The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees
By S. H. Chan, Chi Tat Darian Ao. Journal of Quality Assurance in Hospitality & Tourism, 2018
87 citations recorded by the source corpus.
ABSTRACT Pay satisfaction (PS) and work–family conflict (WFC) are increasingly important to researchers and organizational scholars. This study tests the influence between PS and WFC in relation to turnover intention (TI). Using regressions, this study found that job satisfaction and organizational commitment mediate the effects of PS and WFC on TI. The findings provide fresh insights linking the job factors and TI. Managers should understand the needs of their employees in order to retain them. The identified solutions could help reduce turnover rates.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/3c7520fc338e968d9023339d746f1b6d281a6098
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
In Social Psychology
In Sociology and Political Science
Citations in the corpus
- The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam (2020, background): “Either voluntary turnover or involuntary turnover creates serious consequences for the organization in today’s business world including a number of difficulties in finding a replacement, recruitment, selection, training and development, socialization cost, and perception of service quality by custom”