The Effect of Employee Empowerment, Organizational Support, and Ethical Climate on Turnover Intention: The Mediating Role of Job Satisfaction

Document Type : Research Paper

Authors

1 PhD Holder, Department of Management, Faculty of Economics and Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran

2 Professor, Department of Management and Marketing, Swinburne Business School, Swinburne, University of Technology, Hawthorn Victoria, Australia

3 Master’s Holder in Business Management, Department of Management, Faculty of Engineering and Humanities, Islamic Azad University, Babol Branch, Babol, Iran

4 PhD Holder in Marketing Management, Department of Management, Faculty of Management, Economics and Accounting, Yazd University, Yazd, Iran

Abstract

The effectiveness and efficiency of any organization is dependent on the empowerment of its human resources as well as the presence of an ethical climate and organizational support. Hence, this article aims to analyze the impact of employee empowerment, ethical climate, and perceived organizational support on employee turnover intention directly and indirectly with the mediating role of job satisfaction. The data related to a sample of 215 employees of one of the biggest universities in Mashhad, Iran, was obtained using a questionnaire, which was then analyzed by Warp PLS 4. Results show that job satisfaction has a negative effect on turnover intention. Moreover, the positive effect of employee empowerment, ethical climate, and perceived organizational support on job satisfaction and the negative effect of ethical climate and perceived organizational support on turnover intention are supported. Results also support the point that job satisfaction mediates the effect of ethical context and perceived organizational support on turnover intention. The current study contributes to the present organizational literature on the social exchange theory and human resource outcomes. Guidelines are provided to the managers on how to address job satisfaction and turnover intension.

Keywords

Main Subjects


Article Title [فارسی]

تأثیر توانمندسازی کارکنان، حمایت سازمانی و جو اخلاقی بر قصد ترک شغل: نقش میانجیگری رضایت شغلی

Authors [فارسی]

  • سیده فاطمه قاسمپور گنجی 1
  • لستر جانسون 2
  • وحید بابازاده سرخان 3
  • بابک بانژاد 4
1 . دکتری، گروه مدیریت، دانشکده اقتصاد و علوم اداری، دانشگاه فردوسی مشهد، مشهد، ایران
2 پروفسور، گروه مدیریت و بازاریابی، دانشکده کسب و کار دانشگاه سواینبرن، استرالیا
3 ارشد مدیریت بازرگانی، گروه مدیریت، دانشکده مهندسی و علوم انسانی، دانشگاه آزاد واحد بابل، بابل ایران
4 دکتری مدیریت بازاریابی، گروه مدیریت، دانشکده مدیریت، اقتصاد و حسابداری، دانشگاه یزد، یزد، ایران
Abstract [فارسی]

اثر بخشی و کارآیی هر سازمانی به توانمندسازی نیروی انسانی، وجود جو اخلاقی و حمایت سازمانی بستگی دارد. از این رو این مقاله با هدف تجزیه و تحلیل تأثیر مستقیم و غیرمستقیم توانمندسازی کارکنان، جو اخلاقی و حمایت سازمانی ادراک شده بر قصد ترک شغل کارکنان و با نقش میانجیگری رضایت شغلی انجام شد. نمونه 215 کارمند یکی از بزرگترین دانشگاههای مشهد، ایران، با استفاده از ابزار پرسشنامه جمع آوری و توسط Warp PLS 4 تجزیه و تحلیل شد. نتایج نشان می دهد رضایت شغلی تأثیر منفی بر قصد ترک شغل دارد. علاوه بر این، تأثیر مثبت توانمندسازی کارکنان، جو اخلاقی و حمایت سازمانی ادراک شده بر رضایت شغلی و تأثیر منفی جو اخلاقی و حمایت سازمانی ادراک شده بر قصد ترک شغل مورد تایید قرار گرفت. همچنین نتایج از نقش میانجیگری رضایت شغلی در تأثیر جو اخلاقی و حمایت سازمانی ادراک شده بر قصد ترک شغل پشتیبانی می کنند. مطالعه حاضر به ادبیات سازمانی حاضر در حوزه نظریه تبادل اجتماعی و نتایج حاصل از آن در حوزه مدیریت منابع انسانی کمک می کند. همچنین رهنمودهایی برای مدیران در مورد نحوه اثرگذاری بر رضایت شغلی و تمایل به قصد ترک شغل ارائه شده است.

Keywords [فارسی]

  • توانمندسازی
  • جو اخلاقی
  • حمایت سازمانی
  • رضایت شغلی
  • قصد ترک شغل
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