High Turnover Intention Research Articles

Relationship between Job Stress and Turnover Intention of Fire Protection System Management Workers

This study focuses on job stress, which may be the cause of the high turnover rate of fire protection system management workers, to demonstrate the influence of job stress on turnover intention. This research was conducted to confirm this correlation and utilize the obtained data for continuous employment. In this study, 354 fire protection system management workers were surveyed and factor analysis, correlation analysis, one-way ANOVA, and regression analysis were conducted using SPSS WIN 25. The analysis results are as follows: first, job stress did not differ with respect to age, education level, or monthly salary among sociological background causes. However, there were significant differences in position, total career, certificate difference, and tasks. Second, as job stress increased, the turnover intention was positively affected. In particular, the analysis showed that increased stress on “Organizational Systems” and a “Lack of Reward” led to high turnover intention. Therefore, it is necessary to introduce a reasonable management system, provide smooth organizational support, establish a channel for rational communication, prepare measures to induce internal motivation, develop technology, support self-development, and apply reasonable monetary compensation standards and applications to minimize these rates.

Human Resource Outsourcing, Employee’s Turnover Intentions and Performances in a Mediatory Moderated Framework

Purpose: HR outsourcing has led to many challenges; one of them is higher turnover intentions. The bigger challenge is to find out how outsourcing contributes to turnover intentions. For this, we proposed a theoretical framework identifying the role of different factors contributing to this relationship. We proposed that HR outsourcing decrease Motivation among employees, also affect their Job Satisfaction, it further leads to strained Employee Relation as well as lower Commitment among employees. We also hypothesize that employees with higher Qualifications and Experience have a more profound effect on outsourcing and turnover nexus. Design/Methodology/Approach: The empirical validity was established by conducting a survey using a close-ended adopted questionnaire gathered from 200 employees working in different sectors of Pakistan. Data were analyzed using confirmatory factor analysis and structured equation modeling. Findings: The result fully supported our theory and showed that human resource outsourcing increases the employee’s turnover intentions through the mediatory role of Motivation, Job Satisfaction, Employee Relation, and Organizational Commitment. We also found a significant complementary effect of Qualification and Experience on outsourcing turnover relationship. However, the effect of Qualification on performance was not substantiated. Practical Implication: From a practical standpoint, the results may guide the development of human resource management policies and practices aligned with the reality and the needs of outsourced employees, thus fostering their motivation, job satisfaction, employee relation, organizational commitment, performances, and reducing turnover intentions. Originality/Value: This is a novel attempt to combine these diverse factors into a structural model in order to better assess the outsourcing turnover relationship. Moreover, on the empirical side, no such study was undertaken in the Pakistani context.

Analysis Influence of Organizational Commitment, Job Satisfaction, and Work Stress on Turnover Intention of Outsourching Employee in Automotive Company at PT. XYZ

In an organization the role of human resources is a very important determining factor for the effectiveness and success of an organization in achieving its goals. But in reality, there are still many companies that use outsourching services. With the rise of the practice of outsourcing so far it is recognized to be more detrimental to workers because employment relations are always in the form of non-permanent or contractual contracts (fixed time contracts), lower wages, limited social security, lack of job security, and lack of career development guarantees. These factors make high turnover intention in PT XYZ. From every outsourching employee's complaints and based on data to the company, the authors indicate doubts about organizational commitment, job satisfaction, and work stress. The author uses questionnaires and interviews as a data collection tool and takes a sampling of the outsourching employee population. Then analyzed using the smartPLS application. The results showed that organizational commitment had a negative and significant effect on turnover intention, job satisfaction had a negative and significant effect on turnover intention and work stress had a positive and significant effect on the turnover intention of outsourcing employee in PT XYZ.

A model of perceptions of politics: antecedents and outcomes

PurposeThe purpose of this paper is to examine the influence of one personal variable (locus of control) and two relationship variables (leader-member exchange and co-worker cooperation) on perceptions of organizational politics in Lebanese small and medium-sized enterprises (SMEs).Design/methodology/approachSurvey data was collected from 300 Lebanese employees from different SMEs located between Tripoli and Beirut.FindingsResults of regression analysis indicated that all the three variables were significant predictors of perceptions of politics, and that perceptions of politics affected employee outcomes. More specifically, higher levels of politics are associated with higher turnover intention and lower job satisfaction.Practical implicationsResults of this study raise several implications for companies and employers. Perceptions of politics were found to have a negative impact on employee attitudinal and behavioral outcomes. Therefore, employers must examine the factors that affect employee perceptions of politics in the workplace. Since leader-member exchange and co-worker cooperation were found to predict politics, management's efforts should focalize on improving the relationships between employees and their supervisor as well as their relationships with each other. Management should develop strategies to create an atmosphere of cooperation and support in the organization.Originality/valueThere is paucity of studies on organizational politics in Arabic cultures. This study extends the organizational politics literature by investigating antecedents and outcomes of politics in Lebanon, a country that differs in its culture from US and European contexts.

Strengths, challenges, and future directions for the non-government alcohol and other drugs workforce

ABSTRACT Objective To identify strengths and challenges faced by alcohol and other drug (AOD) non-government (NGO) workers in New South Wales (NSW), Australia to inform future workforce planning initiatives. Methods An online survey assessed workers’ demographics, organizational characteristics, health and wellbeing. Results Respondents (N = 294) were mainly female (66.7%), 15.3% identified as lesbian, gay, homosexual, or queer, 8.4% identified as Aboriginal and/or Torres Strait Islander and 42.5% reported AOD lived experience. A third (34.4%) were ≥50 years, 40.3% had <5 years AOD-related experience, 42.0% had clinical supervision access, and half (55.1%) reported that their organization provided professional development support practices. Satisfaction working in the AOD NGO sector (66.0%) and work/life balance (58.5%) was high, as was turnover intention (31.4%), job insecurity (30.3%), and dissatisfaction with remuneration (67.8%). Most (76%) full-time workers earned below the national average wage. Conclusions Large proportions of older workers and young/inexperienced workers necessitate specific workforce planning and development action. Professional development and supervision access are priority areas for remediation. High turnover intention rates, potentially reflecting job insecurity or remuneration dissatisfaction, require strategies to increase workforce attraction, and retention in this sector.

Professional Development Opportunities as a determinant of Turnover Intention: A case of teachers in Public Secondary Schools in Meru County, Kenya

The study sought to establish whether the availability or non-availability of professional development opportunities determine the turnover intention of teachers in public secondary schools in Meru County, Kenya. Descriptive survey design, where both qualitative and quantitative paradigms were employed. The study population comprised of 2582 secondary school teachers and principals in 367 public secondary schools. Stratified proportionate sampling and simple random sampling methods were used to pick 518 participants who included 503 secondary school teachers and 15 secondary school principals. Questionnaires were used to collect quantitative data from teachers while interview schedules were used to collect qualitative data from the sampled principals. The hypothesis was tested using the Pearson Product-Moment Correlation and chi-square goodness of fit. Computer software SPSS Version 21 aided in data analysis. An analysis of the Pearson product-moment correlation showed a negative correlation between professional development opportunities and the turn-over intention of teachers in secondary schools in Meru County. Equally, Chi-square results corroborated indicating a strong and significant association of professional development opportunities and turn-over intention of teachers in secondary schools in Meru County. The study concluded that a lack of professional development opportunities leads to low morale, low motivation, and high turnover intention of teachers in public secondary schools in Meru County. The study recommended that the education stakeholders including the schools’ Boards of Management, the Ministry of Education, and the Teachers Service Commission among others motivate teachers by regularly offering them professional development. This would enhance their pedagogical skills thus reducing turnover intention among teachers.

Study on the relationship between job stress, job burnout and turnover intention of nurses in the operating room of a provincial top three hospital

Objective: To explore the relationship between job stress, job burnout and turnover intention of operating room nurses in a tertiary hospital in Shandong Province. Methods: From January 2016 to January 2019, the operating room nurses with an average daily operation volume of more than 200 operating rooms in a tertiary hospital in Shandong Province were selected as the research objects. The work pressure, job burnout and turnover intention of nurses were investigated with the Chinese nurses' job stressor scale, job burnout table and turnover intention table. Pearson related factors were used to analyze job stress, job burnout and turnover intention Multivariate logistic regression was used to analyze the factors influencing turnover intention. A total of 98 questionnaires were distributed and 98 questionnaires were returned, with a recovery rate of 100%. Results: The average score of job stress, job burnout and turnover intention were 85.49±5.42, 36.17±3.52 and 14.99±3.32, respectively. There were differences in the scores of work stress among different age, working years, education background and establishment groups (P<0.05) . The scores of job burnout among nurses with different working years, education background, professional title, salary and establishment were different (P< 0.05) ; the scores of turnover intention of nurses in different age, working years, professional title, salary and establishment group were different (P<0.05) ; salary, job burnout and occupational pressure were the influencing factors of turnover intention (P<0.05) . Conclusion: The operating room nurses have high work pressure and job burnout is an important factor leading to high turnover intention.

Anxiety, Distress, and Turnover Intention of Healthcare Workers in Peru by Their Distance to the Epicenter during the COVID-19 Crisis.

.We conducted a cross-sectional survey to assess the anxiety, distress, and turnover intention (likelihood to leave their current job) of healthcare workers in Peru during the COVID-19 pandemic. Our results reported that 21.7% healthcare workers in Peru experienced severe anxiety, whereas 26.1% of them experienced severe mental distress. A higher level of education related with a lower level of anxiety. Younger workers had a higher level of turnover intention than their older colleagues did. Healthcare workers in the private sector had a higher turnover intention than those in the public sector. Most importantly, people who were geographically far from Lima, the epicenter in Peru, during the outbreak experienced less anxiety and mental distress, corroborating the ripple effect and disconfirming the typhoon eye theory. However, the direction of these relationships can change depending on the type of institutions (public versus private) and the type of employees’ contract (full time versus part time). Our research helps provide insights for clinical professionals in identifying the vulnerable groups to mental disorders in Peru. This is the first study to assess anxiety, mental distress, and turnover intention in healthcare workers in Peru during the COVID-19 pandemic.

Determinants of turnover intentions of librarians at the City of Johannesburg libraries in Gauteng province, South Africa

Organisations, including public libraries, are confronted with the challenges of managing, controlling and putting in place retention strategies to mitigate against high turnover intention. Turnover intention can bring devastation to an organisation and can also lead to negative consequences such as decreased morale and productivity, shortage of skilled and qualified librarians, direct and indirect costs to the library organisation. This quantitative study employed the census method and adopted the cross-sectional survey design, including the use of a structured questionnaire to collect data from 174 librarians at the City of Johannesburg Libraries (COJLIS) in the Gauteng province of South Africa. Quantitative data were analysed using the Statistical Packages for Social Sciences (SPSS). The findings in relation to demographic factors revealed that the majority of the librarians (51%) who have been with the library organisation for a considerable length of time report (length of service) exhibited turnover intention. Findings further showed that the majority of librarians are mostly dissatisfied with organisational determinants, namely: payment and fringe benefits, working environment: flexi working hours (work-life balance) and promotion and recognition which are significant predictors of turnover intention. It is recommended that in order to mitigate turnover intention and increase retention, strategic initiatives should be developed which could incorporate the variables such as payment and fringe benefits, promotion and recognition.

Should I Represent You? Abusive Management and Supervisor Organizational Embodiment

In effort to extend supervisor organizational embodiment (SOE) research, we integrate social exchange and psychological detachment theories to examine and explain how abusive management impacts SOE. Consistent with social exchange theory, we propose that when supervisors experience abusive management (i.e., middle-level supervisors being abused by upper-level managers), they reciprocate in kind negatively with an unfavorable desire to embody the organization. We also position and find support that supervisor feelings of violation (FOV) mediates the relationship between abusive management and SOE. Additionally, supervisor turnover intentions, which are an indicator of supervisors’ psychological detachment from the organization, are considered as a moderator of the influence of FOV on SOE such that high turnover intentions strengthen the negative relationship. Results from a multi-source field study support our proposed second-stage moderated-mediation model. Implications for research and practice are discussed.

Influence of Primary Health Care Physicians' Perceived Overqualification on Turnover Intention in China.

With the aging population and increasing prevalence of chronic disease, the number of primary health care physicians in China is inadequate and physicians' turnover intention is too high. To analyze the status of primary health care physicians' turnover intention in China and the relationship between physicians' perceived overqualification and their turnover intention. With multistage stratified sampling, we randomly selected 1456 primary health care physicians as study subjects. Information on personal characteristics, job satisfaction, working pressure, turnover intention, and perceived overqualification was collected. The data were analyzed using descriptive statistics and multiple regression analysis. We found that primary health care physicians in China have high turnover intention and perceived overqualification is positively related to turnover intention. Government and primary health care may address perceived overqualification to reduce physicians' turnover intention.

GENDER DIFFERENCE ON THE MODELING OF TURNOVER INTENTION BEHAVIOR

Turnover effects on companies that tend to lead to losses as well as the results of inconclusive studies on variables that explain turnoverintention. However, studies that compare turnover intention between male and female employees on the model developed were still very limited. These empirical and theoretical findings direct this study to conduct comparative studies on male and female employees. The study was conducted on male and female employees in various industries. Interviews using questionnaires are data collection techniques used in this study. The acquisition of the data is used to test the model, the influence among variables and comparative studies using AMOS as the statistical approach. The results of the study show that turnover intention in women is higher than that of men. The high turnover intention in women is caused by the decrease in organizational commitment due to the increase in job stress.

Related Factors of Turnover Intention Among Pediatric Nurses in Mainland China: A Structural Equation Modeling Analysis

PurposePediatric nurses are at high risk for turnover. Turnover intention strongly predicts the actual voluntary turnover. Currently, no nationwide study has examined turnover intention among pediatric nurses in mainland China since the universal two-child policy implementation. Related factors associated with pediatric nurse turnover intention have not yet been identified. This study aims to understand factors related to turnover intention among pediatric nurses in mainland China. Design and methodsA cross-sectional on-line questionnaire survey was conducted among 6673 pediatric nurses across mainland China. Structural equation modeling (SEM) was used to examine the relationships between job satisfaction, work stress, job burnout, organizational commitment, work-family support and turnover intention. ResultsSix hundred and sixty-three (9.93%) nurses reported high turnover intention. Work stress and job burnout were directly and indirectly associated with turnover intention positively. Job satisfaction was related to turnover intention negatively with both direct effect and indirect effect through the mediations of job burnout and organizational commitment. Organizational commitment had a negative direct effect on turnover intention. Work-family support had indirect effects on turnover intention through the mediating role of burnout, job satisfaction, and organizational commitment. ConclusionTurnover intention among pediatric nurses was associated with job satisfaction, work stress, job burnout, organizational commitment and work-family support. Practice implicationsAttention to pediatric nurses' job burnout and work stress is important to improve job satisfaction and organizational commitment and to provide them with support in order to alleviate the turnover intention.

Predictors of turnover intention in the non-government alcohol and other drug sector

Background Effective delivery of alcohol and other drug (AOD) treatment is reliant on a skilled, experienced, and satisfied workforce. The need to recruit and train workers is universally acknowledged. It is equally important to retain staff, given global shortages of health and human services workers. As few studies have investigated predictors of turnover in the AOD sector, this study examined a range of potential work-related predictors. Methods An online survey of 294 non-government AOD workers addressed demographics, health, wellbeing, organizational characteristics, and working conditions. Bivariate analyses were performed, followed by a hierarchical linear regression. Results The bivariate analysis found significantly higher turnover intention among workers who were younger, believed they were inadequately paid, on fixed-term contracts, had poor work-life balance, were dissatisfied with the non-government AOD sector, and had high workloads. In the subsequent linear regression significant predictors of turnover intention were dissatisfaction with the sector, high workloads, and tenuous employment status. Discussion These findings can inform retention strategies including greater provision of permanent contracts and more manageable workloads. Reported sector dissatisfaction warrants further examination. Prioritizing retention as a core workforce development strategy may help retain trained and experienced workers, maximize return on investment and enhance provision of quality care.

Effects of organisational justice, work engagement and nurses' perception of care quality on turnover intention among newly licensed registered nurses: A structural equation modelling approach.

To investigate turnover intention among newly licensed registered nurses and to clarify the impact pathways of organisational justice, work engagement and nurses' perception of care quality on turnover intention. Nurse shortage is an ongoing and urgent issue worldwide, in which nurse turnover could exacerbate the situation. Newly licensed registered nurses will become the main nursing workforce in the future; however, previous studies have not revealed the specific reasons underlying their turnover intentions. A descriptive cross-sectional design. A total of 569 newly licensed registered nurses undertaking direct care were recruited from thirteen hospitals from October to November 2018 across Beijing, China. Based on the job demands-resources model, we advanced a hypothetical model, linking the paths between organisational justice, work engagement, nurses' perception of care quality and turnover intention. Structural equation modelling was used to examine the hypothetical model. The study adhered to the STROBE statement for observational studies. In total, 22.3% of newly licensed registered nurses had a high turnover intention. The final model had an acceptable fit and could explain 58% of the variance in turnover intention. The organisational justice was directly related to high work engagement, great nurses' perception of care quality and low turnover intention. Additionally, organisational justice also had indirect effects on great nurses' perception of care quality and low turnover intention, which were partially mediated by work engagement. However, the effect of nurses' perception of care quality on turnover intention was not significant. The improvement of organisational justice could enhance work engagement, and nurses' perception of care quality, and reduce turnover intention, which is crucialto improving care quality and addressing the shortage of nurses. This study provides evidence for policymakers and hospital administrators to take targeted measures to enhance work engagement, foster high-quality care and create better defences against losing nurses.

Family/friends support, work-family conflict, organizational commitment, and turnover intention in young preschool teachers in China: A serial mediation model

High turnover rates of preschool teachers threaten the stability and quality of teaching staff and restrict the overall development of national preschool education. As young teachers become the main force of Chinese preschool teaching staff, their high turnover intention at the beginning of teaching careers have become a serious problem. With a sample of 1121 Chinese young preschool teachers born in or after 1990, the current study examined whether family/friends support was related to turnover intention and whether this relation was mediated by work-family conflict and organizational commitment. The results of structural equation model showed that: (1) family/friends support was significantly and negatively related to teachers’ turnover intention; (2) organizational commitment mediated the relationship between family/friends support and turnover intention, while the independent mediating role of work-family conflict was not supported; and (3) serial mediating role of work-family conflict and organizational commitment was observed in the relationship between family/friends support and turnover intention. These findings indicated that supportive family/friends could help young preschool teachers deal with work-family conflict, improve organizational commitment, thereby mitigating their turnover intention.

The influence of job satisfaction, resilience and work engagement on turnover intention among village doctors in China: a cross-sectional study

BackgroundAs the gatekeepers of rural residents’ health, teams of village doctors play a vital role in improving rural residents’ health. However, the high turnover of village doctors, both individually and collectively, threaten the stability of village medical teams. This research evaluated the influence of job satisfaction, resilience, and work engagement on the village doctors’ turnover intention, and explored the mediating role of work engagement and resilience between job satisfaction and the turnover intention of village doctors in China.MethodsA quantitative study using a self-administered questionnaire containing mostly structured items was conducted among village doctors with a sample size of 2693 from 1345 rural clinics in Shandong province, China, during May and June 2019. All variables including demographic characteristics, job satisfaction, resilience, work engagement and turnover intention were based on available literature, and measured on a 5- or 6-point Likert scale. Such statistical methods as one-way ANOVA, bivariate correlation, exploratory factor analysis (EFA), and Structural Equation Modelling (SEM) were used.ResultsUp to 46.9% of the subjects had a higher turnover intention and more than 26.3% of them had a medium turnover intention. The job satisfaction of village doctors could not only have a direct negative effect on turnover intention (β = − 0.37, p < 0.001), but also have an indirect effect through work engagement (β = − 0.04,=< 0.001). Meanwhile, work engagement also had a direct negative impact on turnover intention (β = − 0.13, p < 0.001), and resilience had an indirect negative impact on turnover intention through work engagement (β = − 0.09, p < 0.001). The above results of this study strongly confirmed that job satisfaction, resilience, and work engagement were early, powerful predicators of village doctors’ turnover intention.ConclusionAccording to the results, the following should be taken seriously to improve job satisfaction: reasonable and fair income, effective promotion mechanism, fair social old-age security, reasonable workload, and strong psychological coping mechanisms for work stress. The turnover intention of village doctors could be reduced through improving job satisfaction, resilience and work engagement.

How family-supportive supervisor affect Chinese construction workers’ work-family conflict and turnover intention: investigating the moderating role of work and family identity salience

Work-family conflict and high turnover intention of construction workers have been and will continue to be significant concerns in the construction industry. To explore antecedents of work-family conflict and identify which workers are more likely to exit their organisations when they experience work-family conflict, this study examines how family-supportive supervisor (FSS) affects construction workers’ work-family conflict and turnover intention, and how identity salience moderates the relationship between work-family conflict and turnover intention. Data were collected from a sample of 271 construction workers. The results revealed that family-supportive supervisor reduced work-to-family conflict (WFC) and family-to-work conflict (FWC), which in turn predicted turnover intention. The results further suggested that construction workers with low work identity salience or high family identity salience were more likely to exit their organisation when they experienced WFC. Moreover, workers with high work identity salience reported a greater level of turnover intention when they experienced FWC. Findings will help managers in construction organisations deepen their understanding of work-family conflict.

IKLIM ORGANISASI, KEPUASAN KERJA DAN LOYALITAS KERJA BERPENGARUH TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

Organizational citizenship behavior is an important element in an organization. If employees feel dissatisfied with work situations,, it will lead to higher turnover intentions in the company. This study aims to explain the influence of organizational climate, job satisfaction, and work loyalty on organizational citizenship behavior in Jimbaran Bay Seafood Café (JBS) Kedonganan. The respondents in this study were all 58 employees. The sampling technique uses saturated sampling. The method of data collection is done by the method of open interview and questionnaire. The analysis technique used is multiple linear regression. The results of the analysis show that organizational climate, job satisfaction and work loyalty have a positive and significant effect on organizational citizenship behavior. The results of this study reveal the importance of management in considering how much organizational climate, job satisfaction, and work loyalty in influencing the level of organizational citizenship behavior (OCB)&#x0D; Keywords : organizational climate, job satisfaction, job loyalty, organizational citizenship behavior

The effectiveness of a career efficacy enhancement program for KOREAN nursing students: A quasi-experimental study

BackgroundNursing students tend not to consider their career paths during their college years but if they enter nursing without having established a career identity during college, they will have low job satisfaction and high turnover intentions. ObjectivesThis study aimed to evaluate the effects of a career efficacy enhancement program on nursing students' career decision, identity, preparation behavior, and efficacy. DesignA two-group, quasi-experimental design was used. SettingThe study took place at two universities in South Korea. ParticipantsOverall, 69 baccalaureate nursing students participated. MethodsTwo program booklets and a workbook were developed for a career efficacy enhancement program that ran in 2018. Data were collected at three timepoints and analyzed using a Chi-square test, Fisher's exact test, and a repeated measures ANOVA. ResultsCareer identity differed significantly between groups (p = 0.005), measurement times (p = 0.000), and in the interaction between groups and measurement times (p = 0.000). Career decision differed significantly between groups (p = 0.009), measurement times (p = 0.013), and in the interaction between groups and measurement times (p = 0.002). Career preparation behavior did not differ significantly between groups (p = 0.550) but did differ significantly between measurement times (p = 0.000) and in the interaction between groups and measurement times (p = 0.001). Career efficacy did not differ significantly between groups (p = 0.213) but did differ significantly between measurement times (p = 0.000) and in the interaction between groups and measurement times (p = 0.000). ConclusionThe career efficacy enhancement program improved nursing students' career decision skills, identities, preparation behavior, and efficacy.