High Turnover Intention Research Articles

The Influence of Job Satisfaction and Employee Engagement on Turnover Intention at PT. Dayamitra Telekomunikasi, Tbk. (Study of Mitratel Employees)

The rapid advancement of business in the seamless technology era has disrupted nearly every industry. Amidst this disruption, PT. Dayamitra Telekomunikasi (also known as/abbreviated as “Mitratel”) has encountered challenges, particularly an increasing rate of employee turnover. This turnover is thought to be driven by employee dissatisfaction with various internal and external company factors, along with low engagement levels. Previous research suggests that poor job satisfaction often results in higher turnover intentions, whereas strong employee engagement can help reduce turnover. This study explores the relationship between job satisfaction, employee engagement, and turnover intention at PT Dayamitra Telekomunikasi. The study employed a questionnaire based on an ordinal Likert scale, with data analyzed using the Partial Least Square (PLS) model, which doesn’t require a normal distribution and uses bootstrap techniques to examine correlations between latent variables. The results show that job satisfaction significantly impacts turnover intention, with 76.1% of job satisfaction indicators negatively influencing turnover intentions. However, employee engagement has minimal influence, with only 3.2% of engagement indicators affecting turnover intention. Therefore, while higher job satisfaction reduces turnover, employee engagement does not substantially affect turnover intentions. In summary, the study confirms that job satisfaction is crucial in lowering turnover intention, consistent with previous research, while employee engagement has a negligible effect on turnover rates.

Turnover intention and continuing professional development of rural doctors from targeted admission medical education program in China: a cross-sectional study in the post-COVID-19 era

BackgroundTurnover intention (TI) indicates an employee’s intention to depart from their current role within a defined timeframe. In China, the Targeted Admission Medical Education (TAME) program, initiated in 2010, offers tuition-free education to cultivate rural doctors. Despite continuous professional development (CPD) being considered a viable retention strategy, TI of alumni doctors from the TAME program remains high in recent years. This study aims to describe the prevalence of “turnover intention” among alumni doctors of the TAME program doctors in rural placements, and associated factors that predict high turnover intention.MethodsA snowball sampling method was adopted to collect survey responses from 1,369 alumni doctors of the TAME program in Jiangxi Province, China. Based on the survey data, a binary variable was constructed to measure the turnover intention, and multivariate binary logistic regression models were used to investigate the relationship between doctors’ turnover intention and demographic characteristics, work environment characteristics, and CPD activities. Results were presented using adjusted odds ratios with 95% confidence intervals.ResultsAmong the 1,369 alumni doctors of the TAME program surveyed in this study, 392 (28.6%) expressed intentions to leave their current positions. Of the respondents, 620 (45.3%) were female, and 930 (67.9%) were married. Additionally, 1,232 respondents (90%) indicated that their fathers were engaged in farm work. Strong associations with turnover intention were notably found among individuals who had undergone training at a higher-level healthcare institution for more than three months (aOR = 6.810, 95% CI: 3.333 to 13.909, p-value < 0.001), particularly those who had participated in CPD through a graduate degree program (aOR = 1.818, 95% CI: 1.272 to 2.597, p-value < 0.001).ConclusionRural doctors in China from the tuition-free medical education program exhibit high turnover intention, especially those in graduate degree programs as CPD. To retain these highly qualified rural doctors, it is vital to offer competitive efficiency wages aligned with their skills and provide ample long-term career growth opportunities within the rural healthcare system.

Analysis of Job Satisfaction and Turnover Intention According to the Characteristics of Forest Industry Workers

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability.

Psychosocial work environment in Swedish primary healthcare: a cross-sectional survey of physicians’ job satisfaction, turnover intention, social support, leadership climate and change fatigue

BackgroundPrimary healthcare, the first line of care in many countries, treats patients with diverse health problems. High workload, time pressure, poor job control and negative interpersonal experiences with supervisors have been documented in primary healthcare. The work environment in primary healthcare is also affected by several types of changes.AimWe aimed to explore the levels of job satisfaction, turnover intention, social support, leadership climate and change fatigue according to physicians in Swedish primary healthcare. We also aimed to identify and characterize physicians exhibiting both high turnover intention and low job satisfaction, i.e., “discontent with current job”.MethodsA cross-sectional survey based on a random sample of physicians working in Swedish primary healthcare.ResultsApproximately one-quarter of the respondents were discontented with their current job. Discontent was negatively associated with poor general health and change fatigue among the respondents; social support from colleagues and a favorable leadership climate showed positive associations in terms of reducing the levels of discontent with current job.ConclusionsThe findings of this study highlight the association between low levels of job satisfaction and high levels of turnover intention (i.e., discontent with current job) among physicians in primary healthcare. Moreover, these variables exhibited a strong association with physicians’ general health; poor health significantly increased the likelihood of discontent with current job. Our findings also show that experiencing change fatigue is associated with discontent with current job among physicians in primary healthcare. This knowledge can help identify and improve shortcomings within the psychosocial work environment in Swedish primary healthcare.

Factors influencing the turnover intention for disease control and prevention workers in Northeast China: an empirical analysis based on logistic-ISM model.

This study aimed to determine the current turnover intention among workers at Centers for Disease Control and Prevention (CDCs) in Northeast China and to investigate the factors contributing to this phenomenon. The cross-sectional study was conducted in May 2023 across four northeastern provinces of China. The study included a total of 11,912 valid participants who were CDC workers selected using a stratified cluster sampling method. The study assessed demographics, turnover intention, work resources, work perceptions, and psychological support through online questionnaires. The binary logistic regression analysis identified the factors associated with turnover intention for CDC workers, while the Interpretative Structural Modelling (ISM) revealed the hierarchical relationship between the influencing factors. The study found that 28.8% of the respondents reported high turnover intention. The binary logistic regression suggested that the risk factors of turnover intention among employees included gender, age, education, and several work-related, organizational, and psychological factors. The work-related factors were daily working hours, job burnout, and role overload. The organizational factor was unit support for training, unit's infrastructure conditions, leadership style, remuneration package and performance appraisal and promotion system. The psychological support factors were family support, professional identity, and organizational commitment. The ISM analysis results showed that the primary factors influencing CDC workers' intention to leave were internally connected and grouped into four categories according to their level of impact: surface, transition, deep, and essential factors. Notably, the essential factors were professional identity and organizational commitment. Nearly one-third of the respondents expressed a strong desire to resign from their employment. Turnover intention among CDC workers was subject to diverse influences. Early identification, detection, and targeted multidisciplinary interventions should be introduced to address the array of factors that affect staff, with particular emphasis on boosting the professional identity and organizational commitment of CDC workers.

Navigating Coercive Control in Organizations: A Study on Employee Responses and Outcomes

ABSTRACT The literature shows that organizations may use control mechanisms in both coercive and enabling ways to manage efficiency and flexibility. However, the predominant view assumes that the use of coercive control negatively affects employees. Thus, this study aims to provide empirical evidence regarding how employees respond to the use of coercive control. We draw on social exchange theory to hypothesize that the use of coercive control will manifest in higher turnover intentions and lower employee performance as employees engage in organizational cynicism. Using survey data from 899 employees, we find evidence consistent with our hypotheses. Practically, our results suggest that firms should carefully consider whether the use of coercive control is worth the cost of increased employee cynicism. Supplemental analysis reveals that decentralization and participation in control system design are two mechanisms that firms can use to mitigate the effects of cynicism associated with the use of coercive control. Data Availability: The data are available from the authors upon request.

Modeling the Relationship Between Employee Conflict, Work Stress, and Turnover Intention in the Food-Service Industry

The fast-paced and demanding food service industry faces challenges like employee conflict, workplace stress, and high turnover intentions, which impact both employee well-being and business performance. This study examines the causal relationships among employee conflict, work stress, and turnover intention using Partial Least Squares Structural Equation Modeling (PLS-SEM). A sample of 237 food service restaurant workers from Pampanga, Philippines, was selected via purposive sampling. Data were collected using a survey instrument with rating scales. The study evaluated the model’s fit, internal reliability, and construct validity using confirmatory factor analysis. Path analysis revealed a moderate fit of the model to the data, indicating acceptable reliability and validity. Findings showed a direct positive effect of employee conflict on turnover intention, with work stress having an indirect influence. Recommendations include the following: implementing conflict resolution and stress management programs, improving communication, offering flexible work hours, task management, employee assistance programs, rewards, and career advancement opportunities. Due to geographical limitations, future studies should also employ qualitative or mixed methods and longitudinal designs to examine these effects over time.

The Influence of Workload and Work Environment on the Turnover Intention of Employees in PT. XYZ

This research aims to investigate the impact of workload and work environment on employee turnover intention at PT. XYZ. High turnover intentions can disrupt workforce stability and result in significant costs for the company. Two factors often associated with turnover intention are workload and work environment. Excessive workload can cause stress and fatigue, while an unsupportive work environment can reduce employee satisfaction and commitment. The study uses a quantitative approach, distributing questionnaires to 107 employees and sampling using the saturated sample method. Data analysis was conducted using SEM-PLS software. The hypothesis test tested the influence of workload and work environment on employee turnover intention. The results showed that workload variable (X1) is in the high category, work environment variable (X2) is in the bad category, and turnover intention (Y) is in the medium category. Quantitative data analysis with SEM-PLS showed that workload variables do not have a significant influence on turnover intention, while work environment variables have a significant influence. The research aims to evaluate company management's attention to workload and work environment conditions, with one variable showing a significant positive influence on employee turnover intention

Prevalence of turnover intention among emergency nurses worldwide: a meta-analysis

AimTo explore the prevalence of turnover intentions among emergency nurses across the globe, decision-makers should be offered evidence-based assistance.Background and introductionCompared with those of general nurses, the unique work environment and pressure significantly impact emergency nurses’ turnover intention. High personnel turnover intention often hinders the provision of high-quality emergency services.MethodsThis study was conducted in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Published and unpublished papers were identified through electronic searches of PubMed, Web of Science, EMBASE, CINAHL, and the Cochrane Library from their establishment until February 1, 2023. The literature included in this study may encompass cross-sectional studies and longitudinal studies. Two researchers independently screened the literature, extracted data, and assessed the quality of the included studies while using the tool developed by Hoy and colleagues in 2012. Stata 17.0 was used for all the statistical analyses.ResultsThis study included 12 articles by screening 744 articles, which included a total of 4400 nurses. All studies included in the analysis were cross-sectional. The overall prevalence of turnover intention among emergency nurses was 45%. Further analysis revealed that the turnover intention prevalence among emergency nurses in Asia was 54%, whereas in other regions, it was 38%. The turnover intention among younger nurses (61%) was significantly greater than that among older nurses (30%). Compared with the published scale, the self-developed scale resulted in a higher turnover intention rate of 52%, which was 41%.ConclusionThe prevalence of emergency nurses’ turnover intention is relatively high and shows an increasing trend, with noticeable variations across different regions and age groups. Notably, Asian nurses and those younger than 35.6 years exhibit a greater intention to turnover.Patient or public contributionThere is no patient or public involvement, as this article is a meta-analysis.Implications for nursing and health policyNursing managers, administrators, and policymakers must recognize the seriousness of high turnover intentions among emergency nurses and develop effective prevention strategies to address this issue globally.

Institutional and personal determinants of nursing educators’ job satisfaction and turnover intention: a cross-sectional study

BackgroundNursing educators play a critical role in training future nurses, and high turnover can disrupt the training quality and process. This study identified the institutional and personal factors influencing Canadian nursing educators’ job satisfaction and turnover intention.MethodsThis cross-sectional study used an online survey to obtain the levels of job satisfaction, turnover intention, role description, and institutional and personal/demographic characteristics of nursing faculty across Canadian institutions. Data were analysed using descriptive statistics, chi-square, bivariate linear regression, and hierarchical linear regression.ResultsA total of 645 participants, with a mean ± SD age of 48.82 ± 10.11 years, returned a completed questionnaire. The average/maximum job satisfaction and turnover intention scores were 12.59/20 ± 3.96 and 6.50/15 ± 3.05, respectively. Higher job satisfaction was significantly associated with lower turnover intention (β=-0.559, p < 0.001). The multivariate analysis showed that having a partner or being married (β = 0.086, p = 0.031), working ≤ 40 h weekly (β=-0.235, p < 0.001), teaching ≤ 4 courses annually (β=-0.115, p = 0.007), and having higher than bachelor’s degree qualification (β=-0.091, p = 0.042) predicted high job satisfaction, while high turnover intention was associated with faculty in the Prairie region (β = 0.135, p = 0.006) and working ≥ 41 h weekly (β = 0.151, p = 0.001).ConclusionHaving a partner, manageable workload, and advanced qualifications positively influenced job satisfaction, while high turnover intention was associated with high workloads. Institutions may benefit from ensuring proportionate faculty workloads, fostering career advancement, and providing robust support systems that can stabilise the workforce and preserve the quality of nursing education.

Understanding of Job Insecurity, Quality of Work Environment, and its Implications for Employee Turnover Intention: A Study of Indonesian State-Owned Companies (SOEs) in the Field of Electronics for Facilities and Infrastructure

The phenomenon of employee turnover is triggered by high turnover intention in employees caused by internal or external factors. This study aims to determine how job insecurity and work environment can contribute to the phenomenon of turnover intention in Indonesia State-Owned Companies (SOE’s) in the field of electronics for industry and infrastructure. By using descriptive causality analysis and quantitative approach. Data from 250 samples were collected through questionnaires and tested with multiple linear regression analysis with the help of SPSS version 29 software to determine the magnitude of variable contributions. The results showed that job insecurity partially influenced turnover intention positively but insignificantly, while workers' surrounding conditions significantly influenced turnover intention negatively. The influence of job insecurity and work environment together affect 8.1% of employee turnover intention in the state-owned company.

Exploring the Link Between Structural Empowerment, Workplace Bullying, and Continuance Commitment: The Role of Person-Related and Work-Related Bullying as Mediators and Serial Mediators

Employee empowerment as a management intervention promotes employee engagement: Psychological empowerment is found to influence employee engagement and organizational commitment, but the effect of structural empowerment (SE) is not explored much. SE increases employees’ self-esteem, which can encourage a dissatisfied employee to look for other better work options, thus influencing their continuance commitment (CC). Workplace bullying is associated with higher turnover intentions and reduced commitment. This study investigates the mediating effects of person-related bullying (PB) and work-related bullying (WB) on the relationship between SE and CC. The study findings highlight the partial mediation effect of PB and serial mediation of WB and PB on the relationship between SE and CC. This study establishes that in comparison to WB, PB causes more damage to employee relationships with the organization. Moreover, the serial mediation effect of WB and PB is also noticed on the relationship between SE and CC. Organizations should regularly measure their employees’ CC, as SE negatively affects CC. Organizations should take adequate measures to curb PB to preserve employee morale and confidence. This study uniquely reports a negative relationship between SE and CC.

Adaptation and Validation of the Individual Work Performance Questionnaire into a Portuguese Version

The aim of this study is to adapt and validate the Individual Work Performance Questionnaire (IWPQ) to a Portuguese version (IWPQ-PT) and to evaluate its psychometric properties in a sample of 423 digital sector workers. Two studies were conducted to define the factorial structure. In study 1 (n = 162), the results of an exploratory factor analysis pointed to a three-factor structure (18 items), explaining 55.56% of the variance. In study 2 (n = 261), the results of a confirmatory factor analysis revealed a good model fit (CFI = 0.95; RMSEA = 0.06), also reproducing the structure of the original model. The overall scale and subscales demonstrated good reliability, with Cronbach’s alpha coefficients ranging from 0.72 to 0.88. Correlations between the IWPQ-PT subscales and other instruments revealed that higher task and contextual performance are associated with increased job satisfaction, work engagement, and decreased turnover intention. Conversely, counterproductive work behavior is associated with lower job satisfaction, work engagement, and higher turnover intention. This study underscores the contributions of the IWPQ-PT as a reliable and valid tool for assessing individual work performance in Portuguese organizations and highlights its contributions to the field of employee work performance research as well as human resources practices.

Mediating and moderating factors between economic pressure and turnover intention among school teachers in Lebanon during the ongoing crisis era

BackgroundThe Lebanese ongoing crisis has exposed big challenges for the education system, including low teachers’ salaries and their desire to leave their jobs. Identifying key contributing factors to teacher turnover intention may help policymakers develop and implement appropriate and informed retention strategies aiming at preserving the struggling Lebanese educational system and saving costs. The present study aimed to examine the mediating role of three potential factors, i.e. job satisfaction, work-related fatigue, and psychological distress, and the moderating role of employment sector, in the relationship between economic pressure and turnover intention among teachers who work in Lebanon during the economic crisis. MethodsWe carried-out a cross-sectional, web-based study targeting a nationally-representative sample of Lebanese teachers (N = 3779, mean age = 38.33 years, 86.7 % females). ResultsThe results of mediation analyses showed that physical/emotional/mental work fatigue, psychological distress and job satisfaction mediated the relationship between perceived economic pressure and turnover intentions among Lebanese teachers. Economic pressure was significantly associated with higher work fatigue, more distress, less job satisfaction and more turnover intentions. Also, more work fatigue, higher distress levels and less job satisfaction were significantly associated with higher turnover intentions. Finally, more economic pressure was significantly associated with more turnover intentions. On the other hand, the moderating effect of teachers’ sector of employment (Private versus Public) was not significant. ConclusionThis is among the first studies to link economic pressure, job satisfaction, work fatigue, psychological distress and turnover intentions in the teachers' psychology literature. This is also the first study on this topic in Lebanon, a country that offers a unique context and opportunity to understand the link between teachers' economic pressure and turnover intentions. The results expand on past research by showing that work-related fatigue, job satisfaction and psychological distress are three factors that underline the cross-sectional relationship between economic pressure and teachers’ turnover intention. This implies that further attention of policy makers and school officials should be paid to enhance job satisfaction, decrease work fatigue and prevent psychological distress in order to retain and attract teachers at schools in Lebanon.

Social support, psychological capital, multidimensional job burnout, and turnover intention of primary medical staff: a path analysis drawing on conservation of resources theory

BackgroundJob burnout is a prevalent and emerging challenge in the primary medical system, causing mass turnover, especially of primary medical staff. Little attention has been paid to the different dimensions of job burnout (emotional exhaustion, personality disintegration, and reduced sense of achievement), which may hinder efforts to tackle high turnover intention among primary medical staff. From the perspective of conservation of resources theory, social support and psychological capital are basic resources with potential to diminish job burnout and thus lower turnover intention. However, there is insufficient research evidence on the relationships between social support, psychological capital, and the three dimensions of job burnout within the primary medical system.ObjectivesFocusing on primary medical staff, this study conducts a path analysis to examine the correlations between two types of resources (social support and psychological capital) and the three dimensions of job burnout, and to test the impact of the latter on turnover intention. Based on the results, effective management strategies to improve the work stability of primary medical staff are proposed.MethodsMulti-stage cluster random sampling was used to select participants in Anhui Province, China. Data were collected using a self-administered questionnaire containing measures of the main variables and demographic questions. In total, 1132 valid questionnaires were returned by primary medical staff. Structural equation modeling was used for path analysis of the data.ResultsSocial support was negatively associated with emotional exhaustion (β = − 0.088, P = 0.020), personality disintegration (β = − 0.235, P < 0.001), and reduced sense of achievement (β = − 0.075, P = 0.040). Moreover, psychological capital was negatively associated with emotional exhaustion (β = − 0.079, P = 0.030), personality disintegration (β = − 0.156, P < 0.001), and reduced sense of achievement (β = − 0.432, P < 0.001). All three dimensions of job burnout positively affected turnover intention (emotional exhaustion: β = 0.246, P < 0.001; personality disintegration: β = 0.076, P = 0.040; reduced sense of achievement: β = 0.119, P = 0.001).ConclusionsThe results highlight the importance of social support and psychological capital for diminishing the three dimensions of job burnout for primary medical staff and, in turn, lowering their turnover intention. Accordingly, to alleviate job burnout and improve staff retention, material and psychological supports from leaders, colleagues, family, relatives, and friends are essential, as are measures to improve the psychological energy of primary medical staff.

Effect of COVID-19 response work experience on turnover intention among employees of dedicated COVID-19 hospitals in Seoul

BackgroundAccording to previous studies, stress and job burnout among medical personnel increased during the COVID-19 pandemic. This study analyzed the effect of the experience of COVID-19 response work on the intention of municipal hospital staffs to leave their workplaces during the pandemic.MethodsThe 3556 employees who had worked for more than 1 year at one of the eight Seoul Municipal Hospitals that either provided inpatient treatment for quarantined COVID-19 patients or operated as screening clinics were taken as the study population. In total, 1227 employees completed a web or mobile survey between October 21 and November 18, 2020. A chi-squared test was performed to confirm the difference in the distribution of turnover intention depending on whether the employees performed COVID-19 response tasks. Multiple logistic regression analyses were performed to determine the factors that affected the intention to leave.ResultsOf the 1227 respondents, 761 (62.0%) were frontline workers who were the first line of response to COVID-19. Experience with COVID-19 response tasks (OR = 1.59, p = 0.003) was significantly associated with the intention to leave. Additionally, the probability of turnover intention was significantly higher among workers aged 20–29 years (OR = 2.11, p = 0.038) and 40–49 years (OR = 1.57, p = 0.048), unmarried individuals (OR = 1.66, p = 0.005), doctors (OR = 2.41, p = 0.010), nurses (OR = 1.59, p = 0.036), and technical staff members (OR = 2.22, p = 0.009). High turnover intention was found among those who experienced high levels of burnout (OR = 2.03, p < 0.001) and those working in non-directly managed municipal hospitals (OR = 1.87, p = 0.018).ConclusionEmployees directly involved in COVID-19 response work displayed higher turnover intention. Various personal, job, and organizational factors significantly influenced employees’ intentions to leave their positions in dedicated COVID-19 hospitals. These findings suggest the necessity of introducing management programs to aid workers who have experienced sudden changes in their duties and loss of autonomy while performing COVID-19 response tasks.

Psychological distress, well-being, resilience, posttraumatic growth, and turnover intention of mental health nurses during COVID-19: A cross-sectional study.

Mental health nurses (MHNs) experience a range of stressors as part of their work, which can impact their well-being and turnover intention. There is no prior evidence, however, on MHNs' mental health, well-being, resilience, and turnover intention during the COVID-19 pandemic. The aims of this online survey-based cross-sectional study, conducted during the pandemic, were to explore the psychological distress, well-being, emotional intelligence, coping self-efficacy, resilience, posttraumatic growth, sense of workplace belonging, and turnover intention of n = 144 Australian mental health registered and enrolled nurses; and explore relationships between these variables, in particular, psychological distress, well-being, and turnover intention. There was a higher percentage of MHNs with high (27.78%) and very high psychological distress (9.72%) compared to population norms as measured by the K10. Emotional intelligence behaviours were significantly lower than the population mean (GENOS-EI Short). Coping self-efficacy was mid-range (CSES-Short). Resilience was moderate overall (Brief Resilience Scale), and posttraumatic growth was mid-range (Posttraumatic Growth Inventory; PTGI). Sense of workplace belonging was moderate, and turnover intention was low. Higher levels of psychological distress were associated with higher turnover intention, and lower workplace belonging, coping self-efficacy, well-being, resilience, and emotional intelligence behaviours. Despite the levels of psychological distress, nearly half the sample (n = 71) was 'flourishing' in terms of well-being (Mental Health Continuum Short-Form). To help prevent staff distress in the post-pandemic period, organisations need to proactively offer support and professional development to strengthen staff's psychological well-being, emotional intelligence, and resilience skills. These strategies and group clinical supervision may also support lower turnover.

Causes of High Turnover Intention: Due to Work Family Conflict and Work Environment Factors

Purpose: This study aims to empirically test a research model that further investigates the influence of the work environment on turnover, the influence of work-family conflict on turnover, and whether there is a mediating effect of work-family conflict on turnover intention. Theoritical Framework: This research uses the Theory of Planned Behavior. The intention to move comes from individual intentions that cannot be felt and after feeling out of control they will decide to leave their job which is also supported by other factors. This theory can also see that the nurse's work environment and WFC contain three standards (time-based conflict, tension-based conflict, and behavior-based conflict) which function as the main predictors of turnover intention in nurses. Design/methodology/approach: This study uses a quantitative approach. The respondents of this research were employees of private Hospitals in Karasidenan Banyumas, with a population of 285 employees with a sample of 240 people calculated using the Slovin formula with a margin of error of 10%. Respondents in this study were dominated by women. The average age of respondents is 20-25 years. The sampling technique used was quota sampling by setting quotas based on the proportion of each hospital. This research uses a Structured Equation Modeling (SEM) application based on Partial Least Square (PLS). Findings: This finding shows that a favorable relationship between the work environment and work-family conflict both have a significant effect on turnover turnover because the P-value shows &lt;0.05. And the mediation results showed that work-family conflict can mediate the relationship between the work environment and the intention to move with a significance value of 0.040. Research, Pratical &amp; Social Implication: The study is similar to research conducted by Abdou et al., (2022) in the hospitality sector which revealed that the perception of work environment hospitality has a direct impact on employee turnover intentions through WFC which partially mediates the relationship between research components. This study has a limitation, namely concentrating on the variable Work-Family Conflict as a mediator in the relationship between the nurse's work environment and turnover intention. WFC as a mediation hopefully can be a reference for further research. Another limitation is that this research only examines the nursing sector, and in the future it could be carried out in other sectors such as the hotel sector or other service sectors. Originality/value: This study examines the impact of the work environment on turnover turnover, the effect of work-family conflict on turnover turnover, and whether there is a mediating effect of work-family conflict on the intention to move.

The role of political fit and self-censorship at work for job satisfaction, social belonging, burnout, and turnover intentions

We examined whether employees (N = 710) who experience low levels of political fit and who self-censor their political opinions at work, are more likely to display lower job satisfaction and perceived social community, and higher turnover intentions, burnout, and fear of social isolation. The results largely confirmed these associations and showed that the associations between perceived political fit and job satisfaction, social community, turnover intentions, and burnout were statistically mediated by willingness to self-censor. This suggests that employees who experience lower levels of person-organization fit with regards to their political ideology have a higher tendency to censure themselves, which is negatively related to their well-being, perceived social belonging, and job satisfaction. Furthermore, we found that the willingness to self-censor political opinions at work was slightly higher on average among those who were politically to the left, female, younger, and less educated. The findings point to the complexity of navigating political ideologies in the workplace.

A cross-sectional study on turnover intention of nurses in eastern China

BackgroundThis study aimed to investigate the turnover intention among nurses in eastern China and explore the association between turnover intention and personal characteristics, family factors, and work-related factors.MethodsA total of 2504 nurses participated in a cross-sectional survey administered in 26 hospitals in Eastern China from October to November 2017. In December 2021, a survey was conducted on nurses who resigned between December 2017 and November 2021.ResultsThe turnover intention score of in-service nurses was 15 (12–17), and 43% of nurses had a high turnover intention, which was mainly due to the following reasons: age < 40 years, raising two or more children, monthly income of USD786.10-1572.20 or < USD786.10, occupation was assigned or selected according to parental wishes, ≤ 1 or ≥ 2-night shifts per week, contractual or third-party personnel agents, full-time nurses with part-time jobs, and high job stress. Among 102 retired nurses, 80.4% reported family reasons for leaving, 39.2% for work reasons, and 21.6% for other personal reasons.ConclusionNurses’ intention to leave their occupation is high in Eastern China. Age < 40 years old, > 1 child, low income, involuntary career selection, frequent night shifts, informal employment, part-time, and high job stress are significant factors associated with nurses’ willingness to leave. Government and hospital administrators should consider ways to address these factors to retain nurses in hospitals in eastern China and improve the quality of nursing services.