Level Of Turnover Intention Research Articles

Analysis Key Variables and Generation Z Turnover Intention Scenarios: MICMAC and Bayesian Network Approaches

Generation Z is projected to dominate the workforce and have great opportunities for the development of a company, but problems arise when various surveys show that Gen Z has a tendency to change jobs (turnover intention). This research aims to analyze key variables and explore shared Gen Z turnover intention scenarios. This research uses a new approach, namely MICMAC and Bayesian Belief Network (BBN. The research highlights that Gen Z employees’ turnover intentions are influenced by factors such as Job Insecurity, Job Stress, Compensation and Benefits, Job Satisfaction, and Leadership and Management, which can be anchored to the Two-Factor Theory and Equity Theory. The results of the strength analysis show that the probability of Gen Z turnover intention is 68%. Based on scenario analysis, it is proven that when Gen Z does not experience job stress, they do not experience job insecurity, and satisfaction with current work can reduce turnover intention levels by 40%. Reducing turnover intention will also have a positive impact on company stability, increasing by 29%. The findings of this research have significant implications for policy recommendations and practices in company management. This study emphasizes the importance of creating a supportive company environment to reduce job stress and job insecurity. Flexible policies and management support can create a positive work atmosphere, increase employee satisfaction, and reduce the risk of burnout.

Flourishing and job satisfaction in employees working in UK clinical trial units: a national cross-sectional survey

BackgroundTo evaluate healthcare interventions in clinical trials, it is crucial to attract and retain a skilled workforce. The job demands associated with developing and running clinical trials have been linked with difficulties in recruiting and retaining skilled Clinical Trial Unit (CTU) staff. Flourishing conceptualises positive aspects of wellbeing which may help staff to thrive within a demanding job role. This study explored the association between flourishing and job satisfaction among staff based in UK Clinical Research Collaboration (UKCRC)-registered CTUs.MethodsA national online survey of UKCRC-registered CTUs was conducted which combined psychometric measures of flourishing (eudaimonic workplace wellbeing scale) and job satisfaction (including measures of turnover intention and workplace engagement), alongside free-text questions.ResultsFour hundred and eighty-four staff from 52 UKCRC CTUs completed the survey. Overall, participants reported 'average’ levels of job satisfaction and work engagement, but there was evidence that CTU staff reported slightly lower levels of flourishing and moderate levels of turnover intention. Salary, role, and flexible working arrangements were associated with levels of flourishing. When these factors were controlled for, higher levels of flourishing were still predictive of job satisfaction and turnover, but not work engagement. Qualitative analysis of free text responses revealed that elements of the working environment, such as supportive relationships, flexible working, and development opportunities, can act as resources to help employees flourish in their jobs.ConclusionsThrough exploring flourishing in CTU staff we identified factors which may help CTU employees thrive in their role, and in turn increase job satisfaction and commitment to their place of work. CTUs should consider the importance of developing a working environment which supports staff to feel valued, experience autonomy and supportive working relationships, as well as opportunities to develop and engage in meaningful work. Efforts to understand and protect the wellbeing of CTU staff are vital to attract and retain staff to design and conduct clinical trials. The learning from this may be applicable to other healthcare workforces facing a recruitment and retention crisis.

The Influence of Incentives Providing to Turnover Intention of Sales Force in Property Company

Human resources are the driving force of a company that determines performance in achieving company goals. Each employee certainly has a different performance from one employee to another, for example within one month salesperson A can reach the target, while salesperson B does not reach the target. Companies can stimulate employee performance through the provision of incentives which are interpreted as a form of appreciation for achieving a target or exceeding it. Incentive programs need to be designed in an attractive way to generate, increase, and maintain work motivation, so that performance meets targets. If the incentive program is deemed unattractive, employees may feel unappreciated and bored with the work situation, resulting in a desire to leave the company (turnover intention). This research was conducted at a property company located in Jakarta, PT. X has a sales force of 35 people and all of them are used as research respondents. The purpose of this study was to analyze the effect of providing incentives on the level of turnover intention of PT. X with descriptive analysis techniques, normality test, linearity test, simple linear regression test, coefficient of determination test, correlation test, and t test. The results showed that the incentive variable had a significant negative effect on the turnover intention variable by 11.9%.

The effect of incentive factors on turnover intention of PHC workforce in rural China—from the perspective of two-factor theory

ObjectiveThe working situation and turnover intention of rural primary healthcare(PHC) workforce have always been of concern. This study aims to explore the effect of different incentive factors on turnover intention of PHC Workforce, with the goal of optimizing health human resources in China.MethodsStructured questionnaires were used for data collection, including incentive factors questionnaire based on two-factor theory, turnover intention, perceived social support and job burnout. Multiple linear regression was used to analyze the influence of different incentive factors on turnover intention. Structural equation model was used to explore the effect of motivation factors on turnover intention through different paths of job burnout and social support.ResultsThe total number of participants was 1112. PHC Workforce scored higher on hygienic factors than on motivation factors, both of which showed moderate satisfaction levels and the turnover intention level was below average. In regression analysis, the factors related to turnover intention included individual status (B =-0.854), salary (B =-0.610), individual progress (B =-0.628), education level (B = 0.971), monthly income (B =-0.161) and marital status (B = 1.664). The indirect effects of different types of incentive factors through social support were 0.097 (P < 0.001), 0.045 (P < 0.001), and 0.136 (P < 0.001).ConclusionDifferent incentive factors may decrease turnover intention of PHC Workforces, which is reflected in three key factors: individual status, salary, and individual progress. The mediating effect of social support is significant, suggesting that managers should prioritize staff mental health and family relationships. Also, implementing diverse incentive strategies and addressing individual needs.

Pengaruh Pengembangan Karir, Lingkungan Kerja, dan Kompensasi Terhadap Turnover Intention Karyawan PT. Mahakam Kencana Intan Padi Surabaya

This research aims to determine the influence of career development, work environment, and compensation on turnover intention among PT employees. Mahakam Kencana Intan Padi Surabaya. The research method used was quantitative with saturated sampling or census techniques, involving all 49 employees. The analysis technique used is the Partial Least Square (PLS) model. The research results show that career development, work environment, and compensation are key factors that can reduce the level of turnover intention at PT. Mahakam Kencana Intan Padi Surabaya.

The compensatory protective effects of organizational and supervisor support for nurses’ morale in sickness presenteeism: a three-way moderated mediation model

PurposeThe present study explored sickness presenteeism as a linchpin connecting prolonged working hours to elevated turnover intention among hospital nurses (mediation). In addition, we examined the joint moderating effects of organizational health care support and supervisor support on the second stage of the “long working hours-presenteeism-turnover” process (three-way moderated mediation).Design/methodology/approachWe conducted a two-wave survey to collect data over a four-month period from hospital nurses in Taiwan. The final sample for analysis had 294 nurses.FindingsWe found that presenteeism partially mediated the elevated turnover intention after working long hours four months later. We also found a significant three-way moderation effect of organizational health care support and supervisor support on the positive relationship between presenteeism and turnover intention. Specifically, nurses reported the lowest turnover intention with high levels of both organizational healthcare and supervisor support, the highest turnover intention with both support being low, and the intermediate level of turnover intention when any one of the support was high.Practical implicationsOrganizations should build a positive work environment through organizational health care support and supervisor support to retain talents.Originality/valueOur findings suggested that support resources of different origins (organization-level vs line supervisor) can compensate for one another to protect the employees in demanding work conditions. Our moderated mediation model exploring the psychosocial context of presenteeism has theoretical contributions pivoting on the interplay of resources at different levels in the organization as well as practical implications for presenteeism management.

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION DI KLINIK UTAMA BUNGA EMAS

Employee turnover is permanent, voluntary or involuntary resignation from an organization. The stage before actual turnover occurs is called turnover intention. This turnover intention can be caused by several factors, such as work stress and the level of job satisfaction. The aim of this research is to determine the role of job satisfaction in mediating the influence of work stress on turnover intention. This research was carried out at Klinik Utama Bunga Emas, with a sample size of 46 employees using the saturated sampling method. Data collection uses a questionnaire instrument. The data collected was then analyzed using path analysis. The results of the research show that work stress has a positive and significant effect on employee turnover intention at Klinik Utama Bunga Emas. Job satisfaction has a negative and significant effect on employee turnover intention at Klinik Utama Bunga Emas. work stress has a negative and significant effect on employee job satisfaction at Klinik Utama Bunga Emas. Job satisfaction is a complementary (partial mediation) mediating variable in the influence of work stress on employee turnover intention at Klinik Utama Bunga Emas. The implication of this research is that job satisfaction has an important role, where by increasing job satisfaction, high levels of work stress can be reduced and result in the level of turnover intention also decreasing. Apart from that, this research can be used as evaluation material in analyzing problems in companies, related to what factors influence turnover intention so that this research can be used as material for consideration in making managerial decisions and input for the company.

An Analytical Exploration of Factors Contributing to Increasing Turnover and Employee Retention Challenges in a Private Educational Institution

This study examines the factors contributing to increasing turnover and retention challenges in a private educational institution in the Philippines. Using a mixed-methods approach, quantitative data were gathered using a descriptive-correlational methodology, while semi-structured interviews with current and former employees were used to acquire qualitative insights. Results reveal a very high level of turnover intention among respondents, with compensation and benefits and leadership and management found as the most significant factors, followed by work environment and culture and external factors. Age, marital status, and work status all show varying degrees of significance when it comes to perceived primary factors, while gender and length of service showed no significant influence on all the factors of turnover intention. Findings suggest the importance of addressing compensation and benefits, leadership and management, and work environment and external factor issues to enhance retention efforts in educational institutions.

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.

Mass exodus? Police officer turnover intention and organizational commitment in New York City

PurposeThis study assesses the relationship between job satisfaction, perceived organizational support and workplace factors on officer turnover intention within an urban, municipal police organization.Design/methodology/approachUsing data from an online survey of New York City Police Officers (n = 1,823), both bivariate analysis and logistic regression models were utilized to assess the salience of police officer job satisfaction, perceived organizational support and perception of six workplace domains, including financial compensation, environmental factors, professional fulfillment, work/quality of life balance, treatment from management and occupational risk, on predicting turnover intention.FindingsThe cross-sectional study finds that job satisfaction, financial factors (salary, benefits and retirement benefits) and fulfillment predict lower levels of turnover intention (i.e. higher levels of organizational commitment). Work–life balance and environmental factors (cleanliness of work environment and condition of equipment) predict higher levels of turnover intention. Both perceptions of organizational support and occupational risk, while significant in the bivariate models, were not significantly associated after accounting for other factors. There is no evidence that officer perception of public support or the risk of being injured/killed at work were related to officer turnover intention.Research limitations/implicationsThe current study is limited by its focus on only one police department and its use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type and do not allow for assessment of causality.Practical implicationsOfficer turnover intention may be reduced by increasing financial compensation, improving the work environment and promoting a healthy work–life balance.Originality/valueThe study contributes to a growing body of research on police officer voluntary turnover by evaluating established predictors along with workplace factors in an urban police department: the setting where officer turnover intention is hypothesized to be the greatest.

The Mediating Role of Job Satisfaction in the Effect of Perceived Organizational Justice by Five Star Hotel Employees on Turnover Intention: The Case of Antalya

The main purpose of this research is to determine the relationships between organizational justice, job satisfaction and turnover intention levels in hotel employees and whether job satisfaction has a mediating effect on the effect of organizational justice on turnover intention. The population of the research is five-star hotel employees in Antalya. In this context, research data was collected from 431 hotel employees by survey technique and the obtained data was analyzed with structural equation modeling. As a result of the research, significant relationships were determined between the variables. Another result obtained in the research is that job satisfaction has a mediating effect on the effect of organizational justice on the intention to leave.

The Effect of Workload on Turnover Intention Level of Employees at The Westin Resort Nusa Dua Bali

The Effect of Workload on Turnover Intention Level of Employees at The Westin Resort Nusa Dua Bali

Exploring the impact of job satisfaction on turnover intention among professionals in the construction industry

PurposeTurnover intention is a critical predictor of an employee’s turnover behaviour. A high level of turnover rate significantly affects the productivity and morale of an enterprise. Previous research has indicated that job satisfaction plays a critical role in influencing an employee's turnover intention, but the underlying factors related to job satisfaction remain under-explored, which impedes the development of effective strategies for reducing turnover intention. In addition, little research examined job satisfaction and turnover intention in the context of the COVID-19 pandemic, specifically in the Chinese construction industry. This study aims to investigate the impact of job satisfaction on turnover intention among professionals in the construction industry.Design/methodology/approachA questionnaire survey was employed to collect viewpoints from 449 professionals in the Chinese construction industry, followed by descriptive analysis, correlation analysis and structural equation modelling analysis to derive results.FindingsThe findings indicate that professionals in the industry generally have a slightly high level of job satisfaction while a slightly low level of turnover intention in the special period of the pandemic outbreak. Leadership and management, training and career development and interpersonal relationships are critical underlying factors leading to their turnover intention. Although demographic factors have no moderating effect between job satisfaction and turnover intention, among them, age, marital status and years of working experience have strongly positive relationships with job satisfaction while significantly negative relationships with turnover intention.Originality/valueThe findings provide valuable insights to fully understand the critical factors leading to turnover intention from the perspective of job satisfaction, which is helpful in developing effective measures to address the turnover problems for enterprises in the Chinese construction industry and those industries with similar characteristics in other regions.

IMPLIKASI WORK-LIFE BALANCE DAN PENGEMBANGAN KARIR TERHADAP TURNOVER INTENTION KARYAWAN DI GRAND MIRAGE RESORT &amp; THALASSO BALI

Human resources that are managed properly will determine whether a company is successful or not. With good human resources, employees will feel comfortable and safe, so as to reduce the level of turnover intention in the company. This research has a purpose to determine the effect between work-life balance and career development on employee turnover intention at Grand Mirage Resort &amp; Thalasso Bali, using sampling technique, wich are called simple random sampling. So that the sample done as 78 employees. Data assessment techniques in this research carried out use descriptive statistical analysis, correlation analysis, multiple linear regression analysis, determination test and hypothesis testing. This research shows that “work-life balance at Grand Mirage Resort &amp; Thalasso Bali has a negative and significant effect on employee turnover intention, as seen from the results of the t test with a significance value of 0.045. While career development has a negative and significant effect on employee turnover intention seen from the results of the t test with a significance value of 0.026. Work-life balance and career development have a simultaneous effect seen from the results of the f test with a significance value of 0.006”.

Effects of emotional demands on work outcomes: A diary study among Malaysian counsellors

IntroductionThis study examined the effects of emotional demands on psychological health among counsellors in Malaysia. Drawing from the job demands–resources (JD-R) model, the research tested the effects of counsellors’ daily emotional demands on their turnover intention, mainly via emotional exhaustion and depressive symptoms. ObjectivesA within-individual design was used to examine the effects of counsellors’ emotional demands on their turnover intention, especially via emotional exhaustion and depressive symptoms. MethodsThe study was conducted among counsellors (n=47) over a period of four days in two consecutive weeks. The diary survey was collected for two days (Monday and Friday) each week for two consecutive weeks, measuring individuals’ self-reports of emotional demands, week-level emotional exhaustion, depressive symptoms and turnover intention (n=188 data points). To test all hypotheses, data were analysed using hierarchical linear modelling (HLM). ResultsCounsellors’ daily emotional demands were found have a direct effect on their levels of emotional exhaustion and depressive symptoms. Emotional exhaustion, but not depressive symptoms, was found to mediate the association of daily emotional demands with turnover intention. ConclusionOverall, the study revealed that the daily level of emotional exhaustion, but not of depressive symptoms, was positively related to counsellors’ turnover intention. Emotional exhaustion was found to mediate the relationship between counsellors’ emotional demands and their turnover intention. Counsellors with a high level of emotional demands as well as emotional exhaustion tended to have a high level of turnover intention.

Polarization and the Ties That Bind: Congressional Staff Turnover

Congressional staff serve as the “invisible force” in Congress by helping draft legislation and conduct oversight. Given this, excessive turnover among staff is a loss of institutional memory and inhibits legislators’ ability to effectively conduct their constitutional duties. Using a mixed methods research design of interviews and a new survey of staff in the 115th session of Congress, I capture staffer intent to leave their current position and track whether they actually left their position 12 months later. Similar to civil servants, staff who report dissatisfaction with coworkers report higher levels of turnover intention, while the type of office, age, and level of education impact actual turnover. However, the extent to which polarization impacts staffers’ job satisfaction impacts both intention and actual exit. My study makes a unique contributions to the growing body of literature devoted to understanding congressional staff by providing important insights into how to recruit and retain staff.

The Influence of Job Stress Towards Turnover Intention among Generation Y Employees in Perak Information Technology

Researchers have been studying turnover intention for nearly a century. Recently, most generation Y workforce in Malaysia's Information Technology (IT) industry reportedly developed a norm of switching jobs constantly due to being increasingly exposed to a lot of work-related stressors. This study aims to investigate the relationship between job stress and turnover intention among generation Y employees in the Perak IT industry. The quantitative approach was used by distributing online questionnaires through the Facebook platform to collect data from a sample of 123 employees drawn from IT companies in Perak, Malaysia. The result revealed that the majority of the respondents are recorded with a high level of job stress and a moderate level of turnover intention. It was found that job stress was significantly positively correlated with turnover intention. Further analysis also demonstrated that the dimensions of job stress such as work overload and work ambiguity were significant influences on turnover intention. Overall, there was a statistically significant positive relationship between job stress and turnover intention among the employees. The findings of this study demonstrated important implications for IT organisations, employees, and Human Resource (HR) practitioners by allowing them to understand the devastating effects of job stress and equip themselves with strategies to reduce turnover rates.

Factors associated with intent to stay in the profession: an exploratory cluster analysis across healthcare professions in Switzerland.

Retention issues are widespread within the health workforce. This cross-sectional study used data collected from 1707 healthcare professionals in 2022-23 to identify with k-means clustering groups of individuals sharing similar working experiences. These profiles were linked with varying levels of turnover intentions and a range of healthcare professions. While occupational therapists and paramedics reported in average better working conditions, registered nurses and intermediate caregivers reported the poorest experiences. In other clusters, salaries were high where work-life balance was low, and inversely. By learning from similarities and differences in the working conditions of diverse healthcare professionals, shared initiatives aimed at improving retention across professions can be facilitated.

The Relationship of Employee Engagement, Quality of Work Life and Organizational Commitment with Turnover Intention Nurse from Unand Padang Hospital in 2023

This research was conducted with the aim of analyzing the relationship between the implementation of employee engagement, quality of work life and organizational commitment to nurses at Unand Hospital in 2023. This research was carried out at Unand Hospital throughout 2024 using a mix methods research method . This method was used. This was carried out with the aim of knowing the frequency distribution of the relationship between employee engagement, quality of work life and organizational commitment to the turnover intention of nurses at Unand Hospital and being able to explain this further through informant interviews. The research results then showed that there was a negative relationship between the employee engagement of nurses at Unand Hospital, the lower the level of turnover intention of nurses at Unand Hospital, the quality of work-life of nurses had a negative and significant effect on the turnover intention of nurses at Unand Hospital and organizational commitment had a negative and significant effect on the turnover intention of nurses at Unand Hospital. significant impact on the turnover intention of nurses at Unand Hospital. So this shows that if the implementation of employee engagement , quality of work life and organizational commitment is increasingly improved, the level of turnover intention that occurs will decrease. This was also expressed by nurses who stated their low level of turnover intention. while working at Unand Hospital due to the comfort of work, harmony with co-workers and greater career and study opportunities at Unand Hospital. So it is hoped that Unand Hospital will maintain the quality and quantity of its human resources by increasing employee engagement, quality of work life and organizational commitment so that it has an impact on the quality of service delivery to the public.

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.