Level Of Turnover Intention Research Articles

Psychological capital of Chinese employees: Investigating its measurement and latent profiles

In order to validate the 12-item Psychological Capital Questionnaire (PCQ-12) and investigate the latent profiles of psychological capital (PsyCap) in Chinese employees, we conducted two studies. In Study 1, we systematically evaluated the psychometric properties of the PCQ-12 among a sample of 755 Chinese employees. The results showed that the PCQ-12 is a reliable and valid tool for measuring Chinese employees’ PsyCap and that it is superior to the 24-item Psychological Capital Questionnaire (PCQ-24). In Study 2, the validated PCQ-12 in Study 1 was used to measure the PsyCap of 1,349 Chinese employees from various organizations and industries, and a person-centered analytic approach was adopted to investigate the latent profiles of PsyCap. The results revealed four distinct profiles with the four components (i.e., efficacy, hope, optimism, and resilience) of PsyCap at similar levels, that is, low, low/moderate, high/moderate, and high. These profiles significantly differ in work outcomes, with the employees in the High PsyCap profile exhibiting the highest levels of work engagement and job satisfaction and the lowest levels of turnover intention, while employees in the Low PsyCap profile exhibit the opposite. Our research demonstrated that the PCQ-12 is a valid and convenient instrument to measure Chinese employees’ PsyCap and offers a fine-grained portrait of their PsyCap in Chinese culture. Moreover, the quantitatively distinct PsyCap profiles found in our research support the unitary structure of PsyCap with its four components converging into an underlying positive capacity and emphasize the synergistic effects of the four components on work outcomes, which informs the current debate over PsyCap and enriches the existing PsyCap literature, thus further shedding light on managerial practice.

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

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. Our intention is to investigate the effect of workplace bullying on job burnout and turnover intention in nursing staff. 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. The study sample included 450 nurses with the mean age of 39.1 years (standard deviation [SD] = 10.2). The mean workplace bullying score was 7.7 (SD = 2.0), while the mean job burnout score was 7.7 (SD = 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 [CI] = 0.023 to 0.039, p < 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% CI = 1.043 to 1.071, p < 0.001). 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.

Turnover intentions of police officers: Influence of burnout, supervisor support, and job satisfaction

Abstract Public service employees are often those in front-line positions, and face stress due to their boundary spanning job requirements. During the Covid 19 pandemic, additional strain was felt by these front-line workers as they were required to continue close contact with others. For police officers, stress may lead to psychological effects such as burnout, lower levels of job satisfaction, and higher levels of turnover intentions. Additionally, some occupational groups such as policing are at a higher risk of developing mental health problems. This is becoming increasingly important for many cities and their police department budgets, as increasing labor costs for staffing and turnover has become a major concern. This study seeks to better understand how these specific factors influence turnover intentions for police officers in a mid-size suburban US police department, how organizations can help address mental health, and make practical suggestions on how to impact these staffing decisions.

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.

Turnover intention of nurses in public hospitals and its association with quality of working life: a cross-sectional survey in six provinces in China.

High turnover intention can exacerbate the workforce shortage of nurses. This study aimed to determine the level of turnover intention of public hospital nurses in China and its associated factors. A cross-sectional questionnaire survey of 2,863 nurses was conducted in 48 public hospitals across six provinces in mainland China, measuring the sociodemographic (gender, age, marital status, and monthly basic salary) and work characteristics (professional title, workload, night sleep deprivation, and workplace violence) of respondents, their quality of working life (QWL), and turnover intention. Multivariate logistic regression models were established to determine the association between QWL and turnover intention after adjustment for variations of the sociodemographic and work characteristics. Overall, 42.8% of respondents reported turnover intention. Higher QWL scores (AOR = 0.824 for job and career satisfaction, p < 0.001; AOR = 0.894 for professional pride, p < 0.001; AOR = 0.911 for balance between work and family, p < 0.05) were associated with lower turnover intention. Workplace violence was the strongest predictor of higher turnover intention (AOR = 3.003-4.767) amongst the sociodemographic and work characteristics, followed by an age between 30 and 40 years (AOR = 1.457 relative to <30 years), and night sleep deprivation (AOR = 1.391-1.808). Senior professional title had a protective effect (AOR = 0.417 relative to no title) on turnover intention. High levels of turnover intention are evident across China in nurses employed by public hospitals, in particular in those aged between 30 and 40 years. Low QWL and poor work environment are significant predictors of turnover intention.

TURNOVER INTENTION IN BANK EMPLOYEES: THE MEDIATING ROLE OF JOB SATISFACTION

The current study dealt with the work environment, job competence, and job satisfaction effect as potential determinants of the turnover intention of banking employees in Indonesia. Using the structural equation model, data were collected and analyzed from a final sample of 253 bank employees of Indonesian banking. The results show that the work environment in the baking industry and job competency play a critical role in preventing turnover intention. Moreover, job satisfaction plays an influential role in mediating the work environment in preventing turnover. Thus, stakeholders of the banking industries can improve the work environment and the level of employee competence to minimize the level of turnover intention. The implications of these findings are of practical significance for policymakers in the banking industry, as they provide insights on how to effectively reduce employee turnover rates inside their organizations.

The influence of communication climate, organizational identification, and burnout on real estate agents’ turnover intention

This study investigated the factors that affect the turnover intention of real estate agents by considering the impact of individual-level factors such as job stress, burnout, and salary level and team-level factors such as communication climate and organizational recognition. The parameters were evaluated using a hierarchical linear moderated mediation model. The survey subjects were real estate agents in Tainan City. A total of 870 questionnaires were distributed to 87 real estate agencies, and 615 questionnaires from 77 branches were collected. The questionnaires from four branches were excluded, as fewer than two questionnaires were collected, and an additional 57 questionnaires with missing responses were also excluded. A total of 558 questionnaires from 73 branches were included in the study. The overall response rate of questionnaires was 64.1%. The results indicated that the greater a real estate agent’s awareness of the communication climate, the higher the likelihood of the real estate agent receiving recognition from their organization, while a higher salary level indicated a lower level of turnover intention. A greater understanding of job stress indicated a higher risk of burnout. The communication climate had an impact on burnout and turnover intention, while organizational recognition mediated the impact of communication climate as it pertained to turnover intention. The results showed that the level of burnout mediated the impact of job stress and turnover intention.

The Influence of Career Opportunities, Organizational Culture, and Work Environment on Turnover Intention at PT. Medan Railink

This research is motivated by the high level of turnover intention of PT. Railink Medan. Therefore, researchers are interested in examining whether there is an influence of career opportunity factors, organizational culture and work environment. This research uses quantitative descriptive methods. Obtaining research data is done by distributing questionnaires to all permanent employees in the field of customer service outside of the position of Manager at PT. Railink Medan. The results showed that; (1) the effect of career opportunities on turnover intention is negative and significant; (2) the influence of organizational culture on turnover intention is negative and significant; (3) there is no negative and significant influence of work environment variables on the variable turnover intention at PT. Railink Medan. Therefore, in terms of minimizing the level of turnover intention in PT. Railink Medan so that companies increase opportunities for employees to obtain career opportunities so that employee loyalty is formed to keep working and not leave and look for other jobs outside the company and create a better organizational culture as norms and guidelines to be followed and obeyed by employes Keywords: Career Opportunities, Organizational Culture, Work Environment, Turnover Intention

FAKTOR DETERMINAN YANG MEMPENGARUHI TURNOVER INTENTION

This study aims to determine what factors influence turnover intention. The target sample for this study is the accounting division employees of the Regional Development Bank (BPD) in the Special Province of Yogyakarta. The number of samples used in this study were 45 respondents. The method of determining the sample in this study used a purposive sampling method. Data collection was carried out using a questionnaire method. The results of this study indicate that job insecurity, job stress, and role conflict have a positive effect on turnover intention. Meanwhile, accounting competence has a negative effect on turnover intention. This study contributes to literature and practice, (1) For management, this research can be used as material for consideration in the management of human resources, namely employees. In addition, this research can be used as a guide to find out how to increase the level of employee loyalty in working effectively and efficiently. (2) For future researchers, this research can be used as a guideline for conducting research in the same field, especially related to the factors that influence the level of turnover intention.

Investigating the Effects of Work-Family Conflict on Turnover Intention of ICT Employees in Malaysia

With the intensified focus on information and communication technology (ICT) as a driver of the Malaysian economy, pressure will increase on the recruitment and retention of ICT employees. However, work overload and conflict with family roles may lead to a higher level of turnover intention among ICT employees. The objective of this study is to investigate the predicting effects of all forms of work-family conflict (time-based, strain-based and behavior-based) on turnover intentions. This quantitative cross-sectional study utilizes primary data collected from 200 employees from ICT companies in the Klang valley using purposive sampling. Various statistical analyses such as correlation and multiple regression analyses were conducted to analyze the collected data with the SPSS statistical package. The findings indicate that all forms of work to family conflict and family to work conflict had effect on turnover intentions except for time-based form of family to work conflict (TFWC). This study has significance for the management of ICT companies in Malaysia as it provides human resource managers with a better understanding of their employees needs in order to devise better strategies to reduce turnover rate. This study also addressed some limitations, implications and recommendations for future research.

Motivation, Job Satisfaction and Turnover Intention Level of Academic Staff in Private Universities in Southwestern Nigeria

The study investigated the influence of level of motivation and job satisfaction on the level of turnover intention of academic staff in private universities in Southwestern Nigeria. The descriptive design method was employed and multi-stage sampling technique was adopted for the study. One thousand four hundred and seventy three academic staff participated in the study. The participants were drawn from 8 private universities randomly selected from 4 states which were randomly sampled from 6 states in Southwestern geo-political zone. Research questions were analysed using frequency counts, percentages, mean and standard deviation and multiple regression was used to analyse the hypothesis. The results revealed low level of motivation and job satisfaction as well as high level of turnover intention of academic staff in private universities in Southwestern Nigeria. Results also indicated a significant influence of the level of motivation and job satisfaction on the level of turnover intention of academic staff in private universities in Southwestern Nigeria. This means that 12% of the total variance in turnover intention of academic staff in private universities in Southwestern Nigeria is attributed to the influence of the level of motivation and job satisfaction. This indicates that the independent variables (motivation level and job satisfaction level) and the dependent variable (turnover intention level) have linear and significant relationship.

Employee turnover intention: The predictive role of work-related burnout and psychosocial climate among university workers

This study aimed to investigate the extent to which work-related burnout and psychosocial environment predicted intention to leave employment. This cross-sectional survey sampled 1 222 Ghanaian university employees (females = 37.1%; age range = 18 to above 60 years; mean years of work experience = 5 years, SD = 3.1 years). The employees completed Demand-Control-Support, Work Burnout, Chronic Work Discrimination and Harassment, and Turnover Intention Measures. Using structural equation modelling (SEM), results indicate that work factors like job demand, job decision latitude and harassment predict turnover intention. Personal factors of depersonalisation and diminished personal accomplishment (but not emotional exhaustion) significantly influenced the turnover intention of the workers. Both female and male academic and non-academic employees reported experiencing significantly higher levels of work factors and personal factors and a moderate level of turnover intention. There is a need for university administration to create a workplace climate team to support employees in performing their roles.

The Influence of Job Stress, Workaholism and Work Engagement on Job Satisfaction and Turnover Intention in the Garment Industry

The phenomenon of turnover intention in the garment industry is already rife. The high turnover intention will occur if the company does not realize a large number of jobs available while the resources are minimal. Then it can lead to job stress and workaholic behavior. This study aims to find out and reveal whether the factors of job stress, workaholism, work engagement, and job satisfaction have a significant effect on turnover intention among management employees in companies engaged in the garment industry in Indonesia. The population of this study was employees at companies engaged in the global brand garment industry (BONPRIX, C&amp;A, H&amp;M, etc.) in Jakarta, Bogor, Depok, Tangerang, and Bekasi. While the sample is part of the population who has worked in management for at least 1 year. This research is a quantitative research that collects data using the Non-Probability sampling method from July to August 2022 with a sample size of 165 people and uses the Structural Equation Model - Partial Least Square (SEM-PLS) data processing method. The result is that work engagement has an impact on increasing job satisfaction, workaholism can increase turnover intention, and job satisfaction can reduce turnover intention. Furthermore, work engagement can reduce the level of turnover intention and job stress can increase the turnover intention of management employees in companies engaged in the garment industry in Indonesia.

Turnover intention and its associated factors among nurses: a multi-center cross-sectional study.

The purpose of our study was to assess the turnover intention of nurses in China and examine the associated factors. Since the world population ages, the demand for nurses has kept growing, and the shortage of nurses and high turnover rates are concerned with the quality of care. Thus, understanding nurses' turnover intention and the relevant factors could provide nurse managers with strategies to address the modifiable factors to decrease the turnover rate of nurses. A multi-center cross-sectional study was conducted on a total of 1,854 nurses working in 15 hospitals in China. Data were collected using a self-designed demographic questionnaire, the Turnover Intention Scale, the Job Satisfaction Scale, the Pay Level Satisfaction Scale, the Interpersonal Conflict at Work Scale, and a single question on the sense of belonging to the hospital. Most nurses (n = 1286, 69.4%) had a high level of turnover intention. Multilevel logistic regression analysis demonstrated that nurses being single (OR = 1.366, p < 0.05), with a junior college or below (OR = 0.381, p < 0.01), being a clinical nurse (OR = 1.913, p < 0.01), having higher pay level (OR = 0.596, p < 0.001), having higher job satisfaction (OR = 0.406, p < 0.001), having conflicts with colleagues (OR = 1.400, p < 0.05), and having a higher sense of belonging to the hospital (OR = 0.532, p < 0.001) proved to affect nurses' turnover intention. This study extended the knowledge about the factors associated with nurses' intention to leave, which led to the turnover of nurses, and is one of the main contributors to the current shortage of nurses. This study provided new approaches to decreasing the turnover rate of nurses. Effective management strategies may mitigate nurses' turnover intention.

PENGARUH STRES KERJA, BUDAYA ORGANISASI, KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION GURU SMK RESTUMUNING PEREAN

Turnover intention is the behavior of employees to resign from their jobs in an organization. Turnover intention is a phenomenon that is highly avoided by an organization because a high level of turnover intention can cause an instability in the organization and hamper the achievement of organizational goals. This research aims to examine the partial and simultaneous influences of the variables of work stress, organizational culture, and organizational commitment on the turnover intention of the teachers at the vocational high school (SMK) of Restumuning Perean Tabanan. There are 55 respondents in total. The technique of analysis is multiple linear regression. Based on the partial test results, the work stress has a positive and significant influence toward the turnover intention. The organizational culture has a negative and significant influence toward the turnover intention. The organizational commitment has a negative and significant influence toward the turnover intention. Simultaneously, the work stress, organizational culture and organizational commitment have significant influences toward the turnover intention of the teachers at SMK Restumuning Perean Tabanan.

Impact of Ki Hajar Dewantara's Leadership and Emotional Intelligence on Turnover Intention: The Mediating Effect Of Distributive Justice

Purpose - The rise of employee turnover intention in the organization will affect organizational performance and hinder the implementation of work programs. This study aims to analyze and empirically test the effect of Ki Hajar Dewantara's leadership trilogy and emotional intelligence on turnover intention mediated by distributive justice. Design/methodology/approach – The samples used amounted to 60 respondents with sample selection techniques using saturated sample techniques (census). This research is a quantitative study that uses questionnaires as the main data collection tool with a Likert scale. Data analysis methods using descriptive and inferential analysis, the analytical tool used is variance-based Partial Least Square (PLS) SEM, with SmartPLS V.4.0 software. PLS testing consists of indicator testing, model fit, hypothesis testing and mediation analysis. Conclusion – The results of this study indicate that the high level of Ki Hajar Dewantara's leadership and emotional intelligence does not affect the high level of turnover intention; Ki Hajar Dewantara's leadership trilogy and emotional intelligence have a significant positive effect on distributive justice; and distributive justice has a significant negative effect on turnover intention

IMPACT OF WORK ENGAGEMENT ON TURNOVER INTENTION AMONG NURSE AT X HOSPITAL SURABAYA

Background: Nurse turnover is still a world problem. Changing nurses can be detrimental to the hospital organization. Strategies are needed so that nurses' intentions to leave the hospital do not materialize, one of which is work engagement. Work engagement is expected to make nurses not think about leaving their jobs because engagement conditions make nurses feel involved and more focused on their work until they never to think about leaving their jobs.&#x0D; Objectives: This study was conducted to see how the impact of work engagement on the level of turnover intention among nurses.&#x0D; Methods: A cross-sectional study design was conducted. Questionnaire was used to collect data which is taken to 130 nurses in Surabaya, Indonesia, using cluster sampling technique. Data were analyzed using binary logistic regression techniques to test the impact from work engagement to turnover intention.&#x0D; Results: A significant indirect effect from work engagement to turnover intention among nurse founded in this study. If work engagement higher, the turnover intention will be lower.&#x0D; Conclusion: Turnover intention can be significantly reduced directly by work engagement. Work engagement in nurses can provide job satisfaction and positive work experience, positive work thinking, and good physical and mental health which can increase nurse work efforts, where positive work experience and thinking can produce good performance, making nurses feel highly valued, so that nurses don’t think about leaving health care organizations.

Does Leader-Member Exchange and Organizational Commitment Affects Turnover Intention of Employees? A New Perspective in The Banking Sector

The success of an organization largely depends on how well the leadership process is executed. Now a days, relationship-based approaches of leadership are tapping the attentions of scholars. The study mainly focused on the effect of leader-member exchange and organizational commitment on employee turnover intention. Methodologically, the study was explanatory research in design. Besides, cross-sectional survey method was employed in an attempt to gather the relevant data at one point in time. A total of 399 respondents were participated in the survey. However, 371 respondents gave relevant information and their response score included in the final data analysis. Exploratory factor analysis via SPSS 23 and confirmatory factor analysis via AMOS 23 was conducted. Structural equation modeling using AMOS 23 was applied to examine the causal relationship between leader-member exchange, organizational commitment and turnover intention. The overall analysis result shows that, leader-member exchange has a positive and significant effect on employee organizational commitment level. In addition, organizational commitment significantly and negatively affects employee turnover intention. Moreover, organizational commitment fully mediates the causal link between leader-member exchange and turnover intention level of bank employees. The study result gives a clue that the level of relationship leaders and followers are reciprocating with each other significantly affects turnover intention of employees in the banking sector. The study result may broaden the understanding of leadership research in the context of the banking sector. Because of the study's use of a cross-sectional survey methodology, only less can be learned about causality. Future studies must be carried out in a manner that involves data collection using several approaches and longitudinal research designs.

Managerial leadership behaviors: A longitudinal investigation of the role of job demands and resources, and implications for managers' own well‐being

AbstractAlthough ample research has documented the implications, and organizational drivers, of leadership behaviors, very little research has considered these associations, and their consequences, from the perspective of managers. The present four‐wave longitudinal study addresses this limitation by focusing, using the Job Demands‐Resources model, on the work‐related drivers (job control, recognition, and workload) of transformational, transactional and laissez‐faire leadership behaviors, and the associations between these behaviors and manifestations of managers' psychological well‐being at work (job satisfaction, burnout, and turnover intentions). Analyzing data from 691 high‐level managers (i.e. school principals) using novel random intercept cross‐lagged panel model analyses, our results revealed that higher levels of job control and recognition, and lower levels of workload, predicted higher levels of transformational and transactional leadership behaviors. In contrast, laissez‐faire leadership behaviors were only negatively predicted by recognition. Transformational leadership was associated with the most desirable outcome levels (higher levels of job satisfaction, lower levels of turnover intentions and burnout), followed by transactional and laissez‐faire leadership. Most of these associations were limited to the between‐person‐level, reflecting stable mechanisms of influence, rather than at the within‐person level, suggesting the presence of homeostatic mechanism helping high levels managers to maintain a stable level of functioning over time.

Exploring the well-being of community pharmacy professionals, turnover intention and patient safety: Time to include operational responsibility.

The COVID-19 pandemic added significant occupational pressures on community pharmacists. The objective of this research project was to investigate the level of distress and burnout among community pharmacy professionals and its association with their retention within their occupation as well as patient safety outcomes. We conducted a cross-sectional study on 722 community pharmacy professionals from all Canadian provinces using an online survey, including scientifically validated measures. The data were analyzed using multiple regression analysis. In Canada, 85% of community pharmacy professionals reported their mental health had suffered since the COVID-19 pandemic. Younger pharmacy professionals and those paid hourly reported a worsening level of mental health and an increasing level of turnover intention. Pharmacists with more dynamic/disrupted work schedules and those working for a large pharmacy chain (more than 25 pharmacies in Canada) reported lower levels of mental health quality. Pharmacy professionals working in pharmacies that are open more than 70 hours a week reported a lower level of patient safety culture. Pharmacists' mental health was the significant predictor of their turnover intention, implying a heightened risk to professional effectiveness and retention. Compassion satisfaction was positively associated with patient safety culture and safety behaviour, while compassion fatigue and secondary traumatic stress were significantly associated with pharmacists' level of risk-taking behaviours. This study emphasized the importance of prioritizing the mental health and well-being of community pharmacy professionals and demonstrated individual and systemic factors predicting the well-being and turnover intention of community pharmacists, as well as patient safety culture within their pharmacy. This research makes a case to consider actions to shift the monitoring focus from community pharmacists (also known as "individual responsibility") to community pharmacies (also known as "operational responsibility") for managing patient safety. Additionally, community pharmacists should be provided with the professional autonomy to affect their working conditions and alleviate the stress that has the potential to negatively affect the delivery of care.