How to cite this paper
Mushtaq, R., Jabeen, R., Begum, S., Khan, A & Khan, T. (2021). Expanded job scope model and turnover intentions: A moderated mediation model of Core-Self Evaluation and job involvement.Management Science Letters , 11(5), 1473-1480.
Refrences
Ahmad, Z.B.K., Jasimuddin, M.S., & Kee, L.W. (2018), Organizational climate and job satisfaction: do employees’ per-sonalities matter? Management Decision, 56(2), 421- 440.
Arnoux-Nicolas, C., Sovet, L., Lhotellier, L., Di Fabio, A., & Bernaud, J. L. (2016). Perceived work conditions and turno-ver intentions: The mediating role of meaning of work. Frontiers in Psychology, 7, 704.
Baron, R. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Concep-tual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Chang, C.H., Ferris, D.L., Johnson, R.E., Rosen, C.C., & Tan, J.A. (2012). Core self evaluations, A review and evaluation of the literature. Journal of Management, 38(1), 81-128.
Chhabra, B. (2018). Impact of core-self-evaluation and job satisfaction on turnover intentions: A study of Indian retail sector. Organizations and Markets in Emerging Economies, 9(2), 292-310.
Chhabra, B. (2020). Revisiting the relationship between work role stress and employee outcomes in Indian organizations: Moderating role of core self-evaluation. Global Business Review, 21(1), 219-240.
Dewi, R.C., & Riantoputra, D.C. (2019). Felt accountability: the role of personality and organizational factors. Journal of Management Development, 38(4), 312-322.
Grant, A. M. & Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 3(1), 317-375.
Grant, A.M., Fried,Y., Parker, S.K., & Frese, M. (2010). Putting job design in context: Introduction to the special issue. Journal of Organizational Behaviour, 31 (2-3), 145-157.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159–170.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
Halpern, D.F. (2005). How time - flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), 157–168.
Haynie, J.J., Flynn,B.C., & Mauldin,S. (2017). Proactive personality, core self-evaluations, and engagement: the role of negative emotion, Management Decision, 55(2), 450-463.
Islam,T., Tariq, J., & Usman, B. (2018). Transformational leadership and four-dimensional commitment mediating role of job characteristics and moderating role of participative and directive leadership styles. Journal of Management Devel-opment, 37 (9/10),
Jain, S. & Nair, S.K. (2019). Exploring the moderating role of core self-evaluation in the relationship between demands and work-family enrichment. Journal of Indian Business Research, 12(2), 249-270.
Johari, J., & Yahya, K.K. (2016). Job characteristics, work involvement, and job performance of public servants. Europe-an Journal of Training and Development, 40(7), 554-575.
Judge, T.A., Erez, A., Bono, J.E., & Thoreson, C.J. (2003). The core self-evaluations scale: Development of a measure. Personnel Psychology, 56(2), 303-332.
Kanungo, R.N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341–9.
Kattenbach, R., Demerouti, E., & Nachreiner, F. (2010). Flexible working times: Effects on employee's exhaustion, work-nonwork conflict and job performance. Career Development International, 15(3), 279-295.
Morgeson, F.P., & Humphrey, S.H. (2006). The work design questionnaire (WDQ): Developing and validating a compre-hensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 1321–1339.
Nachreiner, F., Lenzig, K. & Janßen, D. (2002). Flexible Arbeitszeiten (FlexAz) Questionnaire.
Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Jour-nal of Organizational Behaviour, 31, 463–479.
Timms, C., Brough, P., O’Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D., (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83-103.
Wan, Q., Li, Z., Zhou, W., & Shang, S. (2018). Effects of work environment and job characteristics on the turnover inten-tion of experienced nurses: The mediating role of work engagement. Journal of Advanced Nursing, 74(6), 1332-1341.
Willis, K., Brown, C.R., Sahlin, I., Svensson, B.g, Arnetz, B.B., & Arnetz J. (2005). Why do nurses at a university hospital want to quit their job? Journal of Nursing Management, 13(4), 329-337.
Wood, S., Veldhoven, V.M., Croon, M., & Menezes, L.M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Journal of Human Relations, 65(4), 419-445.
Xie, J.L., & Johns, G. (1995). Job Scope and Stress: Can Job Scope Be Too High? The Academy of Management Journal, 38, 1288-1309.
Yoo, K., & Lee, K.-H. (2019). Core self-evaluation and work engagement: moderated mediation model of career adapta-bility and job insecurity. Frontier Psychology, 10, 2093. doi: 10.3389/fpsyg.2019.02093.
Arnoux-Nicolas, C., Sovet, L., Lhotellier, L., Di Fabio, A., & Bernaud, J. L. (2016). Perceived work conditions and turno-ver intentions: The mediating role of meaning of work. Frontiers in Psychology, 7, 704.
Baron, R. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Concep-tual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Chang, C.H., Ferris, D.L., Johnson, R.E., Rosen, C.C., & Tan, J.A. (2012). Core self evaluations, A review and evaluation of the literature. Journal of Management, 38(1), 81-128.
Chhabra, B. (2018). Impact of core-self-evaluation and job satisfaction on turnover intentions: A study of Indian retail sector. Organizations and Markets in Emerging Economies, 9(2), 292-310.
Chhabra, B. (2020). Revisiting the relationship between work role stress and employee outcomes in Indian organizations: Moderating role of core self-evaluation. Global Business Review, 21(1), 219-240.
Dewi, R.C., & Riantoputra, D.C. (2019). Felt accountability: the role of personality and organizational factors. Journal of Management Development, 38(4), 312-322.
Grant, A. M. & Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 3(1), 317-375.
Grant, A.M., Fried,Y., Parker, S.K., & Frese, M. (2010). Putting job design in context: Introduction to the special issue. Journal of Organizational Behaviour, 31 (2-3), 145-157.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159–170.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
Halpern, D.F. (2005). How time - flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), 157–168.
Haynie, J.J., Flynn,B.C., & Mauldin,S. (2017). Proactive personality, core self-evaluations, and engagement: the role of negative emotion, Management Decision, 55(2), 450-463.
Islam,T., Tariq, J., & Usman, B. (2018). Transformational leadership and four-dimensional commitment mediating role of job characteristics and moderating role of participative and directive leadership styles. Journal of Management Devel-opment, 37 (9/10),
Jain, S. & Nair, S.K. (2019). Exploring the moderating role of core self-evaluation in the relationship between demands and work-family enrichment. Journal of Indian Business Research, 12(2), 249-270.
Johari, J., & Yahya, K.K. (2016). Job characteristics, work involvement, and job performance of public servants. Europe-an Journal of Training and Development, 40(7), 554-575.
Judge, T.A., Erez, A., Bono, J.E., & Thoreson, C.J. (2003). The core self-evaluations scale: Development of a measure. Personnel Psychology, 56(2), 303-332.
Kanungo, R.N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341–9.
Kattenbach, R., Demerouti, E., & Nachreiner, F. (2010). Flexible working times: Effects on employee's exhaustion, work-nonwork conflict and job performance. Career Development International, 15(3), 279-295.
Morgeson, F.P., & Humphrey, S.H. (2006). The work design questionnaire (WDQ): Developing and validating a compre-hensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 1321–1339.
Nachreiner, F., Lenzig, K. & Janßen, D. (2002). Flexible Arbeitszeiten (FlexAz) Questionnaire.
Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Jour-nal of Organizational Behaviour, 31, 463–479.
Timms, C., Brough, P., O’Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D., (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83-103.
Wan, Q., Li, Z., Zhou, W., & Shang, S. (2018). Effects of work environment and job characteristics on the turnover inten-tion of experienced nurses: The mediating role of work engagement. Journal of Advanced Nursing, 74(6), 1332-1341.
Willis, K., Brown, C.R., Sahlin, I., Svensson, B.g, Arnetz, B.B., & Arnetz J. (2005). Why do nurses at a university hospital want to quit their job? Journal of Nursing Management, 13(4), 329-337.
Wood, S., Veldhoven, V.M., Croon, M., & Menezes, L.M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Journal of Human Relations, 65(4), 419-445.
Xie, J.L., & Johns, G. (1995). Job Scope and Stress: Can Job Scope Be Too High? The Academy of Management Journal, 38, 1288-1309.
Yoo, K., & Lee, K.-H. (2019). Core self-evaluation and work engagement: moderated mediation model of career adapta-bility and job insecurity. Frontier Psychology, 10, 2093. doi: 10.3389/fpsyg.2019.02093.