Employee Intention Research Articles

Testing the Intention of Employees in Local Government to Adopt Blockchain Technology in Accounting Information Systems (AIS)

Research aims: This study aims to determine the intention of local government employees to adopt blockchain technology in Accounting Information Systems (AIS) using the Technology Readiness and Acceptance Model (TRAM) theory. Design/Methodology/Approach: The research participants were individuals employed in Regional Apparatus Organizations (RAOs) in Yogyakarta Special Region Province who were selected through a purposive sampling technique. Data were collected using a questionnaire and analyzed utilizing the Partial Least Square method. Research findings: The results revealed that the perceived usefulness of blockchain technology in AIS was determined by comfort, optimism, and security from fraud. Meanwhile, the perceived ease of use was determined by comfort, innovation, and security from fraud. These results also found that perceived usefulness and perceived ease of use positively influenced the intention of local government employees to use blockchain technology in AIS. Theoretical contribution/Originality: This research contributes to validating the TRAM theory in the context of blockchain technology adoption in AIS in local governments. Practitioner/Policy implication: The research findings offer valuable insight for relevant authorities, namely the Indonesian Ministry of Home Affairs, Ministry of Communication and Information, and local government entities, to prepare for implementing blockchain technology in AIS in local government. Research limitation/Implication: The study was conducted using quantitative methods with a limited sample size.

Examining the Influence of Work-Life Balance in Reducing Turnover Intentions of women Employees in IT Industry

Examining the Influence of Work-Life Balance in Reducing Turnover Intentions of women Employees in IT Industry

Help-seeking intentions of UK construction workers: a cross-sectional study.

In response to the high rates of poor mental health in the construction industry, numerous workplace interventions have been designed to address the known and suspected risk factors to employee mental health and well-being. A key challenge of these strategies is low engagement in support services. The goals of this research were to investigate the help-seeking intentions of employees in the construction industry, explore levels of mental well-being in this population and provide insight into employee engagement with mental health support strategies. Employees from two UK construction companies completed an online cross-sectional questionnaire (n = 119), designed to measure help-seeking intentions, levels of mental well-being and worker attitudes towards workplace mental health support strategies. One-third of the sample reported experiencing an episode of mental health difficulties in the past 6 months. Employees reported a greater preference for seeking support from informal versus formal help sources. Participants were most likely to seek help from a partner and least likely to seek help from a Mental Health First Aider/ Champion. The study also showed some association between help-seeking intention and age of employees. Given the poor levels of mental well-being in this population, it is essential that adequate workplace support is provided. Whilst formal help sources are important for this population, our study highlights the potential benefits of informal help sources to support employees. Future interventions may therefore wish to consider developing tailored, informal workplace support networks and programmes.

Exploring the Relationships among Internal Branding, Work Engagement, and Turnover Intention in Public Sports Organizations after the Pandemic

Internal branding has been regarded as important for internalizing an organization’s values and visions to its employees and managing human resources since before the COVID-19 pandemic. Despite changes in the working environment after the pandemic, internal branding is still ignored within public sports organizations in South Korea. Therefore, this study aims at investigating the relationship between internal branding of public sports organizations, work engagement and turnover intention of employees, and to examine the mediating effect of work engagement. This study collected data from 248 employees working for public sports organizations by using the convenience sampling method. The data was analyzed with SPSS 26.0 and AMOS 26.0. The results showed the following: (1) Organizational management culture had a significant positive effect on work engagement, but there was no significant relationship between internal communication and work engagement. (2) Organizational management culture had a negative effect on turnover intention, while internal communication had a positive effect on turnover intention. (3) Work engagement had a significant negative effect on turnover intention, and has been shown to partially mediate the relationship between organizational management culture and turnover intention. This study suggests that employees can differently perceive the effectiveness of organizational management culture and internal communication within internal branding. Therefore, public sports organizations should create an organizational culture in which employees can properly reflect and practice the values and visions of the organization in their work.

Job Involvement, Work Facilities, and Work Environment Influence Turnover Intention of Outsourced Employees (PT Angkasa Pura Solusi Integra - Soekarno Hatta Intenational Airport)

This study provides insights into determining the influence of Job Involvement, workplace facilities, and work environment on the Turnover Intention of outsourcing employees at PT. Angkasa Pura Solusi Integra (Soekarno Hatta International Airport). The research employed a quantitative approach with a total of 327 respondents from a population of 1801, which included outsourcing employees such as Avsec, Cleaning Service, Security PMAD, Trolley Collectors, Basket Collectors, and others. Simple random sampling was utilized as the sampling method. The primary data collected in this study involved questionnaires and direct observations. Data analysis was conducted using multiple linear regression techniques. Based on the research findings, both partially and simultaneously, it can be concluded that there is a significant negative influence of Job Involvement, Workplace Facilities, and Work Environment on the Turnover Intention of outsourcing employees.

How employee mindfulness influences the retention intention of technology employees: multiple mediation effects of affective commitment and organizational identification

PurposeThis study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.Design/methodology/approachThe research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.FindingsThe association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.Originality/valueTo the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.

Leadership skills and the glass ceiling in event management: a social role theory approach

PurposeAlthough event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry.Design/methodology/approachData was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling.FindingsFindings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry.Originality/valueThis study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors’ knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory.

INTERELASI KOMPENSASI DAN BEBAN KERJA TERHADAP TURNOVER INTENTION PADA SEKTOR INDUSTRI TEKSTIL DI BANDUNG

Examine the impact of compensation and work pressure on the desire of workers to quit the textile industry sector companies in Bandung. The research is a quantitative research involving 100 employees working in the textile industry in Bandung. The Data were taken using questionnaires and data processed using statistical methods to predict the linear dependent variable with SPSS version 25. The achievement of the following research analysis is the result of commensurate findings and some that are not and simultaneously the impact of compensation and workload on the employee's desire to resign. The achievement of the explanation analysis showed that the compensation effect did not show a big impact on the employee's intention to leave the company on the other hand the complexity of the work has a high value as a driving factor that causes employees to leave their jobs.
 
 Key words: Compensation, Workload, Turnover Intention

PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN (STUDI KASUS PADA KARYAWAN PT. NUSANTARA SURYA SAKTI (NSS) KOTA BENGKULU)

Turnover intention is the intention or desire of employees to leave the company where they currently work voluntarily and consciously. Some of the factors that influence turnover intention are job stress and job satisfaction. This study aims to determine the effect of job stress and job satisfaction on turnover intention. This type of research is quantitative research with a descriptive approach. The population of this research is all employees of PT Nusantara Surya Sakti (NSS) Bengkulu City. The number of research samples was 63 people. Data collection was done using a questionnaire. Data analysis techniques using multiple linear regression analysis techniques. The results of data analysis obtained multiple linear regression equations as follows: Y = 23.125 + 0.298 X1 - 0.336 X2. The results of the analysis show that partially job stress has a positive and significant effect on turnover intention (tcount = 5.619 and Sig = 0.000) and job satisfaction has a negative and significant effect on turnover intention (tcount = -6.407 and Sig = 0.000). Simultaneously, there is an effect of job stress and job satisfaction on turnover intention.nIt is recommended to the management of PT. NSS Bengkulu City to be able to reduce the level of turnover intention in employees by reducing the level of job stress and increasing employee job satisfaction. Keywords: Turnover Intention, job stress, job satisfaction

Does Employer Branding Shake Application Intentions of Potential Employees?

Companies are actively engaged in the pursuit of acquiring highly skilled candidates, referred to as the ‘war for talent’ leveraging their reputations to attract such individuals ( Schaarschmidt et al., 2021 ). However, the extent to which these efforts have yielded positive outcomes remains a matter of inquiry. This study aims to determine the degree to which applicants’ intentions to apply for job positions within an organization are affected by their perception of the employer brand. Specifically, the objective is to identify the most significant component that affects candidates’ Intention to Apply. This study empirically assesses employer branding and Application Intentions among potential employees. Data were collected from a sample of 210 MBA students who graduated from one of India’s top business schools. The collected data were analysed using PLS-SEM software. The findings reveal that an organization’s employer brand significantly influences potential employees’ Intention to Apply. Furthermore, the components of the employer brand, namely, Job Role (tasks), Compensation and Benefits, Organizational Culture, and Job Security, International Assignments emerged as the influential factors driving candidates’ Intention to Apply. It is worth noting that studies of this nature among MBA graduates from business schools are scarce. The insights gained from this study can assist managers in formulating action plans to enhance an organization’s image as a desirable employer.

Exploring turnover intentions of employees at a South African government education council

Orientation: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent.Research purpose: This study aimed to explore the reasons behind turnover intentions at the government education council.Motivation for the study: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils.Research approach/design and method: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes.Main findings: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work–life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects.Practical/managerial implications: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees.Contribution/value add: This study’s findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies.

Does value matter? Predicting hotel employees’ intentions towards the adoption of Technologies 4.0

ABSTRACT This study examines value perceptions and behavioural intention of hotel employees on the adoption of Technologies 4.0. Grounded on the Perceived Value Model (PVM), this study extends the PVM to predict factors influencing hotel employees’ intention towards Technologies 4.0. Also, the mediating effect of perceived value in the relationship between perceived usefulness and technology effort on behavioural intention was assessed. Following positivist’s paradigm, quantitative data were gathered from upscale hotel employees using structured survey and PLS-SEM analysis. The results revealed some significant predictors of perceived value. Also, perceived usefulness, technology effort and perceived value were found to significantly influence respondents’ behavioural intention towards Technologies 4.0. Interestingly, perceived value played a complementary partial mediation among the predictors of behavioural intention. Essentially, the originality of the study lies in considering benefits and sacrifice value predictors of Technologies 4.0 and its’ mediation ability. Theoretical and industry implications have been discussed.

The mediating role of work-life balance in the relationship between financial well-being and turnover intention of millennial employees: An organizational behavior outlook

This study looked into the mediating effect of work-life balance on the relationship between financial well-being and intention to leave. Additionally, the possibility of job sector moderating was investigated. The millennial workforce from Philippine public and private organizations makes up the respondents. The study adopted a quantitative methodology. Respondents were given the adopted instrument, which was utilized to quantify the responses. Purposive sampling was used in the selection of the respondents. The results showed that there were notable relationships between work-life balance and financial well-being, as well as between work-life balance and turnover intention. The results were consistent with the findings of Kundnani and Mehta (2015) showing that stress caused due to financial obligations is negatively related to work-life balance. Also, financially unstable employees are more likely to seek new job opportunities. Moreover, work-life balance was found to partially mediate between financial well-being and turnover intention and is supported by the study of Lestari and Margaretha (2021). Nevertheless, it was discovered that the moderating influence of the employment sector on the correlations between the variables was not statistically significant. In light of the study’s findings, conclusions were reached and suggestions for resolving the problems were made.

Bibliometric analysis on turnover intention of employees

Bibliometric analysis on turnover intention of employees

The effects of the compensation system on job satisfaction and turnover intention of employees in the Republic of Serbia

Background: The motivation for researching the effects of the compensation system on job satisfaction and the turnover intentions, as well as the mediating role of job satisfaction between the compensation system and the turnover intention, was due to the insufficient number of studies of the proposed model in the Republic of Serbia. Purpose: refers to the review of theoretical and empirical knowledge so far, the creation of a conceptual framework and the implementation of the analysis itself on the collected sample with the aim of determining the effects of influence on the mentioned variables and giving recommendations to employers on how they can positively influence job satisfaction and reduce turnover intentions. Methodology: consists of theoretical and empirical research. The theoretical part refers to the review of previous research by other authors who examined the effects of the displayed variables based on which the conceptual framework of the research was set. The empirical part refers to conducting an analysis on a sample of 100 employees in the Republic of Serbia. The analysis was carried out using the Partial least squares structural equation modelling (PLS-SEM) method, using the SmartPLS software. Findings: the main findings of the research indicated that there are direct positive effects of the compensation system on job satisfaction and turnover intention, and that job satisfaction has an indirect effect on the relationship between the compensation system and the turnover intention of employees. Limitations: refer to the small number of respondents as well as the insufficient number of research in the Republic of Serbia within the proposed model. Recommendations for future research refer to collecting a larger number of respondents as well as determining the effects on other attitudes such as work engagement, employee commitment and employee behaviour such as innovative work behaviour and employee performance.

Investigation of human resource practices, burnout and turnover intention

Employee turnover is a persistent and significant challenge that many organizations are currently dealing with. High turnover rates negatively impact an organization’s efficiency, success and performance as a whole. The purpose of this research is to examine the effect of burnout and human resources (HR) practices on employee turnover intentions. The study with a sample size of 165 was conducted in an organizational setting using convenience sampling and involved a sample of employees from various industries such as the medical industry, hospitality industry, banking industry, etc., using a quantitative research approach. A descriptive and causal-comparative research design was used to undertake the research. Data were collected using a structured questionnaire and analyzed using simple linear regression for impact assessment and step-wise regression was used to assess the mediating effect of burnout. The study found that burnout negatively and HR practices positively play a significant role in the turnover intention of employees. The study concludes that intervention in HR practices and burnout situations may help in improving employee turnover intention. Thus, the study finding supports managers in developing HR policies to reduce burnout experience and turnover intention of employees.

What determines the entrepreneurial intentions of employees? A moderated mediation model of entrepreneurial motivation and innovate work behavior

Innovation is a vital element of an organization's success. Companies must implement efficient, innovative plans and policies to consistently develop novel innovations. Based on the theory of planned behavior, the current framework formulated the idea of entrepreneurial education, entrepreneurial mindset, and technological knowledge with entrepreneurial intention in the healthcare industry. Further, this concept comprises the mediating role of innovative work behavior and the moderating effect of entrepreneurial motivation between constructs. The study adopted a quantitative method and collected data from 529 employees working in healthcare organizations (e.g., medical services, manufacturing medical equipment, and drugs/Pharmaceutical companies). The study's findings revealed that entrepreneurial education, entrepreneurial mindset, and technological knowledge positively and significantly affect entrepreneurial intention. The mediation results show that innovative work behavior significantly affects other constructs, and entrepreneurial motivation has a significant moderating effect. The study highlighted the notable transformations in the healthcare industry by proposing the need for relevant entrepreneurial education, traits, and characteristics in accelerating business activities. The study found a link between entrepreneurial education, mindset, technological knowledge, and entrepreneurial intention. This study is helpful for managers and practitioners in executing effective strategies for innovation in healthcare companies.

Uncovering the factors influencing employees intention to quit in hospitality industry

Uncovering the factors influencing employees intention to quit in hospitality industry

The Employees Intention to Work in Artificial Intelligence-Based Hybrid Environments

In this article, considering the era of Industry 4.0, humans and collaborative robots (cobots) will work closely to create a hybrid workforce. Although firms are carefully considering this transition, the implementation of cobots is often carried out without careful consideration of the motivation and behavior of the employees working in hybrid workplaces. In the scenario when employees do not understand their work with cobots, it is unlikely that value is brought to a firm in the dynamic business environment. Thus, this study has multiple objectives. The first was to investigate the role of negative and positive valence factors on the employees intention to work with cobots. The second objective was to examine the effects of the creativity dimensions of employees on their behavior toward cobots. We developed a model for a hybrid workplace based on the componential theory of individual creativity and valence theory, in which the behaviors of human workers are combined with the dimensions of the cobots. Data were collected from 596 working professionals from India, and the proposed model was tested using partial least squares. We confirmed most of the hypotheses about the creativity of employees in hybrid workplaces and the positive valence of cobots with our empirical analysis. Therefore, we proved that future human-cobot collaboration needs to be focused not only on the benefits that cobots bring but also on human aspects like skills and expertise. This article is a contribution to the body of knowledge on new-age technology adoption by shedding light on the human and cobot dimensions. The results of this article may serve as a foundation for future applications and research on hybrid work.

Exploring the Determinants of Employee Intentions to Participate in a BYOD Program in Ghana: The Mediating Role of Habit

Exploring the Determinants of Employee Intentions to Participate in a BYOD Program in Ghana: The Mediating Role of Habit