Actual Turnover Behavior Research Articles

The Effect of Person-Organization Fit on Turnover Intentions of Employees in Steel Companies

Turnover intention can be effectively used to predict the actual turnover behavior of employees (Zhang, X. et al., 2020). Employers and policymakers can provide intervention if employees’ turnover intentions can be correctly predicted, thus prevent actual turnover behavior from occurring (Matilde, L. et al.,2022). One of the main reasons employees leave their jobs is the mismatch between the individual and the organization. Kristof defined person-organization fit as compatibility between an individual and an organization that includes congruence and complementarity, where congruence is a consistent match between the individual and the organization's characteristics, and complementarity includes demand-supply fit and demand-ability fit (Kristof-Brown, A. et al., 2023). Study shows that individual-organizational fit is negatively associated with employees' willingness to leave (Kakar et al.,2019; Bernardo, A. L. et al., 2023). However, further research is necessary to confirm whether the finding is valid for different companies and to what extent is the effect, if there is. A study on the steel industry, having a big labor force may be considered as focus of the study.

Meaning of Work-life Balance for Workers With Disabilities

BackgroundThis article aims to show that work-life balance (WLB) for workers with disabilities can have important meanings that can affect turnover intention and exclusion from the labor market. MethodsUsing the Korean Panel Survey of Employment for the Disabled (1st–8th), panel logit models were applied to analyze the effect of WLB on the voluntary turnover intention and behavior of workers with disabilities. WLB types were categorized into four groups (Work-Life Dissatisfaction Group, Only Work Dissatisfaction Group, Only Life Dissatisfaction Group, and Work-Life Balance Group) based on the integration of job satisfaction and life satisfaction. ResultsTurnover intention was significantly higher in the work-life imbalance groups (Work-Life Dissatisfaction Group, Only Work Dissatisfaction Group), which is commonly associated with job dissatisfaction. The effect of WLB on turnover intention was 1.38 times higher in Only Work Dissatisfaction Group (β: 2.25, 99% confidence interval [CI]: 1.50, 2.31), characterized by dissatisfaction solely with their job, than in Work-Life Dissatisfaction Group (β: 1.90, 99% CI: 1.97, 2.53), which was experiencing dissatisfaction with both work and life. Only Work Dissatisfaction Group resulted in actual turnover, with females (β: 0.73, 95% CI: 0.37, 1.09) more likely to exit the labor market and males (β: 0.66, 99% CI: 0.41, 0.89) showing a higher tendency to change jobs. ConclusionWLB policy should focus on job dissatisfaction, a key predictor of turnover intention that leads to actual turnover behavior. Furthermore, women workers with disabilities are a priority policy target group to prevent exclusion from labor.

A Mediating Effect of Intention on the Relationship between Attitude, Subjective Norm, and Perceived Behavioural Control and the Turnover Intention Actual Usage among the SME Service Sectors Employees in Beijing, China

This study explores the mediating role of intention in the relationship between attitude, subjective norm, and perceived behavioral control on turnover intention and actual turnover behavior among employees in the SME service sector in Beijing, China. Drawing on the Theory of Planned Behavior (TPB), we hypothesize that employee attitudes towards their job, the influence of subjective norms, and their perceived control over leaving their job collectively influence their turnover intentions, which in turn affect their actual turnover behavior. Data were collected through a structured questionnaire administered to a sample of SME service sector employees in Beijing. Structural equation modeling (SEM) was employed to test the proposed hypotheses and the mediating effect of intention. The findings reveal that intention significantly mediates the relationship between the three TPB components (attitude, subjective norm, and perceived behavioral control) and turnover behavior. Specifically, employees with negative job attitudes, high subjective norms favoring turnover, and high perceived control over leaving are more likely to form strong turnover intentions, which subsequently lead to actual turnover. These results offer valuable insights for SME management in Beijing on the importance of addressing employee attitudes, norms, and perceived control to mitigate turnover rates. The study contributes to the broader literature on employee turnover by highlighting the critical mediating role of intention and providing a nuanced understanding of the TPB in the context of SME service sectors in China.

Quiet Quitting among Nurses Increases Their Turnover Intention: Evidence from Greece in the Post-COVID-19 Era.

As turnover intention is a strong determinant of actual turnover behavior, scholars should identify the determinants of turnover intention. In this context, the aim of this study was to assess the effect of quiet quitting on nurses' turnover intentions. Additionally, this study examined the impact of several demographic and job characteristics on turnover intention. A cross-sectional study with 629 nurses in Greece was conducted. The data were collected in September 2023. Quiet quitting was measured with the "Quiet Quitting" scale. In this study, 60.9% of nurses were considered quiet quitters, while 40.9% experienced high levels of turnover intention. Multivariable regression analysis showed that higher levels of quiet quitting increased turnover intention. Moreover, this study found that turnover intention was higher among females, shift workers, nurses in the private sector, and those who considered their workplace understaffed. Also, clinical experience was associated positively with turnover intention. Since quiet quitting affects turnover intention, organizations, policymakers, and managers should address this issue to improve nurses' intentions to stay at their jobs.

Factors affecting career turnover intention after graduation among nursing students: A cross-sectional study in Central Vietnam

Background & Aim: Turnover intention can predict the actual turnover behavior of nurses. Previous studies identified a variety of factors influencing nurses' turnover intention. However, few studies investigate nursing students' career turnover intention. This study aimed to examine turnover intention and associated factors among nursing students in Central Vietnam.
 Methods & Materials: A cross-sectional study was implemented among 425 nursing students recruited through a multistage sampling technique from April to May 2022. Data were collected using a questionnaire including demographic characteristics, fear of COVID-19, perceived academic stress, and turnover intention. Descriptive statistics were used to describe demographic characteristics and study variables. Independent t-test, one-way analysis of variance, and Pearson's correlation coefficients were computed to examine the association between variables.
 Results: Approximately one-third (32.5%) of the respondents will look for jobs without patient contact, 32.2% would not study nursing if given a choice, and 31.1% often think of not staying in the nursing profession. The sum scores of turnover intention ranged from 3 to 15 with a mean of 9.19 (SD= 2.49). The turnover intention was associated with the year of study, the reason to study nursing, and preparation for nursing school (p<.05). Perceived academic stress had a moderate correlation with turnover intention (r= -.325, p<.05). In contrast, the association between fear of COVID-19 and turnover intention was not significant.
 Conclusion: A considerable number of nursing students had turnover intention upon graduation. Factors affecting turnover intention should be considered to retain students in educational programs and avoid a future nursing shortage.

Associations between professional identity and turnover intent in prehospital emergency physicians: The mediating effect of burnout.

The prehospital emergency system is essential for reducing mortality and disability in emergency patients. However, the high turnover rate of prehospital emergency physicians (PEPs) remains the most prominent problems in the prehospital emergency system. Turnover intent (TI) is predictive of actual turnover behavior; however, previous studies have mainly focused on sociodemographic factors and job characteristics, ignoring many other potential psychological factors, such as professional identity (PI) and job burnout (JB). To measure the level of PI, JB, and TI of PEPs in Beijing, China. We analyze the distribution of TI in different social demography PEPs and then further explore the influence of PI and JB on TI, to provide a reference and suggestions for government departments to reduce the TI of PEPs. An online questionnaire was distributed to 552 PEPs in Beijing, and a total of 533 valid questionnaires were included. T-test and variance analysis were used to examine the differences in the distribution of TI among different sociodemographic PEPs. Pearson's correlation analysis was used to test the correlation between PI, JB, and TI. The SEM was used to analyze the relationships among PI, JB, and TI. Univariate analysis showed that age, marital status, education, professional title, work experience, department and hukou were significantly associated with TI. Pearson's correlation analysis showed that PI was negatively associated with JB and TI, and JB was positively associated with TI. Professional treatment identity (PTI, β = -0.24, 95% CI: -0.38~-0.11), professional meaning identity (PMI, β = -0.12, 95% CI: -0.23~0.03), and emotional exhaustion (EE, β = 0.40, 95% CI: 0.28~0.51) seem to have direct impacts on TI. Given the mediating role played by EE, PTI may have an indirect negative effect on TI (β = -0.24, 95% CI: -0.32~0.16). PI and JB of PEPs in China are closely related to TI, which may have unexpected effects on government departments to stabilize the team of PEPs through a series of control measures. According to the above results, the professional treatment of PEPs needs to be improved, and external learning opportunities should be increased. Legalization of medical rescue workers should also be on the agenda.

Social Context of Turnover-Mixed Methods Study of Indian IT Professionals

This paper examines the social context of turnover, defined by the influence of supervisors, peers, and family. Using a mixed-methods research design, data were collected by two rounds of semi-structured interviews with 75 IT professionals working in the IT outsourcing industry in India. After a span of 10 months, the respondents were contacted again to longitudinally measure actual turnover behavior. Using structured equation modeling, the study shows that family and supervisory justice play a critical part in the turnover process. The model has sufficient explanatory power and explains 37% of the variance in turnover intentions and 27% of the variance in actual turnover behavior. In addition, we used logistic regression to show the effect of various antecedents on the dependent variable. The detailed qualitative analysis offers insights into the dichotomy between intentions and behavior. Finally, implications for practice and research are discussed.

Intention to Quit of Proactive Health Workers: The Intervening Role of Employee Engagement and the Moderated Mediating Effect of Job Autonomy

As a necessary condition for the sustainability and success of teaching hospitals, maintaining proactive health personnel with the ability to be high performers is acknowledged. A few studies have logically clarified and empirically simplified the relationship between proactive employees and intention to quit, which signifies an engaged, proactive tendency to establish actual turnover behavior. However, this study target to resolve these research gaps. This paper predicted that the correlation between proactive health workers and intention to quit was likely mediated by employee engagement and job autonomy as a center point mechanism of motivation. Job autonomy (JA) as a significant framework is expected to buffer the link between proactive health employee and employee engagement. The present article developed a moderated mediated model that incorporates these variables. This study was consistent with previous studies carried out on health workers in Nigerian teaching hospitals. The results of this research help to expose the attrition intentions displayed by conscientious health workers.

The link between turnover intention and actual turnover behavior: Stronger than it was found!

Organizational researchers has long used point-biserial correlation to examine the strength of relationship between a continuous variable and a binary variable. Although there have been many concerns that this correlation underestimates the strength of the relationship, Williams and Peters (1998) offered excellent argument that these concerns were not justified. On top of this debate, we introduced three new elements that were not discussed in the literature to revisit this issue. Specifically, we propose that due to the new concepts of expected distribution similarity, continuous-binary conversion principles, and the number of point in Likert scale, the point biserial correlations underestimate the strength of the relationship. We illustrated these elements in four computer simulations and in one re-analysis of the most recent meta-analysis (Wong & Cheng, 2020). We proposed a preliminary way to adjust this. Finally, we discuss future directions to address the limitations of this research.

Is turnover contagious? The impact of transformational leadership and collective turnover on employee turnover decisions

PurposeThis study addresses three research questions related to employee turnover: (1) does transformational leadership act as a pull-to-stay factor for employees? (2) How well does turnover intention predict actual turnover behavior? (3) Does collective turnover moderate the link between turnover intentions and turnover behaviors?Design/methodology/approachLatent moderated structural equation modeling was employed with longitudinal and multi-source data from car dealerships located in the Seoul Capital Area, South Korea.FindingsThe results indicate a negative relationship between transformational leadership and turnover intentions and a positive relationship between turnover intentions and turnover behavior. Furthermore, the results provide empirical support for turnover contagion as a mechanism triggering turnover intentions into turnover behavior in the workplace.Originality/valueThis study provides a timely and novel contribution to the areas of leadership and employee turnover due to the underexplored research area of transformational leadership, the growing body of literature that questions the fixed assumption in employee turnover studies and the increasing interest in collective turnover. Importantly, existing research has examined the concept of collective turnover from a quantity perspective, aggregating individual turnover to group levels. This study provides a more nuanced, comprehensive evaluation of the quality of turnover, by considering the impact of performance contribution aspects of turnover at the business unit level.

Retaining the learning professional: A survival study on workplace learning in professional service firms

AbstractLowering professional turnover is of paramount importance for professional service firms, as with each professional, crucial proprietary knowledge leaves the firm. Based on the need to retain this crucial knowledge in the firm, this study explores whether factors that drive learning at work also mitigate professionals' turnover behavior. Building on insights from both workplace learning and turnover research, this study follows 96 professional auditors across a period of 5 years to determine how drivers for workplace learning at the organizational, the social interaction, and the individual level relate to turnover behavior. Through survival analysis, we find that those auditors who experience a supportive learning climate at the organizational level were less likely to leave their firm and profession, while those who score high on individual‐level reflection were more likely to leave their firm and profession. We also found that professionals scoring high on reflection leave more quickly when they perceive to work in an unsupportive learning climate—when they experience low synergy across workplace learning levels. Especially observable behaviors, such as providing help and feedback, discussing errors, and building trust, made a significant difference. This study adds to extant research in three principal ways: exploring actual turnover behavior, approaching turnover behavior through a lens of workplace learning, and analyzing interactions between individual‐, social‐ and organizational‐level learning. The findings of this study lead to specific insights for HRD practice.

Listening to your employees: analyzing opinions from online reviews of hotel companies

Purpose This study aims to examine the factors influencing hotel employee satisfaction and explores the different sentiments expressed in these factors in online reviews by hotel type (premium versus economy) and employment status (current versus former). Design/methodology/approach A total of 78,535 online reviews by employees of 29 hotel companies for the period of 2011-2019 were scraped from Indeed.com. Structural topic modeling (STM) and sentiment analysis were used to extract topics influencing employee satisfaction and examine differences in sentiments in each topic. Findings Results showed that employees of premium hotels expressed more positive sentiments in their reviews than employees of economy hotels. The STM results demonstrated that 20 topics influenced employee satisfaction, the top three of which were workplace bullying and dirty work (18.01%), organizational support (16.29%) and career advancement (8.88%). The results indicated that the sentiments in each topic differed by employment status and hotel type. Practical implications Rather than relying on survey data to explore employee satisfaction, hotel industry practitioners can analyze employees’ online reviews to design action plans. Originality/value This study is one of only a few to use online reviews from an employment search engine to explore hotel employee satisfaction. This study found that workplace bullying and dirty work heavily influenced employee satisfaction. Moreover, analysis of the comments from previous employees identified antecedents of employees’ actual turnover behavior but not their turnover intention.

Antecedent factors affecting employees’ turnover intention: A case study of Indovina bank

Employee turnover has become a great concern and sleepless night of human resource managers. Recently, many researches had been conducted to answer the question why employees wish to change their jobs. The majority of these studies are trying to find out what are the factors affecting their decisions. These kinds of studies are tapping at the behavioral aspect of turnover. However, in banking sector, there have not been many studies on the attitudinal aspect of turnover. This is a gap in studying on employee turnover. The purpose of this study is to fill the gap and answer the question under the approach on the attitudinal side. This kind of view on turnover is originated by the idea that beliefs and attitude have an extent of guidance on behavior intention and actual behavior. If we can change their attitude and limit their behavioral intention, the chance of their actual turnover behavior shall be reduced.

The Turnover Intention–Behaviour Link: A Culture‐Moderated Meta‐Analysis

AbstractTurnover intention is widely regarded as a direct antecedent to and proxy for actual voluntary turnover behaviour. However, previous studies have found the turnover intention‐behaviour link to be highly heterogeneous and not necessarily strong. This study adopts a cross‐cultural perspective, examining how the link varies as a function of Hofstede’s four work‐related cultural dimensions. Data from 152 independent samples were meta‐analysed, representing the testing of 216,093 employees from 18 nations across 9 geographical regions. The multilevel meta‐analytic results reveal significantly stronger turnover intention‐behaviour links for countries higher in power distance, higher in individualism, and lower in masculinity.

Uncovering the Turnover Intention of Proactive Employees: The Mediating Role of Work Engagement and the Moderated Mediating Role of Job Autonomy.

Retaining proactive employees with the potential to be high performers is recognized as an essential condition for an organization’s survival and prosperity. However, few studies have logically explained and empirically clarified the link between proactive personality, which represents a distal proactive tendency, and turnover intention to predict actual turnover behavior. With the research objective to address these research gaps, we expected that work engagement as a proximal motivational mechanism was likely to mediate the relationship between proactive personality and turnover intention, and that job autonomy as a critical job context was likely to moderate the relationship between proactive personality and work engagement. We developed a moderated mediation model incorporating these expectations. The results of the survey conducted on employees working for mid-sized manufacturing firms in Korea were consistent with our expectations. The findings of this study help uncover the intentions of turnover exhibited by proactive employees.

“Don't you want to stay?” The impact of training and recognition as human resource practices on volunteer turnover

Managing volunteers is a difficult undertaking. This study draws on human resource (HR) management theory and literature to investigate the effect of two HR practices—training and recognition—on volunteer turnover. We use longitudinal administrative data collected by an Indiana nonprofit organization, which contains individual volunteer characteristics, organizational HR practices, and information on actual turnover behavior. We found that recognizing volunteer contributions with awards predicted volunteer retention in the following year. Training did not have a direct effect on volunteer turnover, but interacted with gender; men who received training were more likely to stay than women. The study contributes to the literature on HR management in the volunteer context, adds to the emerging literature on awards as incentives for volunteers, and addresses the common method bias by using longitudinal data.

The relationship between developmental HRM practices and voluntary intention to leave among IT professionals in India: the mediating role of affective commitment

PurposeThe purpose of this paper is to advance the research on the relationship between developmental human resource management (HRM) practices and voluntary intention to leave among information technology (IT) professionals from the Indian IT sector by investigating the mediating role of affective commitment.Design/methodology/approachThis study adopted a cross-sectional design at the individual-level of analysis. Data on the study constructs (i.e. developmental HRM practices, affective commitment, and voluntary intention to leave) were collected from 752 IT professionals from 17 Indian IT organizations from the city of Bengaluru through a web-based survey between February 2016 and March 2017. Further, this study used the confirmatory factor analysis technique to establish reliability and construct validity for the study constructs. Furthermore, this study tested the research hypotheses empirically through mediated multiple-regression analysis using the bootstrap procedure.FindingsEmpirical results of the present study suggest that espousal of robust developmental HRM interventions enhances affective commitment and significantly attenuates the voluntary intention to leave among employees. Further, the results of this study have indicated that the relationship between developmental HRM practices and voluntary intention to leave was partially mediated by affective commitment.Originality/valuePast empirical studies on HRM – turnover discourse, in the IT sector, have predominantly examined the direct influence of HRM systems and/or internal labor market strategies on turnover intentions and actual turnover behavior. Rarely have the past studies in the IT domain attempted to examine the intervening role of employee attitudes in the relationship between HRM practices and employee-level outcomes. Addressing this gap, the present study enunciates the critical role of affective commitment and situates it as an important variable that mediates the relationship between developmental HRM practices and voluntary intention to leave among IT professionals in India.

Macroeconomics, Turnover intention, and Actual Turnover Behavior: A Meta-analysis

Although turnover intention has been shown to be best single predictor of voluntary turnover behavior, previous studies also revealed that the turnover intention-behavior relationship is not strong...

Why do audit assistants leave the audit profession?

The paper aims to explore why audit assistants leave the audit profession. By comparing perceptions of audit assistants that left the audit profession with perceptions of audit assistants still working in the audit profession, we aim to investigate actual turnover behaviour. A survey was constructed based on a review of literature on job satisfaction, motivation and career development in the audit profession and was sent to current and former audit assistants. The subsequent analysis was based on 231 complete surveys, of which 78 were from former audit assistants. The main finding of this study is that lower perceptions of the audit profession are negatively associated with leaving the audit profession. However, no association between organizational environment/work-life balance/flexibility and leaving the audit profession were found in the main regression. In addition, age, tenure and firm affiliation (Big 4 or non-Big 4) were found to be significant factors influencing career change. Older audit assistants, audit assistants at Big 4-firms, and auditors with shorter tenure were more likely to leave the profession. By approaching both current and former audit assistants this study contributes by examine determinants of real turnover behaviour, rather than determinants of job satisfaction and turnover intentions.

Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations

ABSTRACTThis research seeks to make contributions to the organization-level analysis of voluntary turnover in public organizations. Structural equation modelling is used to explore how transformational leadership makes a difference on employees’ actual quitting behaviour. Moreover, the research provides empirical evidence on the relationship between turnover intention and actual turnover. The findings suggested that transformational leadership not only directly prevents employees from forming intentions to leave but also indirectly does so by cultivating a collaborative culture. Additionally, we found that higher turnover intention leads to higher actual turnover rate, so turnover intention may be a valid proxy of actual turnover behaviour.