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The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention

Purpose – The study aims to examine the relationships between organizational learning culture (OLC), perceived organizational support (POS), affective commitment (AC) and turnover intention (TI) through empirical investigation across the service sector. Design/methodology/approach – A total of 758 e...

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Main Authors: Islam, Talat, Ahmed, Ishfaq, Ungku Ahmad, Ungku Norulkamar
Format: Article
Published: Emerald Group Publishing Ltd. 2015
Subjects:
BP Islam. Bahaism. Theosophy, etc
L Education (General)
Online Access:http://eprints.utm.my/id/eprint/60471/
http://dx.doi.org/10.1108/NBRI-01-2015-0002
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spelling my.utm.604712021-09-09T03:02:53Z http://eprints.utm.my/id/eprint/60471/ The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention Islam, Talat Ahmed, Ishfaq Ungku Ahmad, Ungku Norulkamar BP Islam. Bahaism. Theosophy, etc L Education (General) Purpose – The study aims to examine the relationships between organizational learning culture (OLC), perceived organizational support (POS), affective commitment (AC) and turnover intention (TI) through empirical investigation across the service sector. Design/methodology/approach – A total of 758 employees working in the Pakistani banking sector were approached through convenience sampling. A questionnaire-based survey was used to conduct the research. Findings – A two-stage approach was applied using structural equation modeling (SEM). In the first stage, confirmatory factor analysis (CFA) was applied, and in the second stage, path coefficients were examined. The study found POS and OLC were positively associated with AC but negatively associated with TI. In addition, SEM confirms that AC performs the role of mediator. Research limitations/implications – The study has practical and theoretical implications for HR managers to reduce employees’ TI. Limitations are also discussed. Originality/value – The study elucidates the importance of POS and OLC in enhancing AC and reducing TI. Emerald Group Publishing Ltd. 2015-11-02 Article PeerReviewed Islam, Talat and Ahmed, Ishfaq and Ungku Ahmad, Ungku Norulkamar (2015) The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention. Nankai Business Review International, 6 (4). pp. 417-431. ISSN 2040-8749 http://dx.doi.org/10.1108/NBRI-01-2015-0002 DOI:10.1108/NBRI-01-2015-0002
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
topic BP Islam. Bahaism. Theosophy, etc
L Education (General)
spellingShingle BP Islam. Bahaism. Theosophy, etc
L Education (General)
Islam, Talat
Ahmed, Ishfaq
Ungku Ahmad, Ungku Norulkamar
The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
description Purpose – The study aims to examine the relationships between organizational learning culture (OLC), perceived organizational support (POS), affective commitment (AC) and turnover intention (TI) through empirical investigation across the service sector. Design/methodology/approach – A total of 758 employees working in the Pakistani banking sector were approached through convenience sampling. A questionnaire-based survey was used to conduct the research. Findings – A two-stage approach was applied using structural equation modeling (SEM). In the first stage, confirmatory factor analysis (CFA) was applied, and in the second stage, path coefficients were examined. The study found POS and OLC were positively associated with AC but negatively associated with TI. In addition, SEM confirms that AC performs the role of mediator. Research limitations/implications – The study has practical and theoretical implications for HR managers to reduce employees’ TI. Limitations are also discussed. Originality/value – The study elucidates the importance of POS and OLC in enhancing AC and reducing TI.
format Article
author Islam, Talat
Ahmed, Ishfaq
Ungku Ahmad, Ungku Norulkamar
author_facet Islam, Talat
Ahmed, Ishfaq
Ungku Ahmad, Ungku Norulkamar
author_sort Islam, Talat
title The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
title_short The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
title_full The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
title_fullStr The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
title_full_unstemmed The influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
title_sort influence of organizational learning culture and perceived organizational support on employee's affective commitment and turnover intention
publisher Emerald Group Publishing Ltd.
publishDate 2015
url http://eprints.utm.my/id/eprint/60471/
http://dx.doi.org/10.1108/NBRI-01-2015-0002
_version_ 1712285063458062336
score 13.244404

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