Professionals’ Working Conditions and Turnover Intentions in Norwegian Child Protection Institutions: A Comparison Across Ownership Models

As information technologies have become a necessary factor for the competitive advantage of most of business organizations, there is a great demand on information technology (IT) professionals. Studies show that IT professionals are more sensitive to be tired of their work than other workers or professionals. It is because dealing with information technologies is quite tiring and demands more energy and intellectual attention of the users. This factor with others mostly causes IT professionals' intention to turnover which should be controled to use them more effectively. Therefore, we need to make efforts to find main factors affecting turnover intention of IT employees to reduce the cost of losing and recruiting competent IT professionals. Turnover creates direct recruiting and training costs for organizations. Turnover also creates indirect costs due to disruptions in organizational work processes. It is known that to replace an IT worker, an organization may spend from one to seven times the employee's annual salary. Due to high rates of turnover and associated costs, employers have shifted from perceiving IT workers as a replaceable commodity to seeing them as a valued asset. Even though several researches have been conducted in the area of turnover intention of IT and technol-ogy professionals, there are always some gaps or limitations from various aspects. As organizational utilization of information systems and technology continues to grow, the ability of an organization to retain valuable technology staff is likely to become critical factor in the attainment of strategic goals (Moore 2000). Therefore, we also purposed to conduct a research in order to learn more about the factors affecting turnover intention of IT professionals. This study investigates what kinds of factors affect turnover intention of IT professionals and finds the ways to decrease turnover intention specific to the IT professionals' situation by developing a research model and testing it empirically. The objective of this study is to understand factors affecting turnover intention of IT professionals and the mechanism of their effects on turnover intention of IT professionals. For this objective, a causal model was developed, in which work exhaustion and organizational commitment are considered as major antecedents of turnover intention of IT professionals. In turn, perceived work overload, work stress, pressure of new technology, and job autonomy are represented as the main antecedent factors affecting work exhaustion. We also consider job autonomy as an antecedent factor of both work exhaustion and organizational commitment. And as other main antecedent factors of organizational commitment, we include motivation and fairness of rewards. These factors (variables) and their relationships are derived from previous researches. The research model was tested empirically to find meaningful (significant) relationships among these variables. The findings indicate that work stress and pressure of new technology affect work exhaustion positively, and job autonomy affects work exhaustion negatively. However, perceived work overload turned out to have no significant effect on work exhaustion. Meanwhile, job autonomy, motivation, and fairness of rewards affect organizational commitment positively. Finally, work exhaustion affects turnover intention positively and organizational commitment affects turnover intention negatively. The results of this empirical study imply that organizations need to make efforts to reduce IT professionals’ work exhaustion and to increase their organizational commitment to reduce their turnover intention. In turn work stress should be reduced and job autonomy should be increased to reduce work exhaustion, which will result in decreased turnove intention.

We sought to examine factors associated with organisational and professional turnover intention among nurse managers. Turnover among nurse managers is an ongoing problem in many health care institutions worldwide. While many studies exist that have examined factors contributing to organisational turnover intention, surprisingly, little is known about which factors contribute to nurse managers' decisions to quit the profession. This cross-sectional study involved 240 nurse managers working in 17 hospitals in the central Philippines. Five validated standardized scales were used for data collection. The composite scores of the organisational and professional turnover intention measures were 2.75 and 1.97, respectively (Likert range: 1/strongly disagree to 5/strongly agree). Work-Family Conflict (β=0.127; p<.05) and job satisfaction (β=-0.315; p<.001) were strongly associated with organisational turnover intention. Job stress was correlated with stronger professional (β=0.200, p<.01) and organisational turnover intentions (β=0.281; p<.001). Nurse managers reported a moderate level of organisational turnover intention and a low level of professional turnover intention. Job satisfaction, job stress, and Work-Family Conflict were identified as significant predictors of organisational and professional turnover intentions. Turnover intention among nurse managers can be best addressed by exploring organisational measures such as a structured transition programme (e.g. nurse manager orientation, coaching, mentorship or preceptorship), leadership programme for new nurse managers and stress management interventions. Further, through provision of a work- and family-friendly workplace and consistent career growth opportunities, retention of nurse managers may be enhanced.

Background: High turnover rates and burnout are prevalent issues among registered nurses in public hospitals in Hong Kong. Pay level satisfaction is one of the crucial factors influencing organisational and professional turnover intention. Understanding whether pay level satisfaction can mitigate the negative impact of burnout on turnover intention can provide insights into the role of financial rewards in employee retention. Objective: This study aims to evaluate the relationship between job demands and turnover intention among registered nurses in Hong Kong public hospitals. Additionally, it seeks to examine the mediating role of burnout and explore the potential moderating effect of pay level satisfaction on the relationship between burnout and turnover intention. Methods: The study was a cross-sectional online survey of public hospital staff in Hong Kong. A total of 502 registered nurses who had worked at their employing facility for at least 6 months participated in this cross-sectional survey. Study variables included work overload, job stress, work-family conflict, family-work conflict, conflict with other nurses, burnout, pay level satisfaction and turnover intention. The collected data were analysed using bivariate Pearson correlation analysis and mediated moderation analysis with the PROCESS macro in SPSS 28.0. Results: Burnout mediated the relationship between job demands, including work overload, job stress, work-family conflict, family-work conflict and conflicts with nurses, and organisational and professional turnover intention. Pay level satisfaction did not exert a moderating influence on the relationship between job demands and turnover intention through burnout mediating this relationship. Conclusions: The importance of addressing job stress and burnout to mitigate turnover intention and promote nurse retention is underscored. Contrary to expectations, pay level satisfaction did not buffer the negative impact of job demands on turnover intentions via burnout. This suggests that compensation alone may not be sufficient to offset the detrimental effects of high job demands and burnout on nurses' intention to leave their jobs or the profession. Further research is warranted to explore potential moderators that may influence the relationship between job demands and turnover intention.

This study aimed to investigate the mediating role of psychological distress in the relationship between work-family conflict and nurse managers' (NMs') professional and organizational turnover intentions. Work-family conflict is prevalent among NMs. It can have a significant impact on their intent to leave their organization and the profession. However, the role of psychological distress as a potential mediator in the relationship between work-family conflict and turnover intentions has not been studied in the context of NMs. A cross-sectional design was used, and data were collected from a sample of 260 NMs using self-report questionnaires. NMs experienced a moderate level of work-family conflict and psychological distress. Organizational turnover intention was moderate, whereas professional turnover intention was low. Higher levels of work-family conflict among NMs contributed to increased psychological distress, which, in effect, influenced their desire to leave the organization. To support NMs and mitigate turnover intentions, healthcare organizations need to prioritize the creation of a work environment that promotes work-life balance and reduces psychological distress.

Consequences of Work–Family Conflict

IntroductionTurnover intention among nurses has risen in an alarming rate since the onset of the pandemic. There are various underlying factors to turnover intention. The present study aims to determine the effect of a number of mental factors on nurses’ professional-turnover intention through two modulators of stress and resilience over COVID-19 period.MethodsThe current cross-sectional study was conducted at three hospitals in Khuzestan Province, southern Iran, during the winter of 2021. To collect the data, given the restrictions in place during COVID-19 period, the web link of electronic self-reported questionnaires (including general health, mental workload, work-family conflict, resilience, job stress, corona fear, and turnover intention) were sent to 350 nurses through e-mail and other social media (WhatsApp and Telegram). Accordingly, they were asked to complete the questionnaire during rest periods within two weeks. Totally, 300 people (85% participation) filled out the questionnaires. Finally, a model was constructed in the Amos software.ResultsThe results showed that the four independent parameters of decreasing general health, increasing mental workload, increasing WFCs and fear of COVID-19 can indirectly increase nurses’ turnover intention by increasing job stress. Among these variables, the highest indirect effect coefficient on turnover intention was related to the general health parameter (-0.141). The results also demonstrated a negative correlation between job stress and resilience, with lower resilience raising job stress and, consequently, increasing intention to quit the job.ConclusionMental factors affecting turnover intension were identified in this study through path analysis. Therefore, it is recommended that the required resilience-enhancing measures to be taken by hospitals and nursing administrations to reduce psychological pressures caused by mentioned variables with the aim of minimizing job-related stress and fostering nurse retention.

Objective To investigate the status of professional benefit and turnover intention among contract nurses in operating room from ClassⅢ Grade A hospitals, and to analyze the relationship between them. Methods A total of 258 contract nurses in operating room of 6 Class Ⅲ Grade A hospitals in Shenyang were investigated by nurses' professional benefit scale and turnover intention scale during September 2016 to October 2017, to investigate the status of professional benefit and turnover intention and analyze the relationship between them. Results The total score of professional benefit and turnover intention of contract operating room nurses in the third-class hospital was (47.89±7.59) and (12.12±3.06) respectively. The Pearson correlation analysis showed that there was a negative correlation between nurses' professional benefit and turnover intention in contract nurses of operating room in ClassⅢ Grade A hospitals (r=-0.537, P<0.01) . Hierarchical regression analysis showed that, after controlling demographic factors, professional benefit could independently explain 19.30% of the variation in turnover intention of contractual operating room nurses in Class Ⅲ Grade A hospitals. Conclusions Professional benefit of contract nurses in operating room of ClassⅢ Grade A hospitals is an important influencing factor of turnover intention. It is necessary to stabilize the working mentality by improving the sense of professional benefit and to promote the structural stability and sustainable development of the operating room nursing staff. Key words: Operating nursing; Professional benefit; Turnover intention; Correlation analysis

Despite broad examination of predictors for turnover and turnover intentions, most studies have concentrated on attitudinal and behavioral facets of individual employee. Although the literature on work-family conflict and turnover intention is quite extensive, previous research has not examined the resource gains and social support as moderators by relating these with work-family conflict and turnover intentions. The aim of this study is to examine the effects of work-family conflict and family-work conflict on turnover intentions by considering family supportive supervisor behavior as a moderator. Hypothesizes of this research is that the perceived family supportive supervisor behavior moderates the relationship between work-family and family-work conflict on turnover intentions. Sample data is collected from 250 respondent doctors working in the hospitals of two major cities in Pakistan which lack in supervisor support and where tough schedules are followed. Demographic variables and correlation analysis was conducted to identify work-family conflict, family-work conflict and turnover intentions. Multiple regression analysis was applied to empirically test the proposed hypotheses and process macro test run for moderation. Reliability of each part of instrument was calculated which was in acceptable range. Experimental analysis of the research verifies the hypothesis that there is a buffering effect of family supportive supervisor behavior on the relationship of work-family and family-work conflict regarding turnover intentions. To illustrate the proposed framework, theoretical and practical implications are discussed in detail.

The turnover rate of IT professionals has remained high over the decades. As a country with rapid growth in the IT industry, Sri Lanka is also facing the same problem of high employee turnover. Numerous studies on the topic of turnover intention for IT employees have been carried out in various parts of the world. However, there is very little literature in the Sri Lankan context on that topic. Among diverse reasons for the turnover intention of IT professionals, this study is focusing on investigating the effect of job-related factors (perceived work load, role ambiguity, role conflict, and work exhaustion) and organisational factors (peer relations, supervisor relations, pay and benefits, advancement opportunities and job security) on turnover intention of IT professionals in the Western Province, Sri Lanka. The study was conducted as a quantitative study. Data were collected from 182 IT professionals in the Western Province, Sri Lanka through a survey method using a standard questionnaire. Bivariate correlation analysis is used as the data analysis technique. Results show that from job related factors, perceived workload, role conflict, and work exhaustion are positively correlated with the turnover intention of IT professionals in the Western Provence, Sri Lanka, and from organisational factors, supervisor relations, peer relations, pay and benefits, advancement opportunities and job security, all show a negative correlation with the turnover intention of IT professionals in the Western Provence, Sri Lanka. This study fills the empirical gap in IT turnover intention literature in the Sri Lankan context and provides insights to managers to better understand the turnover intention among IT professionals in Sri Lanka.&#x0D; Keywords: IT Professional, IT Turnover, Job Related Factors, Organisational Factors, Turnover Intention

PurposeThis paper aims to investigate whether there is a relationship between work–family conflict and turnover intention and whether work engagement has a mediating effect and supervisor support has a moderated mediation effect in this relationship.Design/methodology/approachThe sample of the study is composed of public hospital employees in Erzincan province. After removing the missing and incorrect ones from the questionnaires distributed to 1,044 employees of the hospital, 350 were evaluated. The data of the survey were analyzed and interpreted with statistical package programs. Regression analysis is used to investigate the association between the variables.FindingsThis paper finds significant negative associations of work–family conflict with work engagement and work engagement with turnover intention. A significant positive association is found between work–family conflict and turnover intention. In the meantime work engagement has a partial mediating effect on this relationship. Another important result of the research is that supervisor support has a moderator role between work–family conflict and work engagement and has a moderated mediation role at the model in which work–family conflict is independent, turnover intention is dependent and work engagement is a mediator variable.Research limitations/implicationsThe research was conducted only in Erzincan province with a limited number of participants, and only health sector employees were examined. It is possible to obtain distinct results in future research studies conducted on different sector employees. Moreover, only the work–family conflict variable was examined in the research. It is possible to expand the scope by also including the family–work conflict variable in future studies.Originality/valueThis research is the first study examining the mediating role of work engagement in the relationship between work–family conflict and turnover intention on healthcare employees in Turkey. Also, this paper is the first attempt to investigate moderated mediation model with the specified variables (work–family conflict, turnover intention, work engagement and supervisor support) in the model by using the frameworks of leader–member exchange and social exchange theories. This research answers research calls to study the moderating function of supervisor support during mediating role of work engagement, since the moderation impact clarifies the circumstances under which supervisor support is connected with the favorable results. This study also revealed how effective the supervisor support is on employees experiencing work–family conflict and their attitudes like work engagement and turnover intention. The consequences of such studies influence the way organizations handle and solve the problems in their organizations today. It takes into account moderated mediation modeling with the management subject in hospital employees.

Objectives: The research aims to achieve several objectives: Test the effect of work-family conflict on turnover intention.Test the effect of workplace well-being on turnover intention. Test the effect of workload on turnover intention. Test the effect of work-family conflict on performance. Test the effect of workplace well-being on performance. Test the effect of workload on performance. Test the effect of turnover intention on performance. Test the effect of work-family conflict on lecturer performance through turnover intention. Test the effect of workplace well-being on lecturer performance through turnover intention. Test the effect of workload on lecturer performance in Higher Education Region IX through turnover intention. Methods: This research employs primary data collection, with a population of 17,859 individuals and a sample size of 150. The analysis model used is descriptive quantitative, and Smartpls software is utilized as the analysis tool. Results: Work-family conflict has a positive but insignificant effect on turnover intention among lecturers in LLdikti Region IX, Makassar. Workplace well-being negatively and significantly affects turnover intention among lecturers in LLdikti Region IX. Workload positively influences turnover intention among lecturers in LLdikti Region IX. Work-family conflict has a negative and insignificant effect on the performance of lecturers in LLdikti Region IX. Workplace well-being positively impacts the performance of lecturers in LLdikti Region IX. Workload negatively affects the performance of lecturers in Higher Education Region IX. Turnover intention positively affects the performance of lecturers in Higher Education Region IX. Work-family conflict insignificantly influences lecturer performance through turnover intention in Higher Education Region IX. Workplace well-being significantly influences lecturer performance through turnover intention in LLdikti Region IX. Workload significantly influences lecturer performance through turnover intention in LLdikti Region IX. Conclusion: In conclusion, the research findings highlight the nuanced relationships between various factors and their impact on turnover intention and performance among lecturers in Higher Education Region IX. While work-family conflict and workload show mixed effects on turnover intention, workplace well-being emerges as a significant factor influencing both turnover intention and performance positively. The findings underscore the importance of addressing work-related stressors and fostering a supportive work environment to enhance lecturer performance and mitigate turnover intention in academic settings.

Countries worldwide face the challenge of how medical personnel manage conflicts between work and family. Especially after the challenge of the COVID-19 epidemic, it is necessary to explore the possible mechanisms of work-family conflict, burnout, and turnover intention among primary medical staff. This study aims to observe the turnover intention of Chinese primary medical staff and explore the relationship between work-family conflict, burnout, and turnover intention. A cross-sectional study included a turnover intention questionnaire, the Maslach Burnout Inventory-General Survey (MBI-GS), and the Work-Family Conflict Scale (WFCS) to understand turnover intention, burnout, and work-family conflict among primary medical staff in four cities (Xuzhou, Linyi, Huaibei, and Shangqiu cities) within the Huaihai Economic Zone. Spearman correlation analysis and hierarchical multiple regression analysis were used to examine the related factors of turnover intention. Structural equation modeling (SEM) was used to study the mediating role of burnout between work-family conflict and turnover intention. In this study, there is a positive correlation between work-family conflict and turnover intention (P < 0.01). Demographic characteristics, work-family conflict, and burnout explained 2.3%, 20.3%, and 8.8% of the incremental variances, respectively. Burnout mediated the association between work-family conflict and turnover intention. Burnout can be regarded as a mediator between two different variables: work-family conflict and turnover intention. Improving work-family conflict and alleviating burnout may play a key role in reducing the willingness of primary medical staff to resign. Corresponding measures can be taken to balance the conflict between work and family, alleviate burnout, reduce turnover rates, and build a primary medical staff team with higher medical service quality and stability.

To investigate (a) the effects of hospital ethical climates on positional and professional turnover intentions of registered nurses, and (b) the relationships among demographic factors, employment characteristics, and positional and professional turnover intentions of registered nurses. A cross-sectional study of randomly selected registered nurses (n=463) in Missouri, USA, conducted in 2003 and 2004. A self-administered questionnaire containing the Hospital Ethical Climate Survey, the Anticipated Turnover Scale, and the Nursing Retention Index was used to assess registered nurses' perceptions of the hospital ethical climate and their intentions to leave their position or the nursing profession. Descriptive statistics, Pearson product-moment correlations, and hierarchical regression techniques were used to analyze the data. The hospital ethical climate explained 25.4% of the variance in positional turnover intentions and 14.7% of the variance in professional turnover intentions. Together, hospital ethical climate, control over practice, the use of educational reimbursement as a retention strategy, gender, and staff sufficiency explained 29.7% of the variance in positional turnover intentions. Hospital ethical climate, patient load, and control over practice together explained 15.8% of the variance in professional turnover intentions. Of the variables included in this analysis, the hospital ethical climate was most important in explaining nurses' positional and professional turnover intentions.

Exploring onboarding success, organizational fit, and turnover intention of software professionals

Background Lacking nursing workforce is a persistent and predicted issue that negatively affects the nursing team’s stability, clinical care quality and patient safety. Prior research has examined the significant effect of work–family conflict on turnover intention, but the exact mechanism remains unclear. Objective To examine how work–family conflict influenced nurses’ turnover intention in China. To investigate the mediating effect of psychological capital in work–family conflict affecting turnover intention; and to investigate the moderating effect of transformational leadership and age on work–family conflict, psychological capital and turnover intention. Design A cross-sectional survey of 1235 nurses employed in 4 hospitals within a single province in China that provided care to approximately 5 million people each year. Methods Several measures including Work–Family Conflict Scale, Turnover Intention Scale, Psychological Capital Questionnaire and Transformational Leadership Questionnaire were utilized to collect data. Structural equation modeling approach as well as the multi-group analysis were conducted. Results Via psychological capital, work–family conflict significantly affected the nurses’ turnover intention indirectly (β = 0.08, p < 0.001). The mediation association was significantly moderated by transformational leadership (p < 0.001). Conclusion The association of work–family conflict affecting turnover intention among Chinese nurses was mediated by psychological capital, and transformational leadership moderated the relationship of work–family conflict, psychological capital and turnover intention.