Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE

In Dubai, United Arab Emirate (UAE), Small and Medium Enterprises (SMEs) in the construction sector have a shortfall of 500,000 skilled employees because of lack of job satisfaction and top management support, which prompt workers to leave their places of employment. Though, literature showed that m...

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Main Author:	Kashmoola, Basma Waleed
Format:	Thesis
Language:	eng eng
Published:	2019
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/8053/1/s96066_01.pdf https://etd.uum.edu.my/8053/2/s96066_02.pdf
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id	my-uum-etd.8053
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Yeoh, Khar Kheng Ahmad, Fais
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Kashmoola, Basma Waleed Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE
description	In Dubai, United Arab Emirate (UAE), Small and Medium Enterprises (SMEs) in the construction sector have a shortfall of 500,000 skilled employees because of lack of job satisfaction and top management support, which prompt workers to leave their places of employment. Though, literature showed that many studies had investigated the connection between job satisfaction and intention to leave. However, literature is limited on the effect of a moderator on this relationship. Hence, prior studies only investigated the effect of personal characteristics such as gender, age, tenure, qualification on the job satisfaction and intention to leave relationship. Thus, this study investigates the effect of top management support (TMS) as organizational factor on the relationship between job satisfaction and intention to leave among middle level managers in the construction sector of Dubai, UAE. Based on this, 12 research questions and research objectives were formulated. Accordingly, 12 research hypotheses were postulated. The first set of hypotheses were on the direct relationship between the 6 facets of job satisfaction (satisfaction with supervisor, satisfaction with closure, satisfaction with variety, satisfaction with co-workers, satisfaction with compensation and satisfaction with HR policies) and intention to leave. While, the second set of the hypotheses were on the effect of top management support on the relationship between the 6 facets of job satisfaction and intention to leave. To test the relationship among variables, this study adopts a quantitative design and data was collected from 120 middle level managers of SMEs. Whereas, Partial Least Squares – Structural Equation Modelling (PLS-SEM) technique was adopted in the data analysis. According to the outcome, the relationship between 4 facets of job satisfaction and intention to leave among middle level managers of SMEs was established. As well, the study has found statistical support on the moderating effect of TMS on the relationship between 2 facets of job satisfaction and intention to leave among middle level managers of SMEs. The study highlighted limitation and suggestion for future research direction.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Kashmoola, Basma Waleed
author_facet	Kashmoola, Basma Waleed
author_sort	Kashmoola, Basma Waleed
title	Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE
title_short	Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE
title_full	Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE
title_fullStr	Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE
title_full_unstemmed	Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE
title_sort	moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of smes in dubai, uae
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2019
url	https://etd.uum.edu.my/8053/1/s96066_01.pdf https://etd.uum.edu.my/8053/2/s96066_02.pdf
_version_	1747828312979275776
spelling	my-uum-etd.80532022-05-09T04:36:02Z Moderating effect of top management support on the relationship between job satisfaction and intention to leave among middle level managers of SMEs in Dubai, UAE 2019 Kashmoola, Basma Waleed Yeoh, Khar Kheng Ahmad, Fais Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment In Dubai, United Arab Emirate (UAE), Small and Medium Enterprises (SMEs) in the construction sector have a shortfall of 500,000 skilled employees because of lack of job satisfaction and top management support, which prompt workers to leave their places of employment. Though, literature showed that many studies had investigated the connection between job satisfaction and intention to leave. However, literature is limited on the effect of a moderator on this relationship. Hence, prior studies only investigated the effect of personal characteristics such as gender, age, tenure, qualification on the job satisfaction and intention to leave relationship. Thus, this study investigates the effect of top management support (TMS) as organizational factor on the relationship between job satisfaction and intention to leave among middle level managers in the construction sector of Dubai, UAE. Based on this, 12 research questions and research objectives were formulated. Accordingly, 12 research hypotheses were postulated. The first set of hypotheses were on the direct relationship between the 6 facets of job satisfaction (satisfaction with supervisor, satisfaction with closure, satisfaction with variety, satisfaction with co-workers, satisfaction with compensation and satisfaction with HR policies) and intention to leave. While, the second set of the hypotheses were on the effect of top management support on the relationship between the 6 facets of job satisfaction and intention to leave. To test the relationship among variables, this study adopts a quantitative design and data was collected from 120 middle level managers of SMEs. Whereas, Partial Least Squares – Structural Equation Modelling (PLS-SEM) technique was adopted in the data analysis. According to the outcome, the relationship between 4 facets of job satisfaction and intention to leave among middle level managers of SMEs was established. As well, the study has found statistical support on the moderating effect of TMS on the relationship between 2 facets of job satisfaction and intention to leave among middle level managers of SMEs. The study highlighted limitation and suggestion for future research direction. 2019 Thesis https://etd.uum.edu.my/8053/ https://etd.uum.edu.my/8053/1/s96066_01.pdf text eng public https://etd.uum.edu.my/8053/2/s96066_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abu Elanain, H. (2009). Job characteristics, work attitudes and behaviors in a non- Western context. Journal of Management Development, 28 (5), 457-77. Adonisi, M. (2003). The relationship between corporate entrepreneurship, market orientation, organizational flexibility and job satisfaction. University of Pretoria, Pretoria. Agho, A., Mueller, C., & Price, J. (1993). Determinants of employee satisfaction: An empirical test of a causal model. Human Relations, 46(8), 1007-1027. Ahmad, H., Ahmad, K., & Syah, I.A. (2010) Relationship between job satisfaction, job performance attitude towards work and organizational commitment, European Journal of Social Sciences, 18(2), 257-267. 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