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Perceived Organizational Culture and Turnover Intentions: The Serial Mediating Effect of Perceived Organizational Support and Job Insecurity

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Listed:
  • Mónica Salvador

    (Department of Psychology, Instituto Superior Manuel Teixeira Gomes, 8500-590 Portimão, Portugal)

  • Ana Moreira

    (School of Psychology, ISPA—Instituto Universitário, Rua do Jardim do Tabaco 34, 1149-041 Lisboa, Portugal)

  • Liliana Pitacho

    (Escola Superior Ciências Empresariais, Instituto Politécnico de Setúbal, Campus do IPS—Estefanilha, 2910-761 Setúbal, Portugal
    Centro de Administração e Políticas Públicas, Instituto Superior de Ciências Sociais e Políticas, Universidade de Lisboa, 1300-663 Lisboa, Portugal)

Abstract

This study aims to analyze the relationship between perceived organizational culture (POC) and turnover intentions (TI) and if this relationship is mediated by perceived organizational support (POS) and job insecurity (JI). For this purpose, the following hypotheses were formulated: (1) POC (support, goals, innovation, and rules) has a negative and significant relationship with TI; (2) POC (support, goals, innovation, and rules) has a positive and significant relationship with POS (affective and cognitive); (3) POS (affective and cognitive) has a negative and significant relationship with TI; (4) POS (affective and cognitive) has a negative and significant relationship with JI; (5) JI has a positive and significant relationship with TI; and (6) POS (affective and cognitive) and JI both represent a serial indirect effect in the relationship between POC (support, goals, innovation and rules) and the TI. This study’s sample includes 661 participants working in organizations based in Portugal. The results indicate that only the perception of supportive and goal culture has a negative and significant association with TI; POC has a positive and significant association with POS; POS has a negative and significant association with JI and TI; JI has a positive and significant association with TI; affective POS and JI have a serial mediation effect in the relationship between supportive and goal POC and TI; cognitive POS and JI have a serial mediation effect in the relationship between goal POC and TI.

Suggested Citation

  • Mónica Salvador & Ana Moreira & Liliana Pitacho, 2022. "Perceived Organizational Culture and Turnover Intentions: The Serial Mediating Effect of Perceived Organizational Support and Job Insecurity," Social Sciences, MDPI, vol. 11(8), pages 1-19, August.
    • Handle: RePEc:gam:jscscx:v:11:y:2022:i:8:p:363-:d:886893
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    References listed on IDEAS

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    1. Reiche, B. Sebastian, 2008. "The configuration of employee retention practices in multinational corporations' foreign subsidiaries," International Business Review, Elsevier, vol. 17(6), pages 676-687, December.
    2. Atanu Sengupta & Sanjoy De, 2020. "Review of Literature," India Studies in Business and Economics, in: Assessing Performance of Banks in India Fifty Years After Nationalization, chapter 0, pages 15-30, Springer.
    3. Jae-hee Kim & Soong-nang Jang, 2018. "Seafarers’ Quality of Life: Organizational Culture, Self-Efficacy, and Perceived Fatigue," IJERPH, MDPI, vol. 15(10), pages 1-11, September.
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    Cited by:

    1. Roshni D’Silva & Jayaraj Mymbilly Balakrishnan & Tarushree Bari & Reena Verma & Rajesh Kamath, 2024. "Unveiling the Heartbeat of Healing: Exploring Organizational Culture in a Tertiary Hospital’s Emergency Medicine Department and Its Influence on Employee Behavior and Well-Being," IJERPH, MDPI, vol. 21(7), pages 1-24, July.
    2. Jaeyoung Lim & Kuk-Kyoung Moon, 2023. "Exploring the Effect of Emotional Labor on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from Korean Firefighters," IJERPH, MDPI, vol. 20(5), pages 1-18, March.

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