Chris Perryer

Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support

Purpose – The purpose of this paper is to examine the relationship between organizational commitment, perceived organizational support (POS) and turnover intentions. The objective is to identify practical as well as theoretical implications of the relationships.Design/methodology/approach – This research was undertaken via a questionnaire in a large Australian public sector organization.Findings – The interaction between POS and organizational commitment was a significant predictor of turnover intention. Employees with low levels of commitment, but high levels of support from the organization, are less likely to leave the organization.Research limitations/implications – This is a cross‐sectional study, using self‐reports for independent and dependent variables.Practical implications – As POS was found to influence turnover, this provides an avenue of approach for managers struggling to retain valuable employees whose commitment alone may not be enough to prevent them from leaving.Originality/value – The p...

The Influence of Leader Behaviors on Organizational Commitment: A Study in the Australian Public Sector

Abstract Over the past decade the area of organizational commitment has received considerable attention from both researchers and managers. Of particular interest are the links between this and other constructs such as trust, task performance, and turnover. Despite the widespread acknowledgment of the importance and value of organizational commitment, there has been limited research that has specifically addressed the relationship between leader behavior and employee commitment, particularly in the public sector. The present study examines the nature of the relationships between organizational commitment and two dimensions of leader behavior—supportive behaviors and extinction behaviors—in an Australian Federal Government organization. It was found that, while controlling for demographic variables, both extinction and supportive leader behaviors affect organizational commitment. Furthermore, a significant interaction of these two variables was found. This indicates that an increase in supportive leader behaviors together with a decrease in extinction leader behaviors will likely lead to a more than proportionate increase in levels of organizational commitment. Implications for managers and further research directions are discussed.

Moral Sentiments and the Minimum Wage

Adam Smith is widely regarded as the father of political economics, and as one who provided the philosophical underpinnings of much of neoclassical economics. Since the mid-1970s there has been renewed interest in, and reinterpretation of, Smiths work. This paper looks at two aspects of this reinterpretation, the first of which is Smiths writing on wages. Smith was an advocate of high wages, a view that strongly contrasted with the received wisdom of the day. He considered that a wage which provided for a reasonable standard of living was essential for the development of an economy. The second aspect encompasses Smiths notion of the subsistence wage which traces its historic lineage to the Greek philosophers. The paper concludes that Smith, the champion of ‘liberty’ and non-government interference in markets, would probably have supported the notion of minimum wages, such as are now mandated in the United Kingdom, the United States and Australia. Nevertheless, the mandating of minimum wages is a necessary but not a sufficient condition for the achievement of living wage outcomes.

Prudential Supervision, Banking and Economic Progress: Implementation of Risk Management Procedures in Joint Stock Banks in Vietnam

Classical economic theory suggests that for economic development, a nation needs people, resources and capital. In populous and resource-rich Southeast Asia, capital for investment is the critical ingredient for the transition of underdeveloped nations to more prosperous states. Sound prudential supervision, combining credit, market and operational risk management best practices, can collectively provide adequate levels of investment to sustain rapid economic growth, to improve living standards, and to begin tackling major systemic, infrastructure and environmental challenge. However, in Southeast Asian Transition Economies (SEATE’s), especially Vietnam, these nations remain dependent on foreign capital because reforms of the state-dominated banking system have further to go. This study, undertaken in Vietnam in the 2001-08 period, takes a three step process of reviewing Vietnamese legislation and local best practices at privately held “Joint Stock Banks”, comparisons to best practices such as those promulgated by the Bank for International Settlements and in leading banking journals, followed by a data collection effort involving semi-structured interviews from 28 joint stock bank senior managers in Vietnam from 15 joint stock banking institutions.