Antecedents and Consequences of Organizational Loyalty | ||||
| المجلة العربية للإدارة | ||||
| Article 19, Volume 44, Issue 2, March and April 2024, Page 309-318 PDF (291 K) | ||||
| Document Type: بØوث باللغة الإنجلیزیة | ||||
| DOI: 10.21608/aja.2024.255574.1568 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
وضØÙ‰ القنيعان  1; عبدالمØسن النعساني2
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| 1جامعة الملك سعود | ||||
| 2إدارة الموارد البشرية, کلية إدارة الأعمال, جامعة الملک سعود, الرياض, المملکة العربية السعودية | ||||
| Abstract | ||||
| This study aimed to find out the antecedents and consequences of organizational loyalty, and to investigate the relationships between promotion opportunity, transformational leadership, loyalty, and retention among employees in the Kingdom of Saudi Arabia. Data was collected using a questionnaire which was distributed among a sample of 250 employees from various governmental and private sectors who were randomly selected to participate in the study. The results revealed significant relationships between the variables under investigation. Firstly, promotion opportunity was found to be positively correlated with transformational leadership, loyalty, and retention. Secondly, transformational leadership was positively correlated with both loyalty and retention. Finally, a positive relationship was found between loyalty and retention, indicating that higher levels of employee loyalty were associated with increased retention rates. These findings highlight the importance of promoting promotion opportunities within organizations, developing transformational leadership qualities among managers, and fostering a culture of loyalty to enhance employee satisfaction and reduce turnover. | ||||
| Keywords | ||||
| Organizational Loyalty; Antecedents; Consequences; Promotion Opportunity; Transformational Leadership; Retention; Effects; Reasons | ||||
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