Does Leadership Reduce Employee Turnover Intentions and Retain Employees? An Investigation into NGO Sector of Peshawar

This study examines the relationship between perception of politics, job stress, job satisfaction, negligent behavior, turnover intention, and self-reported absenteeism in the work environment. The analysis results show that politics significantly affects job stress and satisfaction, whereas a positive political perception can reduce and increase job satisfaction. Job stress was found to hurt job satisfaction, which ultimately increased negligent behavior in the workplace. Additionally, job satisfaction is vital in reducing negligent behavior and self-reported absenteeism, underscoring the importance of organizational efforts in improving employee satisfaction. In contrast, turnover intention did not significantly correlate with negligent behavior or self-reported absenteeism, suggesting other factors may influence this intention. These findings emphasize the importance of building a positive political perception in the workplace, managing job stress, and increasing job satisfaction to create a more productive and conducive work environment. The study also shows that some relationships between variables are not always significant, so more research is needed to understand more complex interactions in the work environment.

This study aimed to examine the effect of the antecedent of job satisfaction on job satisfaction, the influence of leadership style, organizational commitment and job satisfaction on turnover intention and whether job satisfaction was able to mediate the relation of antecedent of job satisfaction on turnover intention. The respondents in this study were employees at consulting firms in Semarang. The analysis instrument in this research was the multiple regression. The study showed that leadership style and organizational commitment had positive influence on job satisfaction. The other result of this study showed that leadership style, organizational commitment and job satisfaction had negative influence on turnover intention. With the proven fact of the influence of leadership style, organizational commitment and job satisfaction on turnover intention, the managers of consulting firms, therefore, should use leadership style that fit with employees, should try to increase the organization’s commitment to employees so they knew that they were a part of the organization and to maintain their membership in the organization and should improve employee satisfaction in order to reduce the turnover intention among employees.

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

Purpose: The world of work is always undergoing a dynamic and significant transformation. This situation can present new opportunities and challenges for companies. This study aims to analyze the effect of organizational culture, leadership style, and onboarding program on turnover intention and job satisfaction in Millennial and Generation Z employees. Methodology: This research employs quantitative methods, utilizing a probability sampling approach specifically through simple random sampling. The data collection process involves distributing questionnaires with a Likert scale to gather information. This study involved 80 employee respondents who were selected as samples. The data analysis method employed is Partial Least Square (PLS), facilitated by SmartPLS software, encompassing both Outer and Inner model analyses. Results: This study reveals that organizational culture has a positive significant effect on turnover intention, while leadership style has a significant negative effect. Interestingly, the onboarding program also contributed significantly in lowering employees turnover intention. In the context of job satisfaction, leadership style and onboarding program proved to have a significant positive influence, but organizational culture did not show a significant relationship. Applications/Originality/Value: This study recommends that PT POS Indonesia Surakarta Main Branch management implement a comprehensive onboarding program to accelerate the adaptation process for new employees. Employees can more quickly integrate into the company culture, increase productivity, and reduce turnover rates. In addition, onboarding programs can improve employee satisfaction and strengthen their engagement with the company.

The aim of this research is to analyze the influence of Motivation on Turnover Intention, to analyze the influence of Organizational Commitment on Turnover Intention, to analyze the influence of Motivation on Job, to analyze the influence of Organizational Commitment on Job Satisfaction, to analyze the influence of Job Satisfaction on Turnover Intention, to analyze the influence of Motivation on Turnover, to analyze the influence of Organizational Commitment on Turnover Intention. Using quantitative, and descriptive research. The respondents are 246 employees of PT PNM. Questionnaires using a Likert scale with the assistance of SmartPLS. The results of this study indicate that motivation has a significant negative effect on turnover intention, organizational commitment has a significant negative effect on turnover intention, motivation has a significant positive effect on job satisfaction, organizational commitment has a significant positive effect on job satisfaction, job satisfaction has a significant negative effect on turnover intention, motivation has a significant negative effect on turnover intention through job satisfaction, and organizational commitment has a significant negative effect on turnover intention through job satisfaction The aim of this research is to analyze the influence of Motivation on Turnover Intention, to analyze the influence of Organizational Commitment on Turnover Intention, to analyze the influence of Motivation on Job, to analyze the influence of Organizational Commitment on Job Satisfaction, to analyze the influence of Job Satisfaction on Turnover Intention, to analyze the influence of Motivation on Turnover, to analyze the influence of Organizational Commitment on Turnover Intention. Using quantitative, and descriptive research. The respondents are 246 employees of PT PNM. Questionnaires using a Likert scale with the assistance of SmartPLS. The results of this study indicate that motivation has a significant negative effect on turnover intention, organizational commitment has a significant negative effect on turnover intention, motivation has a significant positive effect on job satisfaction, organizational commitment has a significant positive effect on job satisfaction, job satisfaction has a significant negative effect on turnover intention, motivation has a significant negative effect on turnover intention through job satisfaction, and organizational commitment has a significant negative effect on turnover intention through job satisfaction

The relationship among job characteristics organizational commitment and employee turnover intentions

Using citation analysis, co-citation analysis, and co-word analysis, this bibliometric study investigates research patterns related to work satisfaction and employee turnover intention. In order to objectively follow and analyze research trends in the subject, the study includes a quantitative assessment of bibliographic information, including publications, citations, authors, and institutions. The analysis showed variations in the number of journals produced year, with a significant rise in 2021 and a subsequent fall in 2015. In addition, the study determined the most referenced authors and works in the area, offering insightful information about current knowledge gaps and potential future research avenues concerning job satisfaction and employee turnover intention. The findings of this analysis offer descriptive answers to research questions and contribute to the understanding of factors influencing employee job satisfaction and turnover intention. This paper serves as a valuable resource for scholars and researchers interested in bibliometric analysis and the field of job satisfaction and employee turnover intention.

This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196) of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.

The role of human resources is very important for company productivity. Factors such as work environment, job characteristics, and job satisfaction are important factors to emphasize employee turnover intention in the company. This research aims to determine the influence of the work environment and job characteristics on turnover intention, through job satisfaction among PT Bank Lampung workers. The data source in this research is primary data. Data collection was carried out through questionnaires to 245 respondents who were selected based on the Stratified Random Sampling technique and processed using AMOS software. The results of this research show that the work environment has a positive and significant effect on employee job satisfaction, the first hypothesis is supported. Job characteristics have a positive and significant effect on job satisfaction, the second hypothesis is supported. The work environment does not have a negative and significant effect on turnover intention, the third hypothesis is supported. Job characteristics are negative and not significant on turnover intention, the fourth hypothesis is not supported. Job satisfaction has a positive and significant effect on turnover intention, the fifth hypothesis is not supported. Job satisfaction mediates the influence of the work environment on turnover intention, the sixth hypothesis is supported. Job satisfaction mediates the influence of job characteristics on turnover intention, the seventh hypothesis is supported. Suggestions that can be given to PT. Bank Lampung in terms of working hours, job autonomy, salaries/wages given to workers which need to be paid attention to by the company so as to increase feelings of job satisfaction and emphasize employee turnover intention.

Purpose: This study aims to examine and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a production industry. In this study find out what are other factors to influence the employee satisfaction and turnover intention the determinants of employee turnover has been studied extensively. Design/methodology/approach: There are a total of 70 questionnaires collected from 90 questionnaires that had been distributed at the chosen organization. Demographic characteristics were discussed briefly according to the frequency level and percentage. Findings: In addition, both descriptive and inferential statistics were applied to analyze the data obtained. As for inferential statistics, Pearson Correlation Coefficient was used to measure the degree between independent variables with dependent variable in this research. Conclusion: The research findings showed that for the independent variable of job satisfaction with the factors on satisfaction with pay and supervisory support had a low and negative significant relationship on employee turnover intention. However, organizational commitment had no significant relationship towards turnover intention among the employees within the organization. Originality/value: By reviewing the different finding that the Employee satisfaction and Turnover intention. The contribution of this paper is to look at how to finding the effective solution. The influences of job satisfaction and organizational commitment on turnover intention. Study of paper: The study of this paper is exploratory is qualitative study of research.

Employee turnover is undesirable because the greater the turnover rate, the greater the impact of losses that must be borne, and can also affect the goals of the hospital itself. So it is necessary for the hospital to find out and resolve the early signal of employee turnover intention problems. This study aims to obtain empirical evidence the effects of organizational culture and work motivation on turnover intention which is mediated by job satisfaction In Hospital industry. This research is a quantitative causality research by testing the hypothesis, with the unit of analysis are regular employees. The sample in this study used a purposive sampling method with 89 respondents. Data were analyzed using path analysis. The results show that simultaneously organizational culture and work motivation have a significant effect on turnover intention mediated by job satisfaction. Partially, organizational culture does not significantly effect on job satisfaction, work motivation has a significant effect on job satisfaction, organizational culture has a significant effect on turnover intention, work motivation has a significant effect on turnover intention, job satisfaction has a significant effect on turnover intention. Job satisfaction can mediate work motivation on turnover intention and work motivation as the most dominant variable affecting the turnover intention of hospital employees. Thus increasing employee work motivation is a priority for resolving employee turnover problems. Keywords: Organizational Culture, Work Motivation, Job Satisfaction, Turnover Intention.

PurposeThis study aims to advance the understanding of the relationships between employee engagement (EE), satisfaction and turnover intention (TI) beyond their known linear functions by providing a set of significant empirical evidence on nonlinear functions including quadratic, cubic and interactive effects.Design/methodology/approachThis study used four 2 × 2 between-subjects experiments sampling 640 hospitality sales professionals through online data collection methods. EE and employee satisfaction (ES) were examined in disaggregation into personal and organizational dimensions. Residual regression models controlling for age and gender as covariates were the main approaches for analyzing data for nonlinear effects.FindingsBoth EE and ES consistently have significant negative quadratic and positive cubic effects on employees’ TI. EE and ES have a negative interaction effect, that is, complementing each other, on TI such that the effect is more pronounced at higher levels than lower levels of EE and satisfaction.Practical implicationsOrganizations need to understand some threshold phenomena that may exist in the widely believed linear effects of EE and satisfaction on TI. Doing so may help allocate resources more effectively for EE and satisfaction.Originality/valueThis study examined the nonlinear as well as interactive nature of the relationships between EE and TI and ES and TI to expand our understanding of these relationships beyond the known linearity and add new empirical evidence to the literature.

In managing Human Resources in a company, a leader must be able to handle the phenomenon of turnover intention. Turnover intention is a problem that arises in an organization involving the desire to leave employees. The turnover intention that occurs indicates low employee loyalty and a weak managerial system in the company. This research aims to examine the influence of job satisfaction variables on the turnover intention phenomenon and examine the role of financial compensation variables in moderating the influence of job satisfaction variables on the turnover intention phenomenon. The type of research used in this research is explanatory research. Sampling in this research was carried out using a purposive sampling technique or non-random sampling technique. The sample in this study involved 90 employees at PT. HM Sampoerna Semarang, all of which met the criteria to be used as samples. The data source in this research is primary data in the form of a questionnaire. The type of data in this research is cross section. In the research, it was found that the job satisfaction of each employee is relatively high, one of the factors that triggers turnover intention in this company is job satisfaction. The research results show that there is an influence between job satisfaction variables on turnover intention, and financial compensation cannot be a moderating variable or a supporting factor in the influence of job satisfaction on turnover intention at PT. HM Sampoerna Semarang.

The issue of career well-being has been widely concerned by scholars and managers.Previous studies clarify our understanding of career well-being by investigating the external factors such as income,job characteristics,stress,leaderships and so on.However,far too little attention has been paid to employees' psychological resources.Psychological capital theory,which not only concerns about the organization's competitive advantage and employees' performance but also emphasizes employees' growth and development,and provides a fresh perspective on career well-being.Accumulating evidence suggests that employees' psychological capital has positive impacts on good work attitudes and behaviors,well-being and performance.Some indigenous researches indicated that the indigenous psychological capital construct has two high-order factors,task-oriented psychological capital and guanxi-oriented psychological capital.It would be worthwhile to examine the eastern psychological capital theory in Chinese educational employee(i.e.,teachers).Although there are a few empirical studies in China,those are mostly replications of western psychological capital structure.What is more,the mechanism between psychological capital and well-being is still mysterious.We need more indigenous studies to demonstrate the Chinese indigenous psychological capital and career well-being.The first purpose of this study is to develop a scale of indigenous psychological capital construct for Chinese educational employees.Several methods were taken to collect the measurement items of indigenous psychological capital scale,including observation,depth interview,literature review,and unstructured questionnaire survey.After that,we used item analysis,reliability analysis,factor analysis,and correlation analysis to test the reliability and validity of the developed scale.The results of 1566 Chinese teachers indicates that task-oriented psychological capital includes hope,optimism and resiliency,guanxi-oriented psychological capital consists of self-confidence/self-efficacy,emotion quotient/emotional intelligence,altruism,thanksgiving,and self-modesty.Indigenous psychological capital is significantly related with job performance,job satisfaction,occupational commitment and reward level.It also suggests that not only cultural differences,but also career differences should be taken into consideration when it comes to psychological capital measurement.A second purpose of this study is to model psychological capital effects on a full set of career well-being after controlling for the other processes known to be determinants of career well-being.Well-being was operationalized in terms of burnout,engagement,turnover intention and job satisfaction.A model of career well-being that does not account for these other processes(i.e.,demographic,human capital,and organizational variables) may provide a biased estimate of the effect of psychological capital on career well-being.The third purpose of this study is to combine Chinese indigenous psychological capital theory with Job Demands-Resources Model and Conservation of Resource Theory.It proposes that:(1)there are two parallel processes involved in psychological capital effect career well-being,namely first energy process(i.e.,indigenous PsyCap→burnout→ job satisfaction/turnover intention) and first motivation process(i.e.,indigenous PsyCap → engagement → job satisfaction/turnover intention);(2)there are positive reciprocal process(i.e.,gain spiral of engagement ? job satisfaction) and negative reciprocal process(i.e.,loss spiral of burnout?job satisfaction) between indicators of career well-being;(3)there are secondary energy process(i.e.,indigenous PsyCap→burnout→loss spiral→burnout→turnover intention) and secondary motivation process(i.e.,indigenous PsyCap→engagement→gain spiral→job satisfaction→ turnover intention) on the basis of well-being reciprocal processes and first energy and motivation processes.Structure equations modeling(SEM) was used to explore the relations among indigenous psychological capital and positive and negative indicators of career well-being,such as job satisfaction,turnover intention,job engagement,burnout.The data from 2280 Chinese teachers were randomly split into two parts.One part was submitted to an exploratory SEM and the other part was submitted to a confirmatory SEM.The results confirmed the existence of most processes,even though the guanxi-oriented PsyCap seems to be more prominent in China.More specifically,(1)positive reciprocal process were found between job satisfaction and work engagement(i.e.,gain spiral);(2)task-oriented PsyCap effect career well-being only through first motivation process(i.e.,task-oriented PsyCap→engagement→job satisfaction→turnover intention) and secondary motivation process(i.e.,task-oriented PsyCap→engagement → gain spiral → turnover intention),and secondary energy process(i.e.,task-oriented PsyCap→engagement→gain spiral→burnout→turnover intention);(3) guanxi-oriented PsyCap effect career well-being not only through first motivation process(i.e.,guanxi-oriented PsyCap→engagement→job satisfaction→turnover intention;guanxi-oriented PsyCap→job satisfaction→ turnover intention) and secondary motivation process(i.e.,guanxi-oriented PsyCap→job satisfaction/engagement→gain spiral → turnover intention),but also through first energy process(i.e.,guanxi-oriented PsyCap→burnout→turnover intention;guanxi-oriented PsyCap→job satisfaction→burnout→ turnover intention) and secondary energy process(i.e.,guanxi-oriented PsyCap→job satisfaction/engagement→gain spiral→ burnout→turnover intention).The robustness of these findings is underscored by the fact that they were obtained in one half of the sample and cross-validated in the other half.Limitations and future research directions are discussed.

This study was made based on the phenomenon that occurs in PT Dankos Farma that a high turnover rate encounter the company based on the data between March 2017 to March 2018. This study aims to determine and analyze the influence of job stress and working environment on employee’s turnover intention through job satisfaction as a mediator in pharmacy company in Indonesia, namely PT Dankos Farma. Job satisfaction was chosen as the mediator as it is the primary determinant of turnover intention (Mobley et al., 1979) This study uses data sources from primary data through the distribution of research questionnaires, and secondary data through journals, books, and relevant data obtained from the company. This study uses a non-probability sampling approach, more specifically the purposive sampling through the distribution of questionnaires to 119 respondents of PT Dankos Farma employees. The data analysis technique used in this study is Hierarchical Regression with IBM SPSS 23 application to find out the validity test, reliability test, classic assumption test, t test, F test, coefficient of determination test, and sobel test to find out the mediation effect. Analysis of the statistical testing result showed that job stress had significant negative effect on job satisfaction, and had significant positive effect on turnover intention. While working environment had significant positive effect on job satisfaction, and had a significant negative impact on turnover intention. Job satisfaction had a significant negative impact on turnover intention. In addition, it is also known that job satisfaction variables can mediate the indirect relationship between job stress and job satisfaction on turnover intention.