Cynicism and turnover intentions are highlighted as being detrimental to organisations’ sustainability. Drawing on the social exchange theory, this paper aims to examine the effect of organisational cynicism on turnover intention and the mediating role of organisational support on this relationship. A survey was conducted with 289 employees and managers. Data were gathered from 54 technology firms from Istanbul, Turkey, and analysed through structural equation modelling using AMOS. The findings suggest that the cognitive and affective dimensions of cynicism are significant (...) predictors of turnover intention, and further that organisational support mediates the relationship between the cognitive and affective dimensions of cynicism and turnover intention. This research is novel in that it deepens our understanding of how detrimental workplace perceptions might affect employees’ intentions to leave their organisations and to what extent organisational support mediates this relationship in technology firms in Istanbul, Turkey. To our knowledge, no study has investigated these three variables together, as in the proposed model. (shrink)

The purpose of this study was to explain differences between employees who feel a sense of belonging and those who feel a sense of otherness in terms of their opinions about diversity works in their organizations. We conducted an empirical study to examine the perceptual differences between two independent groups of the study “who feel a sense of belonging” and “who feel a sense of otherness.” We collected data from 792 employees working for organizations in different sizes, industries, and capital (...) structures, which enriched the representativeness of the sample. The findings show that out-group members remain less satisfied with diversity works in their organizations based on four main issues such as “competence of diversity actors,” “embeddedness of diversity works in organizational policies/practices,” “diversity awareness in the HRM functions,” and “diversity-related employee satisfaction.” This paper makes two contributions. First, it contributes to the extant literature an understanding of the differences between those who remain indifferent to diversity works and those who care to see, speak, and hear about them. Second, with a few exceptions, extant studies on diversity works have been dominated by Western-centered research. Research is needed on countries with different macro-contextual conditions, such as different legal regulations, socio-political status, and history. For this study, survey data were collected from people who work in Turkey, a country which has limited legal measures and underdeveloped discourses for equality, diversity, and inclusion. The paper provides significant insights into leading diversity works in national settings with less developed supportive mechanisms for diversity. (shrink)

BackgroundStudies conducted in the health sector have determined a positive relationship between job satisfaction and work engagement. However, this paper reveals that this relationship turns into a negative or non-significant relationship during the COVID-19 pandemic. We explore the reasons for inconsistency in research findings in this critical period through a meta-analysis.MethodsThis study was conducted according to the PRISMA guidelines and PICO framework. Online databases including Web of Science, Scopus, PubMed, ProQuest, Google Scholar, and additional records from other databases were searched (...) without any time limitation, and all studies published in English that reported the correlation between work engagement and job satisfaction were included in the analysis. In total, 36 individual correlation coefficients were synthesized. R statistical language was used to analyze the data.ResultA total of 36 studies with a sample size of 16,087 were synthesized. The overall effect size was found as r = 0.57. While the moderating effect of national culture was not statistically significant, presence of COVID-19 as the significant moderator explained 37.08% of effect size heterogeneity. Such that the presence of COVID-19 has transformed the positive relationship between work engagement and job satisfaction into a negative but statistically non-significant relationship.ConclusionThis study empirically challenges the existing assumptions about the positive link between work engagement and job satisfaction. The results of the research can be a guide for managers and policymakers. Specifically, based on these results, different mechanisms can be put in place to support work engagement and, in turn, job satisfaction in the COVID-19 process. (shrink)