This study explores alternative relationships between perceived investment in employee development (PIED) and turnover intention by including affective commitment, perceived internal employability, and perceived external employability as potential mediators. Data were collected through a structured survey from 337 employees working in two large…

Purpose: The aim of this research is to explore the relationship between green job positions and descriptions, green performance management, green employee relations with job pursuit intentions and the role of employers' prestige as the mediator. Design/methodology/approach: A survey research design with a sample of 216 undergraduate specialising…

Studies indicate that the costs resulting from voluntary turnover range from 93 to 200% of the annual salary for a single position, besides intangible losses for teams and individuals. The present study tested an explanatory model of turnover intention and a predictive model of voluntary turnover behavior among Brazilian employees. Participants…

This paper offers an investigation of the perceptions of servant leadership behaviors by subordinates and the effects that those perceptions may have on the subordinate engagement and turnover intention within a higher education institution. Perceived servant leadership behaviors can induce positive attitudes and engagement in the subordinate…

This qualitative study aimed to explore retention at human service organizations by identifying employees' level of attachment to their organization. The results of this study can directly impact the quality of care for individuals utilizing inpatient and outpatient substance use treatment services and increase the quality of employee experience.…

By combining technology with learning and delivers using telecommunication and information technologies, eLearning has become a significant component of training and development within the corporate environment. The review of the literature revealed that there is a lack of comprehensive models and frameworks to summarize the factors causing…

This paper investigates the interrelationships among organizational learning (OL) facilitators, OL itself, and three organizational outcomes: employee intention to leave the organization, absenteeism, and perceived organizational performance. It also investigates how OL mediates the relationship between OL facilitators and organizational outcomes.…

Organizational knowledge is regarded as a key source of sustainable competitive advantages for organizations. Along with the development of information technology, organizations often find many ways to facilitate the online knowledge sharing process. However, the establishment of successful online knowledge sharing initiatives seems to be…

Purpose: The purpose of this study was to empirically examine the utility of self-determination theory (SDT) within the engagement-performance linkage. Design/methodology/approach: Bayesian multi-measurement mediation modeling was used to estimate the relation between SDT, engagement and a proxy measure of performance (e.g. work intentions) (N =…

Purpose: This study aims to use the novel approach of applying the behavioural reasoning theory (BRT) to understand the relative influence of reason for and reason against the adoption of mobile learning applications (M-learning apps) among information technology (IT) and information technology enabled services (ITeS) employees.…

We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

Purpose: The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/Methodology/Approach: This study was undertaken via a questionnaire conducted among Malay-Chinese working in…

The current study focuses on employees' learning intentions, or the willingness to undertake formal work-related learning. This cross-sectional survey study included a sample of 1,243 employees that are nested within 21 organisations. The results of the multilevel analysis show that self-directedness in career processes, time management,…

This study examined the direct effect of individual career concerns on career and employer change intention, as well as the buffering influence of organisational commitment on this relationship, based on the AMO model of behavioural change intention. Survey data, collected from 341 employees across industry sectors in Australia, showed that…

Many organizations have invested heavily in training. However, only a small percentage of what is learnt from training is applied or transferred to the workplace. This study examines factors that influence training transfer. A conceptual model based on the Theory of Reasoned Action is hypothesized and tested. The sample consisted of 123 full-time…