Organizational Turnover Research Articles

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.

Organizational conflicts in hospitals and their impact on employee turnover: A case study of Jordan

The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload. AcknowledgmentsWe would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

Managerial styles and their relationship with job satisfaction in information technology companies

The purpose of this paper is to identify and evaluate which managerial style prevails in the operational area of five IT companies and their relationship with the job satisfaction of their employees. For data collection, a questionnaire was applied to 120 participants, validating 110 responses. Questions regarding the three factors of EAEG were integrated in order to identify the focus in which the leadership predominantly operates in these companies, and the five dimensions of EST were used to measure the level of employees satisfaction regarding each dimension evaluated. Descriptive statistical processing allowed to observe that the managerial style focused on the Task prevails, with an overall average score of vt = 4.11. As dispersion measures, the sample standard deviation (St = 0.39) and sample amplitude (At = 0.91) corresponding to this factor (Task) were calculated, respectively, showing that the values are very close to the average score. It indicates that there is uniformity between the scores for each item of the factor Task. It was found that 65 % of participants confirm the role of the leadership focused on the Task. The Satisfaction with the nature of work dimension reached an average score of vd = 5.09, showing employee satisfaction. The dimension Satisfaction with colleagues reached an average score of vd = 4.34 indicating indifference on the level of satisfaction, whereas the dimensions Satisfaction with salary, promotions and leadership, reached averages of vd = 3.87, vd = 3.70 and vd = 3.46, respectively, indicating levels of dissatisfaction. Finally, were highlighted some criteria as motivators for avoid turnover in organizations that contribute to the job satisfaction of these employees.

Turnover Intention and Productivity of Local Bureaucrats: Focusing on Influences of Local Politicians Intervention, Central Government Control, and Citizen Compliance

Among the external environment factors faced by local officials are intervention by local council politicians, central government control and citizen policy non-compliance. These factors, together with organizational management factors and individual factors, affect the turnover intentions and productivity of local government bureaucrats in various ways. An empirical analysis of the Local Bureaucrats Perception Survey shows that intervention by politicians has a negative effect on individual and organizational turnover intention and productivity. Central government has no significant effect on individual turnover intention but increases organizational turnover intention and productivity. Citizen policy compliance has a negative effect on individual turnover intention and no significant effect on productivity. The most harmful effect on local bureaucrats is the negative intervention of local congressman because they increase turnover intention but decrease productivity. Turnover intention and Productivity are also important in that these factors improve organizational competitiveness.

Exploiting Network Fusion for Organizational Turnover Prediction

As an emerging measure of proactive talent management, talent turnover prediction is critically important for companies to attract, engage, and retain talents in order to prevent the loss of intellectual capital. While tremendous efforts have been made in this direction, it is not clear how to model the influence of employees’ turnover within multiple organizational social networks. In this article, we study how to exploit turnover contagion by developing a Turnover Influence-based Neural Network (TINN) for enhancing organizational turnover prediction. Specifically, TINN can construct the turnover similarity network which is then fused with multiple organizational social networks. The fusion is achieved either through learning a hidden turnover influence network or through integrating the turnover influence on multiple networks. Taking advantage of the Graph Convolutional Network and the Long Short-Term Memory network, TINN can dynamically model the impact of social influence on talent turnover. Meanwhile, the utilization of the attention mechanism improves the interpretability, providing insights into the impact of different networks along time on the future turnovers. Finally, we conduct extensive experiments in real-world settings to evaluate TINN. The results validate the effectiveness of our approach to enhancing organizational turnover prediction. Also, our case studies reveal some interpretable findings, such as the importance of each network or hidden state which potentially impacts future organizational turnovers.

Balgran: solving issues of an NGO in Jammu and Kashmir

Learning outcomes The learning outcomes have been prepared in accordance with Bloom’s Taxonomy (Bloom et al., 1956). After completing the case, the students shall be able to do the following: • describe the challenges faced by the not-for-profit, non-governmental and voluntary organizations operating at a local level in a conflict-ridden zone (knowledge). • Explain the key features, roles and typologies associated with non-governmental organizations (NGOs) (comprehension), apply such typologies to specific organizations (application) and differentiate between social enterprises and NGOs (analysis). • Analyse various scaling-up techniques and infer the technique(s) used or can be potentially used by a particular organization (analysis). • Synthesize different elements of the organizational environment and reflect on the potential influence of these elements on an organization (synthesis). • Develop frameworks by applying institutional theory and motivations for volunteerism to map challenges of organizational legitimacy and volunteer turnover, respectively, as well as make recommendations to tackle these challenges (synthesis and evaluation) • Develop recommendations for the problems faced by not-for-profit voluntary NGOs (evaluation). Case overview/synopsis Balgran, a local not-for-profit non-governmental voluntary organization operating in the conflict-ridden state of Jammu and Kashmir (J&K), India was established in the year 1975 to empower destitute, orphans, abandoned and socially handicapped children. Since its inception, Balgran has expanded its services at a rapid pace including Bal Bharti public school, health care centre, vocational training and a computer centre. Mr A.K. Khajuria, President of Balgran, was concerned about the high turnover of the voluntary staff, mistrust among the potential donors concerning fund management of NGOs and inadequate funding. Mr Khajuria after a few failed attempts at resolving these issues, called for a meeting of the members of the governing body in February 2019 to decide the future plan of action to resolve these issues. Through this case, the students can understand the challenges faced by local NGOs in general and unique challenges (mistrust among potential donors) faced by NGOs operating in conflict-ridden areas such as J&K. The students will be able to enhance their skills in brainstorming and making recommendations while framing possible solutions to the challenges faced by Balgran. The case seeks to enable the students to comprehend the features and typologies associated with NGOs; the role played by local NGOs in community development; differences between social enterprises and NGOs; scaling-up techniques and paths with special reference to local NGOs and the environmental factors that can potentially influence the operation of NGOs. Complexity academic level This case is suitable for undergraduate and graduate-level students learning social entrepreneurship, social work and management of alternate organizations such as NGOs. This case could be used to discuss concepts related to not-for-profit organizations operating in voluntary settings. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 3: Entrepreneurship.

Perception of Recovery Orientation as a Predictor of Clinician Turnover in Community Mental Health Clinics.

Turnover in community mental health clinics threaten the delivery of quality behavioral health services; recovery orientation has been shown to be associated with lower levels of burnout but its relationship with actual turnover has not yet been examined. This study aimed to examine the relationship between provider perceptions of recovery orientation and 12-month turnover status among community mental health providers. Secondary data analyses were conducted with data collected from 224 community mental health providers from ten organizations across 14 clinic sites participating in a larger effectiveness-implementation trial. Chi square analyses were used to examine between-site variation in 1-year turnover rates among the ten organizations. Logistic regression was used to examine effects of perceptions of recovery orientation along with known predictors of turnover among community mental health providers. Results revealed no between-site variation in organizational turnover rates. The logistic regression model was statistically significant, χ2(17) = 47.64,p < .0001 and explaining 30% (NagelkerkeR2) of within-site variance and correctly classifying 79% of cases. Perceptions of recovery orientation emerged as the sole significant predictor of 12-month turnover status, with higher levels of recovery orientation significantly associated with lower odds of turnover at 12months [B = .90, p = .008, OR 2.47 (95% CI 1.23, 4.82)]. Perceptions of recovery orientation was protective against 12-month turnover status suggesting that a more person-centered and empowering approach to care may improve the provider experience. More research is needed to further understand how recovery orientation can contribute to workforce stability.

A Link between Public Service Motivation, Employee Outcomes, and Person–Organization Fit: Evidence from Vietnam

ABSTRACT This study is innovative in terms of theory and results as it gives a new perspective on public service motivation (PSM) consistent with the context of Vietnamese public universities. We construct a research model with adjusted scales to examines the mediating role of person–organization fit, through which four dimensions of PSM (the attraction to policy-making, commitment to the public interest, self-sacrifice, and compassion) affect both positive and negative aspects of employee outcomes (work effort, organizational citizenship behaviors, turnover intention, and work-related stress) in public higher education institutions in Vietnam. The results from 313 faculty and staff are randomly drawn from 45 Vietnamese public universities, demonstrated that PSM and person–organization fit have mixed effects on employee outcomes. Employees in public universities who commit to the public interest and are attracted to public policy-making will exert more effort in their work, but self-sacrifice and compassion do not directly affect their work effort. Additional, faculty and staff who have high PSM are more likely to be associated with the performance of organizational citizenship behaviors than individuals with low PSM. Furthermore, except for compassion, only three dimensions of PSM (self-sacrifice, commitment to the public interest, and attraction to policy-making) have a significant direct negative effect on public employees’ turnover intention. Besides, using structural equation modeling (SEM) point out that four dimensions of PSM purposely guidance on the manipulation of employee outcomes. In other words, four dimensions of PSM have significant positive relationships with person–organization fit, which in turn positively impacts work effort and organizational citizenship behaviors, also negatively impacts public employees’ work-related stress and their turnover intention. This research supplements very limited current literature and supposes several implications concerning higher education policies for public-sector managers in Vietnam.

디지털 콘텐츠 산업 조직원의 보상인식이 조직몰입과 이직의도에 미치는 영향

본 연구의 목적은 디지털 콘텐츠 산업에 종사하는 조직원의 직무 보상, 임금 보상, 승진보상 등 보상 인식이 조직몰 입과 이직 의도에 어떠한 영향을 미치는지를 실증 분석하는데 있다. 본 연구는 디지털 사진, 영상, 콘텐츠를 제작하는 중소 기업을 대상으로 하였으며, 이러한 표본은 연구 목적에 부합한다고 할 수 있다. 연구방법은 설문조사는 2019년 7월 22일 부터 시작하여 2019년 7월 28일까지 진행되었으며, 이 기간 동안 266부를 회수하여 자료를 분석하였다. 그 결과로 본 연구 결과는 디지털 콘텐츠 산업 내 조직관리에 있어 다음과 같은 시사점을 도출할 수 있었다. 첫째, 디지털 콘텐츠 산업 종사자의 보상 인식은 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 디지털 콘텐츠 산업 종사자의 조직몰입은 이직 의도에 유의한 부(-)의 영향을 미친다. 이 연구를 통한 이론적 의의는 보상 인식이 조직몰입을 높이는데 있어 유의한 영향을 미치며, 이직 의도를 낮추는데 있어 유의한 영향을 미친다는 것이다. 실무적 의의는 중소기업 비중이 비교적 높은 디지털 콘텐츠 산업에서 이직의도를 줄이기 위해서는 보상 인식을 높이고, 조직몰입을 증대시키는 일련의 조 치가 필요함을 알 수 있었다.

An Examination of Variables that Predict Turnover, Staff and Caregiver Satisfaction in Behavior-analytic Organizations

ABSTRACT Staff turnover can pose a significant problem for human service organizations. For Applied Behavior Analysis (ABA) service providers, turnover may be particularly problematic due to the resources required for training. Accreditation organizations such as the Behavioral Health Center for Excellence® (BHCOE®) collect large amounts of organizational data that can point to trends in ABA organizations and provide a basis for problem identification and intervention. In this study, we evaluated BHCOE® data to examine potential predictors of staff turnover and staff and caregiver satisfaction in ABA organizations. Results of multiple regression analyses suggest that high turnover rates among job classes (i.e., technicians and supervisors) correlate with each other’s turnover. Behavior Technicians are also more likely to turnover when wages are lower and caregiver satisfaction wanes. Staff satisfaction was not a significant turnover predictor but was generally predicted by caregiver satisfaction. These findings suggest that turnover and satisfaction are multi-faceted processes worthy of examination; we provide broad recommendations for improvement and avenues for further study.

Measuring Bullying in Sexual Minorities: Testing Two Bullying Scales in an LGB Sample

ABSTRACT The working experience for those in the sexual minority is not well understood, particularly with respect to interpersonal mistreatment based on sexual orientation. This study breaks new ground by utilizing a sample of 416 LGB working adults to assess the relative usefulness of two bullying measures (the Negative Acts Questionnaire-Revised (Person-Related) and the Homophobic Bullying Scale) to determine their convergent, discriminant, and criterion validity in predicting organizational commitment, turnover, and post-traumatic stress disorder (PTSD). Results show that discriminant and convergent validity exist between these scales and both measure similar levels of perceived bullying (from the victim’s perspective). We concluded that although there are similarities and differences between these measures, more research is needed to determine the most appropriate instrument to assess perceived bullying in a sexual minority population. Several areas for subsequent research are noted.

Ambitious employees: Why and when ambition relates to performance and organizational commitment

It is often assumed that ambition has important workplace outcomes, but empirical research has only partially addressed this issue and frequently relied on imprecise measures of ambition. In two studies, based on an improved measure of ambition as a general disposition, we clarified how, why, and when ambition relates to performance evaluations and organizational commitment outcomes. Study 1 suggests that ambition has significant reputation effects in that self-rated ambition was positively related to ambition rated by supervisors and spouse/life partners, based on 100 employee-supervisor-spouse/life partners triads. Moreover, supervisor-rated ambition, but not self-rated ambition, was significantly positively related to higher supervisor-rated job performance and promotability, beyond employee-rated proactivity and generalized self-efficacy. Study 2 focused on organizational commitment outcomes with a three-month time-lagged study with 194 employees. We found that ambition was positively related to higher affective organizational commitment beyond achievement striving, especially when more organizational career opportunities were perceived. However, controlling for perceived organizational career opportunities and achievement striving, ambition was also positively related to increased organizational turnover intentions. Overall, the studies suggest that ambition among employees is generally positive and indirectly beneficial for individual job performance evaluations, but also poses some risks to organizational retention management.

The Impact of organizational Learning Culture's on Job Satisfaction, Organizational Commitment, and Turnover Intention among Privet sector in Saudi Arabia

Organizational learning culture has positive impact with job satisfaction on the productivity of the organization, this study showed that there is a negative relationship between the organizational learning culture and turnover intention which the employees in the organizations they are not linked ;earning with their intention to leave, we figure out in this study the job satisfaction positively influence organizational commitment this is refer for the employees will have the commitment for their organizations when they have job satisfaction first and organizational commitment has negative relationship with turnover intention, the studies shown that there are employees that could stay in the organization even of they do not have commitment for their organizations. Keywords: Organizational learning culture, job satisfaction, organizational commitment, turnover intention, privet sector and Saudi Arabia DOI: 10.7176/EJBM/13-8-17 Publication date: April 30 th 2021

Do vacations and parental leave reduce voluntary turnover? A study of organizations in the ICT sector in Canada

PurposeThis study examines the link between vacations, parental leave and voluntary turnover among Canadian organizations in the Information and Communications Technology (ICT) sector.Design/methodology/approachThe empirical analysis is carried out using firm-level data sourced from a survey that was completed by HR managers of 125 ICT firms operating in the province of Quebec (Canada).The organizational voluntary turnover rate was used and was obtained by dividing the number of employees who voluntarily quit an organization within the last year by the total number of its employees. Based on ordinary least squared estimates, results were generated by regressing voluntary turnover rate on vacation and parental leave.FindingsVacation, operationalized as the average number of annual vacation days, is negatively and significantly associated with the voluntary turnover rate of the ICT organizations surveyed. Parental leave, operationalized as the percentage of salary reimbursed during parental leave, does not significantly reduce voluntary turnover in the ICT organizations surveyed.Practical implicationsIn light of the results of this study, if organizations in the ICT sector, in Canada or abroad, desire to reduce voluntary turnover, compensating employees through the use of additional vacation days appears to be a viable approach.Originality/valueThis research constitutes an empirical test of the link between turnover and two compensation practices adopted by firms. To our knowledge, there is no prior scientific evidence on that subject in the Canadian ICT sector.

Linking nurses' job security to job satisfaction and turnover intention during reform and privatization: A cross-sectional survey.

Reforming health care systems can influence the workers. Among the aspects that could be influenced are the perception of job security, job satisfaction and turnover intention. However, nurses' perception on job security, job satisfaction and turnover intention during health care reform and privatization is a topic yet to be explored. To examine the link between job security, job satisfaction and turnover intention during the reform and privatization of a health care system. A cross-sectional survey design was utilized in this study. The survey was composed of sociodemographic items, global job satisfaction item, global turnover itemsand job security scale. Data were analysed using SPSS, and univariate, bivariate and multivariate analyses tests were used. Although job satisfaction partially mediated the association between job security and organisational turnover during health care reform, it completely mediated the association between job security and professional turnover intention. Further research is needed to examine this finding. The findings of this study benefit nurse managers and leaders for their evidence-based management. Moreover, this study will help them focus on practices that satisfy the staff and improve the job security by improving the communication and work on changing the policy.

The Embedded Paradox of Organizational Turnover and Professional Autonomy

Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.

The effect of family supportive supervisor behaviors and work-family culture on turnover intention and work-family conflict

The purpose of this research was to look into the work-life interface of professionals in a de-manding and high-risk occupation in an organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results found show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-family conflict). At the same time, organizational culture negatively affects turnover intentions and work-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor behaviors and culture provides implications for work and family practices in this type of organization.

Organizational antecedents and talent turnover: A relational analysis of credit card departments of banks

The study is conducted on the management factors affecting talent turnover in the banks’ credit card centers. For this purpose, the primary data are gathered from 73 respondents of credit card departments of banks listed in Pakistan Stock Exchange (PSX). Reliability test of questionnaire items, chi-square test, cross-tab, relational and regression analyses are used to analyze the interactions among variables. The study finds that work pressure and industrial development prospectus have positive linkage with dimensions of employee loyalty and talent turnover while compensation and benefits, promotion opportunities, management communication and work responsibilities are negatively associated with dimensions of employee loyalty and talent turnover. Conclusively, the study finds the following aspects as the main causes of talent turnover; loyalty imbalance, small promotion space and unstable working conditions. The prime cause of talent turnover in banks’ credit card businesses is loyalty imbalance. The study suggests banking firms to focus on trainings, recruitment and employees’ professional development with active characteristics of work to reduce the talent turnover rate. The banking firms should also provide opportunities to their employees to show their abilities and expertise.

РОЛЬ ИНДИВИДУАЛЬНО-ЛИЧНОСТНЫХ ФАКТОРОВ В ОЦЕНКЕ ПРИВЛЕКАТЕЛЬНОСТИ ОРГАНИЗАЦИОННОЙ КУЛЬТУРЫ

Relevance. Recruitment and organizational culture can be important strategic resources for retaining the most promising employees and reducing organizational turnover. The purpose of the work is to search for predictors of the organizational culture’ attractiveness among individual factors of personnel with access to forecasting staff turnover. Methods and sampling. A comprehensive study of employees of three industrial enterprises was conducted. A total of 131 people, 105 men and 26 women, took part in the study. The package of standardized methods included: “Questionnaire for assessing subjectively important performance characteristics”, “Career anchors”, “Diagnostics of the motivational structure”, “Attractiveness of organizational culture”, “Assessment of the subjective attitude to organizational culture” . Results. The result of statistical analysis was received four factor structure of the organizational culture’ attractiveness: motivational factor, communicative interaction, stable operation and the uncertainty. The contribution of employees’ individual factors for assessing the organizational culture’ attractiveness of industrial enterprises was revealed. In order to reduce the potential employees’ turnover, it is necessary to select personnel with attitudes to the balance of personal and professional life and without a motivation for management. The organizational culture should be focused on providing conditions for sustainable functioning — working hours, wages, working conditions. These factors are crucial for making a decision to leave the organization. Conclusions. The data obtained in our study can be useful for HR managers and managers of industrial organizations. They can influence the employees’turnover by changing the organizational culture or selecting personnel with certain motivation.

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