Increased Turnover Intentions Research Articles

Impact of Relational Coordination on Job Satisfaction and Willingness to Stay: A Cross-Sectional Survey of Healthcare Professionals in South Tyrol, Italy.

Job satisfaction and willingness to stay are critical for workforce stability in a challenging healthcare environment. This study examined how relational coordination, a key factor in teamwork and communication, influences outcomes among healthcare professionals in a bilingual, culturally mixed region of Italy. This cross-sectional survey included general practitioners, hospital physicians, nurses, and administrators from the South Tyrol Health Service, using the 'Relational Coordination Survey' and additional measures of job satisfaction and willingness to stay. The analytical methods used included descriptive statistics, correlations, and regression analyses. This study applied path analysis, including mediation and moderation techniques, to investigate the roles of relational coordination and job satisfaction in influencing the willingness to stay. It employs Conditional Process Analysis with the PROCESS macro in SPSS, focusing on models for moderated mediation analysis. The results indicated a critical influence of relational coordination on both job satisfaction and willingness to stay among the 525 healthcare professionals. Job satisfaction varied by health district and years of service, with midcareer professionals being the least satisfied. The findings highlight the central role of relational coordination in job satisfaction and willingness to stay and confirm that low job satisfaction increases turnover intentions. Relational coordination directly enhanced job satisfaction and willingness to stay, while also serving as a mediating factor that amplifies the impact of job satisfaction on retention intentions. This study reinforces the need for strong teamwork and communication to stabilize the healthcare workforce. Targeted interventions aimed at improving relational coordination could significantly enhance job satisfaction and retention among healthcare professionals, particularly in culturally diverse settings such as South Tyrol.

Work-Life Satisfaction and Job Incentives Affect Turnover Intention Mediated by Employee Engagement

In today’s era, the proactive, aggressive, and goal-oriented nature of business requires active involvement and thorough dedication from employees that can increase turnover intention. However, this study argued that work-life balance can contribute to higher levels and more stable states, that is, from a life satisfaction lens. In addition, the researcher proposed a job incentive because, in various literature studies related to human resource management (HR), the incentive was an aspect that plays a central role but can also attract, motivate and retain the workforce. Furthermore, the authors developed the theory of interpersonal love to construct employee engagement as a mediator variable that implements the conceptual model among work-life satisfaction, job incentive, and turnover intention. Questionnaires were distributed to 133 respondents who worked in startup companies and were tested with Structural Equation Modeling. The outcomes depicted that employee engagement is vital in the linkages between work-life satisfaction and job incentives toward turnover intention. Theoretically, the theory of interpersonal love revealed that they can engage in creativity and autonomy with their jobs and realize steady will benefit the employee and stay with the company. The mediating variable hypothesis was a novelty from a theoretical aspect. At the same time, practical benefits can use mediation as an approach. Keywords: theory of interpersonal love, work-life satisfaction, job incentive, employee engagement, turnover intention

Tactics to mitigate the negative impact of introducing advanced technology on employees: Evidence from large listed companies in Japan

This study examines how the introduction of advanced technology such as artificial intelligence adversely affects employees and the tactics to mitigate these negative effects. We surveyed 5438 employees working for large companies listed on the Tokyo Stock Exchange in nine industries in Japan. The questionnaire considered the five drivers of employee attitudes (skill acquisition, fair wages, work/life balance, relationship with supervisor, and diversity of human resources) as well as the introduction of advanced technology in workplaces. Using structural equation modeling, we revealed that the introduction of advanced technology increases turnover intention. While the effect is not observed for sales and marketing, it is evident among back-office and software development personnel. Further, this effect is more pronounced among younger workers and those who change jobs more frequently. Managers should consider not only the positive effect of cutting-edge technology, but also its adverse impact on employees.

Are robots stealing our jobs? Examining robot-phobia as a job stressor in the hospitality workplace

Purpose The purpose of this study is to explore robot-phobia as a source of occupational stress among hospitality employees in the context of increasing robotization in the industry. Design/methodology/approach The study sampled 321 lodging employees and 308 food service employees in the USA. An online panel company recruited the participants and administered an online survey. The study used various analytical methods, including structural modeling, t-tests and multi-group analyses. Findings The study results reveal that hospitality workers experience robot-phobia regardless of their sector or position. Robot-phobia causes job insecurity and stress, which increases turnover intention. These negative outcomes are more pronounced for those who interact more frequently with robots. Practical implications The study findings suggest that hospitality workers fear being replaced by robots in the near future. Therefore, hospitality organizations should offer adequate training and education on the advantages and drawbacks of robots and establish a supportive and collaborative work environment that values human–robot interaction. Originality/value This study offers new insights regarding human–robot interaction from the employee perspective by introducing the concept of robot-phobia in the hospitality workplace. A comprehensive picture of how hospitality employees confront the increasing presence of robots is provided in this study.

Effects of perceived stress on turnover intention of female healthcare staff: a serial multiple mediation model

BackgroundHealthcare staff in China, especially females, work in a high-pressure, high-load, and high-risk environment, which affects the physical and mental health, the efficiency and quality of work, and increases turnover intention. The present study investigated the relationship between perceived stress and turnover intention in female healthcare staff, and the effects of future-oriented coping and work-family balance on this relationship.MethodsFour hundred thirty-five female medical workers were recruited to perform a perceived stress scale, future-oriented coping inventory, work-family balance scale and turnover intention scale. Meanwhile, serial multiple mediation analysis was performed using PROCESS.Results1) Perceived stress positively predicted the level of turnover intention in female healthcare staff; 2) Preventive coping and proactive coping showed mediation effects on the relationship between perceived stress and turnover intention, and preventive coping positively related to proactive coping; 3) The work-family balance also showed mediation effects on the relationship between perceived stress and turnover intention; 4) Preventive coping, proactive coping and work-family balance showed a serial multiple mediation on the relationship between perceived stress and turnover intention in female healthcare workers.ConclusionsPerceived stress affects the level of turnover intention in female healthcare staff through preventive coping, proactive coping, and work-family balance. In addition, the sequential model of future-oriented coping was validated among female healthcare staff.

How supervisor and coworker ostracism influence employee outcomes: the role of organizational dehumanization and organizational embodiment

PurposeThis research aims to investigate the mediating role of organizational dehumanization in the relationships between supervisor/coworker ostracism and employee outcomes (i.e., increased physical strains, decreased work engagement, increased turnover intentions). Moreover, this research explores the moderating role of supervisor’s organizational embodiment and coworkers’ organizational embodiment in these indirect relationships.Design/methodology/approachA cross-sectional study (N = 625) surveying employees from various organizations while using online questionnaires was conducted.FindingsResults highlighted that, when considered together, both supervisor ostracism and coworker ostracism are positively related to organizational dehumanization, which, in turn, detrimentally influences employees’ well-being (increased physical strains), attitudes (decreased work engagement) and behaviors (increased turnover intentions). Results further indicated that the indirect effects of supervisor ostracism on outcomes via organizational dehumanization were stronger when the supervisor was perceived as highly representative of the organization. However, the interactive effect between coworker ostracism and coworkers’ organizational embodiment on organizational dehumanization was not significant.Originality/valueThis research adds to theory by highlighting how and when supervisor and coworker ostracism relate to undesirable consequences for both employees and organizations. On top of simultaneously considering two sources of workplace ostracism (supervisor/coworkers), this research adds to extant literature by examining one underlying mechanism (i.e., organizational dehumanization) explaining their deleterious influence on outcomes. It further examines the circumstances (i.e., high organizational embodiment) in which victims of supervisor/coworker ostracism particularly rely on this experience to form organizational dehumanization perceptions.

Effects of workplace incivility and workload on nurses' work attitude: The mediating effect of burnout.

The study's aim was to examine how workplace incivility and workload influence nurses' work attitudes (turnover intention, job satisfaction, and organizational commitment) using the stress-strain-outcome framework. There is a lack of comprehensive research on the combined effects of workplace incivility and workload on nurses' work attitudes. Two workplace stressors, incivility and workload, were hypothesized to lead to burnout, which in turn influences nurses' work attitudes. A cross-sectional, descriptive correlational study was conducted. Survey data were collected from 1,255 direct care nurses with a minimum of 6 months' nursing experiences in 34 general hospitals across Korea. Structural equation modeling was used to test the hypothesized model. This study is reported using the STROBE checklist. As hypothesized, both workplace incivility and workload increased burnout. Heightened burnout correlated with increased turnover intention, lowered job satisfaction, and reduced organizational commitment. While workplace incivility impacted these outcomes both directly and indirectly via its effect on burnout, workload influenced the outcomes solely through burnout. The study's findings are based on one, nonrandomized sample of nurses working at South Korean hospitals. Despite such study limitations, the study findings support the adverse impact of two workplace stressors on burnout and nurses' work attitudes. Evidence-informed interventions for both workplace stressors include training programs, clear policy guidelines, open communication channels, and supportive work environments. Zero tolerance and equity, diversity and inclusivity policies to promote workplace civility must be enforced. Workload needs to be patient-centered, ensuring a "fit" between patient needs and nurse staffing.

Job Demands to Turnover Intention: A Systematic Literature Review

The purpose of this article is to systematically review existing research on job demands to turnover intention. The aims of this study are to bridge the gap between job demands and turnover by systematically review the main issues from previous research finding regarding the correlation of job demands to turnover intention. All articles that cited the Job Demands and Turnover have been systematically reviewed. In total, 13 studies of 394, found in Scopus are included in the review. The findings from our study indicate that High job demands have a positive influence on increasing turnover intentions. Physical and psychological fatigue and burnout are indicators of the effects of high job demands. This paper evaluates the comprehension of high job demands to turnover intention.

Talent training practices in SME hotels

Purpose: This study aims to explore and analyse the intricacies of talent management and employee development practices within the hospitality industry. By delving into various training methodologies and assessing their impact, the study seeks to unveil the strengths, challenges, and opportunities each presents.Design/methodology/approach: This study adopted a qualitative research design, utilizing an inductive and exploratory approach. Given the nuanced and dynamic nature of talent management in the hospitality industry, this methodology allowed for a comprehensive and in-depth exploration of practices, impacts, and underlying dynamics.Findings: This study highlighted the diversity in talent management within the hospitality industry. Outsourced courses and peer-to-peer learning were common, each presenting unique advantages and challenges. Coaching was valued but faced scheduling and cost issues. Notably, exclusion from talent pools resulted in employee frustration, mistrust, and increased turnover intentions, underscoring the need for inclusive and adaptive talent management strategies.

The Effects of Job Stress on Burnout and Turnover Intention: The Moderating Effects of Job Security and Financial Dependency.

(1) Background: The hospitality industry is known for exposing employees to work stress, which can lead to work-related burnout and high turnover rates. This study aims to examine the relationships between work stress, work-related burnout, and turnover intention. It also explores the mediating role of work-related burnout and the moderating role of job security and financial dependence. (2) Methods: A cross-sectional survey was conducted among 494 hotel employees working in five-star hotels in Belek and Manavgat, Türkiye, using a moderated mediation research model. The study found that work stress increases work-related burnout, which in turn increases turnover intention. Additionally, work-related burnout was found to mediate the relationship between work stress and turnover intention. Furthermore, it was found that perceived job security moderates the relationship between work stress levels and work-related burnout. Additionally, the variable of financial dependence was found to moderate the relationship between employees' levels of work-related burnout and their turnover intentions. Similarly, the study found that the financial dependence variable moderates the effect of work-related burnout on employees' turnover intention. Additionally, the study found that employees' perception of job security moderates the impact of work stress on work-related burnout. In conclusion, the study suggests that positive perceptions of job security can mitigate the impact of work stress on work-related burnout. Similarly, the impact of work-related burnout on turnover intention diminishes as the degree of financial dependence rises.

Impact of AI Technology Disruption on Turnover Intention of Employees in Digital Marketing

The rapid advancement of AI technology has led to its integration into various sectors, including the digital marketing industry. As organizations leverage AI for tasks such as optimizing voice search content, creating conversational chatbots, and enhancing advertising campaigns, it becomes crucial to understand the impact of AI on employee perspectives and behaviors. This study aims to investigate employees' viewpoints regarding AI adoption in the digital marketing industry, specifically examining its influence on job insecurity, turnover intention, and job mobility. Job insecurity, stemming from concerns about AI rendering roles obsolete, is crucial to address for fostering a supportive work environment. Turnover intention, influenced by AI adoption and potential job dissatisfaction, provides insights into employees' commitment to the industry. Job mobility, affected by growth prospects and alignment with AI-driven workplaces, sheds light on career aspirations within digital marketing. This study addresses a significant knowledge gap regarding how employees envision the future of work and how this perspective influences their job-related behaviors. To bridge this gap, we conducted a study involving 303 employees in the digital marketing industry in India. Through structural equation modeling, we discovered that AI technology disruption influences employees' turnover intention, with job insecurity playing a mediating role. Additionally, our analysis revealed that mistreatment by superiors increases turnover intention, highlighting its impact on employees' decisions. Overall, this research unveils the profound impact of AI technology disruption in the digital marketing industry on employees' attitudes, behaviors, and future career decisions, providing essential insights into how employees perceive AI technology, particularly concerning job security and their engagement in the digital marketing sector.

Bridging Bytes and Behaviors: Unraveling the Multifaceted Interplay of Technology and Employee Dynamics Over Time Through Text-mining and Systematic Literature Review

Purpose - The study is conducted to explore the complex relationship between technological integration and its consequences for employees, examining the multifaceted impacts of advanced technologies on organizational operations and workforce dynamics over the past four decades.
 Design/Methodology/Approach - To accomplish this, the study employs a robust approach involving rigorous text-mining analysis and a systematic literature review encompassing a vast dataset of 7,000 articles published from 1983 to 2022. This methodology is meticulously designed to discern the evolution of technology-related research by tracing prevalent topics and keywords throughout the extensive literature corpus.
 Findings - The study's findings indicate mixed effects of technology on employee parameters. While technology integration can lead to negative impacts such as increased turnover intention, anxiety, and health issues, recent literature also points to a paradigm shift, highlighting the contrast between technology-mediated and traditional face-to-face interactions.
 Research Implications - Organizations should consider the dual nature of technology's impact on the workforce. There is a critical need for integrating technology in a way that boosts productivity while also prioritizing employee well-being. The study suggests that redefining work-life dynamics is essential to maintain a harmonious balance in the increasingly digitalized workplace. The findings lay the groundwork for future research on understanding the complex effects of technology in organizational settings.

Trajectories of depletion following witnessing incivility toward women: a time-lagged study

PurposeThe authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders.Design/methodology/approachThe authors collected multi-wave data from 324 employees to assess the consequences of witnessing incivility toward women at work for bystanders.FindingsUtilizing a serial mediation model, the authors found evidence that witnessing incivility toward women indirectly increased turnover intentions six weeks later, first through elevated negative affect and then through increased cognitive burnout.Originality/valueTaken together, this study's findings suggest that the negative effects of incivility toward women can spread to bystanders and highlight the importance of considering individuals who are not directly involved, but simply bear witness to incivility at work.

Emotional labour and turnover intention among nurses in China: Mediating effects of nurse-patient relationship and self-rated health.

This study tested the mediating role of the nurse-patient relationship and self-rated health in the effect of emotional labour on turnover intention among nurses in China. The underlying mechanism behind the effect of emotional labour on turnover intention remains inadequately understood. Nurses with a high level of emotional labour are predisposed to experiencing poor health and tension in their relationships with patients, which may increase turnover intention. A cross-sectional survey of 527 nurses in a public tertiary hospital in Qiqihar, located in China's Heilongjiang province, was conducted. Emotional labour and turnover intention were assessed using existing validated scales containing multiple items, while the nurse-patient relationship and self-rated health were assessed using single items, respectively. Baron and Kenny's causal steps and the Karlson/Holm/Breen method were adopted to test the mediating effects of the nurse-patient relationship and self-rated health in the association between emotional labour and turnover intention after adjusting for variations in sociodemographic and job characteristics. Emotional labour was positively associated with turnover intention. Self-rated poor health and a disharmonious nurse-patient relationship partially mediated the positive effect of emotional labour on turnover intention. Emotional labour significantly affects the turnover intention of nurses working in public tertiary hospitals in China, and this effect is partially mediated by self-rated health and the nurse-patient relationship. Giving more attention to nurses' negative emotions and work attitudes is crucial. Developing comprehensive strategies for enhancing nurses' emotional management ability, promoting their physical and psychological well-being, and improving nurse-patient relationship to reduce nurses' turnover.

Impact of workplace bullying on job burnout and turnover intention among nursing staff in Greece: Evidence after the COVID-19 pandemic

<abstract><sec> <title>Introduction</title> <p>The prevalence of workplace bullying, job burnout, and turnover intention among nursing staff increased during the COVID-19 pandemic. However, to the best of our knowledge, there are no studies that have measured the relationships among variables of interest after the pandemic.</p> </sec><sec> <title>Objective</title> <p>Our intention is to investigate the effect of workplace bullying on job burnout and turnover intention in nursing staff.</p> </sec><sec> <title>Methods</title> <p>We conducted a cross-sectional study during January–February 2024 in Greece. We obtained a convenience sample of 450 nurses. We used the 22-item Negative Acts Questionnaire-Revised to assess workplace bullying. We measured job burnout with the single-item burnout measure. We measured nurses' turnover intention with a valid 6-point Likert scale.</p> </sec><sec> <title>Results</title> <p>The study sample included 450 nurses with the mean age of 39.1 years (standard deviation [<italic>SD</italic>] = 10.2). The mean workplace bullying score was 7.7 (<italic>SD</italic> = 2.0), while the mean job burnout score was 7.7 (<italic>SD</italic> = 2.0). Among our nurses, 57.3% showed a high level of turnover intention. After eliminating confounders, we found that increased workplace bullying (adjusted beta = 0.031, 95% confidence interval [<italic>CI</italic>] = 0.023 to 0.039, <italic>p</italic> < 0.001) was associated with increased job burnout. Moreover, multivariable logistic regression analysis showed that increased turnover intention was more common among nurses who experienced higher levels of workplace bullying (adjusted odds ratio = 1.057, 95% <italic>CI</italic> = 1.043 to 1.071, <italic>p</italic> < 0.001).</p> </sec><sec> <title>Conclusion</title> <p>We found a positive relationship between workplace bullying, job burnout, and turnover intention. Nurse managers, organizations, and policy-makers ought to consider such findings to intervene and decrease workplace bullying by improving working conditions.</p> </sec></abstract>

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

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

HOW CARE WORKERS’ TURNOVER INTENTION IS ASSOCIATED WITH WORKPLACE VIOLENCE?: THE ROLE OF STRESS AND JOB SATISFACTION

Abstract This study examines the impact of workplace violence experienced by long-term care workers from the care recipients on their turnover intention and the mediating effect of work-related stress and job satisfaction in the relationship between workplace violence and turnover intention. Compared to the unfair experiences of abuses experienced by care recipients, care workers’ experiences have been relatively under-explored. Adopting the affective events theory as a theoretical framework and using the Korean National Long-Term Care Survey in 2019, the current analysis focuses on 2,427 care workers, excluding social workers, nurses, and occupational/physical therapists. The results of structural equations modeling and effect decomposition show a mediating effect of job satisfaction, indicating that the experience of workplace violence decreased the job satisfaction of care workers, resulting in increased turnover intention. On the other hand, workplace violence did not have a statistically significant indirect effect on turnover intention through work-related stress. Findings provide several implications for developing an inclusive and supportive policy and practice for care workers as well as the long-term care system in general in South Korea. Support programs and policies can be targeted toward the care workers who have experienced workplace violence and are less satisfied with their job. These can be done not only by highlighting the importance of training and education for care workers to help prevent workplace violence but also by providing a safe work environment, an appropriate compensation system, and the fair opportunities for promotion.

Every action has a reaction: A model of coworker reactions to sexual minority employees' identity disclosure

AbstractThe current study examines the predictors and consequences of the ways coworkers react following sexual identity disclosure. We propose that employees may experience different reactions following disclosure depending on their social and sexual identities and that such reactions will impact their job attitudes, well‐being, and subsequent identity concealment. Data were collected from 308 lesbian, gay, bisexual, and pansexual employees using a two‐wave field survey design. Results for the predictors of coworker reactions indicate that employees who identified as Black, transgender/genderqueer, or bisexual/pansexual reported they experienced more unsupportive reactions from their coworkers following the disclosure of their sexual identity as compared to White, cisgender, and gay/lesbian employees. Supplemental analyses further indicate that Black bisexual/pansexual employees experienced the least positive reactions from coworkers as compared to the other referent groups. Results examining the outcomes of coworker reactions demonstrate that positive disclosure reactions are associated with decreased job satisfaction and increased turnover intentions, emotional exhaustion, and subsequent identity concealment, whereas negative disclosure reactions are associated with increased depressive symptoms and emotional exhaustion. Findings demonstrate a need to expand on conceptual and empirical work on identity disclosure to consider coworker reactions and underscore that the disclosure experiences of sexual minority employees are not uniform.

The Relationship Between Workplace Ostracism and Organizational Dehumanization: The Role of Need to Belong and its Outcomes.

This research investigates whether experiencing workplace ostracism is positively related to employees' perceptions of organizational dehumanization, and examines one underlying mechanism of this relationship (i.e., thwarted need to belong), as well as its consequences for both employees and organizations. First, a cross-sectional study (N = 256) highlighted that workplace ostracism positively relates to organizational dehumanization which, in turn, is related to employees' well-being (i.e., increased depression), attitudes (i.e., decreased job satisfaction) and behaviors toward the organization (i.e., increased turnover intentions, decreased loyalty behaviors toward the organization). Second, an experimental study manipulating workplace ostracism using vignettes (N = 199) showed that workplace ostracism has a positive impact on organizational dehumanization, which subsequently relates to employees' decreased job satisfaction, increased turnover intentions, and decreased loyalty behaviors. Finally, a third cross-sectional study (N = 423) revealed that employees' thwarted need to belong mediates the relationship between workplace ostracism and organizational dehumanization, which is ultimately associated with employees' increased depression, decreased job satisfaction, increased turnover intentions, and decreased loyalty behaviors. Theoretical contributions, directions for future research and practical implications are discussed.

COVID-19 and the great resignation: The role of death anxiety, need for meaningful work, and task significance.

One of the most perplexing aspects of the COVID-19 pandemic is that although it created employment uncertainty, employees were reporting a higher-than-expected intent to turnover. To understand this COVID-19-induced "Great Resignation," we applied terror management theory (TMT). Specifically, we hypothesized that death anxiety from COVID-19 indirectly relates to turnover intentions via the increase in the need for meaningful work, and that task significance would conditionally moderate this indirect effect. We tested these hypotheses across four studies, including a multiwave field study, an online experiment study, a quasi-experiment study, and a field study based on five-wave longitudinal data collected weekly. Our findings illustrate that death anxiety caused by COVID-19 indirectly relates to turnover intentions via an increase in the need for meaningful work. Further, this effect holds at lower levels of task significance, but not at higher levels of task significance. This suggests that a job characteristic-task significance-can satisfy employees' death anxiety-induced increase in the need for meaningful work, such that it does not eventuate in increased turnover intentions. Theoretical and practical implications related to COVID-19 and TMT as it relates to work contexts are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).