Employee Intention Research Articles

Analisis Bibliometrik Niat Karyawan Tetap Tinggal

Several scientific publications on employee intentionto stay at work have been carried out, employee intention to stay at work in their organization is a phenomenon that needs attention from an organization. organization is a phenomenon that needs attention from an organization so that employees have a high commitment to their performance and organization so that employees have a high commitment to their performance and the organization. organization. The purpose of this article is to present information about trends in research that has been published on the topic of employee intention to stay at work in 2019-2023. work in the 2019-2023 period. Using a two-stage research method by identifying total journals through Harzing's Publish or Perish software, then conducting bibliometric analysis with VOSviewer. Harzing software, then conducting bibliometric analysis with VOSviewer. Findings The findings showed that there were 200 publications with 21743 citations and 4348.60 citations/year that discuss employee intention to stay at work.Five main clusters were obtained from the bibliometric analysis. In addition, this article this article presents information on research topics that are still little done so that it can be useful for stakeholders. so that it can be useful for stakeholders who need it in future research

The Impact of Job Satisfaction and Organizational Commitment on Employee Turnover Intentions in the Malaysian Manufacturing Industry

One of the primary resources of an organization that can provide a worthy contribution to the achievement of the organization’s strategies is human resources. A significant problem in most manufacturing organizations is the desire to leave. Given this, the objective of this study will be to assess and measure the impact of job satisfaction and organizational commitment on employee turnover intention in the manufacturing sector. Of 200 questionnaires, 179 were filled out by a manufacturing organization (response rate = 89.5%). Demographic profiles were described using frequency count and percentages of the respondents. Descriptive and inferential statistics were adopted for the analysis of specific data gathered. Regarding inferential statistics, the measure used in the study was the Pearson Correlation Coefficient, which was used to determine the strength of the relationship between dependent and independent variables. According to the results of the analysis, it can be concluded that the independent variable job satisfaction is related to the sub-variable satisfaction with compensation and satisfaction with career development opportunities, which has a low negative correlation with employees' turnover intention. However, no significant relation was found between organizational commitment and the turnover intention of employees within the organization. This research offers valuable information to organizations within the manufacturing industry regarding the factors influencing turnover intention, including job satisfaction and organizational commitment.

The thin line: exploring sales job stress effects on disidentification and intention to quit

PurposeThis paper aims to ascertain the effects of stress in sales positions and the intention of employees to quit their jobs. The paper also places a distinct focus on unraveling the intricate mechanisms of organizational disidentification that underlie the connection between job stress and the intention to quit.Design/methodology/approachTo secure results of high precision and reliability, this study employed a convenient sampling approach to gather data from sales personnel in the Delhi National Capital Region (NCR). A total of 329 samples were meticulously gathered and subjected to analysis through partial structural equation modeling (PLS-SEM) using SMART PLS 4.0. This method enabled the relationships between the variables, yielding invaluable insights for our research.FindingsThe study's findings emphasize a clear connection between job stress and the inclination to quit. The data indicates that heightened job stress increases the likelihood of employees contemplating job departure. Notably, the study unveils organizational disidentification as a crucial factor in this association. Essentially, when employees feel disconnected from their organization, they are more prone to job stress and consider leaving. The takeaway is evident: employers must prioritize employee well-being, foster a positive work environment and thereby diminish job stress to retain their valuable workforce.Research limitations/implicationsThe research makes it evident that job stress is leading employees to withdraw from social interactions and, in some cases, quit their jobs. To address this issue, organizations can lower dissatisfaction by supporting stress management initiatives and promoting a healthy environment. The study underscores the significance of adopting strategies and practices that instill a sense of pride in employees for being part of the organization. This approach not only helps in retaining top talent but also cultivates a more positive work environment.Originality/valueUncovering the nuanced relationship between job stress and the intention to quit is the primary goal of this study. What sets this research apart is its capability to illuminate the existence of organizational disidentification arising from stress in sales jobs.

Understanding the triangular theory of love in entrepreneurial ventures! Linking love dimensions to business performance through employee loyalty

PurposeThis study examines the mediating effect of employee loyalty on the relationship between love dimensions as adapted from the triangular theory of love and business performance of entrepreneurial ventures.Design/methodology/approachThe study employed structural equation modelling in data analysis. However, before conducting confirmatory factor analysis and path analysis, exploratory factor analysis was conducted because most of the items used were new to human resource management (employee–organization relationship), especially among entrepreneurial ventures. Additionally, a Hayes’ PROCESS mediation test was conducted to analyze the mediation effect of employee loyalty.FindingsThe findings suggest that love dimensions such as employee intimacy, employee passion and employee commitment have positive and significant relationships with employee loyalty. It also appears that employee loyalty plays a significant mediation role in the relationship between love dimensions and business performance of entrepreneurial ventures.Practical implicationsThe study’s findings have several implications. However, all of them are developed to include initiatives related to improving business performance through increasing employee intimacy, employee passion, employee commitment and employee loyalty.Originality/valueThe application of the triangular theory of love adds to human resource management and entrepreneurship literature. Very few studies have focused on the love relationship between employees and their organizations especially among entrepreneurial ventures in developing countries. Since in the current settings of business practices employees are considered as important internal customers, extending the triangular theory of love to employee and organizational relationships is critical, because creating an employee–job relationship is considered a short-term emotional feeling. Therefore, there is a need to look into a long-lasting love relationship between employees and their organizations. This is important for increasing employee intent to stay and loyalty within the entrepreneurial ventures.

Advocacy versus depart: How perceived organizational support influences employee well-being and shapes their intentions

Abstract This study investigates the influence of perceived organizational support (POS) on employees’ intentions to recommend their employer or leave the organization. Based on social exchange theory, it explores how POS affects employee well-being and shapes behaviors such as loyalty and advocacy. An online survey gathered data from 604 French employees across various sectors, analyzing variables like POS, positive and negative well-being, and intentions to leave or recommend the employer. Structural equation modeling was used to examine the relationships among these variables and to test the mediating role of well-being. Results show that POS positively influences employee well-being. High POS is associated with improved positive well-being, which decreases the intention to leave and increases the intention to recommend. Similarly, reduced negative well-being linked to high POS lowers the desire to leave and lessens negative effects on recommendation intentions. The study confirms the mediating role of well-being between POS and employee intentions. The study provides new insights into the impact of POS on employee intentions by highlighting the pathways of positive and negative well-being. For human resource practices, strengthening POS is essential to boost employee retention and encourage positive behaviors, thereby enhancing the organization’s reputation and attractiveness.

The Impact of Financial and Non-Financial Rewards on Employee Migration Intentions in Lagos Banking Sector

The Nigerian banking sector has been facing a significant exodus of skilled employees in recent times which has continued to threaten the sector's development. However, despite numerous studies to address this phenomenon, fewer empirical studies have explored how financial and non-financial rewards impact the migration intention of employees in the banking sector in Nigeria. This study therefore examines how reward systems including financial and non-financial affect the migration intention of employees in Lagos banking sector. A cross-sectional design with purposive and proportionate sampling was adopted for the study. The purposive sampling was adopted to select eight banks in the Mainland Local Government Area of Lagos, Nigeria while a proportionate sampling was used to sample the respondents to ensure adequate representation across the banks. A structured questionnaire was used for collecting data from a sample size of 99 which was determined from a population of 131 in the selected banks using the Yamane formula. However, only 89 responses were obtained across the selected banks and were then statistically analysed using descriptive statistics for the socio-demographic data. Correlation with multiple regressions was utilised for hypothesis testing at a 5% significance level and the study found that both financial and non-financial rewards significantly affect employees’ migration intention. Therefore, the management of banks should improve on the existing financial reward systems to make them more globally competitive as this would enhance talented employees’ retention and reduce employees’ migration intention in the banks.

Preliminary Results of a Workplace Health Promotion Program in Higher Education

Background: Employees of higher education have an increased risk for stress, burnout, and turnover. Workplace Health Promotion (WHP) programs have been shown to improve quality of life, reduce individual health risks, improve morale, reduce health care costs, and increase employee retention. Aim: The aim of this study was to determine the impact of a WHP initiative on employee intent to stay, life/work balance, and work-related quality of life. Methods: This study employed a cross-sectional design at a Midwestern university. All faculty and staff were invited to participate in an Employee Wellness Hour, which allowed them to take an additional hour per day to participate in wellness-related activities. Those who chose to participate were required to track their wellness activity on a weekly basis in Qualtrics and invited to participate in a survey examining their intent to stay, life/work balance, and work-related quality of life. Analyses were conducted to determine whether participation in the Employee Wellness Hour had an impact on employee intent to stay, their life/work balance, and work-related quality of life. Results: Results indicated that those who participated in the Employee Wellness Hour were more likely to stay with their current employer and rated their working conditions more positively. Conclusions: The cost of employee turnover is immense, making it imperative that employers develop and implement innovative solutions to retain employees and improve working conditions. This study provided preliminary evidence that WHP programs can have a positive impact on retention and working conditions among those employed in institutions of higher education.

Digital Employee Training With Digital Adoption Platforms Boost Learning and Knowledge Management of Corporate IT Systems

Due to increasing digitalization, employees need to use an increasing number of corporate IT systems. Digital Adoption Platforms (DAPs) recently address the resulting need for increased learning and skills to master such systems. Although of great practical importance, software adoption and learning literature has not yet studied the phenomenon of DAPs. Thus, after studying currently used DAPs (n=22 DAPs) we created our own DAP with interactive functionality based on this research. Subsequently we conducted an online experiment (n=152 employees) to assess if DAPs have positive training and learning effect on employees. More specifically, we compared the training and learning effects of using the DAP vs. using a classic user manual. The results of our ANOVA analyses show that employees using a DAP for learning will perceive a new corporate IT system as more useful than employees using a classic user manual for training. The use of DAPs significantly increases an employee's intention to use the new corporate IT system showing significant positive learning and training effects.

Exploring Factors Contributing to High Turnover Rate Among Digital Film Technicians: A Grounded Theory Approach

This study aimed to clarify the core elements affecting the turnover intention of grassroots employees in the digital film industry and to construct a model of the factors affecting the turnover rate in this industry. Adopting the grounded theory approach, which encompasses coding techniques such as open, axial, and selective coding, this research involved the participation of 21 grassroots practitioners to explore the causal and influencing factors of the turnover intention of grassroots practitioners in the digital film industry. The results show that determined by the unstable nature of the job and fierce market competition, interpersonal interaction is a core element that influences whether practitioners continue with or leave their jobs. The over-reliance on interpersonal skills leads to negative psychological outcomes and difficulties in career advancement for practitioners. The interpersonal interaction-focused influences model reflects the correlation between the willingness of individuals to leave and the market environment and organizational culture.

PENGARUH BEBAN KERJA TERHADAP TURNOVER INTENTION DENGAN KEPUASAN KERJA SEBAGAI MEDIASI

The success or failure of a company in carrying out its duties and functions really depends on the individuals in the company, or human resources have a strategic role in determining the results of work achievements within a company. This study was conducted on employees of the HOMM Saranam Baturiti Hotel. This research aims to analyze the role of job satisfaction in mediating the influence of workload on turnover intention of HOMM Saranam Baturiti employees. The number of samples used was 62 employees using a saturated sample. Data collection was carried out using interview and questionnaire methods. The data analysis technique used is Path Analysis. Based on the results of the analysis, it was found that workload had a positive and significant effect on turnover intention, workload had a negative and significant effect on job satisfaction, job satisfaction had a negative and significant effect on turnover intention, job satisfaction mediated the effect of workload on turnover intention. These results have implications for human resource development, especially for HOMM Saranam Baturiti employees to pay more attention to workload and employee job satisfaction, so as to reduce turnover intention.

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

Analyzing health service employees’ intention to use e-health systems in southwest Ethiopia: using UTAUT-2 model

BackgroundE-health systems have the potential to improve healthcare delivery and access to medical services in resource-constrained settings. Despite its impact, the system exhibits a low level of consumer acceptance and intention to use it. This research paper aims to analyze the intention of health service employees to use e-health systems in southwest Ethiopia using the UTAUT-2 model.MethodInstitutional-based cross-sectional studies were conducted at four referral hospitals (two private and two public) to examine the acceptance of e-health among consumers. Employees who had previous experience with diagnostic information systems and the health logistic information system were given structured questionnaires based on the UTAUT-2 model. The data were analyzed using the PLS-SEM method to identify the key factors that influence the intention to use e-health systems. The data were analyzed using SPSS version 20 and SmartPLS 3 software.ResultOut of the 400 surveyed employees, 225 (56.25%) valid questionnaires were collected. The findings indicate that three factors—effort expectancy (β = 0.276, t = 3.015, p = 0.001), habit (β = 0.309, t = 3.754, p = 0), and performance expectancy (β = 0.179, t = 1.905, p = 0.028)—had a significant positive impact on employees’ intention to use e-health systems. On the other hand, factors such as social influence, facilitating conditions, hedonic motivation, and price values did not appear as significant predictors of intention to use e-health. The study model was able to predict 63% of employees’ intentions to use e-health systems.ConclusionEffort expectancy, habit, and performance expectancy were significant predictors of employees’ intention to use e-health systems among health service employees in southwest Ethiopia. The study supports the ideas that ease of use, experience with information systems, and the role of the systems in improving job performance contribute to employees’ intention to use e-health. Policymakers and healthcare organizations in the region can use these findings to develop strategies for successful implementation and adoption of e-health systems, ultimately improving healthcare services and outcomes for the population.

The Influence of Compensation and Work-Life Balance on Intention to Stay of Aramex Indonesia Employee

Intention to stay in an organization is influenced by various factors, one of which is flexibility in working hour arrangements that can improve work-life balance, productivity, engagement, and organizational attractiveness for potential talents. This study aims to explain the effect of compensation and work-life balance on employee intention to stay at Aramex Indonesia. This type of research is descriptive quantitative. The population in this study were all employees of Aramex Indonesia using non-probability sampling method saturated sampling technique. The results showed that the multiple regression model equation. Managerial Implications The findings of this study reveal that compensation and work-life balance significantly influence the intention to stay among Aramex Indonesia employees. These insights suggest that management should prioritize competitive compensation packages and policies that support work-life balance to retain talent. Offering flexible working arrangements and ensuring that employees feel adequately rewarded for their contributions can enhance job satisfaction and loyalty, thereby reducing turnover rates. Implementing these strategies can help Aramex Indonesia maintain a stable and motivated workforce, ultimately contributing to the company's long-term success and operational efficiency.

The Effect of High Performance Work System on Intention to Leave and Safety Workarounds: The Role of Burnout as Mediation and Mentoring & Coping Mechanism as Moderator

This study aims to analyze the influence of High Performance Work System (HPWS) on intention to leave and safety workarounds, with the role of burnout as a mediation variable and mentoring and coping mechanism as a moderator variable. The study was conducted on non-doctor employees at the Diponegoro National Hospital, Semarang. The method used is a quantitative approach with data collection techniques through questionnaires distributed to respondents. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results of the study show that HPWS has a negative influence on burnout, which means that the implementation of HPWS can reduce the level of emotional fatigue of employees. In contrast, burnout has a positive effect on intention to leave and safety workarounds, indicating that employees who experience burnout are more likely to want to leave the company and ignore work safety procedures. In addition, burnout acts as a mediator between HPWS and the two variables. Good HPWS implementation is able to reduce burnout, thereby reducing employee intentions to move and increasing compliance with safety procedures. The conclusion of this study is that the effective implementation of HPWS can reduce employee burnout, reduce the desire to leave work, and increase compliance with occupational safety. Mentoring and coping mechanisms play an important role in strengthening the positive effects of HPWS.

The Impact of Procedural Justice on Employee Intention to Stay in Nepalese Insurance Companies: Exploring the Mediating Role of Affective Commitment

Procedural justice fosters the perceptions of fairness and support within the organization ensuring that all employees are treated equitably and transparently. It supports employees to stay a long term by creating a sense of fairness and trust in organizational processes, leading to higher job satisfaction and emotional commitment. This study examines the influence of procedural justice on intention to stay of employees within the Nepalese insurance companies, emphasizing the mediating role of affective commitment. To achieve the stated objective, data were collected from the primary source using a structured questionnaire administered through random sampling technique. The respondents comprised 298 employees of insurance companies working in different positions. The Smart PLS 4.0 was used to analyze the structural relationships within the proposed theoretical model. The findings of this study validated the set hypotheses that procedural justice has positive and significant effect on the intention to stay of the employees in Nepalese insurance sectors. The findings indicate that fair and transparent organizational procedures significantly enhance employees' emotional attachment to their companies, thereby increasing their intention to remain. By fostering perceptions of fairness, insurance companies can strengthen affective commitment, ultimately reducing turnover intentions and promoting long-term organizational stability. This research highlights the importance of procedural justice in retaining a committed and loyal workforce within the Nepalese insurance sector.

The Effect of Job Insecurity on Turnover Intention among Employees at Startup Companies in Jabodetabek

Winter tech refers to a significant decline in business activity and investment, leading to mass layoffs, bankupties, and uncertainty or instability. One of the impact of an unstable work environment is the increased level of job insecurity, which can influence employees intention to leave their jobs, known as turnover intention. Therefore, this study aims to identify the influence of job insecurity on employees turnover intention amid this phenomenon. The study employs a quantitative approach with a questionnaire as the data collection instrument and uses sample regression analysis to examine the influence between the two variables. The data collection technique used is purposive sampling, with respondents consisting of contract and permanent employees at company X, totaling 55 employees. The results of this study show a positive influence of job insecurity on employees turnover intention at company X by 34.9% with the remaining 65.1% influenced by other variables not tested in this study. In other words, if job insecurity increases, the intention to leave the job will increase, and conversely, if job insecurity dreases, the intention to leave the job will also decrease.

Pengaruh Kompensasi dan Kepuasan Kerja Terhadap Turnover Intention PT. Renesola Distribusi Indonesia

The aim of this research is to determine the problem of increasing turnover intention at PT. Renesola Distribution Indonesia. This research tries to analyze and determine how compensation and job satisfaction can be related to the increase of turnover intention of PT Renesola Distribution Indonesia employees. The data used in this research was obtained with purposive sampling method directed from PT. Renesola Distribution Indonesia production division worker class with a total of 50 employees, which the sample selection criteria is the same amount of compensation. The data method used is multiple linear regression using IBM SPSS 27. Data collection was carried out by distributing questionnaires to the company employees. The results of this research show that the variables compensation and job satisfaction simultaneously have a negative effect on the employes turnover intention of PT Renesola Distribution Indonesia. The Compensation variable partially has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia The partial job satisfaction variable has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia.

Workforce Sustainability in Our Aging Society: Exploring How the Burden–Burnout Mechanism Exacerbates the Turnover Intentions of Employees Who Combine Work and Informal Eldercare

Understanding the labor market participation shift associated with an aging population and the challenges of employees who provide care to old-age relatives is essential to ensure progress toward the Sustainable Development Goals. The current study focuses on the decision of employees who combine paid work with unpaid care to relatives aged 65 and above to stay or leave their jobs. We draw on the Turnover Model and the Informal Caregivers Integrative Model (ICIM) to examine how two primary stressors—care burden and work demand—one secondary stressor—work–family conflict—and emotional exhaustion increase the turnover intentions of employees who combine paid work with eldercare to their old relatives aged 65 and over. By synthesizing these two models and using a survey with three chronological waves among 356 Israeli employees, we analyze a mediation model within a Structural Equation Modeling framework. The findings underscore the fact that work–family conflict (a secondary stressor) and the sense of exhaustion act as key mediators in the relationship between employees’ primary stressors and turnover intentions. The presence of primary stressors in themselves does not increase turnover intentions. Our findings imply that, rather than providing sporadic adaptations at work, policymakers, organizations, and human resource management systems should respond proactively to prevent the process from undermining employees’ ability to achieve equilibrium between their desire to work and care for their old-age relatives. Such a proactive stance would reduce their exhaustion and turnover intention.

Faktor Intention to Stay pada Karyawan dalam Lingkungan Kerja: Pendekatan Systematic Literature Review

This study aims to explore the factors that contribute to employee intention to stay in a work environment. The method used in this study is a systematic literature review of PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) using articles from the Scopus database from 2018 to 2023. The results of the study indicate that the factors that influence employee intention to stay based on the literature review conducted by author 1 are talent development, work intensification, cultural competence, aspects (psychological, rational, and fundamental), perceived organizational factors, spirituality in the workplace, promotion, job satisfaction, stress, work frequency, training, mentoring, work environment, distributive justice, paternalistic leadership, trust in management, clarity of goals, work family conflict, rational job creation, HR practices (recruitment, training, performance appraisal, rewards, career opportunities), organizational practices, perception of calling, learning opportunities, and employee value proposition (EVP). Keywords: Intention To Stay, Workplace, Systematic Literature Review

Ambidextrous Leadership: Mitigating Turnover Intentions in Millennial Workforce

Introduction/Main Objectives: This study aims to decrease the intention of millennial employees to leave startup companies in Indonesia through the roles of Ambidextrous Leadership, Work-Life Balance, Career Development, and job satisfaction. Background Problems: The startup industry in Indonesia is rapidly growing alongside advancements in information and communication technology, yet still faces high turnover rates. Novelty: The uniqueness of this research lies in its focus on Ambidextrous Leadership, which combines exploration, exploitation, and flexibility, aligning well with the millennial generation's penchant for change and the development of new ideas in startup companies. Research Methods: This research adopts a quantitative method with a causal research design. A sample of 300 respondents is chosen through the snowball sampling technique. Data analysis involves utilizing SEM-PLS to examine the research hypotheses. Finding/Results: In the context of startup companies, Ambidextrous Leadership, Work-Life Balance, and Career Development play crucial roles in enhancing job satisfaction and reducing employee Turnover Intention. Conclusion: The managerial implication is that startup company leaders need to adopt an Ambidextrous Leadership approach, prioritize Work-Life Balance, and provide clear Career Development opportunities to retain talent and improve employee satisfaction.