Predictors Of Turnover Intention Research Articles

Organizational culture and turnover intention among primary care providers: a multilevel study in four large cities in China

ABSTRACT Background Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide. Objective This study examined the relationship between organizational culture and turnover intention among primary care providers in China. Methods A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants’ intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention. Results The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures (p < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p < 0.05). Conclusions Our findings inform organizational management strategies to retain a healthy workforce in primary health care.

An Empirical Study on the Turnover Intention among the SME Service Sectors Employees in Beijing, China: A Theory of Planned Behaviour Approach

This empirical study investigates the turnover intention among employees in the SME service sector in Beijing, China, using the Theory of Planned Behavior (TPB) as a theoretical framework. The research aims to understand the key psychological and social factors influencing employees' intentions to leave their current positions. Data were collected through a structured questionnaire administered to 400 employees across various SMEs in Beijing's service industry. The questionnaire measured attitudes towards turnover, subjective norms, perceived behavioral control, and turnover intention. The findings indicate that all three components of TPB significantly predict turnover intention. Attitudes towards turnover, shaped by job satisfaction and perceived job alternatives, emerged as the strongest predictor. Subjective norms, influenced by peer and family expectations, also play a critical role in shaping turnover intentions. Perceived behavioral control, which includes employees' confidence in securing new employment and perceived ease of leaving their current job, further contributes to the prediction model. The study highlights the importance of addressing both individual and contextual factors in managing turnover intentions. For SME managers, fostering a supportive work environment and enhancing job satisfaction can mitigate turnover risks. Moreover, understanding the influence of external social pressures and enhancing employees' perceived control over their career decisions can provide additional strategies to retain talent. This research contributes to the limited literature on employee turnover in China's SME service sector and offers practical insights for improving employee retention strategies. Future studies could explore longitudinal data to understand the dynamics of turnover intention over time and examine the role of additional variables such as organizational commitment and job stress.

Novice School Leaders’ Turnover Intentions: The Role of Working Conditions and Organizational Factors

Purpose: This study aimed to explore the relationship between the psycho-social working conditions of novice school leaders and their turnover intentions, focusing on potential variations across public- and private schools and school levels. Research Methods: We invited all novice school leaders (n = 3,389) enrolled in the in-service Swedish Principal Training Program to participate in an extensive survey, with a 65% (n = 1,998) response rate. The survey investigated turnover intentions, working conditions, prerequisites, and organizational ambiguity. The collected survey data, in combination with official data, were analyzed using ANOVA's to identify differences across actors and school levels, and linear regressions to investigate factors explaining turnover intentions. Findings: The findings revealed higher turnover intentions among public school leaders compared to private school leaders. This was attributed to differences in prerequisites and organizational ambiguity. All novice school leaders exhibited similar patterns regarding factors strongly associated with turnover intention, despite actor and school level affiliation. Specific levels of demand, autonomy, and support combined, predicted turnover intentions among novice school leaders with notable accuracy. Implications for Research and Practice: The study has profound implications for stakeholders in the educational system striving to decrease novice school leader turnover. Providing adequate working conditions emerges as a key factor for nurturing and retaining school leaders from the novice pool, offering insights into strategies for managing leadership transition in schools.

Telework and Work Flexibility in the United States Federal Government Post-Pandemic

A decade before the COVID-19 pandemic, the United States (US) federal government was working to create flexible work environments for employees under the 2010 Telework Enhancement Act. Given this reality and the growing desire for greater flexibility of workers inspired by the “Great Resignation” during the pandemic, the US federal government appears to have recovered lost employees faster than other levels of the public sector. Still, given that federal workers skew older with less than a tenth of the workforce being under age 30 years and nearly a third reaching retirement age, a true crisis still looms in our administrative state. Using the 2021 Federal Employee Viewpoint Survey Data, we analyze what factors predict turnover intention post-pandemic, focusing the analysis on teleworking and other workplace flexibility policies. We use the findings to make recommendations to help increase employee recruitment and retention within the US federal government.

Why Do Child Care Teachers Leave? Why Do They Stay? – Pre-Pandemic Evidence

ABSTRACT Turnover of child care staff is associated with lower care quality and compromised children’s development. While turnover rates in the child care sector have steadily been high, the COVID-19 pandemic has compounded the global staffing crisis. This article therefore aims to explore the correlates and reasons for turnover intention, turnover, and retention among child care teachers in two steps: The first study tested the Job Demands-Resources model using structural equation modeling. The second study assessed actual turnover and retention and explored the reasons for teachers staying and leaving in a smaller subsample 3 years later using correlational and content analyzes. Research Findings: The theoretical model fit the data well, indicating that job demands and job resources predict turnover intention mediated via job satisfaction and burnout. Overall, the motivational pathway was stronger than the energetic pathway. Furthermore, turnover intention predicted turnover 3 years later. The content analysis revealed that the team climate was a main reason for retention; leadership quality and a lack of advancement opportunities were crucial for job and occupational turnover. Practice or Policy: The results inform policy makers about measures to retain child care teachers and hence ensure care quality.

Does Emotional Fabrication Matters? The Role of Emotional and Promotional Strategies in Predicting Turnover Intentions

Does Emotional Fabrication Matters? The Role of Emotional and Promotional Strategies in Predicting Turnover Intentions

Influence of Perceived Job Demands on Professional Quality of Life and Turnover Intentions of Haematology Nurses: A Cross-Sectional Study

Background. Haematology nurses in Singapore experience a highly stressful work environment and increased workload due to the growing number of patients and complex treatment regimens. High job demands can lead to burnout and high staff turnover rates, which compromises the quality of patient care. Aims. To assess perceived work demands, levels of social support from colleagues, professional quality of life (ProQOL), and turnover intentions among haematology nurses and examine whether demographic and occupational characteristics, perceived job demands, and support were associated with ProQOL and turnover intentions. Design. A descriptive, correlational, and cross-sectional design was used in this study. Methods. A convenience sample of 60 haematology nurses working at a tertiary hospital in Singapore completed a self-administered survey. Perceived job demands, support from colleagues, ProQOL, and turnover intentions were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ III), Professional Quality of Life Scale version 5 (ProQOL5), and Turnover Intention Scale (TIS-6). Descriptive statistics, chi-square test, and multiple linear regressions were employed for data analysis. Results. Haematology nurses face high cognitive and emotional demands and receive high levels of support from colleagues at work. The majority of the participants reported moderate to high levels of compassion satisfaction (78.3%), burnout (76.7%), and secondary traumatic stress (81.7%). 53.3% of the participants expressed their intention to leave. Perceived job demands were significant predictors of haematology nurses’ ProQOL and turnover intentions. Compassion fatigue also significantly predicts turnover intentions. Conclusion. The high levels of burnout and secondary traumatic stress reported by haematology nurses highlight an urgent need to implement strategies to help nurses cope with the high work demands and reduce their levels of compassion fatigue. Implications for Nursing Management. The findings in this study can help nursing leaders understand haematology nurses’ perceived job demands and ProQOL, to develop strategies to improve the workplace environment and retention.

Exploring Volunteer Turnover Reasons, Intentions, and Behavior

Volunteer involving organizations (VIOs) play a vital role in many societies. Yet, turnover among volunteers remains a persistent struggle and VIOs still do not have a good understanding of why volunteers leave. In response, we employed a mixed-methods approach to explore why volunteers consider leaving. By coding textual responses of Australian State Emergency Services and Scouting volunteers ( n = 252 and 2235) on an annual engagement survey, we found seven overarching reasons to consider leaving these VIOs: Conflict, high demands and/or low resources, lack of fit, lack of inclusion, personal commitments and circumstances, poor communication and organizational practices, and poor leadership. When contrasted to the reasons that employees leave organizations for, the lack of inclusion and poor communication and organizational practices seem to be uniquely salient reasons that volunteers consider leaving for. Subsequently, guided by the Proximal Withdrawal States theory and using quantitative data from the Scouts sample, we investigated how reasons to consider turnover can predict turnover intentions and turnover behavior. First, volunteers in different withdrawal states cited different potential turnover reasons. For example, volunteers who ‘wanted to stay, but felt they had to leave’ cited personal commitments and circumstances more frequently than those in different withdrawal states. Second, we found that reasons to consider turnover explained little variance in turnover behavior one year later.

Exploring the Role of Self-Efficacy and Employability in Predicting Turnover Intention among Post-90s Employees

Exploring the Role of Self-Efficacy and Employability in Predicting Turnover Intention among Post-90s Employees

Career Adaptability and Employees’ Turnover Intention in Nepalese Private Commercial Banks

Purpose - Career adaptability is an important concept in organizational behaviour, especially in today's quickly changing work environment, and firms worldwide face the challenge of retaining employees due to high turnover intentions. Drawing on Career construction theory, this study analyses the association between career adaptability and employee turnover intention in Nepalese private commercial banks.&#x0D; Design/Methodology/Approach -The explanatory research design examined the causal relationship between the career adaptability dimension and employee turnover intention. Cross-sectional data were collected from 380 respondents by using a convenience sampling technique. The data was analyzed quantitatively using structural equation modelling.&#x0D; Findings - Results show concern, curiosity, and confidence play a significant role in predicting turnover intention. Surprisingly, control does not seem to have a relevant influence on turnover intention.&#x0D; Research Limitations/Implications - The scope of this study is restricted to the banking professionals of Kathmandu Valley, self-reported bias, and cross-sectional data, which limits the generalizability of the findings. The study contributes to the expanding topic of career adaptability and turnover intention by underlining the significance of psychological factors in lowering turnover rates.&#x0D; Practical Implication- The application of this research is extensive, and organizations can use the findings to improve their recruitment practices and provide the necessary training for workers to adapt to changing careers while considering social and cultural factors, which can aid in retaining employees and enhancing organizational productivity.&#x0D; Originality/Value - To the author's best knowledge, this study is one of the first attempts to examine the association between career adaptability and employee turnover intention in the banking industry by using Structural Equation Modelling and Career construction theory.&#x0D; Keywords - Concern, Control, Curiosity, Confidence, Employees Turnover Intention, Commercial Banks&#x0D; Paper Type: Research Paper

Bridging a Gap in the Workers' Compensation System: A Scale Development and Validation of an Employee Workers' Compensation Experience Scale

When accidents occur, employees rely on the workers' compensation system to provide continuing wages and medical benefits. This study addresses a fundamental workers’ compensation gap—the lack of an Employee Workers’ Compensation Experience (EWCE) scale. While current metrics monitor direct costs, they often overlook the psycho-social impacts on employees. The study introduces a structured EWCE scale that encompasses dimensions of claim communication, psychological and emotional impacts, and uncertainty regarding the claim outcome. The EWCE scales relevance is emphasized by its ability to predict turnover intentions, burnout, and obligations to come to work sick outcomes. Discriminate, convergent, and predictive validity tests corroborate the scales' effectiveness. These findings allow employers, policymakers, and researchers to create a safer, more inclusive work environment by measuring and monitoring workers' compensation claim outcomes. This scale bridges the critical knowledge gap and offers an analytical tool to enhance workers' compensation policies and outcomes.

Examining the roots of turnover intentions in the Royal Norwegian Navy, the role of embeddedness, work-life conflict and predictability

Abstract Retaining qualified personnel is a priority for armed forces, and turnover presents a serious problem. This study uses job embeddedness theory to investigate embeddedness factors, predictability and work–life conflict as predictors of turnover intentions in commissioned officers (COs) and non-commissioned officers (NCOs) in the Royal Norwegian Navy. The study posits that career prospects, community fit, organisational fit and organisational links embed personnel and are associated with a reduction in turnover intentions. In addition, the study proposes a mechanism whereby personnel who experience a predictable work schedule have better work–life balance and subsequently lower turnover intentions. Predictability in turn is hypothesised to be associated with the possibility of flexible hours. Using structural equation modelling, we find that embeddedness factors predicted turnover intentions for both personnel categories, but career prospects were the only significant embeddedness factor for NCOs. Predictability was associated with a reduction in turnover intentions via work–life conflict for both groups. In addition, flexible hours showed an effect on work–life conflict for both groups, but through different mechanisms. Overall, the results point to differential actions to reduce turnover between COs and NCOs in the armed forces and conclude with a priority list for actions to reduce turnover in each personnel group.

For External Remuneration or Intrinsic Remuneration—or Both? Predictors of Turnover Intention Among Social Workers in China

For External Remuneration or Intrinsic Remuneration—or Both? Predictors of Turnover Intention Among Social Workers in China

Customer Incivility and Employee Silence: A Short-Longitudinal Model Relationship and Its Effect on Turnover Intention

The main objective of this study is to explore the dynamic relationship between customer incivility and employee silence in the hospitality sector over time. In addition, turnover intention as an outcome of workplace incivility and employee silence is also analyzed. The data was collected from two waves of 226 frontline employees from six hotels to test the proposed model. PLS-SEM analysis revealed a stable relationship between workplace incivility and employee silence at Time 1 and 2, respectively. This study also shows that workplace incivility is positively related to employee silence, and in the future, employee silence is also positively associated with customer incivility. Furthermore, both workplace incivility and employee silence are predictors of turnover intention. This study offers theoretical and practical implications for future researchers and practitioners to study employee silence and incivility in the hospitality sector.

Gender and experience as moderators between talent management and turnover intention among faculty members in higher educational institutions in India

PurposeThis study aims to investigate the relationship between talent management, organizational commitment and turnover intention. The moderating role of gender and experience in relationships was explored.Design/methodology/approachA conceptual model was developed, and relationships were studied by collecting data from 392 faculty members working in higher educational institutions (HEIs) in southern India. After checking the instrument’s psychometric properties using the LISREL package of structural equation modeling, data were analyzed using Hayes’s PROCESS macros.FindingsThe results revealed that talent recruitment strategies positively predict organizational commitment and negatively predict turnover intention; organizational commitment mediates the relationship between talent management and turnover intention. Further, the results documented that experience (first moderator) and gender of faculty members (second moderator) influenced the relationship between talent management and organizational commitment and organizational commitment and turnover intention.Practical implicationsThe outcomes of this research are helpful for the administrators of HEIs to strategize to attract and retain talented faculty to maintain sustained competitive advantage. This research also helps to understand gender differences that exist in talent management and retention and organizational commitment in HEIs.Originality/valueThe three-way interactions between talent management, gender and experience in influencing organizational commitment and turnover intentions is a novel idea that contributes to the talent management literature – the relationship between talent recruitment strategies and talent engagement. The implications for talent management theory and practice are discussed.

Increase Employee Retention: Impact Work-Life Balance, Meaningful Work, and Job Satisfaction Towards Turnover Intention

This study aims to examine the impact of work-life balance and meaningful work on turnover intention, with the mediating role of job satisfaction among employees at PT. Spectrum UniTec. The probability sampling technique with a simple random sampling approach was used to obtain 246 employee samples in PT. Spectrum UniTec Tangerang. Data were analyzed using the SEM-PLS method. This empirical study reveals that work-life balance, meaningful work, and job satisfaction have a significant negative impact on turnover intention. Meanwhile, work-life balance and meaningful work have a significant positive influence on job satisfaction. This empirical study also indicates that job satisfaction mediates the relationship between work-life balance and meaningful work on turnover intention. This study examines work-life balance, meaningful work as predictors of turnover intention, and confirms that job satisfaction is a mediating variable between meaningful work and work-life balance on turnover intention.Companies can pay attention to and create a work environment that supports employees' work-life balance, helps employees find meaning in their work, and enhances employee job satisfaction as efforts to reduce turnover intention. This research can enhance understanding of how factors like work-life balance, meaningful work, and job satisfaction interact and influence turnover intention

Does workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)

Does workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)

Work-related quality of life of occupational therapists in Ireland

Introduction: Research focused on workforce issues and the working conditions of occupational therapists in Ireland is limited. The aim of this study was to characterise quality of working life and well-being in Irish occupational therapists. Method: A cross-sectional, electronic survey of occupational therapists working in Ireland was conducted. The questionnaire included measures of quality of working life, well-being, workload, organisational constraints and turnover intentions. Results: A total of 157 occupational therapists completed the survey. Quality of work life and well-being scores were lower than available norms. Organisational constraints and workload predicted lower quality of working life, F(7,119) = 13.669, p &lt; 0.0005, while organisational constraints was the only significant predictor of well-being, F(10,123) = 3.698, p &lt; 0.0005. Lower quality of working life predicted turnover intention, F(1,139) = 63.004. p &lt; 0.0005. Conclusion: Results indicate that organisational constraints and workload are significant predictors of lower quality of working life. Lower quality of working life is also related to turnover intention. Quality of working life studies such as this can provide a form of problem diagnosis, in highlighting organisational factors that impede quality of working life.

The Impact of Personality Traits on Turnover Intention: The Mediating Effect of Job Insecurity

Previous literature has acknowledged that it is essential to examine how employees’ personality traits affect employment outcomes, particularly disparities in job performance. This study investigates the mediating effect of job insecurity on the individual's personality traits and turnover intention. The questionnaires were collected online between March and April of the same year. In addition, the study's intended audience included entry-level and mid-level workers. The survey was circulated using Google Forms, emails, and social media to gather the data. As a result of the questionnaires being distributed among the participants, the study took a snowball approach. This study also uses a sample size of 299 employees (N=299). Job Insecurity would mediate between Big Five personality characteristics and turnover intention, which would have a detrimental impact on employees' willingness to leave their jobs. It was shown that the Big Five personality qualities adversely predicted turnover intention, while job insecurity mediates the relationship between the Big Five personality traits and turnover intention. For Thai employees who voluntarily quit, traits such as affected feelings, toughness of mind, and shyness were found to be predictive of leaving; commitment was found to be associated with turnover intentions for low self-monitors, and external locus of control was found to be associated with intentions to leave.

The effect of psychological contract on turnover intention among nurses: a meta-analytic review

BackgroundThe turnover intention (TI) of nurses is common, posing a threat to modern healthcare organizations. Psychological contract (PC) is a predictor of TI, affecting significantly nurse’s TI. However, the extent of the association between PC and nurse’s TI is unknown. We performed a meta-analysis to quantitatively analyze the relationship between PC and nurse’s TI.MethodsWe searched nine electronic databases from inception to July 2023. Observational studies were included using a retrieval strategy related to PC and TI. Meta-analyses of common effect and random effect models were performed using R software with Spearman or Pearson correlation coefficients. Meta-regression, subgroup analysis, publication bias, and sensitivity analysis were also carried out .ResultsEighteen studies including 8,908 nurses were identified. Based on various PC-related perspectives, 16 studies explored nurses’ TI in terms of the content and three-dimensional structure of PC. Of these, 9 studies reported the negative direction of the correlation between PC and TI (r ranged from − 0.20 to -0.45), whereas 7 studies reported the positive direction of the correlation between PC and TI (r ranged from 0.32 to 0.50). The PC total and its dimensions were found to have moderately significant associations with TI, with the exception of the PCE and PCE-I. Additional, 2 studies reported the relationship between the outcome of PC and TI, the PCF, PCB, and PCV were powerful predictors of nurses’ TI. Meta-regression and subgroup analysis found that only nurses working in specialized departments might be the source of heterogeneity.ConclusionsTo our knowledge, this was the first meta-analysis to quantitatively examine the relationship between PC and TI among nurses. The findings reaffirmed the necessity for healthcare administrators and the medical profession to valued nurse’ good interpersonal, social support, humanistic environment, and meet nurses’ psychological and spiritual needs in addition to their material demands. Moderators of the connection between PC and TI, based on meta-regression and subgroup analyses, should be carefully explored as they may aid in identifying nurses’ TI. Additional, longitudinal research, as well as mixed research, should be conducted to more comprehensively explore the relationship between PC and TI.