Organizational Turnover Intention Research Articles

Co-worker Relations and Working Environment: Influences on Turnover Intentions in Co-operatives of Surkhet

This study aims to construct a conceptual framework for analyzing and forecasting the factors that influence employee turnover intentions in cooperative organizations in Surkhet, Nepal. Cooperatives play a crucial role in economic growth as they generate jobs, collect and invest funds, and offer a wide range of public services. Cooperatives engage in various activities to achieve their objectives, but they have been struggling with high turnover rates. The study employed a cross-sectional design, with data collected in a single contact with the respondents. The study's demographic consisted of all cooperative employees in Surkhet, and a convenience sampling method was used to gather 167 responses through a structured Likert questionnaire. Data analysis was conducted using SPSS and AMOS 23 software, with structural equation modeling as the statistical tool for hypothesis testing. Hypotheses were formulated using a deductive research approach. The results indicate that co-worker relations and the working environment were significantly associated with employee turnover intentions among cooperative employees. However, promotions showed no significant association with turnover intentions. This study has certain limitations, including the use of cross-sectional data, self-reports, variations in employee education levels, the comprehension of content, and a relatively small sample size. The respondents were a relatively uniform group of employees, so the results may not be generalized to other employees and institutions. Nevertheless, the study's findings suggest that cooperative organizations should place greater emphasis on improving co-worker relations and the working environment to reduce turnover intentions. This research can be particularly useful for managers in cooperative organizations.

Empirical Results for Investigating the Impact of Mission Attachment on the Employees’ Turnover Intentions

The employees in nonprofit organizations joined them due to their passion for the organization’s mission and accomplish it. But a deficiency exists when one evaluates the difference in pay and work conditions which significantly influence the employee’s turnover intentions in nonprofit organizations. This tested the traditional theory of mission attachment as the most significant factor for employee’s retention in nonprofit organizations with an intention to highlight the role of mission attachment employee’s turnover control. A survey was conducted, and a questionnaire was used to analyze the employee turnover intentions of nonprofit organizations over a number of predictors and criterion variables. The multiple regression analyses were run to investigate the influence. The study reported a show positive impact towards the organizations’ missions however, appeared with dissatisfaction with from the work conditions which might overrule the decision of the n employee concerning staying only organizational mission. The study finds a positive association between nonprofit work conditions and mission attachment. This led us to conclude the mission still plays a critical role in employee retention and it reduces employee dissatisfaction from the work conditions. Based on findings, implications for stakeholders and future research concerning working conditions have been outlined along with description of limitation.

Leadership and Turnover Intentions in a Public Hospital: The Mediating Effect of Organisational Commitment and Moderating Effect by Activity Department

This research aimed to study the effect of leadership (transformational and transactional) on turnover intentions and whether this relationship is mediated by organisational commitment and moderated by the department of activity. To this end, it was hypothesized that: (1) leadership has a negative and significant association with turnover intentions; (2) leadership has a positive and significant association with affective organisational commitment; (3) organisational commitment has a negative and significant association with turnover intentions; (4) organisational commitment has a mediating effect on the relationship between leadership and turnover intentions; (5) the department to which the employee belongs has a moderating effect on the relationship between leadership and organisational turnover intentions. The sample consists of 477 participants working at the Hospital Professor Doutor Fernando Fonseca (HFF) in Portugal, performing their functions in several departments. This is a quantitative, correlational, and cross-sectional study. The results indicate that transformational leadership has a negative and significant effect on turnover intentions and a positive and significant effect on affective and normative commitment. Transactional leadership negatively and significantly affects all three components of organisational commitment. Affective and normative commitment has a negative and significant effect on turnover intentions. Calculative commitment has a positive and significant effect on turnover intentions. Affective commitment and calculative commitment have a partial mediating effect on the relationship between transformational leadership and organisational turnover intentions. The department to which the employee belongs does not have a moderating effect on the relationship between leadership and turnover intentions. It has been proven that leadership plays an extremely important role in the smooth running of this hospital unit.

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.

Work-Family and Family-Work Conflict and Turnover Intentions: The Mediating Effect of Well-Being

This study aimed to study the effect of work-family conflict (WFC) and Family-work Conflict (FWC) on turnover intentions and whether this relationship is mediated by well-being. To this end it was hypothesized that: (1) WFC and FWC have a positive and significant effect on organizational turnover intentions; (2) WFC and FWC have a negative and significant effect on well-being; (3) well-being has a mediating effect on the relationship between WFC and FWC and turnover intentions. The sample of this study is composed of 313 participants working in organisations based in Portugal. The effect of WFC on turnover intentions and on wellbeing were confirmed. A partial mediating effect of well-being on the relationship between WFC and turnover intentions was also found.

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.

Tingkat Pengaruh Kepuasan Gaji dan Kepuasan Kerja sebagai Mediator Hubungan Antar Keadilan Organisasional terhadap Niat untuk Pindah Kerja

This study aims to analyze Pay Satisfaction and Job Satisfaction’s Level of Influence as a Mediator of the Reliationship Between Organizational Justice and Turnover Intention at Yogyakarta Industry and Trade Office. The population and sample in this study is 50 Respondent using saturated sampling technique. Data collected utilizing a questionnaire. The result showed that organizational justice has positive significant effect on pay satisfaction and job satisfaction, while organizational justice, pay satisfaction, dan job satisfaction has negative signification effect on turnover intention. The result from sobel test showed that pay satisfaction and job satisfaction unable to mediate the influence of organizational justice on turnover intention at Yogyakarta Industry and Trade office.

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.

Perceived Organizational Support and Turnover Intentions: The mediating effect of Affective Organizational Commitment

Perceived Organizational Support and Turnover Intentions: The mediating effect of Affective Organizational Commitment

Organizational justice perceptions and turnover intention: a meta-analytic review

PurposeThe aim of the study was to survey the relationships between organizational justice perceptions and turnover intention by using meta-analysis and to determine the possible moderators affecting these relationships.Design/methodology/approachIn total, 83 correlation values were used. Comprehensive meta-analysis software (CMA) was used to analyze the collected studies. Heterogeneity and publication bias of each data set were tested.FindingsEach data were heterogeneous and included no publication bias. The results suggested that the effect size of distributive justice on turnover intention is −0.396, interactional justice on turnover intention is −0.341, interpersonal justice on turnover intention is −0.361, informational justice on turnover intention is −0.358, procedural justice on turnover intention is −0.369 and overall organizational justice on turnover intention is −0.436. Region was a moderator for the relationship between distributive justice and turnover intention.Originality/valueThe results of the study can provide guidance to the future researchers. Moreover, the managers can use these results for the implementation of organizational strategies and policies.

Factors Influencing Labour Turnover Intentions in Non-Governmental Organization: Insights from Christian Social Service Commission (CSSC) in Dar es Salaam


 
 
 
 
 Managing labour turnover is critical for any organization sustainability and competitiveness. In the past, turnover was higher in government organizations as compared to non-Governmental Organizations. Currently however, non-Governmental organizations are facing difficulties to retain good performers, experienced and well trained employees due to high turnover. This study attempted to assess factors influencing labour turnover intentions in non-Governmental Organizations by taking the case of the Christian Social Service Commission (CSSC) in Dar es Salaam. Specifically, the study sought to assess how work-related factors, organization factors and personal factors influence labour turnover intentions at CSSC. A case study design and quantitative approach were employed in this study. Data was collected from 80 employees through standardized questionnaire, and both descriptive and inferential statistics procedures were applied in data analysis. The research revealed that organization factors and work-related factors moderately influence turnover intentions, whereas the personal factors had no significant influence. In this respect improving on salaries, fringe benefits, personal career advancement opportunities, involvement in decision making, friendly organization policies, job securities to name a few will scale down turnover intensions. However, further studies can be carried out including more variables than those assessed in this study to reveal factors affecting labour turnover intentions.
 
 
 
 
 

A contextual study of co-worker relationship and turnover intentions: the mediating role of employee cynicism

PurposeThe purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.Design/methodology/approachUsing a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.FindingsFindings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.Practical implicationsThe work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.Originality/valueAn investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.

The effect of burnout and its dimensions on turnover intention among nurses: a meta-analytic review

PurposeThe aim of this study was to survey the relationships between organizational justice perceptions and turnover intention by using meta-analysis.Design/methodology/approachEighty-three correlation values were used. Comprehensive Meta-Analysis Software (CMA) was used to analyze the collected studies.FindingsHeterogeneity and publication bias of each data set was tested. Each data was heterogeneous and included no publication bias. The results suggested that the effect size of distributive justice on turnover intention is −0.396, interactional justice on turnover intention is −0.341, interpersonal justice on turnover intention is −0.361, informational justice on turnover intention is −0.358, procedural justice on turnover intention is −0.369 and overall organizational justice on turnover intention is −0.436. Region was a moderator for the relationship between distributive justice and turnover intention.Originality/valueThe results of this study can provide guidance to the future researchers. Moreover, the managers can use these results for the implementation of organizational strategies and policies.

An analysis of the relationship between organisational culture and turnover intentions of library personnel in private university libraries in south-south, Nigeria

An analysis of the relationship between organisational culture and turnover intentions of library personnel in private university libraries in south-south, Nigeria

Organizational Commitment, Organizational Citizenship Behavior and Turnover Intention: The Moderating Role of Leadership Behavior

Organizational Commitment, Organizational Citizenship Behavior and Turnover Intention: The Moderating Role of Leadership Behavior

How Perceived Organizational Support Impacts on Post-1990s Employees' Turnover Intention: Taking China Tobacco Companies as an Example

Tobacco industry is an important part of the national economy and a mainly sources of national fiscal revenue. The healthy and stable growth of the tobacco industry is of great significance to the country's economic development. In particular, the overall quality and work stability of human resources are the key factors for the development of the tobacco industry. Chinese post-1990s are gradually entering the workplace and becoming the backbone of society. However, their high-frequency turnover had different degrees of impact on the stability of the organization and their own career. So, the purpose of this study was to investigate thoroughlythe mechanisms of POS on turnover intention(TI) of post-1990s ofChina tobacco industry based on the mediation of OI, and the regulative effect of employability perception(EP). After collecting the results of questionnaires covering perceived organizational support, turnover intention, organizational identity and employability perception from 352 post-1990s employees of China tobacco industry, our hypotheses were tested using the Hierarchical Regression Analysis (HRA). Results displayed that there was a significant negative correlation between POS and TI of post-1990s employees. Turnover intention of post-1990s employees was significant negative impacted by Organizational identity and employability perception. Internal employability perception(IEP) had a greater impact on TI than that of external employability perception(EEP). Organizational identity played a partly positive mediating effect between POS and TI of post-1990s employees. Employability perception played a negative moderating role between POS and TI of post-1990s employees. Furthermore, the moderating effect of internal employability was greater than that of external employability, and the post-1990s employees with higher employability were more sensitive to the effect onPOS on TI. Finally, this study provided suggestions for China tobacco industrythat strengthening the post-1990s employees' recognition of the organization, improving their overall self-awareness, and improving the level of organizational management were helpful to the career of post-1990s and organizational development.

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.

Factor That Affect Turnover Intention in Millennial Employees

The biggest challenge for companies today is thinking about various strategies in retaining millennial generation employees in order to reduce turnover intention, in which turnover intention is the reaction of employees to what is felt in the company. Factors such as strong organizational culture and employee motivation are expected to retain employees to reduce turnover intention. Therefore, the purpose of this study is to see whether organizational culture and motivation are factors that can affect turnover intention of millennial employees who are in Jabodetabek. This research is quantitative in nature, conducted by survey using a questionnaire. Data were analyzed using Structural Equation Model (SEM). The results of the first study indicate that there is an influence between organizational culture on employee motivation. Second, there is an influence between organizational culture on employee turnover intention. Third, there is an influence between motivation on employee turnover intention. Furthermore, the four motivations mediate between organizational culture and employee turnover intention in Jabodetabek

關於員工創造性, 情緒勞動策略, 工作滿意度, 組織公民行為, 顧客導向性與離職意向 間的結構關係研究

本研究以在醫院與顧客進行直接接觸並提供服務的一線護士為研究對象,致力於研究員工創造性, 情緒勞動策略(表面行為, 深度行為, 自然表現), 工作滿意度, 組織公民行為, 顧客導向性與離職意向間的結構關係. 本研究通過對409位嶺南地區一線護士的調查進行實證研究, 對樣本進行了信任度分析, 探索性因子分析和確定性因子分析，並運用AMOS進行了假設檢驗. 抽樣方法採用方便抽樣方法. 根據研究結果，員工創造性對工作滿意度產生正向影響，情緒勞動策略中的表面行為對工作滿意度產生負向影響，深度行為和自然表現對工作滿意度產生正向影響，工作滿意度對顧客導向性和組織公民行為產生正向影響，而工作滿意度, 顧客導向性和組織公民行為對離職意向產生負向影響. 最後本研究根據研究結果提出了理論性啟示與實踐性啟示，並提出了局限性與未來研究的方向.

Resilience as a mediator between compassion fatigue, nurses' work outcomes, and quality of care during the COVID-19 pandemic

BackgroundNurses in the frontline of the battle against COVID-19 are highly vulnerable to compassion fatigue (CF), which may affect their mental health, work effectiveness, and patient safety outcomes. However, no studies have investigated nurses' CF in relation to job outcomes and care quality during the pandemic. AimsThis study aims to examine the mediating role of resilience in the relationship between CF and frontline nurses' job outcomes (job satisfaction and turnover intention) and care quality. DesignAn online, cross-sectional survey containing five self-report scales was used to collect data from 270 frontline nurses in selected hospitals in the Philippines. ResultsOverall, 38.5% of frontline nurses experienced medium to high CF during the second wave of the pandemic. Increased CF was associated with poorer nurse-reported quality of care (β = −0.145, p = 0.019), lower job satisfaction (β = −0.317, p = 0.001), and higher organizational turnover intention (β = 0.301, p = 0.001). Moreover, resilience fully mediated the relationship between CF and quality of care (β = −0.088, p = 0.169), and partially mediated the relationship between CF and job satisfaction (β = −0.259, p = 0.001), and CF fatigue and organizational turnover intention (β = 0.272, p = 0.001). ConclusionFrontline nurses are at risk of developing CF during the pandemic. Psychological resilience reduces the negative impact of CF on frontline nurses' job satisfaction, turnover intention, and the quality of care in their assigned unit. Proactive measures to reduce CF should be prioritized by nursing administrators. Resilience-promoting interventions could foster job satisfaction and retention in nurses and, hence, the quality of care delivered in their units.