Antecedents Of Turnover Intention Research Articles

Antecedents of turnover intention among Gen z in Vietnam: The mediating role of affective commitment

Antecedents of turnover intention among Gen z in Vietnam: The mediating role of affective commitment

A Decade of Trend in the Employee Turnover Intention Study in India: A Systematic Review and Recommendation

Employee turnover intentions have emerged as a significant research topic in social sciences as well as a challenge for corporates in Indian settings in past decade. This article presents a systematic literature review of employee turnover intention in India, providing an in-depth analysis of 198 empirical research articles on employee turnover intentions in Indian cultural settings published between 2010 to October 2022 in 126 academic journals listed in Scopus and Web of Sciences and proposes a heuristic model of turnover intention. The study reveals: 53 distinctive correlates of turnover intention which have been grouped into nine broad categories; research being conducted on a few antecedents of turnover intention in isolated pieces without taking a comprehensive approach; lack of attention to testing recent turnover models in Indian settings; too much preference on turnover intention as a proxy for actual turnover. The proposed model was tested on 481 respondents belonging to various industries across service sector in India employing Smart PLS software for validating path analysis provided encouraging results. Taking a note of trends and rifts, this article presents an inclusive approach along with suggestions and recommendations for future employee turnover intention research in India.

The effect of job stress and work-family conflict on Nurses Turnover Intention

Turnover the intention of hospital employees, especially nurses, is currently a challenge that is of concern. This study uses a quantitative approach to determine the factors that influence the high turnover intention of nurses. Specifically, the researcher considers the role of job stress and work-family conflict as antecedents of turnover intention. Data were taken through a survey by distributing questionnaires to respondents, with a total sample of 90 nurses. Each item in the questionnaire was measured using a Likert scale with five points. The data obtained were processed using multiple regression analysis with software. The results of this study confirmed the hypothesis proposed by the researcher, that job stress and work-family conflict felt by nurses could increase their intention or desire to leave their job at the hospital. The findings of this study can be used as a consideration and reference for managers, leaders, and supervisors in hospitals to pay attention to the conditions of stress and work-family conflict that are being experienced by employees.

Examining work role stressors, job satisfaction, job stress, and turnover intention of Sri Lanka’s construction industry

Construction organizations in Sri Lanka are confronted with employee retention challenges, while many important factors affecting retention have not been fully understood. Hence, the present study examined the relationship between work role stressors, job satisfaction, job stress, and turnover intention in Sri Lanka’s construction industry. The study further addressed the mediating role of job satisfaction on the relationship between work role stressors and job stress, a less explored area in the literature. Questionnaires collected from 308 project-level staff of ten large contractors were used in the study. The findings illustrate that role ambiguity and role conflict directly influenced job satisfaction, while job satisfaction, role conflict, and work-family conflict directly predicted job stress. The results further supported the mediating role of job satisfaction on the relationship between role ambiguity and job stress and the relationship between role conflict and job stress, indicating indirect effects from role ambiguity and role conflict to job stress. Job satisfaction and job stress were identified as direct antecedents of turnover intention. Besides, role ambiguity, role conflict, and work-family conflict contributed to the turnover intention as work role stressors, with job satisfaction and job stress acting as mediators. Implications of the findings are also discussed.

Antecedents of Turnover Intention on the Manufacturing Industry in Banten Province

The objective of the empirical study is to analyse the effect of HRM Practices, Work Family Conflict, Supervisor Support on Turnover Intention mediated by Work Engagement. The data used in this study is primary data taken through by distributing questionnaires using purposive sampling method involving 195 respondents in the manufacturing industry in Banten province, Indonesia. The analytical tools in this research is Structural Equation Modeling (SEM) using AMOS version 21. The results of this study are the HRM Practices, Work Family Conflict, Supervisor Support have an influence on Work Engagement and also on Turnover Intention. In the next result, Work Engagement can mediate the effect of HRM Practices on Turnover Intention, Work Family Conflict on Turnover Intention, and Supervisor Support on Turnover Intention. From the results of this study, it is recommended for managers to maintain a low employee turnover rate by increasing employee engagement and encouraging employee growth, so as to achieve effective management performance supported by positive energy and emotional attachment to work.

Measuring the antecedents of turnover intentions: Perspectives of private healthcare employees in a less-developed economy

This study sets out to investigate the antecedents of turnover intentions, using the private healthcare employees in an emerging economy (Ghana) as a benchmark. Even though myriad studies have been conducted on the aforementioned topic, yet, there are scant investigations on how employees of private healthcare institutions relate towards turnover intentions, specifically in a developing economy context. Therefore, this study draws on extant literature and subsequently proposes a hypothetical argument on the effect of training satisfaction, benefits and incentives on employee turnover intentions as well as resistance to change while establishing the nexus between turnover intentions and resistance to change. Both paper and web-based (online) questionnaires were gauged from employees of private healthcare organizations in Ghana. Data were analyzed by partial least square structural equation modeling (PLS-SEM) on a sample of 544 employees of private healthcare institutions. The findings indicate that training satisfaction, benefits and incentives have a positive impact on an employee’s turnover intentions. Moreover, employee’s resistance to change is influenced by both training satisfaction and benefits and incentives. Further, the investigation established that employee’s resistance to change influences employee turnover intentions. The thoughtful mechanisms of how the running of private healthcare institutions in Ghana can be enhanced are expanded by the empirical results obtained through how employees can be satisfied by training and the application of rewards to reduce turnover. Moreover, administrators of private healthcare organizations are forewarned of the implications of employees’ resistance to change and its effect on employee turnover intentions. Acknowledgment This study was supported by Tomas Bata University in Zlín, through IGA/FaME/2020/003 “Training and development programs and the consequence on employee’s commitment, satisfaction and organizational performance: analysis from Czech public service sector”.

Hızlı Tren Şantiyesinde Çalışanların Güvenlik İklimi Algıları ve İşten Ayrılma Niyetleri Arasındaki İlişkinin İncelenmesi(Investigation of the Relationship Between Perceptions of the Safety Climate of the Employees at the High Speed Train Site and their Intention to Leave Work)

Purpose- Within the scope of this study, it is aimed to examine the relationship between the safety climate perceptions of the people employed at the Bilecik high-speed train site and their intention to leave the job. Design/methodology/approach- The main body of the research consists of 185 people working at the high-speed train site in Bilecik. The sample consisted of 127 participants who answered the survey questions on 16-19 March 2021. Ethics committee approval was obtained for the questionnaire. The face-to-face questionnaire was composed of 3 parts; In the first part, there are questions about the socio-demographic characteristics of the people who participated in the survey, in the second part, the safety climate scale and in the last part, the turnover intention scale. Within the scope of the research, the Shapiro-Wilk normality test was applied to examine the distribution of the scores obtained from the safety climate and intention to leave scales by using the SPSS 25.0 statistical package program. According to the results, since the scores obtained from the scales did not have a normal distribution, non-parametric analysis techniques were used in the analysis of the data. Findings- According to the results of the research, the participants' turnover intention scores, the management's point of view and rules (r=-0.016; p>0.05), co-workers and safety tendencies (r=0.022; p>0.05) and safety climate scale total It is understood that there are statistically insignificant relationships between the scores (r=-0.001; p>0.05). Although there was no significant relationship between the participants' perceptions of safety climate and their intention to leave, the results showed that participants' perceptions of safety climate were high and their intention to leave their job was moderate. Significant differences between the socio-demographic characteristics of the participants in the first part of the questionnaire, their perception of the safety climate and their intention to leave the job are shared in the findings section. Discussion- According to the results, although no significant relationship was found between the perception of safety climate and intention to leave, organizational, work-related, employee-related and external factors are seen as antecedents of turnover intention. It would be beneficial to investigate the relationship between the perception of occupational safety climate, which is thought to be one of these antecedents, and the intention to leave the job, in different sectors and work areas.

Exploring Antecedents of Turnover Intention Among Generation Y Employees in Construction Industry

Current reports claim that the constantly switching job became a norm among the Generation Y workforce in Malaysia with the reason being dissatisfied with the organization’s working system, pay and fringe benefits. This study aims to explore the antecedent leading to the Generation Y employees’ turnover intention. Five (5) Generation Y informants in construction industry were interviewed. Findings showed that generation Y employees prefer to stay at the current organization at least within five years. Antecedents of turnover intention identified are dissatisfaction towards the amount of wage received, a fringe benefits, access to better career opportunity or to change their career as well as family and/or personal reason. Retention factors identified include training and development, career development and good salary. Thus, to retain and motivate generation Y employees, organizations should implement proper human resource development programs such as training and career development while paying comparable salary and benefits. Keywords: Turnover Intention Antecedents, Generation Y, Malaysia.

Impact of politics on emotional exhaustion, satisfaction and turnover intention

ABSTRACT Hospitality employees are subject to emotional exhaustion (EE), yet relatively little is known about how organizational politics (OP) is related to EE and job satisfaction (JS). This study examines how hospitality employees’ experience of OP, EE, JS, and turnover intention (TI) are linked. Using structural equation modelling, results showed a complex link between the antecedents of TI. Each of the studied variables is impacted differently by OP, analysed for individual-level and group-level politics. Group-level politics was positively linked to EE, but it was found to be an insignificant predictor of JS. Individual-level politics was not significantly linked to EE but was significantly negatively linked to JS. Implications for future research and for management are included.

Should I stay or should I go? The antecedents of turnover intention among police personnel

PurposeThis study aims to explore the antecedents that may lead to turnover intentions among police personnel in the United Arab Emirates.Design/methodology/approachThe data were collected from police personnel (n = 176) through a questionnaire survey, and structural equation modeling was used to test the relationships.FindingsThe findings revealed that the work-family conflict and job autonomy significantly correlate with turnover intentions. Alternatively, perceived organizational support does not predict turnover intentions.Research limitations/implicationsThis research is limited by the study’s subjective assessment of police personnel turnover intentions through self-reported questionnaires. It provides implications for policymakers, organizational behavioral experts and those interested in formulating effective strategies to reduce turnover among police personnel.Originality/valueThis study offers a novel context as it assesses police personnel in an emerging Middle Eastern country. It provides insights to policymakers and academia concerning the factors strongly linked with police personnel turnover intentions and will help them formulate strategies for improving personnel satisfaction and advancing relationships between police and the community.

Antecedents of turnover intention: A meta-analysis study in the United States

The purpose of this paper was to determine the direction and effect size of the relationships between turnover intention and its main antecedents in the United States. The main predictors of turnover intention are chosen as job satisfaction, organizational commitment and empowerment. The studies which are published between 1998 and 2018 are reviewed. ScienceDirect, Scopus, and ProQuest databases were searched and 2.356 studies are screened. The meta-analysis software package, Comprehensive Meta-analysis Software (CMA), was used for the meta-analysis. 101 studies were suitable and the three data sets are formed: first set included 312,261 subjects and 91 studies relating job satisfaction to turnover intention, the second set included 13,502 subjects and 29 studies relating organizational commitment to turnover intention, and the third set included 997 subjects and 5 studies relating empowerment to turnover intention. Each data was heterogeneous significantly and the random effects model was used. Publication bias is analyzed for each data set and no evidence of publication bias was detected. The results revealed that the overall relationship between turnover intention and the selected three constructs was negative and significant: the power of the job satisfaction’s effect and organizational commitment’s effect are almost the same (-.52), and the power of the empowerment’s effect is weaker (-.22). Job satisfaction and organizational commitment have a large impact and empowerment has a small effect on turnover intention. The moderator analysis determined that type of industry and region are the moderators affecting the relationship between job satisfaction and turnover intention. The findings also provide guidance for the managers working in the United States who need to keep turnover under control.

Antecedents of Turnover Intention with Mediation Role of Overall Satisfaction: Thailand Rubber Industry

The study is carried out to exercise the workforce diversity, flexible work timings, and CSR activities as the determinants of overall satisfaction, which ultimately leads to low turnover intentions. In addition to that, the trust is examined as a moderator in the relationship between workforce diversity and overall satisfaction. Lastly, satisfaction is examined as a mediator. The current study has employed SEM-PLS to achieve the research objectives. The study has extended the literature on the turnover intention by proving the overall employee satisfaction as a mediator between diversity, flexible timings, CSR activities and turnover intention relationship. 124 employees in the Thai rubber industry are the final sample of the current study. The findings of the study have provided support to the proposed hypothesis. The findings of the study will provide support to the policymakers, researchers, and practitioners in understanding the fact that all of the stakeholders are impacted in a positive manner by these activities of the organization. according to CSR, it is important for organizations to follow the legislation, take the initiative voluntary so the wellbeing of employees and their families can be improved and for the society and community as well.

Demographic Factors as Antecedents Towards Turnover Intentions Among Secondary School Teachers in Mbarara District

The study examined demographic factors as antecedents towards turnover intentions for secondary school teachers in Mbarara District. The study was conducted by collecting quantitative data from over 600 teachers in 64 secondary schools in Mbarara District. The data collected were analysed for variation of turnover intentions with demographic factors including age, gender, work experience, religious affiliation and teacher qualifications. Kruskal Wallis and t-tests were conducted to examine turnover intention scores with the demographic factors of teachers. Study results showed that demographic factors are actually antecedents of turnover intentions among secondary school teachers in Mbarara District. It is thus suggested that schools should plan to accommodate the different demographic factors of their staff to minimize turnover intentions among teachers. Additionally, schools should constructively manage professional growth and development of teachers without increasing turnover. Increasing job responsibility for teachers who attain better qualifications and performance-based incentives can equally reduce attrition and turnover intentions among secondary school teachers. Keywords: Demographic Factors, Turnover intentions, Teachers. DOI : 10.7176/JEP/10-20-11 Publication date :July 31 st 2019

Colombian millennials at the workplace

Purpose The purpose of this paper is to present a study on the antecedents of turnover intentions (TOI) of millennial Colombian employees. A theoretical model in which positive work-family interaction, professional respect (PR) and meaning predicted TOI is simultaneously tested in Millennials and Xers. Design/methodology/approach The authors used a multigroup structural equation approach to analyze the data provided by 2,157 Millennials and 279 Xers. Participants work in 11 companies from five Colombian cities. City, age, sex, tenure and wage are included as control variables to respond to some limitations of previous research and isolate the effects of age cohorts. Findings The results show differences in terms of some of the variables under study. Further, the effects of positive work-family interaction and PR on TOI were different from one age cohort to the other. The influence of meaning on the outcome variable was equal in Millennials and Xers but resulted positive. Research limitations/implications The authors studied an under-researched population, used rigorous analytical procedures to simultaneously test the hypotheses across generations, analyzed data from a large sample size and control for confounding variables identified by researchers inquiring generational differences at the workplace. By these means, the study contributes to literature on millennial employees and age diversity. Originality/value By studying an under-reseach population and using suitable analytical techniques, the study contributes to literature on millennial employees and age diversity.

Antecedents of Turnover Intention : Focused on Employees of Corporation Including Distribution in China, Japan and Korea

Antecedents of Turnover Intention : Focused on Employees of Corporation Including Distribution in China, Japan and Korea

Antecedents of Turnover Intention among Police Personnel in the United Arab Emirates

The study explores the antecedents that may lead to police personnel turnover intention in the United Arab Emirates (UAE). The data were collected from police personnel (n=176) through a questionnaire survey method. The results of the study reveal that work–family conflict and job autonomy have a significant correlation with turnover intention. Perceived organisational support, on the other hand, was not a potential predictor of police personnel turnover intention. The limitation of this research is the study’s subjective assessment of police personnel turnover intention via self-report questionnaires. Hence, in light of this reliance on the self-report method, the authors recommend that future research could maximize the validity of the study measures by combining the questionnaire approach with other subjective methods such as behavioural measures or by applying objective measures. The study is novel in its context of assessing police personnel in an emerging Arab country. It will provide insight to policy makers and academicians concerning the factors and variables strongly linked with police personnel turnover intention, and will help them to formulate strategies related to improving personnel satisfaction and advancing relationships between police and the community.

The role of task-related antecedents for the development of turnover intentions in temporary project teams

High turnover can cause serious problems in organizations. Yet, previous research confirmed that HRM practices are useful to influence the development of turnover intentions. Existing studies have revealed a variety of factors that drive individuals to leave permanent organizations (POs) but almost no research has considered turnover in temporary organizations (TOs). Yet, TOs, such as project teams, have become increasingly prevalent and exhibit several characteristics that are distinct from POs. Hence, the antecedents of turnover intentions in TOs may also differ from those in POs. However, empirical evidence for this proposition is still lacking. In order to address this research gap, this study examines task-related antecedents of turnover intentions in temporary organizations (TITO) using a sample of 253 employees working in project teams. The results show that inter-role conflict is the most influential antecedent of TITO. Unlike suggested by extant literature, members of TOs seem to be willing to accept down-cuts in job autonomy and meaningfulness of their work, without developing turnover intentions while working for TOs. Furthermore, the results confirmed a direct relationship between TITO and turnover intentions from the permanent organization (TIPO). Members of TOs that want to, but cannot leave their project team seem to develop TIPO.

Antecedents of team turnover intentions in temporary organizations

Purpose – The purpose of this paper is to shed light on the antecedents of team turnover intentions in temporary organizations such as projects, programs, or temporary teams. Design/methodology/approach – The authors systematically combine the findings from the literature on the antecedents of turnover intentions in permanent organizations (PO) with the characteristics of temporary organizations (TO) and develop a research model comprising personal factors, job-related factors, and organization-related factors. Findings – A research model consisting of testable propositions that the authors derived from both specificities of TO and the antecedents of turnover intentions in PO. Originality/value – The authors contribute to literature by identifying potential antecedents of turnover intentions that are specific to TOs and those that also exist in POs but are adapted to a temporary context. The research model allows future empirical research on turnover in TO to be conducted in a systematic way and supports the development of theory.

ANTECEDENTS OF TURNOVER INTENTIONS: A STUDY OF KARACHI BUSINESS SCHOOLS

Purpose: This study mainly investigates the factors, like job satisfaction, affective commitment, perceived organizational support and distributive justice as antecedents of turnover intentions. Methodology: This study utilized the quantitative approach by distributing questionnaires to 200 employees working in leading business schools of Karachi, Pakistan. The correlation and regression analyses have been performed. Findings: The results of the study revealed that, all the predictors negatively correlated and influenced turnover intention. Practical Implication: The findings and framework of this study will be useful to the university organizations, in identifying the factors making the employees working with them to quit. Pakistan is believed to be the potential Market for Investment in Education. This empirical attempt can be used as kick-start for investment in this sector. By taking corrective measures the university organizations can retain knowledge workers, and avoid the anguishes of new hiring.

On the Retention of Younger Nurses

Objective: In Trinidad and Tobago, younger hospital-based registered nurses are at risk of leaving the hospital and the country altogether. Therefore, there is a need to investigate the factors that contribute to turnover intention among younger nurses. The literature on newcomer adjustment has been predominantly used to study the integration and adjustment of younger nurses. However, we focus here on occupational mental health and job attitudes as antecedents of turnover intention across age groups referring to younger, mid-age and older nurses. The aim is to compare across age groups in order to determine whether younger nurses differ in terms of antecedents of turnover intention. The objective is to identify the reasons as to why younger nurses decide to quit the hospital. Methods: We used a sample of 252 hospital nurses from Trinidad and Tobago. We did a cross-sectional study design and collected survey data using existing instruments. The occupational mental health concepts included role stressors, job stress, burnout, and depression. The job attitudes included organizational commitment, job satisfaction and turnover intention. We divided the sample in three groups: younger nurses, mid-age nurses and older nurses. The analytical strategy includes ANOVA with Post Hoc Bonferroni and stepwise regression. Results: Younger nurses are more at risk of leaving the hospital. We provide detailed statistical findings revealing that high stress levels and feelings of inadequacy for the job are the most important predictors of turnover intention among younger nurses. We further demonstrate that stress, burnout and depression symptoms are significantly higher and that job satisfaction and organizational commitment are significantly lower among younger nurses. We do discuss findings obtained for the two other age groups as well. Conclusion: We highlight the need for training and development programs that do go beyond providing knowledge and skill development by considering the occupational mental health of nurses.