Název:	An empirical study to investigate the coercive management behavior: evidence from academia
Autoři:	Eivazzadeh, Niusha Nadiri, Halil
Citace zdrojového dokumentu:	E+M. Ekonomie a Management = Economics and Management. 2022, roč. 25, č. 1, s. 42–59.
Datum vydání:	2022
Nakladatel:	Technická univerzita v Liberci
Typ dokumentu:	článek article
URI:	http://hdl.handle.net/11025/47481
ISSN:	1212-3609 (Print) 2336-5604 (Online)
Klíčová slova:	compulsory citizenship behavior;obratový záměr;vnímání organizační spravedlnosti;psychologické zabezpečení;řízení lidských zdrojů
Klíčová slova v dalším jazyce:	compulsory citizenship behavior;turnover intention;organizational justice perception;psychological security;human resource management
Abstrakt v dalším jazyce:	The current study aimed to investigate the relationship between compulsory citizenship behavior and turnover intention of academics in Iranian universities. The effects of other components, such as the perception of organizational justice and psychological security, on this relationship were tested as mediators. Moreover, some demographic elements were considered as controlling factors. The nonprobability convenience sampling method used to collect the data, which were analyzed statistically by applying CFA and structural equation modeling (Path Diagram followed by the maximum likelihood estimation method). It was determined compulsory citizenship behavior increases the academics’ turnover intention in Iranian universities while mediation elements, such as organizational justice and psychological security, reduce this negative consequence. The result shows that reducing the negative influence of CCB in the organization causes less percentage of turnover intention. Rising the employees’ perception of organizational justice and their psychological security, is helpful for the administration to achieve this goal. Findings notify managers that (1) fairness in all work-related outcomes and (2) making the working environment psychologically secure decreases the academics’ intention to leave although they feel the pressure of doing extra-role duties. The most interesting finding is that psychological security held a substantially stronger effect on reducing the negative consequences of CCB than organizational justice. For organizations and managers, the emphasis should be on preparing work environments supportive of high organizational justice and employees’ psychological security to maintain turnover intention at its lowest levels. Regarding the compatibility of the study with the Journal focus, we can mention that results will allow HR practitioners a better understanding of essential factors they have to focus in their leadership style and management efforts to reduce the financial and spiritual costs of turnover intention.
Práva:	CC BY-NC 4.1
Vyskytuje se v kolekcích:	Číslo 1 (2022) Číslo 1 (2022)

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