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DC poleHodnotaJazyk
dc.contributor.authorEivazzadeh, Niusha
dc.contributor.authorNadiri, Halil
dc.date.accessioned2022-04-19T06:28:41Z
dc.date.available2022-04-19T06:28:41Z
dc.date.issued2022
dc.identifier.citationE+M. Ekonomie a Management = Economics and Management. 2022, roč. 25, č. 1, s. 42–59.cs
dc.identifier.issn1212-3609 (Print)
dc.identifier.issn2336-5604 (Online)
dc.identifier.urihttp://hdl.handle.net/11025/47481
dc.format18 s.cs
dc.format.mimetypeapplication/pdf
dc.language.isoenen
dc.publisherTechnická univerzita v Libercics
dc.rightsCC BY-NC 4.1en
dc.subjectcompulsory citizenship behaviorcs
dc.subjectobratový záměrcs
dc.subjectvnímání organizační spravedlnostics
dc.subjectpsychologické zabezpečenícs
dc.subjectřízení lidských zdrojůcs
dc.titleAn empirical study to investigate the coercive management behavior: evidence from academiaen
dc.typečlánekcs
dc.typearticleen
dc.rights.accessopenAccessen
dc.type.versionpublishedVersionen
dc.description.abstract-translatedThe 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.en
dc.subject.translatedcompulsory citizenship behavioren
dc.subject.translatedturnover intentionen
dc.subject.translatedorganizational justice perceptionen
dc.subject.translatedpsychological securityen
dc.subject.translatedhuman resource managementen
dc.identifier.doihttps://doi.org/10.15240/tul/001/2022-1-003
dc.type.statusPeer-revieweden
Vyskytuje se v kolekcích:Číslo 1 (2022)
Číslo 1 (2022)

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  1. DSpace at University of West Bohemia
  2. Publikace ZČU / UWB Publications
  3. Časopisy ZČU / UWB Journals
  4. Ekonomie a management
  5. 2022
  6. Číslo 1 (2022)