Occupational Turnover Intention Research Articles

The relationships between certified nursing assistants' voice behaviour and job satisfaction, work engagement and turnover intentions: A two-wave survey study.

Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions. Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for. Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found. While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction. Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns. Three certified nursing assistants have contributed to the development of the survey.

Antecedents and Occupational Attitudinal Consequences of Meaningful Work During the COVID-19: An Investigation of Chinese Nurses

Given the high turnover rate of the nursing occupation, meaningful work may be the very reason why many nurses choose to stay in health care. However, it remains uncertain whether nurses’ meaningful work and the sources that contribute to meaningful work still well predict nurses’ occupational attitudes during the COVID-19. To answer these questions, applying the job demands-resources model as our overarching framework, this study examines the mediating role of meaningful work between its sources (i.e., autonomy support, and prosocial impact) and nurses’ occupational attitudes (i.e., occupational regret, and occupational turnover intention) during the COVID-19, with event strength as a moderator. A time-lagged design was adopted to collect survey data from 958 full-time Chinese nurses at three time points. The results show that during the COVID-19, perceived autonomy support and perceived social impact are still sources of nurses’ meaningful work and further affect their occupational attitudes, while the latter contributes more to meaningful work. The perceived event strength of the COVID-19 restrains the positive effect of meaningful work on nurses’ occupational attitudes. The findings of this study contribute to occupational attitude literature by revealing its antecedents and influencing factors in times of crisis.

Why Do Unfairly Paid Trainees Persist? Pay Fairness and Human Capital Investment in Development Leagues

Pay fairness and human capital theories make different predictions about trainees’ occupational turnover in situations where trainees perceive unfair pay but receive huge potential returns from training. Therefore, the purpose of this study was to examine how pay fairness and human capital investment combined to explain why trainees are motivated to persist in employment when they perceive unfair pay. Cross-sectional survey data from 144 minor league baseball players showed that athletes perceived unfair pay but had low occupational turnover intentions because they perceived high learning achievement and expected to play in Major League Baseball eventually. Perceptions of unfair pay only increased occupational turnover intentions under certain conditions, such as when athletes had low expectations of playing at least one game in Major League Baseball in the next 3 years. The results support a framework that combines human capital theory and pay fairness theories to explain boundary conditions for trainee motivation.

The role of high-involvement work practices, supervisor support and employee resilience in supporting the emotional labour of front-line nurses

Emotional labour (EL) is garnering increasing attention due to the potential negative consequences on employees and organisations. This is especially prevalent with front-line healthcare workers, resulting in high occupational turnover intention. Our study examines the use of high-involvement work practices (HIWPs), supervisor support and resilience as support resources for front-line nurses’ emotional labour and work engagement to mitigate occupational turnover intention among nurses in Australia. Data was collected via a nationwide survey of 2,984 nurses and midwives. A significant positive relationship was identified between EL and occupational turnover intentions, mediated by work engagement. The provision of HIWPs resources, supervisor support and individual resilience play an important role in ‘buffering’ the negative impact of emotional labour on work engagement and the occupational turnover intention of nurses. The key message of our study demonstrates that multi-level resources, organisational (HIWPs), relational (supervisor support) and individual (employee resilience) are important for mitigating the effects of emotional labour on occupational turnover intentions.

Subjective Career Success, Career Competencies, and Perceived Employability: Three-way Interaction Effects on Organizational and Occupational Turnover Intentions

Despite a plethora of research on turnover intentions, we know little about the impact of subjective career aspects (e.g., authenticity, recognition, and meaningful work) on turnover intentions. Drawing upon turnover theory, we argue that subjective career success negatively influences organizational and occupational turnover intentions. This negative effect will be stronger in the presence of career competencies and high perceived employability. To test these relationships, we conducted two field studies using a two-wave survey method. Results of both studies indicated that the negative impact of subjective career success on turnover intentions was strongest when the perceived employability and career competencies were high. In Study 1, we found these relationships significant for organizational turnover intentions. Through Study 2, we found significant results for occupational turnover intentions due to their occupational investments in a new profession. We discuss the contributions of findings to the careers and turnover literature.

The Impact of Subjective Career Success on Organizational and Occupational Turnover Intentions

Despite a plethora of research on turnover intentions, we know little about the impact of subjective career aspects (e.g., authenticity, recognition, and meaningful work) on turnover intentions. Drawing upon turnover theory, we argue that subjective career success negatively influences organizational and occupational turnover intentions. This negative effect will be stronger in the presence of career competencies and high perceived employability. To test these relationships, we conducted two field studies using a time-lagged research design. We collected data from a sample of full-time working professionals in different organizations located in India (T1: N = 303; T2: N = 235) and a sample of working professionals with occupational investments in a new profession (T1: N = 260; T2: N = 221). Results of both studies indicated that the negative impact of subjective career success on turnover intentions was strongest when the perceived employability and career competencies were high. In Study 1, we found these relationships significant for organizational turnover intentions. Through Study 2, we found significant results for occupational turnover intentions due to their occupational investments in a new profession. We discuss the contributions of the findings to the turnover theory with career-related antecedents.

The Intervening Effects of Perceived Organizational Support on COVID-19 Pandemic Stress, Job Burnout and Occupational Turnover Intentions of Collegiate Sport Athlete-Facing Professionals

Already a challenging position in higher education, collegiate sport athlete-facing professionals have been exposed to excessive stress amid the COVID-19 pandemic that can result in emotional exhaustion and a mass exodus of valued employees within collegiate sport organizations. Accordingly, based on COR theory, we aimed to assess the intervening effects of perceived organizational support that can mitigate job burnout and occupational turnover intentions due to pandemic stress. A total of 427 academic support professionals in National Collegiate Athletic Association (NCAA) Division I organizations responded to an online survey measuring pandemic stress, job burnout, occupational turnover intention, and organizational support. Hypotheses were tested through a serial-mediation analysis using the PROCESS macro for SPSS Model 6. Results showed that pandemic stress had a statistically significant effect on occupational turnover through job burnout. It was also confirmed that organizational support fully mediates the relationship between pandemic stress, job burnout, and occupational turnover. Overall, our findings highlight the importance of providing adequate organizational support towards employees under a high level of stress due to the pandemic. As ASPs adapt to the “new normal,” college sport organizations can assist employees by catering the support they provide to meet changing needs, especially by leveraging technologies that have been advanced during the pandemic. Further implications of the findings on collegiate sport organization literature are offered, as are suggestions for future research.

Testing an Extended Social Cognitive Model of Occupational Turnover Intentions

Workforce shortages in the health and social care sectors are a relevant issue worldwide. One measure to mitigate workforce shortages is to improve working conditions and workers’ future prospects in order to encourage worker retention. Although studies have examined factors related to organizational turnover, less is known about the factors that lead to occupational turnover intentions. Drawing upon social cognitive career theory, this study examines the reasons behind health and social care workers’ occupational turnover intentions considering emotional exhaustion as an explanatory variable. The participants were 403 health and social care workers who responded to a questionnaire about 4 years after completing their vocational education and training at the upper-secondary level. Structural equation analyses revealed that affective occupational commitment showed the highest negative correlation with occupational turnover intentions. Furthermore, the results suggest that career-related outcome expectations, wellbeing, and supportive working conditions are crucial for designing effective interventions.

Restaurant frontline employees’ turnover intentions: three-way interactions between job stress, fear of COVID-19, and resilience

PurposeThe COVID-19 pandemic intensifies the high turnover rate in the restaurant industry. Applying the conservation of resources (COR) theory, this study aims to examine the factors influencing US restaurant frontline employees’ organizational and occupational turnover intention with an emphasis on the three-way interactions between job stress, fear of COVID-19 (FC) and resilience.Design/methodology/approachA sample of 243 US restaurant frontline employees participated in this study. PROCESS macro was used for hypothesis testing.FindingsOrganizational turnover intention fully mediated the relationship between job stress and restaurant employees’ occupational turnover intention. FC intensified the positive relationship between job stress and organizational turnover intentions. Job stress, FC and resilience interacted to affect restaurant frontline employees’ organizational turnover intention such that when resilience is high, FC strengthened the positive relationship between job stress and organizational turnover intention, and the indirect effect of job stress on occupational turnover intention via organizational turnover intention.Practical implicationsRestaurants should take measures to reduce frontline employees’ fear and continue implementing practices to alleviate job stress during a crisis to reduce employees’ turnover intentions. Training on building employee resilience could also be provided by restaurant operators.Originality/valueThis study added to the limited knowledge of factors that are associated with restaurant employees’ organizational and occupational turnover intentions in the context of a global crisis and expanded the current knowledge of how fear and resilience may impact restaurant employees’ behavioral intentions.

Work interference with family and turnover intentions in Pakistani banks: the role of psychological breach

The purpose of this study was to explore the relationship between work-family interference (WIF), organizational and occupational turnover intentions. Further, it was investigated if the relationships are mediated by ‘psychological contract breach’ (PCB) concerning ‘work-family balance obligations’. A study was completed by gathering data using a self-administered survey from employees working in the Pakistani Banking industry (n=359). The results indicate that WIF is positively linked to organizational and occupational turnover intentions. Results of mediation analyses showed a significant indirect effect of WIF, via PCB, on occupational turnover intentions but not on organizational turnover intentions. This study provides insight into the mechanisms through which WIF affects employee turnover intentions. Moreover, this study adds to psychological contract theory by revealing insight into the particular sub of work-family content of work-family balance obligations.

Should I stay or should I go? Examining Occupational Culture Fit of the Manufacturing Labor Force

Understanding the reasons why manufacturing workers may leave or stay in an occupation is a topic of importance amongst researchers and the manufacturing world. Although extensive research has been conducted on organizational culture, turnover intentions, and commitment, the impact of Occupational Culture Fit on employees’ decision to stay or leave the occupation remains unclear. Building on the theories of Group and Grid Dimensions of Occupational Culture Fit, Social Identity, Social Exchange, and Image Theory, this study examines the link between Occupational Culture Fit, Occupational Global Job Embeddedness, Occupational Commitment, and Occupational Turnover Intention. Using Smart PLS for measurement and structural model analysis, a model was tested with 201 responses from individuals working in manufacturing organizations located in the Midwest of the United States. The findings of this study indicate that there is a positive relationship between Occupational Culture Fit, Occupational Global Job Embeddedness, and Occupational Commitment; and Occupational Commitment and Occupational Turnover Intentions. The findings extend the theoretical study of Group and Grid Dimensions of Occupational Culture Fit, Social Identity, Social Exchange, and Image Theory by improving our understanding of the impact of Occupational Culture Fit, and Occupational Job Embeddedness on Occupational Turnover Intentions and Occupational Commitment.

The Impact of the COVID-19 Pandemic on Future Nursing Career Turnover Intention Among Nursing Students.

IntroductionA shortage of nurses has been a major global concern, particularly during pandemics. Nursing students turning away from the nursing profession upon graduation may exacerbate nursing workforce shortfalls. The main objective of this study was to assess perceived occupational turnover intention among nursing students and associated factors (fear of COVID-19 and life satisfaction). Students were also asked to provide suggestions that could enhance their intention to join the nursing profession.MethodsAn online survey was sent to all registered undergraduate nursing students at Fujian Medical University, China. The partial least squares structural equation model (PLS-SEM) was used to investigate key factors influencing turnover intention.ResultsA total of 1020 complete responses were received (response rate: 86.2%). Nearly half (49.1%) reported that they would choose not to be on a nursing course if given a choice, 45.4% often think of not going into the nursing profession in the future, and 23.7% would consider entering a healthcare industry that has zero contact with patients. The total turnover intention score range was 3 to 15, and the mean ± standard deviation (SD) was 9.2 (SD ± 2.5). PLS-SEM path analysis revealed that fear of COVID-19 (β = 0.226, p < 0.001) had a positive effect on turnover intention. Satisfaction with life (β = −0.212, p < 0.001) had a negative effect on turnover intention. Analysis of open-ended survey data on students’ perspectives on how to encourage nursing students to enter the nursing workforce revealed five central themes: 1) professional role, respect, and recognition; 2) higher wages; 3) reduce workload; 4) enhance occupational health and safety; and 5) career advancement opportunities.ConclusionFactors influencing turnover intention and suggestions to reduce students’ apprehension towards joining the nursing profession found in this study should be seriously taken into consideration in initiatives to address the nurse shortages.

Stay or Leave? The Role of Career Adaptability and Organizational Embeddedness for Turnover Intentions

The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Logistic regression analysis was utilized to examine survey data obtained from 173 employees with various occupations, who worked for (semi-)public and private organizations in the Netherlands. The variable measuring CA did not contribute to explaining organizational or occupational turnover intention. The variable measuring OE contributed to explaining organizational and, to a lesser extent, occupational turnover intention. In addition, for moderately to higher embedded workers, the odds of organizational turnover increased when they had higher CA. Our results suggest that the fostering of CA, in general, does not influence the likelihood of workers making transitions. Implications for practice and future research are discussed.

Effect of the COVID-19 Pandemic on Medical Student Career Perceptions: Perspectives from Medical Students in China.

Our aim was to examine perceived occupational turnover intentions among medical students and the associated factors. A cross-sectional study using a Web-based survey was conducted. A total of 2922 completed responses were received (response rate 55.7%). A total of 58.4% (95% CI 56.6–60.2) reported high turnover intention (score of 7–15). The odds of higher total turnover score among the fifth-year students was nearly four times that of first-year students (OR = 3.88, 95% CI 2.62–5.73). Perception of the medical profession as not being of high social status and reputation significantly influenced high turnover intention scores (OR = 2.26, 95% CI 1.90–2.68). All three dimensions of the multidimensional scale of perceived social support (MSPSS) significantly predict turnover intention. Lower scores in the support from Significant Other (OR = 1.47, 95% CI 1.17–1.84), Family (OR = 1.47, 95% CI 1.18–1.83) and Friend (OR = 1.42, 95% CI 1.14–1.77) subscales were associated with higher turnover intention. Low score in the Brief Resilience Scale (BRS) was also associated with higher turnover intention (OR = 1.44, 95% CI 1.17–1.77). The findings shed light on the importance of changing public attitudes towards respecting the medical profession and improving the implementation of policies to protect the well-being of people in the medical profession.

Collegiate Coaches’ Work Stressors and Turnover Intentions: The Stress-Buffering Effects of Perceived Organizational Support

Collegiate Coaches’ Work Stressors and Turnover Intentions: The Stress-Buffering Effects of Perceived Organizational Support Elodie Wendling, Michael Sagas Abstract Although research has focused on the role of stress and work-family conflict in the coaching profession, the examination of stress protective mechanisms that would serve as buffers against the negative influences of coaches’ work-family conflict and their turnover intentions remains scant. Accordingly, we aimed to address this gap by examining the extent to which perceived organizational support served as a buffer against turnover intentions caused by job stress and work-family conflicto experienced by coaches. A total of 253 collegiate coaches that were either married or supporting a child in their home responded to a mailed survey. The questionnaire included measures of job stress, work-familyconflict, turnover intentions (both organizational and occupational), and perceived organizational support. Several hypotheses were tested using Partial Least Squares Structural Equation Modeling. Results supported the moderating effect of perceived organizational support on the relationship between work-family conflict and organizational turnover intentions but not occupational turnover intentions. Implications of the findings on coaching turnover literature are offered as are avenues for future research that further assesses the role that supports play in the well-being and retention of coaches. Full Text: PDF DOI: 10.15640/jpesm.v8n2a3

Factors related to turnover intentions and work-related injuries and accidents among professional caregivers: a cross-sectional questionnaire study

BackgroundThe Japanese health and welfare industry has a shortage of professional caregivers, and work-related accidents and injuries among this group are therefore especially critical issues. This study aimed to examine the factors associated with turnover intentions and work-related injuries and accidents among professional caregivers in Japan.MethodsSelf-report questionnaires were distributed to care workers (N = 1396) at 26 geriatric-care facilities. The questionnaire addressed basic attributes, work and organizational characteristics, wage adequacy, and intrinsic motivations for work (e.g., “being suited to caring work”). Social-relational aspects of the work environment were assessed via three subscales of the Social Capital and Ethical Climate in the Workplace instrument (i.e., “Social Capital in the Workplace,” “Exclusive Workplace Climate,” and “Ethical Leadership”). Dependent variables were the experience of work-related accidents or injuries in the prior year and organizational and occupational turnover intentions. We used datasets of professional caregivers for analyses.ResultsThe response rate was 68% (N = 949). Among the 667 professional caregivers, 63% were female. On multivariable logistic regression analysis for work-related accidents and injuries for each sex, those with higher scores for “being suited to caring work” were found to experience significantly fewer work-related accidents and injuries (odds ratio [OR] = 0.78, p < 0.01) among female caregivers. Male caregivers who perceived an exclusive workplace climate experienced more work-related accidents and injuries (OR = 1.61, p < 0.01). However, experience of work-related accidents and injuries did not show significant relationships with organizational and occupational turnover intentions. Additionally, “being suited to caring work” (OR = 0.73, p < 0.01) and ethical leadership (OR = 0.76, p < 0.05) were found to be negatively associated with organizational turnover intentions. “Being suited to caring work” (OR = 0.61, p < 0.01), inadequacy of wage (OR = 2.22, p < 0.05), and marital status (OR = 2.69, p < 0.01) were also associated with occupational turnover intentions of professional caregivers.ConclusionsThese findings highlight the need to foster intrinsic motivations for work as well as providing a supportive and ethical work environment to reduce high turnover rates and work-related injuries and accidents among professional caregivers.

A latent transition analysis investigating the nature, stability, antecedents, and outcomes of occupational commitment profiles for school principals

A person-centered perspective makes it possible to identify the most common combinations, or profiles, of Affective (AC), Normative (NC), and Continuance (CC) commitment to any target. Extensive person-centered research has been conducted on employees' commitment to their organization. However, only a few cross-sectional studies have focused on employees' profiles of commitment to their occupation, which is surprising given the key role of this target of commitment for a variety of occupational groups. The goal of this study was to contribute to this growing literature by focusing on occupational commitment profiles among a sample of 525 school principals (Mage = 44.94; 59% females), while also adopting a longitudinal perspective to assess profile stability over a two-year period. We also investigated the implications of these profiles in relation to occupational turnover intentions, job satisfaction, work-life imbalance and psychological distress, as well as the role of interpersonal relationships with other school managers, involvement in decision-making, and schoolboard transformational leadership in the prediction of profile membership. Our results revealed five profiles, which remained identical and highly stable (less than a fifth of the participants transitioned to a distinct profile) over the course of the study. Beneficial effects were associated with profiles dominated by AC, detrimental effects were related to the CC-dominant profile, and we found beneficial synergistic effects of NC when combined with high CC in terms of job satisfaction, turnover intentions and work-life imbalance. In terms of predictions, only interpersonal relationships with other school managers predicted profile membership.

Turnover Intention among Field Epidemiologists in South Korea.

The purpose of this study was to explore the level of occupational stress, job satisfaction, and turnover intention among Korean field epidemiologists, and to identify the factors that contribute to their turnover intention. We surveyed the Korean field epidemiologists in the cohort from 2016 to 2018 using the Occupational Stress Inventory, revised edition, and questionnaires developed from the Public Health Workforce Interest and Needs Survey. Fisher’s exact test was used to identify the association between sociodemographic characteristics, occupational stress, job satisfaction, and turnover intention. Overall, 17 Korean field epidemiologists participated in this study (response rate: 74%). More than half of field epidemiologists had turnover intention (53%), and it was less likely to be present in the field epidemiologists recruited from the civilian sector than those recruited from the military (adjusted odds ratio, 0.59; 95% confidence interval, 0.39–0.88). Furthermore, about two-thirds of field epidemiologists had a burden of occupational stress on Role Ambiguity (65%), and only one respondent expressed satisfaction with the job. There was no significant relation among the levels of occupational stress, job satisfaction, and turnover intention. In this study, the field epidemiologists recruited from the military were more likely to have turnover intention. Additional studies to identify possible ways to reduce turnover intention among the public health workforce are warranted.

Being abused, dealt unfairly, and ethically conflicting? Quitting occupation in the lap of silence

PurposeThe purpose of this paper is to investigate the integrative effects of abusive supervision (AS), perceived injustice (PI) and ethical conflict (EC) on occupational turnover intentions (OTI) among frontline employees (FLEs). Furthermore, the mediating role of quiescent silence (QS) is examined.Design/methodology/approachThe authors collected survey-based data from 320 FLEs working in different service sector organizations of Pakistan. The snow-ball sampling technique is employed to approach respondents of this study. The collected data are analyzed through structural equation modeling (SEM) technique using SmartPLS 3.0.FindingsThe AS, PI and EC are found to collectively predict OTI among FLEs with a mediating effect of QS. The EC is the strongest predictor of OTI.Practical implicationsThe results imply that service managers must ensure that employees are treated fairly. Furthermore, relevant trainings are offered to FLEs in order to maintain the required ethical standards at work to reduce EC perceptions.Originality/valueThe study is pioneer in presenting the relationship between QS and occupational turnover among FLEs. Furthermore, the study advocates the mediating role of employee quiescent silence to enrich the relationship between socio-psychological factors (i.e. AS, EC and PI) and OTI.

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.