The simultaneous effects of fit with organizations, jobs and supervisors on major employee outcomes in Turkish banks: Does organizational support matter?

Basit Öğe Kaydı
dc.contributor.authorMaden, Ceyda
dc.contributor.authorKabasakal, Hayat
dc.date.accessioned2021-05-15T12:40:48Z
dc.date.available2021-05-15T12:40:48Z
dc.date.issued2014
dc.departmentİşletme Fakültesi, Uluslararası Ticaret Bölümüen_US
dc.descriptionMADEN EYIUSTA, CEYDA/0000-0002-6505-8698
dc.description.abstractThis study examines the simultaneous effects of employees' fit with their organization, job and supervisor on their job satisfaction, organizational commitment and turnover intention in Turkish banks by paying special attention to the moderating role of perceived organizational support (POS) in these relationships. Survey data collected from 213 employees who work in five different banks operating in Istanbul, Turkey, show that employees' value fit with their organization increases their job satisfaction and organizational commitment significantly while having no direct effect on their turnover intention. The results also suggest a positive association between employees' fit with their job (needs-supplies fit) and their job satisfaction along with the negative, direct impact of job fit on turnover intention. The hypothesized relationships between employees' value fit with their supervisor and selected employee outcomes are not supported. With respect to the moderating role of POS, the overall findings indicate that a high level of organizational support suppresses the effects of employees' value fit with their organization on their job satisfaction and organizational commitment as well as reducing the relationship between their job fit and job satisfaction and turnover intention.en_US
dc.identifier.doi10.1080/09585192.2013.789446
dc.identifier.endpage366en_US
dc.identifier.issn0958-5192
dc.identifier.issn1466-4399
dc.identifier.issue3en_US
dc.identifier.scopus2-s2.0-84890806507
dc.identifier.scopusqualityQ1
dc.identifier.startpage341en_US
dc.identifier.urihttps://doi.org/10.1080/09585192.2013.789446
dc.identifier.urihttps://hdl.handle.net/20.500.12939/682
dc.identifier.volume25en_US
dc.identifier.wosWOS:000328450600001
dc.identifier.wosqualityQ1
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakScopus
dc.institutionauthorMaden, Ceyda
dc.language.isoen
dc.publisherRoutledge Journals, Taylor & Francis Ltden_US
dc.relation.ispartofInternational Journal of Human Resource Management
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectJob Satisfactionen_US
dc.subjectOrganizational Commitmenten_US
dc.subjectPerceived Organizational Supporten_US
dc.subjectPerson-Job Fiten_US
dc.subjectPerson-Organization Fiten_US
dc.subjectPerson-Supervisor Fiten_US
dc.subjectTurnover Intentionen_US
dc.titleThe simultaneous effects of fit with organizations, jobs and supervisors on major employee outcomes in Turkish banks: Does organizational support matter?
dc.typeArticle

Dosyalar

Koleksiyon

WoS İndeksli Yayınlar Koleksiyonu
Scopus İndeksli Yayınlar Koleksiyonu
Uluslararası Ticaret Bölümü Koleksiyonu