Independent and joint effects of perceived corporate reputation, affective commitment and job satisfaction on turnover intentions

By Umit Alniacik, Erşan Ci̇ğeri̇m, Kultigin Akcin, Orkun Bayram. 2011

107 citations recorded by the source corpus.

Abstract The concept of corporate reputation has gained a great deal of popularity among business practitioners and academicians in recent decades, because it is believed that corporate reputation is an important asset which may affect the evaluations of various stakeholders about the company. A favorable reputation may attract affluent consumers, talented workers and generous investors to the company. Indeed, a strong reputation is a strategic resource which is valuable, scarce and very difficult to imitate, though providing a sustainable positional advantage for the company. Nevertheless, research on the relationship between corporate reputation and employee behavior is relatively scarce. Only a limited number of empirical studies have tackled with the link between corporate reputation and employee behavior such as employment and turnover intentions, job satisfaction, organizational commitment and work performance. Accordingly, in this study, we examined the independent and joint effects of (a) company's perceived reputation (b) employees’ affective commitment and (c) job satisfaction on turnover intentions of its employees. For this aim, we conducted a field research on 220 employees working in the higher education industry. Research results showed that perceived organizational reputation has a positive correlation with organizational commitment and job satisfaction whereas it has a significant negative correlation with turnover intentions. However, when they are jointly included in a multiple regression analysis, perceived corporate reputation surprisingly exerted a positive effect on turnover intentions. Theoretical and managerial implications of the findings are discussed.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/5537b3881e4db16e719abf913ad487cc0cf714af

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

1. D. Kantur
2. C. Maden
3. E. Telci
4. E. Arıkan
5. Thurasamy Ramayah
6. M. Lo

In Strategy and Management

1. D. Kantur
2. C. Maden
3. E. Telci
4. E. Arıkan

Citations in the corpus

• Quality of Work Life and Turnover Intention: A Partial Least Square (PLS) Approach (2013, background): “Organizations and leaders must understand that human capital is the most valuable asset of the company and that the success of the company depends more on intangible assets of a company than on the traditional physical and financial indicators (Alniacik et al. 2011).”
• Linking corporate social responsibility to corporate reputation: A study on understanding behavioral consequences (2012, background): “…(Bontis et al., 2007), and affective and intentional loyalty (Bartikowski et al., 2011); or employee outcomes such as employee turnover intention (Alniacik et al., 2011), satisfaction (Chun and Davies, 2006), and affective commitment (Helm, 2011); or investor outcomes such as behavioral…”