Organizational Turnover Intention Research Articles

호텔종사원들의 개인-조직 적합과 정신적 탈진이 조직시민행동과 이직의도에 미치는 영향: 직무만족의 매개효과

호텔종사원들의 개인-조직 적합과 정신적 탈진이 조직시민행동과 이직의도에 미치는 영향: 직무만족의 매개효과

The Effect of Top Management Trustworthiness on Turnover Intentions via Negative Emotions: The Moderating Role of Gender

Based on a field study (N = 303), this paper explores the differential role that perceived top management trustworthiness has on female and male employees’ negative emotions and turnover intentions in organizations. A theoretical model is established that explicates a negative indirect effect of perceived top management trustworthiness on employee turnover intentions through employee negative emotions. The results reveal that there is a negative relationship between perceived top management trustworthiness and employee negative emotions and resulting turnover intentions and that this effect is stronger for female employees than for male employees. These results demonstrate the pivotal role played by top management trustworthiness, provide an explanation for the turnover gender gap, and highlight the subjectivity in reactions to trustworthiness perceptions. The implications for organizations are discussed in line with the need for top management to positively influence employees and particularly women, to retain them in their workforce.

Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada

BackgroundStaff turnover is a major issue for health care systems. In a time of labor shortage, it is critical to understand the motivational factors that underlie turnover intention in newly licensed nurses. PurposeTo examine whether different forms of motivation (the reasons for which nurses engage in their work) predict intention to quit the occupation and organization through distinct forms (affective and continuance) and targets (occupation and organization) of commitment. MethodsCross-sectional data were collected from a sample of 572 French–Canadian newly registered nurses working in public health care in the province of Quebec, Canada. The hypothesized model was tested by structural equation modeling. FindingsAutonomous motivation (nurses accomplish their work primarily out of a sense of pleasure and satisfaction or because they personally endorse the importance or value of their work) negatively predicts intention to quit the profession and organization through target-specific affective commitment. However, although controlled motivation (nurses accomplish their work mainly because of internal or external pressure) is positively associated with continuance commitment to the occupation and organization, it directly predicts, positively so, intention to quit the occupation and organization. ConclusionThese results highlight the complexity of the motivational processes at play in the turnover intention of novice nurses, revealing distinct forms of commitment that explain how motivation quality is related simultaneously to intention to quit the occupation and organization. Health care organizations are advised to promote autonomous over controlled motivation to retain newly recruited nurses and sustain the future of the nursing workforce.

Política Organizacional Percebida e Incidência de Turnover dos Funcionários: Um Estudo Longitudinal na Nigéria

Although prior research has demonstrated that perceived organizational politics were positively related to employee turnover intention, however, little is known about possible causal explanations for the relationship between the two variables. To address this gap, a longitudinal design was employed to examine the relationship between perceived organizational politics and employee turnover intention with data collected over a two-year time period. Specifically, one hundred and seventy five Registered Nurses from government hospitals in Nigeria completed measures of perceived organizational politics and employee turnover intention at 2 times 16 months apart. There was empirical evidence, based on results of longitudinal regression analyses to support either the hypothesis that perceived organizational politics increases employee turnover intention or the hypothesis that employee turnover intention lead to organizational politics. However, employee turn over intention. and perceived organizational politics were found to change instantaneously. Implications of the results are discussed

The Effects of Employees' Perceptions of Organizational Politics on Organizational Silence and Turnover Intention in the Food-Service Industry: The Moderating Role of Food & Beverage and Kitchen Departments

The Effects of Employees' Perceptions of Organizational Politics on Organizational Silence and Turnover Intention in the Food-Service Industry: The Moderating Role of Food & Beverage and Kitchen Departments

The Effects of Employees' Perceptions of Organizational Politics on Organizational Silence and Turnover Intention in the Food-Service Industry: The Moderating Role of Food & Beverage and Kitchen Departments

The Effects of Employees' Perceptions of Organizational Politics on Organizational Silence and Turnover Intention in the Food-Service Industry: The Moderating Role of Food & Beverage and Kitchen Departments

Organizational Citizenship Behaviors as a Mediator between Culture and Turnover Intentions

An attempt has been made to investigate the mediating role of OCBs in culture and turnover intentions. Data was collected from 15 BPO units located in Chandigarh. Findings revealed that OCBs of employees in the BPO sector are mainly sensitive to four dimensions of organizational culture viz. proaction, confrontation, experimentation and openness. Finally, a partial mediation of OCBs had been found between organizational culture and turnover intentions. Taking into consideration the practical implications of the study, findings suggest that BPO Managers should pay special attention and recognition to employees' OCBs, as these could help in reducing their attrition. Further implications of the results and direction for future research have been elaborated.

시큐리티업무 종사자의 직무스트레스가 조직몰입 및 이직의도에 미치는 영향

본 연구는 시큐리티업무 종사자를 대상으로 직무스트레스가 조직몰입 및 이직의도에 미치는 영향을 규명하여 시큐리티업무 종사자들의 근무환경을 개선하기위한 기초자료를 제공 하는 목적으로 진행하였다. 총156명의 설문 응답을 최종 분석 자료로 사용하였으며 SPSS 18.0 통계프로그램을 이용하여 상관분석 및 중다회귀분석의 통계적 검정을 통하여 다음과 같은 결론을 도촐하였다. 첫째, 직무몰입은 직무스트레스의 하위 요인 중 보상부적절, 자율성결여, 직무불안에서 영향을 미치는 것으로 나타났다. 둘째, 이직의도는 직무스트레스 하위 요인 중 보상부적절, 직장문화, 직무요구에서 영향을 미치는 것으로 나타났다. 셋째, 이직의도는 직업몰입에 영향을 미치는 것으로 나타났다. 이상의 연구에서 도출된 결론으로 볼 때, 직무스트레스는 조직몰입과 이직의도에 영향을 미치는 것으로 나타났으며, 직무스트레스와 조직몰입의 두 변수가 이직의도의 핵심적인 결정요인으로 작용하며, 조직몰입은 매개변수로 중요한 역할을 수행한다는 것을 의미한다. 즉, 업무수행에 필요한 원칙과 방향, 지속적으로 소통할 수 있는 채널을 구축할 필요가 있다. 이를 위해서는 구조화 된 사회화 프로그램을 시스템화하고 개인의 전문성 개발을 촉진하기 위한 일련의 조직적 지원과 여건마련이 요구된다.

시큐리티업무 종사자의 직무스트레스가 조직몰입 및 이직의도에 미치는 영향

시큐리티업무 종사자의 직무스트레스가 조직몰입 및 이직의도에 미치는 영향

호텔기업의 조직지원이 조직시민행동과 이직의도에 미치는 영향: 상호작용공정성의 조절된 매개효과

호텔기업의 조직지원이 조직시민행동과 이직의도에 미치는 영향: 상호작용공정성의 조절된 매개효과

서비스 조직의 사회적 책임으로서, 가족친화제도 유용성 지각의 선행요인과 조직 유효성에 관한 연구

Being considered that Work-Family benefits can possibly improve work-family balance, quality of life, and women resources utilization, the public opinion has been over the debate in modern society. However, previous researches generally focused on application of work-family benefits program, while individual-level factors received relatively less attention in researches, So, I conducted this study to focus on employee’s perceived usefulness of work-family benefits. This research intended to analyze how perceived organizational culture-as one of antecedent factors-influences employee’s perceived usefulness of work-family benefits. It was hypothesized perceived usefulness of work-family benefits has a positive effect on organizational effectiveness such as job satisfaction, organizational commitment and turnover intention. It also intended to prove that the moderating effects of social support in relationship between employee’s perceived usefulness of work-family benefits and organizational effectiveness. In order to prove the hypothesis, a questionnaire survey was conducted with 195 employees. The collected data were analyzed by the SPSS, multiple regression analysis was used for statistical analysis. The results of this study are as follows. The findings showed that adhocracy culture positively affected employee’s perceived usefulness of work-family benefits. In addition, employee’s perceived usefulness of work-family benefits was positively related to job satisfaction, but organizational commitment and turnover intention were not statistically significant. In verification of social support as a moderating variable, supervisor support had the moderating effect between employee’s perceived usefulness of work-family benefits and organizational effectiveness engagement by strengthening the relationship. However, moderating effect of coworker support was not shown in the relationship between employee’s perceived usefulness of Work-Family Benefits and organizational effectiveness.

A Research about Quality of Work-Life, Affective Organizational Commitment and Turnover Intention of Y Generational Chef

A Research about Quality of Work-Life, Affective Organizational Commitment and Turnover Intention of Y Generational Chef

호텔조직의 공정성, 직무배태성, 자기효능감, 조직시민행동 그리고 이직의도의 관계 연구

호텔기업 종사원의 이직은 기업에 부정적 영향을 미친다는 이유로 이직현상을 최소화 할 수 있는 방법은 계속해서 연구되고 있다. 또한, 기업을 떠나는 것이 아닌 잔류하는 이유에 대한 중요성도 계속해서 강조되고 있는 추세이다. 따라서 본 연구에서는 호텔기업 종사원이 지각하는 분배공정성, 절차공정성, 상호작용공정성이 직무배태성, 자기효능감, 조직시민행동 그리고 이직의도에 미치는 영향을 검증하고자 한다. 특히, 본 연구는 기업에서 의무적으로 제공해야 하는 조직공정성과 다른 종사원들과의 관계형성을 통해 형성하는 직무배태성 간의 종합적인 영향관계를 바탕으로 이직의도에 미치는 영향을 조사하는 것을 목적으로 한다. 따라서 본 연구는 서울과 인천 소재의 특1급 호텔 종사원을 대상으로 설문조사를 실시하였다. 데이터 분석은 총 213명의 유효 표본을 바탕으로 실시되었고, SPSS 22 통계패키지를 이용하여 신뢰도 분석, 상관분석, 회귀분석을 실시하였다. 분석결과, 측정항목의 내적 일관성이 허용 수준 범위의 결과가 나타나 신뢰성이 검증되었다. 회귀분석을 실시하여 가설을 검증한 결과는 총 8개의 가설 중 6개의 가설이 채택되어 대부분의 가설이 지지된 것을 확인하였다. 본 연구결과는 호텔기업에 부정적 영향을 미치는 이직현상의 원인을 파악하고 최소화 할 수 있는 방안을 개발해야 한다는 중요한 시사점을 제공한다. 본 연구의 결과를 바탕으로 제안된 이론적, 실무적 시사점은 결론에서 세부적으로 논의하였다.

Relationship between perceived organisational support, organisational citizenship behaviour, organisational trust and turnover intentions: an empirical case study

This study examines the relationships between perceived organisational support (POS), organisational citizenship behaviour (OCB) and organisational trust; and organisational trust with OCB and turnover intentions; and OCB with turnover intentions. The population under study was all experts from National Iranian Drilling Company among whom 158 questionnaires were distributed. Finally, 140 questionnaires were analysed. The methodology used in this study was correlation using structural equation model. Results showed that there is a negative significant relationship between POS, OCB and organisational trust and turnover intention. There is a positive significant relationship between POS, OCB and organisational trust. There is also a positive significant relationship between OCB and organisational trust. The indirect effect of organisational support is negative and significant on turnover intention. Since this effect is through organisational trust on turnover intention, the meditating role of organisational trust is supported in relation to the POS and turnover intention and also to the POS and OCB; the meditating role of OCB is supported in relation to organisational trust and turnover intention. Indirect effect of organisational socialisation is significant on cognitive empowerment. The results of PLS showed that the baseline model is supported.

보육교사가 인식한 어린이집의 조직공정성과 직무만족, 이직의도와의 관계 연구

보육교사가 인식한 어린이집의 조직공정성과 직무만족, 이직의도와의 관계 연구

Organizational Citizenship Behavior and Turnover Intent: A Path Analysis of Nigeria Bankers’ Behavioural Variables

This study examined psychological factors influencing organizational citizenship behavior and turnover intent among bankers in a consolidated Nigerian Bank. Eight hundred and eighty five (885) bank workers were sampled across six geo-political zones in Nigeria. A battery of tests was used to elicit their opinions using questionnaire. The research was multivariate in nature. A multivariate regression analysis was used to establish the direct and indirect effects of the exogenous variables on the two endogenous variables through path analysis. Results revealed that affective commitment, procedural justice and psychological empowerment have direct effects on the negative relationship between citizenship behaviour and turnover intent. The study also revealed a negative relationship between turnover intent and organizational citizenship behaviour. However, there was no indirect relationship between affective commitment and psychological empowerment on the negative relationship between citizenship behaviour and turnover intent. It was recommended that bank managements will only be helping in retaining their top staff by encouraging organisational citizenship behaviour among them. This will not only boost workers performance and bank productivity but also lower their intent to leave the organisation no matter the odds on the job.

The Effect of Leader's Coaching Behavior on Organizational Commitment and Turnover Intention: Mediating Role of Job Satisfaction and Moderating Role of Emotional Intelligence

The Effect of Leader's Coaching Behavior on Organizational Commitment and Turnover Intention: Mediating Role of Job Satisfaction and Moderating Role of Emotional Intelligence

Firefighter Organizational Commitment and Turnover Intention: Role of Perceived Quality of Fire-fighting Equipment

Firefighter Organizational Commitment and Turnover Intention: Role of Perceived Quality of Fire-fighting Equipment

The role of task-related antecedents for the development of turnover intentions in temporary project teams

High turnover can cause serious problems in organizations. Yet, previous research confirmed that HRM practices are useful to influence the development of turnover intentions. Existing studies have revealed a variety of factors that drive individuals to leave permanent organizations (POs) but almost no research has considered turnover in temporary organizations (TOs). Yet, TOs, such as project teams, have become increasingly prevalent and exhibit several characteristics that are distinct from POs. Hence, the antecedents of turnover intentions in TOs may also differ from those in POs. However, empirical evidence for this proposition is still lacking. In order to address this research gap, this study examines task-related antecedents of turnover intentions in temporary organizations (TITO) using a sample of 253 employees working in project teams. The results show that inter-role conflict is the most influential antecedent of TITO. Unlike suggested by extant literature, members of TOs seem to be willing to accept down-cuts in job autonomy and meaningfulness of their work, without developing turnover intentions while working for TOs. Furthermore, the results confirmed a direct relationship between TITO and turnover intentions from the permanent organization (TIPO). Members of TOs that want to, but cannot leave their project team seem to develop TIPO.

The mediating effect of perceived ethical climate on organizational commitment, trust and turnover intention interactions: a research on insurance sector

The mediating effect of perceived ethical climate on organizational commitment, trust and turnover intention interactions: a research on insurance sector