Ungku Norulkamar Ungku Ahmad

Organizational learning culture and psychological empowerment as antecedents of employees’ job related attitudes: a mediation model

Purpose – The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard. Design/methodology/approach – A quantitative research design was used via a questionnaire among 412 Malay-Chinese working in the banking and insurance sector of Malaysia. Findings – OLC and PE were found to influence positively on job satisfaction and affective commitment, but negatively on turnover intention. In addition, job satisfaction was found to perform the role of mediator. Research limitations/implications – The study used self-reported data based on cross-sectional survey. Practical implications – OLC and PE were found to influence affective commitment and turnover intention directly and indirectly, providing an avenue of approach for managers to retain their key employees. Originality/value – The paper examines OLC and PE ...

The influence of organizational learning culture and perceived organizational support on employees’ affective commitment and turnover intention

Purpose - – The study aims to examine the relationships between organizational learning culture (OLC), perceived organizational support (POS), affective commitment (AC) and turnover intention (TI) through empirical investigation across the service sector. Design/methodology/approach - – A total of 758 employees working in the Pakistani banking sector were approached through convenience sampling. A questionnaire-based survey was used to conduct the research. Findings - – A two-stage approach was applied using structural equation modeling (SEM). In the first stage, confirmatory factor analysis (CFA) was applied, and in the second stage, path coefficients were examined. The study found POS and OLC were positively associated with AC but negatively associated with TI. In addition, SEM confirms that AC performs the role of mediator. Research limitations/implications - – The study has practical and theoretical implications for HR managers to reduce employees’ TI. Limitations are also discussed. Originality/value - – The study elucidates the importance of POS and OLC in enhancing AC and reducing TI.