the- job embeddedness remains negatively related with turnover intention, after affective commitment and job satisfaction are controlled. This meta-analytic findings contribute to understanding of the relationships among job embeddedness and work-related variables among Korean employees. Future studies should attempt to overcome the limitations of this study such as lack of information related to demographics. Further, more primary studies are needed since there were very few available studies on actual turnover and off-the-job embeddedness. Hopefully, this study will be a good guide for the future Korean studies on job embeddedness.

Investigating the antecedents of organizational task crowdsourcing

Crowdsourcing is increasingly recognized as a potential approach to organizational task solving. However, few studies have explored and statistically tested the antecedents underlying the crowdsourcing intentions of organizations. This paper examines the antecedents of firms’ crowdsourcing intentions based on transaction cost theory and the resource-based view and validates these antecedents using survey data from 161 organizations. The results indicated that the perceived benefits of cost reduction, brand visibility, and access to specialized skills positively affect firms’ intention to crowdsource, while codification costs and proposal evaluation costs negatively influence firms’ crowdsourcing intentions, both directly and indirectly, by diminishing perceptions of cost reduction.

The effectiveness of job embeddedness in turnover studies: A meta-analysis

The main objective of this study is to investigate the strength of the relationship among job embeddedness, organizational commitment, job satisfaction, and turnover intentions among Korean employees using meta-analytic methods with theoretical rationale. The results from meta-analysis of 44 Korean studies are as follows. First, the true-score correlations among on-the-job embeddedness, fit to organization, organization-related sacrifice, and turnover intention are -.569, -.462, -.414 each (k = 14-30, N = 4657-8299); the 95% CIs and 80% CVs for all relationships had no zero. Second, the true-score correlations among on-the-job embeddedness, three sub-factors, and work-related attitudes (affective commitment, job satisfaction) are all positively correlated and the 95% CIs and 80% CVs for all relationships had no zero. Third, the magnitude of true-score relationship between on-the-job embeddedness and work-related variables is somewhat stronger in this meta-analysis than in counterpart studies in western countries. Finally, estimating the incremental validity of on-the-job embeddedness using meta-analytic structural equation model, on-the- job embeddedness remains negatively related with turnover intention, after affective commitment and job satisfaction are controlled. This meta-analytic findings contribute to understanding of the relationships among job embeddedness and work-related variables among Korean employees. Future studies should attempt to overcome the limitations of this study such as lack of information related to demographics. Further, more primary studies are needed since there were very few available studies on actual turnover and off-the-job embeddedness. Hopefully, this study will be a good guide for the future Korean studies on job embeddedness.

Organizational Imaginary and Tacit Dimension of Knowledge: a Case Study in a Telecommunications Company

This study investigated the relationship between organizational imaginary and tacit dimension of knowledge creation, according to Nonaka and Takeuchi (1997) model, in a telecommunications company. This choice is justified because such segment is highly competitive and knowledge-intensive. Qualitative approach and case study strategy were used, based on documentary analysis, semi-structured interviews and application of projective techniques in workshops. The results showed that the lack of organizational intention concerning the collective commitment to knowledge creation, in a manner clearly articulated by senior management, fails to leverage the existing fertile grounds for innovation, having in view the spontaneous commitment shown by its employees with the image of the company, which is great in their point of view.

An Ethical Work Climate and its Consequences among Food-service Franchise Employees

This study was conducted to examine the effect of ethical values and an ethical work climate (EWC) (responsibility, unethical peer behaviors, and selling orientation) on organizational trust, and organizational commitment (affective and continuance commitment), which in turn influence turnover intentions to acquire a competitive edge in a competitive world. Data were obtained from 276 employees of food-service franchised companies in Korea. The results suggest that an EWC mediates the relationship between ethical values and organizational trust, which in turn has a positive influence on organizational commitment and turnover intention. Contributions and directions for future study are discussed.

Compassion organizing: Employees' satisfaction with corporate philanthropic disaster response and reduced job strain

The literature on corporate social responsibility and corporate philanthropy generally focuses on how employers come to the aid of those outside the organization who have been affected by disasters. Less is known about an organization's corporate philanthropic disaster response (CPDR) directed towards their employees. We argue, based on conservation of resources (Hobfoll, 1989, Am. Psychol., 44, 513) and compassion organizing (Dutton et al., 2006, Admin. Sci. Quart., 51, 59) literatures, that employees perceive employers who provide aid to them following a natural disaster as supportive. This aid from CPDR provides support to employees and helps to restore the loss of valued resources. Accordingly, we predict that satisfaction with CPDR reduces employee psychological and physiological strain via its positive effects on perceived organizational support. We find support for our predictions using a sample of 695 Hurricane Katrina survivors. Finally, we discussed theoretical contributions and implications of this research.Practitioner points Organizations are encouraged to fulfil their social responsibilities. Our research shows that organizations should be socially responsible not only to the general public, but also to their own employees. Responding compassionately by providing aid to an organization's own employees is an important element in carrying out their social responsibilities. In the aftermath of a severe natural disaster, employees may need to rely on their organizations to provide timely assistance. Such assistance could help them mitigate their strain, both psychologically and physiologically, aroused from the disaster they experienced. Organizations' compassion organizing in the form of philanthropic disaster response to their employees may be beneficial to the organization. First, it shows the organization's intention to fulfil their social responsibility and to be a good and ethical citizen. Second, by providing assistance to their employees to deal with the challenge of restoring normal lives, organizations can help employees to continue working in a productive and effective way.

Human Resource Management Practices, Job Satisfaction and Organizational Commitment

The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment. The sub factor compensation and benefits are the most important factors which affect the job satisfaction and organizational commitment.

Governing projects under complexity: theory and practice in project management

In this paper we argue that the fledgling field of project and program governance has the potential to make a major scholarly and practical contribution. One that not only has the potential to mainstream project management within the broader business and management field, but to also cement its place as a dominant voice in the successful governance of the strategic intentions of organizations, societies, and nations. With this argument in mind three themes organize present discussion in this issue of International Journal of Project Management: the first concerns how we should make sense of governance, something that is clarified through a review of the current state of play in the literature; the second theme comprises papers that report research conducted on governance in projects, using insights from surveys, case studies and other systematic forms of empirical observation. The third theme focuses on theoretical models of governance, ranging from distributed knowledge management and learning perspectives on project governance to systems engineering approaches. While we do not claim that this issue is exhaustive, we do believe it provides a sign post about the current state of play, and the potential future of governance in project and program management as a mainstream domain of research, theory and practice.

How to develop spiritual awareness in the organization

Purpose– The purpose of this paper is to propose a theoretical model that leverages the practical wisdom of the Panch-Kosa framework of yogic philosophy to develop an awareness of spirituality in the organization. It also provides quasi-quantitative empirical evidence to demonstrate its potential application.Design/methodology/approach– A survey was designed and administered in four different organizations. Correlation, ANOVA andχ2 analysis were conducted to explore the applicability of the proposed framework.Findings– The results indicate that values, as reflected in the physical aspects of an organization such as its logo, symbols and organizational elements characterized as “practice of Fair Governance” and “HR Effectiveness”, influence employee-related outcomes. Further, the study found that when there is a perfect “alignment” between an organization's intent to honor values and its corresponding actions, employees perceive the highest levels of holistic engagement.Research limitations/implications– This study has an implication on how to leverage practical wisdom from Hindu philosophy to enable individuals and organizations to transform to a higher level of consciousness.Originality/value– The paper has ventured into an uncharted territory of integrating the yogic framework of Panch-Kosa to the organizational elements and has provided preliminary support for its applicability in organizations. Moreover, it operationalizes the notion of alignment between organization's value-centric strategy and actions and its impact on employee-related outcomes.

Corrigendum to The Mediating Role of Mobbing on the Relationship between Organizational Silence and Turnover Intention

Corrigendum to The Mediating Role of Mobbing on the Relationship between Organizational Silence and Turnover Intention

Impact of Organizational Climate on Intentions to Leave and Job Satisfaction

This study examines the impact of organizational climate on job satisfaction and intentions to leave of a higher educational institution. Organizational climate consists of four quadrants namely human relations, internal process, open systems, and rational goal. A total of 210 data was analyzed and path analysis was used to examine the relationship between organizational climate, job satisfaction, and intention to leave. The finding indicates that human relations, open systems, and rational goal have significant impact on job satisfaction and intention to leave. Internal process has impacted on job satisfaction, but no impact on intention to leave. This study provides recommendation to top management on how to reduce the intention to leave and enhance job satisfaction.

Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey

This study examined the direct effect of organizational career growth on turnover intention, as well as the buffering influence of organizational commitment on this relationship among auditors in Turkey. Organizational career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. Organizational commitment was conceptualized by three components: Affective commitment, normative commitment and continuance commitment. Data was obtained from 226 auditors from 92 audit firms in Turkey. According to results, organizational career growth dimensions, namely career goal progress, professional ability development, promotion speed and renumeration growth are all negatively related to turnover intention. Besides, it was found that professional ability development and renumeration growth have strong influences on turnover intention. In spite of this, career goal progress and promotion speed had no significant effect on turnover intention. According to the results of hierarchical multiple regression, there is not any buffering effect of organizational commitment (affective commitment, normative commitment and continuance commitment) on the relationship between each of the four dimensions of organizational career growth and turnover intention.

A Process to Improve the Throughput and Reduce the Delay and Packet Loss in Ad-Hoc Wireless Network

A network is a collection of two or more computer systems which connected with each other. It is type of replace of information to communicate with one another. It is an association or set up of computer devices which are involved with the communication facilities. When number of computer is connected simultaneously to exchange information they form networks and contribute to resources. Networking is used to distribute information like data communication. Sharing resources can be software type or hardware types. It is central administration system or supports these types of system [1]. The communications protocols used to organize network traffic, with the network's size, its topology and its organizational intent. A network can be wired network and wireless network. Wired network is that which used wires for communicate with each other’s and wireless network is that which communicate without the use of wires through a medium. In this paper we will discuss the method to detect and Isolation of Selective Packet Drop Attack in Mobile Ad hoc Networks. Other aspects of the paper are: To study and evaluate the selective packet drop attack in MANET and its consequences.  To detect the selective packet drop in MANET using AODV protocol.  To propose a new scheme to detect malicious node in the network which are responsible for triggering the selective packet drop attack in the network.  Simulating the detection of selective packet drop attack using AODV protocol in MANET using NS-2 tool.

Signaling eco-certification

Purpose –The purpose of this paper is to use an eco-friendly service concept framework to demonstrate the effect of credible eco-certification signaling.Design/methodology/approach– The authors examine a cross-sectional data set consisting of 2,481 hotel sites across the US. The authors measure the performance of the operations component of eco-friendly service by operations-driven resource efficiency (ODF), and the performance of the marketing component by customer-driven resource efficiency (CDF). A series of multivariate regressions compare these two resource efficiency measures between credibly eco-certified hotel sites and others.Findings– The results indicate that credible eco-certifications achieve the signaling effect. Eco-certified hotels outperform others in both ODF and CDF measures; and eco-certified hotels still achieve higher CDF after controlling for ODF.Practical implications– The findings suggest that eco-friendly service design requires not only eco-friendly operations but also a built-in credible signaling mechanism. This mechanism engages the customers in eco-friendly service coproduction and in doing so integrates the operations and marketing components of eco-friendly service strategy through eco-certifications.Originality/value– This study is among the first to demonstrate empirically the signaling effect of credible eco-certifications in services. It increases understanding of eco-friendly service design and delivery by exploring the role of credible eco-certifications in linking customer benefits with the service organization's strategic intent.

Do we bank on regulation or reputation? A meta-analysis and meta-regression of organizational trust in the financial services sector

Purpose – Trust in financial institutions has been eroded through the collapse of mortgage-related securities, with confidence further denuded through well publicized cases of rogue traders and rate fixing cases, such as with the Lehman brothers, the Libor rate-fixing scandals, and the hypo real estate breakdown. In response to these events, governments have introduced a range of distinct policy initiatives designed to restore trust in this sector. Thus, the question arises: are these regulations and control mechanisms sufficient in isolation, or are there other elements that this sector needs to pay attention to in efforts to build and sustain customers’ trust? The paper aims to discuss these issues. Design/methodology/approach – There is a compelling agenda for both financial organizations and academics to understand better organizational trust in this context especially the role and impact of regulatory mechanisms in its development and repair. The paper therefore examines the special facets of the fin...

Interprofessional education for whom? --challenges and lessons learned from its implementation in developed countries and their application to developing countries: a systematic review.

BackgroundEvidence is available on the potential efficacy of interprofessional education (IPE) to foster interprofessional cooperation, improve professional satisfaction, and improve patient care. While the intention of the World Health Organization (WHO) is to implement IPE in all countries, evidence comes from developed countries about its efficiency, challenges, and barriers to planning and implementing IPE. We therefore conducted this review to examine challenges of implementing IPE to suggest possible pathways to overcome the anticipated challenges in developing countries.MethodsWe searched for literatures on IPE in PubMed/MEDLINE, CINAHL, PsycINFO, and ERIC databases. We examined challenges or barriers and initiatives to overcome them so as to suggest methods to solve the anticipated challenges in developing countries. We could not conduct a meta-analysis because of the qualitative nature of the research question and the data; instead we conducted a meta-narrative of evidence.ResultsA total of 40 out of 2,146 articles were eligible for analyses in the current review. Only two articles were available from developing countries. Despite the known benefits of IPE, a total of ten challenges or barriers were common based on the retrieved evidence. They included curriculum, leadership, resources, stereotypes and attitudes, variety of students, IPE concept, teaching, enthusiasm, professional jargons, and accreditation. Out of ten, three had already been reported in developing countries: IPE curriculum, resource limitations, and stereotypes.ConclusionThis study found ten important challenges on implementing IPE. They are curriculum, leadership, resources, stereotypes, students' diversity, IPE concept, teaching, enthusiasm, professional jargons, and accreditation. Although only three of them are already experienced in developing countries, the remaining seven are potentially important for developing countries, too. By knowing these challenges and barriers in advance, those who implement IPE programs in developing countries will be much more prepared, and can enhance the program's potential success.

중국 전통원림에 대한 가치와 재평가- 문인 원림의 특성과 공간 활용을 중심으로 -

Won-Lim represents a good sample for examining the extent by which the social order, norm, culture and technology are reflected in those days from the perspective of spatial design. The spatial design field has recently focused on identifying and developing the contents conducive to establishing the mature and global position for the traditional space of East Asia, thus deriving various discourses related to traditional space from multi-faceted angles. However, Won-Lim, which has the spatiality of globally rare cultural code and embodies the culturally unique ideas of East Asia, has not been adequately evaluated for its original value and is considered merely as the refugee which imitates the nature and serves as an escape from reality. In addition, Won-Lim has been considered as the concept same as that of the garden of the West and has been handled from the standpoint of landscape. However, if the formation process and utilization extent of Won-Lim are examined, it can be found that the mutual relationship does not match. Rather, it is deemed necessary to rename the Won-Lim as the independent oriental special spatial culture. The Chinese traditional Won-Lim, which includes the living space and surrounding environment in whole as the aggregate environment of human life, is clearly different from the garden which is based on the concept of external display of building. To clarify that, this study intends to look into the original use and characteristics by taking the approach focusing on the tendency of organizer, intention of organization, and related living method based on the organizer`s understanding and utilization of Won-Lim against the backdrop of the culture and background at that time, shifting away from the spatial topological approach that represents the Western perspective. Through this process, this study aims to highlight the need for changing the awareness toward the trend that the Won-Lim is not adequately evaluated for its value in contemporary society, derive the value of Won-Lim, increase the understanding of spatial culture of East Asia, and secure the cultural foundation for demonstrating the distinctive creativity.

Distinguishing the adoption of business intelligence systems from their implementation: the role of managers’ personality profiles

For decades, the marketing guidelines of enterprise software providers have focused on those managers who are likely to be more innovative in adopting new information systems. The current study argues that this approach demands improvements for two reasons: (1) this tactic may be biased, since past studies have only examined the single trait of innovativeness and its impact on an individual adoption intention and (2) the organisational implementation intention might be more important than the individual adoption intention, but the former has been largely ignored in the existing literature. Based on the case of business intelligence (BI) systems and data from 62 senior managers, this study is a pioneer in that it empirically reveals that managers’ individual adoption intention is distinct from their organisational implementation intention. Further, while managers’ innovativeness may be a significant determinant of their individual adoption intention towards BI systems, the issue of whether managers actually implement BI systems in their organisations is dominated by their involvement characteristics. Fruitful suggestions are proposed for practitioners and scholars.

Federal efforts to define and advance telehealth--a work in progress.

The integration of telecommunications and information systems in healthcare is not new or novel; indeed, it is the current practice of medicine and has been an integral part of medicine in remote locations for several decades. The U.S. Government has made a significant investment, measured in hundreds of millions of dollars, and therefore has a strong presence in the integration of telehealth/telemedicine in healthcare. However, the terminologies and definitions in the lexicon vary across agencies and departments of the U.S. Government. The objective of our survey was to identify and evaluate the definitions of telehealth/telemedicine across the U.S. Government to provide a better understanding of what each agency or department means when it uses these terms. The U.S. Government, under the leadership of the Health Resources and Services Administration in the U.S. Department of Health and Human Services, established the Federal Telemedicine (FedTel) Working Group, through which all members responded to a survey on each agency or department's definition and use of terms associated with telehealth. Twenty-six agencies represented by more than 100 individuals participating in the FedTel Working Group identified seven unique definitions of telehealth in current use across the U.S. Government. Although many definitions are similar, there are nuanced differences that reflect each organization's legislative intent and the population they serve. These definitions affect how telemedicine has been or is being applied across the healthcare landscape, reflecting the U.S. Government's widespread and influential role in healthcare access and service delivery. The evidence base suggests that a common nomenclature for defining telemedicine may benefit efforts to advance the use of this technology to address the changing nature of healthcare and new demands for services expected as a result of health reform.