Career Adaptability, Perceived Overqualification, and The Turnover Dilemma

The goal of this study was to identify the effect of career adaptability on turnover intention and to analyze the mediation role of perceived overqualification on employees of PT. Kimia Farma Diagnostika. This study involved 80 respondents with a quantitative approach and SEM-PLS multivariate analysis method for data analysis. This research found that career adaptability showed a positive and significant effect on turnover intention. In addition, it was also found that perceived overqualification partially mediated the relationship between career adaptability and turnover intention. The practical implications of this study are to provide insight to the management of PT. Kimia Farma Diagnostika to design more effective employee retention strategies. Further research is recommended to expand the scope of analysis at the organizational level, consider additional moderating variables, and address existing limitations. Thus, this study makes an important contribution to understanding and addressing employee retention issues in these companies.

BackgroundHigh turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China.MethodsA cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis.ResultsCareer adaptability was positively related to psychological capital and negatively linked to turnover intention (P < 0.01). Psychological capital played a fully mediating role (β = -0.085, P < 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension.ConclusionsThe management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P &amp;lt; 0.01). Psychological capital played a fully mediating role (β = -0.085, P &amp;lt; 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions: The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P &amp;lt; 0.01). Psychological capital played a fully mediating role (β = -0.085, P &amp;lt; 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions: The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

Is career adaptability a double-edged sword? The impact of work social support and career adaptability on turnover intentions during the COVID-19 pandemic.

Purpose - Career adaptability is an important concept in organizational behaviour, especially in today's quickly changing work environment, and firms worldwide face the challenge of retaining employees due to high turnover intentions. Drawing on Career construction theory, this study analyses the association between career adaptability and employee turnover intention in Nepalese private commercial banks. Design/Methodology/Approach -The explanatory research design examined the causal relationship between the career adaptability dimension and employee turnover intention. Cross-sectional data were collected from 380 respondents by using a convenience sampling technique. The data was analyzed quantitatively using structural equation modelling. Findings - Results show concern, curiosity, and confidence play a significant role in predicting turnover intention. Surprisingly, control does not seem to have a relevant influence on turnover intention. Research Limitations/Implications - The scope of this study is restricted to the banking professionals of Kathmandu Valley, self-reported bias, and cross-sectional data, which limits the generalizability of the findings. The study contributes to the expanding topic of career adaptability and turnover intention by underlining the significance of psychological factors in lowering turnover rates. Practical Implication- The application of this research is extensive, and organizations can use the findings to improve their recruitment practices and provide the necessary training for workers to adapt to changing careers while considering social and cultural factors, which can aid in retaining employees and enhancing organizational productivity. Originality/Value - To the author's best knowledge, this study is one of the first attempts to examine the association between career adaptability and employee turnover intention in the banking industry by using Structural Equation Modelling and Career construction theory. Keywords - Concern, Control, Curiosity, Confidence, Employees Turnover Intention, Commercial Banks Paper Type: Research Paper

Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees

Objectives: The research focuses on the high turnover intention ratio in the East Java banking sector. The aim is to explore the role of emotional intelligence (EI) in reducing employee turnover by considering thriving at work (TW) and career adaptability (CA). This research highlights the importance of emotional intelligence and its positive effects through training programs to reduce Turnover Intentions (TOI).Methodology: This research used an explanatory quantitative method involving 105 frontline employees. The sample used a saturated sampling method. Data was collected through questionnaires distributed to all frontliners, with 103 questionnaires returned. The data were analyzed using the SEM-PLS method.Finding: The result found that EI does not directly influence frontline employees' desire for TOI. Nonetheless, employees with high levels of EI tend to thrive more at work, reducing their desire for TOI. The ability to develop and adapt in the work environment can be a more significant factor in reducing TOI.Conclusion: EI is important in reducing the TOI of Bank frontline employees. Employees with high EI can better develop and adapt to a stressful work environment, reducing TOI and increasing well-being and commitment to self-development.

The relation of career adaptability to satisfaction and turnover intentions

Contemporary migrant workers from rural areas demonstrate high turnover behaviors in China and pose substantial threats to China's economic growth. This study aimed to explore the causes of this short-term employment from the perspective of individual dispositions in terms of career adaptability. This study investigated organization embeddedness and organizational identification as underpinning mechanisms linking career adaptability to turnover intention. The hypotheses explanations were provided according to the Conservation of Resources theory. Survey data were collected from 379 migrant workers from rural areas in the manufacturing sectors of China, and the structural equation modeling technique was used to find the range of outcomes. The empirical results demonstrate that career adaptability does not meaningfully predict turnover intention but is positively and significantly related to organization embeddedness and organizational identification. Organization embeddedness and organizational identification both negatively and significantly predicted turnover intention and also played as a conciliator in the association between career adaptability and turnover intention. Our results suggest management and human resource specialists can directly influence the turnover intention of contemporary rural migrant workers via paying attention to these two critical factors, namely, organization embeddedness and organizational identification.

This study aims to explore the role of the influence of transformational leadership styles, work-life balance, and job satisfaction towards turnover intention to employees of PT. Kazeto Putra Perkasa. This research is a causal research with a quantitative method approach and using analysis (PLS-SEM). The respondents of this research are employees of PT. Kazeto Putra Perkasa with a total of 91 respondents and the survey is conducted online via Google Form. The results of this study indicate that the transformational leadership style has a positive effect on job satisfaction, work-life balance has a positive effect on job satisfaction, transformational leadership style has no effect on turnover intention, work-life balance negative effect on turnover intention, job satisfaction has a negative effect on turnover intention. Furthermore, job satisfaction mediates the relationship between transformational leadership style and turnover intention, and job satisfaction mediated the relationship between work-life balance to turnover intention. These findings broaden the knowledge of corporate management with respect to turnover intention to employees of PT. Kazeto Putra Perkasa, work-life balance must be considered in order to increase job satisfaction which can decrease turnover intention.&#x0D; Keywords: Job Satisfaction, Transformational Leadership Style, Turnover Intention, and Work-life Balance

One of the organizations in Depok, which has a competitive advantage in the field of character education, requires quality human resources to realize its goals of creating a generation with character, creativity, and high thinking. The occurrence of employee turnover will be a problem for achieving the goals of the organization. This study aims to analyze the effect of career development and job stress on employee turnover intention using job satisfaction as a mediator. This research uses a quantitative approach and the SmartPLS 3.2.9 application. The population of this study was 174 organization employees with working periods of more than 1 year, and the sample of this study was 122 employees. The result of this study shows that career development has no significant effect on turnover intentions, but has a significant and positive effect on job satisfaction; job stress has a significant and positive effect on turnover intention, and has a significant and negative effect on job satisfaction. Job satisfaction has a significant and negative effect on turnover intentions. Job satisfaction has a mediating role in the influence of career development and job stress on employee turnover intentions. The implication of this research is that reducing employee job stress will increase job satisfaction and reduce employee turnover.

This study aims to see the effect of job demands, job resources and career adaptability on turnover intention among palm oil field assistant. Employee needs to balance demands (eg. job overload) and resources, in order to reduce stress and turnover intention. Resources can be divided into job resources (eg. job security, organization support, growth opportunities and advancement) and personal resources (eg. career adaptability). This study used structural equation modeling (SEM) with AMOS. Result indicates positive influence of job demands and negative influence of both job resources and career adaptability on turnover intention. However, career adaptability also show mediating effect in the relationship between job demands and job resources with turnover intention.

The information technology sector is characterized by a dynamic environment with layoffs, although concurrently generating potential opportunities. To absorb unpredicted and hasty occupational shocks amid such volatility as well as possibilities, human capital in Indian IT industry have been striving hard to construct their capabilities that emanate from career adaptability. Current research endeavors to measure career adaptability and linkage with turnover intentions, career satisfaction, and job performance in the context of the Indian IT sector. Data were gathered from 401 Indian IT professionals. The findings revealed that career adaptability has a negative impact on turnover intention and positive impact on career satisfaction. Turnover intentions of Indian IT professionals are due to their career adaptability. Finally, a profound knowledge of the association of career adaptability with turnover intentions may facilitate us in discovering techniques to assist human capital in guiding the growingly multifarious career path, thus forestalling turnover intention and enhancing satisfaction.

Applying career construction theory, this study develops and tests a research model that investigates whether career adaptability mediates the effect of work social support on career satisfaction and turnover intentions. Data obtained from frontline hotel employees with a 2-week time lag in three waves in Nigeria were used to assess the previously mentioned relationships. The results from structural equation modeling suggest that work social support boosts career adaptability and career satisfaction, while it mitigates turnover intentions. Surprisingly, the results suggest that career adaptability triggers turnover intentions, while it has no bearing on career satisfaction. The results further suggest that career adaptability partially mediates the relationship between work social support and turnover intentions.