Occupational Turnover Intention Research Articles

Voluntary occupational turnover and the experiences of former intercollegiate women assistant coaches

Women remain underrepresented in positions of leadership throughout the sport industry. This underrepresentation has been previously linked to a leaking pipeline of successful female candidates and over the past five years the proportion of National Collegiate Athletic Association (NCAA) women assistant coaches has declined. Subsequently, occupational turnover intentions of women assistant coaches have been found to exceed those of their male counterparts. Therefore, the purpose of this study was to examine the experiences of former NCAA women assistant coaches who voluntarily engaged in occupational turnover. A qualitative approach, with the theoretical underpinnings of phenomenology and hermeneutics directed the research design. Semi-structured interviews were conducted with 12 participants. Based on the experiences of the participants, these findings extend the body of knowledge concerned with combating the leaking pipeline of women sport leadership candidates. Implications are discussed along with future research suggestions.

Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses’ perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors and colleagues have a positive impact on meaning of work; (3) to investigate whether burnout from the combined impact of perceived effort and meaning of work mediates the relationship with occupational turnover intention; and (4) whether the relationships in our overall hypothesized framework are moderated by age (nurses categorized under 40 years versus ≥ 40 years old). In line with our expectations, emotional, quantitative, and physical demands, plus family-work conflict appeared to increase levels of perceived effort. Quality of leadership, developmental opportunities, and social support from supervisors and colleagues increased the meaning of work levels. In addition, increased perceived stress resulted in higher burnout levels, while increased meaning of work resulted in decreased burnout levels. Finally, higher burnout levels appeared to lead to a higher occupational turnover intention. Obviously, a nursing workforce that is in good physical and psychological condition is only conceivable when health care managers protect the employability of their nursing staff, and when there is a dual responsibility for a sustainable workforce. Additionally, thorough attention for the character of job demands and job resources according to nurses’ age category is necessary in creating meaningful management interventions.

Not All Leaving Is Created Equal

Abstract. Drawing on social cognitive career theory (SCCT) and the focus–congruence approach, this study examines how organizational and occupational turnover is differently influenced by work-related factors. Using a sample of 2,353 teachers in rural China, results first showed that negative relationships between organization-focused predictors (i.e., leader support, colleague support, and physical resources for work) and organizational turnover intentions were significant. Similarly, the negative relationship between occupation-focused predictors (i.e., occupational satisfaction, salary satisfaction, and occupational choice motivations) and occupational turnover intentions was also significant. Moreover, occupation-focused predictors have a stronger relationship with occupational turnover intentions than organizational turnover intentions, and vice versa. Implications for research and practice are discussed.

Patient violence and health professionals’ occupational outcomes in China: A time-lagged survey study

ObjectiveTo examine the prevalence of patient violence in China and the association between patient violence and Chinese health professionals’ felt disappointment with their occupations, occupational turnover intention, and word-of-mouth communication. MethodsData were collected from a convenience sample of 199 Chinese doctors and nurses in the summer of 2016 using two surveys. First, participants reported their experience of patient violence (i.e., physical and non-physical violence). Two weeks later, participants rated their disappointment, occupational turnover intention, and negative occupational word-of-mouth communication. Using path analysis, we examined the mediating role of disappointment in explaining the association between patient violence and health professionals’ occupational turnover intention and word-of-mouth communication. ResultsOn average, health professionals in the present sample experienced non-physical violence once or twice per month. Non-physical violence was positively related to feeling disappointed with one’s occupation, which was in turn positively related to occupational turnover intention and negative word-of-mouth communication. Physical violence was experienced at a much lower rate, and was not correlated with either occupational outcome. ConclusionsPatient violence found in this study was prevalent, especially in terms of non-physical violence. The rates of patient violence were lower than those in previous studies conducted in China, reflecting potential differences between the present study and earlier studies in study sites, sample composition, measurements, and timing of studies. Nonetheless, our findings show that patient violence can be related to health professionals’ intention to leave their occupation and negative word-of-mouth communication regarding their occupation. These findings call for interventions to reduce health professionals’ turnover, improve their work conditions and quality-of-life, and subsequently improve the patient-provider relationship and the quality of patients’ care.

Impact of Occupational Stress on Turnover Intention of Machine Operators in Selected Apparel Manufacturing Companies in Sri Lanka

Area of the Study This study has been conducted to identify the impact of occupational stress on turnover intention of machine operators in selected apparel manufacturing companies in Sri Lanka. Problem of the Study Due to the lack of empirical findings on the relationship between occupational stress on employee turnover intention, this study is aimed to investigate the relationship between occupational stress and turnover intention of machine operators. Method of the study The data were collected from machine operators in selected apparel manufacturing firms and the questionnaire which consisted of included 23 questions were used to gather primary data from 178 machine operators. Data were analyzed through SPSS package and it included unvariate and bivariate analyses. Findings of the Study The finding of the study shows that there is a significant positive relationship between occupational stress and turnover intention among the sample. Furthermore results indicate that supervisory support, work overload, job autonomy, role conflict, role ambiguity and unfairness of reward have significant impact on turnover intention. Conclusion of the Study It is concluded that occupational stress is one of the significant factors that determine turnover intention of machine operators in the apparel sector organizations. Thus for the future success of the organization, it is advisable for apparel manufacturing firms to formulate strategies to manage the stress of machine operatorsin order to enhance employee retention. Keywords: Occupational Stress, Turnover Intention, Supervisory Support, Work Overload, Job Autonomy, Role Conflict, Role Ambiguity, Unfairness of Reward

A Comparative Study of the Turnover Intentions of Chinese Social Workers in Autonomous-Embedded and Dependent-Embedded Patterns of Professionalization

ABSTRACTThis study investigates the key factors influencing turnover intentions of social workers, adopting a comparative approach within the two patterns. Based on planned behaviors theory, the personal attitudes, subjective norms, and perceived competences of social workers were measured to predict organizational and occupational turnover intention, with controlling variables being demographic factors, work-related factors, and professional perception. It was found that social workers from Guangzhou (as “autonomous-embedded” patterns) expressed stronger intention to leave their current organizations than did their counterparts in Beijing (as “dependent-embedded” patterns), and their attitudes played a salient role in the prediction of organizational or occupational turnover intention. However, personal attitude was not a determinant of either organizational or occupational turnover intention in Beijing. This research sheds light on the importance of subjective norms in dependent-embedded patterns, points out the dominant role of personal belief in autonomous-embedded patterns, and highlights the key role of job satisfaction in the turnover process.

Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector

The present study aims to unravel the relationships between job demands and resources, occupational turnover intention, and occupational turnover. To do so, we tested a model wherein associations between nurses' age, tenure in profession and tenure with present employer (experience in the profession), job demands (emotional demands, work-home interference), and job resources (influence at work and opportunities for development) predicted occupational turnover intention, and, subsequently, occupational turnover. A longitudinal survey was conducted among a sample of 753 nurses working in European health care institutions (hospitals, nursing homes, and community/home care). The results supported the hypotheses that job demands are positively related with occupational turnover intention while job resources and experience in the nursing profession are negatively related with occupational turnover intention. We did not find evidence supporting the hypothesis that occupational turnover intention mediates the relationship between job demands and job resources on the one hand, and occupational turnover on the other hand. Experience in the nursing profession had a direct effect on occupational turnover, in addition to the direct effect of occupational turnover intention. The implications of our findings for understanding the process through which health care organizations can affect occupational turnover intention and actual exit behavior, are discussed.

Sport Commitment, Occupational Commitment and Intent to Quit Among High School Sports Officials

This study sought to examine the issue of attrition among high school sport officials by exploring turnover intentions through the lenses of occupational and sport commitment. A questionnaire was distributed via email to high school sport officials in the southeastern United States. The data was analyzed via hierarchical multiple regression, revealing that affective occupational commitment and sport commitment are negatively correlated predictors of occupational turnover intentions. Implications for practitioners and avenues for future scholarship are conferred.

Why do women engineers leave the engineering profession? The roles of work–family conflict, occupational commitment, and perceived organizational support

This study investigated the factors that underlie the relationship between work–family conflict (WFC) and women engineers' intention to leave the occupation. The study draws from three theories: Conservation of Resources (COR) theory, turnover theory, and Rhodes and Doering's (1983) integrated model of career change. We proposed that both work interference with family (WIF) and family interference with work (FIW) influence women's intention to leave an engineering occupation by decreasing their commitment to the occupation. Using insights from the above theories and models, we further examined how perceptions of support from the organization changed the relationship between commitment to the occupation and intention to leave the occupation, as well as how conflict between work and family was related to intention to leave the occupation. We tested our predictions using time‐lagged data from a sample of 245 women engineers. The results revealed that occupational commitment mediated and explained the positive relationship between FIW and occupational turnover intentions but not the relationship between WIF and occupational turnover intentions. In addition, perceptions of organizational support influenced the relationship between occupational commitment and occupational turnover intentions and also the indirect relationship between FIW and occupational turnover intentions. Theoretical and practical implications of the findings as well as future research directions are discussed.

직업무용수의 직업정체성과 이직의도의 관계에서 직업의식의 매개효과

직업무용수의 직업정체성과 이직의도의 관계에서 직업의식의 매개효과

Apprentices’ Affective Occupational Commitment During Vocational Education and Training

Affective occupational commitment (AOC) during training is considered to prevent occupational turnover and positively influence later work-related outcomes and learning processes. However, little is known about AOC development in a training context. This study examines antecedents and consequences of AOC and its development during vocational education and training. Participants were 497 Swiss apprentices who took part in a longitudinal survey throughout their 3-year training program. The results of latent growth curve modeling showed a slight average decrease in AOC over time. Initial AOC was negatively related to occupational turnover intention and positively related to satisfaction with the apprenticeship. Perceived person–occupation fit and feelings of competence during in-company training were positively correlated with initial AOC. Change in AOC was the smallest when apprentices felt autonomous and larger when they felt competent. The results indicate how in-company training environments can be arranged that foster apprentices’ AOC.

OCCUPATIONAL INJURIES AND EMPLOYEES TURNOVER INTENTION: A MODERATING EFFECT OF SAFETY CULTURE

Occupational health and safety aims at promotion and maintenance of physical, mental and social health of employees. Unfortunately the conditions in a developing country like Pakistan are worse regarding safety at work. This study examines the effect of Occupational Injuries and Turnover Intention among workers in Pakistan with moderating role of Safety Culture. The study was done on a sample of 111 workers belonging to safety sensitive areas. Three hypotheses were developed, two of them were accepted and one was rejected. Results showed that occupational injuries has an effect on turnover intention among employees and the safety culture does not lessen the extent of turnover due to non-prevalence of safety environment in Pakistan. It was concluded that due to differences in cultural context, concept of safety culture does not prevail in Pakistan, and evils like poverty and unemployment reduce chances of turnover intention.

High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment

Using data from 41 managers and 143 chefs from 41 Indonesian restaurants, we examined whether High Commitment Human Resource Management (HCHRM) is negatively related to chefs’ organizational (ORTI) and occupational turnover intentions (OCTI). In addition, we examined whether organizational commitment (ORC) mediates the HCHRM–ORTI relationship and occupational commitment (OCC) moderates the HCHRM–OCTI relationship. Results from hierarchical level modeling analyses (chefs nested in restaurants) showed that HCHRM is negatively related to both chefs’ ORTI and OCTI. In addition ORC mediates the HCHRM–ORTI relationship, and OCC moderates HCHRM–OCTI relationship. These results have important implications in terms of the unique role the two foci of commitment play in the HCHRM–ORTI and OCTI linkages.

The influences of career future time perspective on job attitudes and career behaviors

This study investigated the impacts of career future time perspective on occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Data was collected from full-time employees (N = 400) working at various private companies through online survey. The results from path model showed that career future time perspective influenced occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Additionally, the results from multi-group analysis indicated that the path from career future time perspective to career commitment was different along with age and job title. The results of this study suggested that career future time perspective has predictive role in job attitudes and career behavior among employees.

The influences of career future time perspective on job attitudes and career behaviors

This study investigated the impacts of career future time perspective on occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Data was collected from full-time employees (N = 400) working at various private companies through online survey. The results from path model showed that career future time perspective influenced occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Additionally, the results from multi-group analysis indicated that the path from career future time perspective to career commitment was different along with age and job title. The results of this study suggested that career future time perspective has predictive role in job attitudes and career behavior among employees.

Organizational/occupational commitment and organizational/occupational turnover intentions

Purpose– The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention).Design/methodology/approach– Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate.Findings– The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover intention. Last study hypothesis, however, could not gain support as affective organizational commitment did not moderate the affective occupational commitment-occupational turnover intention relationship.Research limitations/implications– Theoretical and practical implications of the study are discussed in the end.Originality/value– The study poses some valuable contributions to the existing body of literature by exhibiting the role affective occupational commitment in the models of organizational turnover intention and that of affective organizational commitment in occupational turnover intention models which has been over looked so far.

Correlation study on occupational cognition and turnover intention among nursing staffs in nursing home institutions in Ningbo

Objective To investigate the status of occupational cognition and turnover intention among nursing staff in nursing home institutions in Ningbo and to analyze the relationship between them. Methods A total of 224 nursing staffs, who worked in 8 nursing home institutions in Ningbo, had been selected by convenient sampling method and investigate by general information scale and occupational cognition scale, and the result was analysed by descriptive statistical analysis, single factor analysis, Spearman relatively analysis and regression analysis. Results The total score of turnover intention was (14.50±4.42), which was in a high level; the total score of occupation cognition was (109.25±15.85), which was negatively correlated to the score of turnover intention (P<0.01); each dimensions of occupation cognition was negatively correlated to turnover intention (P<0.01), among which career identity, interpersonal relationship and job satisfaction were the influencing factors of turnover intention for nursing staffs. Conclusions The occupation cognition, especially career identity, has significant influence on the turnover intention of nursing staffs in nursing home institutions. Key words: Nursing staffs in nursing home; Occupational cognition; Turnover intention

Study on the relationship between occupational stress and turnover intention in young clinical nurses

Objective To understand the statues of the occupational stress and turnover intention in young clinical nurses , and to explore the relationship between them .Methods Two hundred and twenty nurses from May 2013 to July 2013 in the four hospital of Harbin were chosen according the convenience sampling method, and were surveyed by the demographic questionnaire , nurse job stressors scale and turnover intention scale.Results The score of the occupational stress in young clinical nurses was （96.43 ±24.33）, and was at the medium level;the score of dimension in the nursing pressure was the highest score （28.82 ±6.60）, and the score of dimension in the working environment and the voluntary was the lowest score （6.48 ±2.09）.The average score of turnover intention was （2.51 ±0.62）, and the scores of all dimensions were respectively turnover intention Ⅰ,Ⅱ,Ⅲaccording to the average score in the ascending order .The all dimensions in the stressors scale were positive correlated with turnover intention （r=0.197-0.350,P〈0.01）.Conclusions The turnover intention in young clinical nurses is at a higher level , and the nursing administrators should take the corresponding measures in order to decrease their occupational stress so as to avoid the turnover intention and stabilize the nurses . Key words: Occupational stress; Turnover intention; Young clinical nurses; Relationship

The Relative Influence of Work Commitment on Work Outcomes

Work commitment was studied as a multidimensional construct in relation to work outcomes that included turnover intentions, occupational turnover intentions, job search behavior, absenteeism, and j...

A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes.