Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment

With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC) and turnover intention (TI), this study explores the effect of job satisfaction on turnover intention among empl...

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Detalhes bibliográficos
Autores: Romeo Delgado, Marina, Yepes i Baldó, Montserrat, Lins, Claudia
Formato: artículo
Estado:Versión publicada
Fecha de publicación:2020
País:España
Recursos:Universidad de Barcelona
Repositorio:Dipòsit Digital de la UB
OAI Identifier:oai:diposit.ub.edu:2445/175756
Acesso em linha:https://hdl.handle.net/2445/175756
Access Level:acceso abierto
Palavra-chave:Satisfacció en el treball
Treballadors
Discapacitats
Job satisfaction
Workers
People with disabilities
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spelling Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitmentRomeo Delgado, MarinaYepes i Baldó, MontserratLins, ClaudiaSatisfacció en el treballTreballadorsDiscapacitatsJob satisfactionWorkersPeople with disabilitiesWith the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC) and turnover intention (TI), this study explores the effect of job satisfaction on turnover intention among employees with disabilities, and the moderation effect of organizational commitment and its four dimensions on this main relationship. A total of 245 Special Employment Center (SECs) employees in Spain answered a questionnaire. To analyze the results a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that organizational commitment and its dimensions have no significant effect on the direct relationship. However, some components of job satisfaction, such as the relationship with co-workers and with supervisors, play a significant role in the relationship with turnover intention when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize turnover intention at SECs.Frontiers Media2020info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionapplication/pdfhttps://hdl.handle.net/2445/175756Articles publicats en revistes (Psicologia Social i Psicologia Quantitativa)reponame:Dipòsit Digital de la UBinstname:Universidad de BarcelonaInglésReproducció del document publicat a: https://doi.org/10.3389/fpsyg.2020.01035Frontiers in Psychology, 2020, vol. 11https://doi.org/10.3389/fpsyg.2020.01035cc-by (c) Romeo Delgado, Marina et al., 2020http://creativecommons.org/licenses/by/3.0/esinfo:eu-repo/semantics/openAccessoai:diposit.ub.edu:2445/1757562026-05-27T06:46:51Z
dc.title.none.fl_str_mv Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
title Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
spellingShingle Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
Romeo Delgado, Marina
Satisfacció en el treball
Treballadors
Discapacitats
Job satisfaction
Workers
People with disabilities
title_short Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
title_full Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
title_fullStr Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
title_full_unstemmed Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
title_sort Job satisfaction and turnover intention among people with disabilities working in Special Employment Centers: The moderation effect of organizational commitment
dc.creator.none.fl_str_mv Romeo Delgado, Marina
Yepes i Baldó, Montserrat
Lins, Claudia
author Romeo Delgado, Marina
author_facet Romeo Delgado, Marina
Yepes i Baldó, Montserrat
Lins, Claudia
author_role author
author2 Yepes i Baldó, Montserrat
Lins, Claudia
author2_role author
author
dc.subject.none.fl_str_mv Satisfacció en el treball
Treballadors
Discapacitats
Job satisfaction
Workers
People with disabilities
topic Satisfacció en el treball
Treballadors
Discapacitats
Job satisfaction
Workers
People with disabilities
description With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC) and turnover intention (TI), this study explores the effect of job satisfaction on turnover intention among employees with disabilities, and the moderation effect of organizational commitment and its four dimensions on this main relationship. A total of 245 Special Employment Center (SECs) employees in Spain answered a questionnaire. To analyze the results a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that organizational commitment and its dimensions have no significant effect on the direct relationship. However, some components of job satisfaction, such as the relationship with co-workers and with supervisors, play a significant role in the relationship with turnover intention when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize turnover intention at SECs.
publishDate 2020
dc.date.none.fl_str_mv 2020
dc.type.none.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
format article
status_str publishedVersion
dc.identifier.none.fl_str_mv https://hdl.handle.net/2445/175756
url https://hdl.handle.net/2445/175756
dc.language.none.fl_str_mv Inglés
language_invalid_str_mv Inglés
dc.relation.none.fl_str_mv Reproducció del document publicat a: https://doi.org/10.3389/fpsyg.2020.01035
Frontiers in Psychology, 2020, vol. 11
https://doi.org/10.3389/fpsyg.2020.01035
dc.rights.none.fl_str_mv cc-by (c) Romeo Delgado, Marina et al., 2020
http://creativecommons.org/licenses/by/3.0/es
info:eu-repo/semantics/openAccess
rights_invalid_str_mv cc-by (c) Romeo Delgado, Marina et al., 2020
http://creativecommons.org/licenses/by/3.0/es
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv Frontiers Media
publisher.none.fl_str_mv Frontiers Media
dc.source.none.fl_str_mv Articles publicats en revistes (Psicologia Social i Psicologia Quantitativa)
reponame:Dipòsit Digital de la UB
instname:Universidad de Barcelona
instname_str Universidad de Barcelona
reponame_str Dipòsit Digital de la UB
collection Dipòsit Digital de la UB
repository.name.fl_str_mv
repository.mail.fl_str_mv
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score 15,301629

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