Predictors Of Turnover Intention Research Articles

Emotional Intelligence, Transformational Leadership, Training and Development, Employee Engagement as the Predictors of Turnover Intention: A Conceptual Review

Emotional Intelligence, Transformational Leadership, Training and Development, Employee Engagement as the Predictors of Turnover Intention: A Conceptual Review

Modeling Affective Commitment and Job Satisfaction as A Mediating Role in Predicting Turnover Intention among Gen Z Employees

Modeling Affective Commitment and Job Satisfaction as A Mediating Role in Predicting Turnover Intention among Gen Z Employees

Investigating Organizational Commitment as a Turnover Intention Mitigation Tool

This article aims to explore whether the relationship between academic staff turnover intention and organizational commitment is influenced by organizational commitment dimensions. The study employed a cross-sectional research approach to analyze quantitative data at an individual level. Information on the research variables was gathered from 878 academic staff members at 8 Ugandan universities via a survey questionnaire. SPSS version 25 was employed in the analysis to evaluate the suggested model. The results of empirical research show that the intention to depart is significantly and negatively impacted by organizational commitment. It is notable that both the affective and normative commitment dimensions exhibit a significant decrease in turnover intention. The findings also support the idea that there is no statistical relationship between the intention to leave voluntarily and continuously. Previous research on the relationship between organizational commitment and turnover intention has concentrated on how organizational commitment affects turnover intention across various domains. The individual contribution of organizational commitment dimensions in predicting turnover intention in the education domain has been scarce. Our study aims to close the gap by illuminating the predictive role of affective, normative, and continuance commitment as a measure of staff retention in higher education institutions in emerging economy.

Predicting Turnover Intention of Korean Employees Across Career Stages: Based on Random Forest Model

Predicting Turnover Intention of Korean Employees Across Career Stages: Based on Random Forest Model

Predictive factors of turnover intention of newly graduated nurses in their first year of employment: a longitudinal study

BackgroundThe turnover of newly graduated nurses is a severe challenge for healthcare systems, and so it is essential to identify its predictive factors. This study investigates whether professional commitment, career adaptability, career self-efficacy, anxiety, and depression levels before and after internship can predict the turnover intention of newly graduated nurses after one year of employment.MethodsIn a longitudinal study, 271 undergraduate nursing students recruited by convenience sampling were surveyed before internship (T1), after internship (T2), and after one year of employment (T3), with all surveys conducted on the Wenjuanxing survey platform (www.wjx.cn). Generalized linear models and restricted cubic spline models were used to explore possible linear and nonlinear relationships between turnover intention and the variables of interest.ResultsProfessional commitment both pre-internship (β = −0.060, p = 0.007, 95% CI [− 0.104, − 0.016]) and post-internship (β = −0.053, p = 0.015, 95% CI [− 0.096, − 0.010]) can negatively predict turnover intention. There is also a negative linear relationship between post-internship career self-efficacy and turnover intention (β = −0.308, p < 0.001, 95% CI [− 0.436, − 0.180]). In addition, professional commitment both pre-internship (adjusted R2 = 0.046, p = 0.004) and post-internship (adjusted R2 = 0.068, p < 0.001), career self-efficacy both pre-internship (adjusted R2 = 0.039, p = 0.008) and post-internship (adjusted R2 = 0.116, p < 0.001), career adaptability both pre-internship (adjusted R2 = 0.057, p < 0.001) and post-internship (adjusted R2 = 0.039, p = 0.008), anxiety both pre-internship (adjusted R2 = 0.035, p = 0.014) and post-internship (adjusted R2 = 0.048, p = 0.003), and depression levels both pre-internship (adjusted R2 = 0.031, P nonlinear = 0.021) and post-internship (adjusted R2 = 0.053, p = 0.002) are nonlinearly associated with turnover intention.ConclusionsNursing educators and clinical care administrators must take action to enhance the professional commitment and career self-efficacy of nursing students during their internship. It is also important to pay attention to their career adaptability, as well as to any anxiety or depression that they may experience during clinical practice. This can help to reduce the turnover intention during the first year of their nursing career.

Chinese Rural Kindergarten Teachers' Work-Family Conflict and Their Turnover Intention: The Role of Emotional Exhaustion and Professional Identity.

The loss of rural kindergarten teachers has become a common social concern in China, which is of great importance to the development of preschool education. This study conducted a survey of 2944 kindergarten teachers in mainland China, to explore the relationship between work-family conflict and turnover intention, the mediating effect of emotional exhaustion, and the moderating effect of professional identity. The study used the work-family conflict questionnaire, the emotional exhaustion scale, the turnover intention questionnaire, and the professional identity questionnaire. The results showed that (1) work-family conflict significantly predicted turnover intention; (2) emotional exhaustion played a mediating role between work-family conflict and turnover intention; and (3) professional identity moderated the latter half path of the mediation model, that is, strong professional identity alleviated the indirect predicting effect of work-family conflict on turnover intention through emotional exhaustion. The results clarified the influencing mechanism of work-family conflict on turnover intention, which could help improve rural preschool teachers' positive emotions and reducing turnover.

Role of Emotional Intelligence in Turnover Intention Among EMS Providers

The Emergency Medical Services are strained in the face of high workforce turnover and substantial cost pressures. Voluntary workforce turnover exacerbates direct and indirect cost pressures including training, productivity loss, loss of talent, and covering vacancies. Reduction of voluntary turnover is therefore of practical interest for worker retention and cost reduction. While a robust body of literature is dedicated to exploring precursors of turnover, few studies have explored affective factors leading to turnover emergency medical service clinicians. Key questions investigated are (1) the relationship between trait emotional intelligence (EI) and turnover intention and (2) the relationship between EI and TI controlling for known predictors of turnover intention. A convenience sample (n=446) was obtained through an online survey created with validated EI, turnover, stress and other instruments and distributed to EMS providers via agencies and online forums. Analytic methods include t-tests, Pearson correlations, and linear regression. Higher trait EI was found to result in decreased turnover intention both at the global (r = -.31, p &lt; 0.001) and factor levels (Wellbeing, r = -.22, p&lt; 0.001; Self-Control r = -.19, p &lt; 0.001; Emotionality, r = -.35, p &lt; 0.001; Sociability, r = -.17, p &lt; 0.001). While EI is found to predict turnover intention, other factors such as physical health, perceived stress, and income may be better predictors of turnover intent. Among the important implications of this study is trait EI should be included in discussions of job turnover of EMTs and paramedics, especially in human resource planning. In addition, it highlights that the mental and physical health of EMS clinicians deserves closer attentiveness by researchers, clinicians, policymakers and EMS managers.

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.

The moderating role of personality traits between job stress, wellbeing and turn over intention: A comparative analysis between professional teaching qualifications among secondary school teachers in Pakistan

This study examines the moderating role of personality traits in the relationships between job stress, psychological well-being, and turnover intentions among 245 secondary school teachers (80 males, 165 females) in Karachi, Pakistan. Data was collected using purposive sampling from private and government schools. The research evaluates how personality domains (extraversion, agreeableness, conscientiousness, emotional stability, openness) and job stress influence psychological well-being and turnover intentions, while considering demographic factors like gender, institution type, job nature, marital status, and teaching experience. Findings reveal workplace stress negatively predicted psychological well-being (β = -.976). Personality traits significantly influenced the job stress-well-being relationship, with higher extraversion, agreeableness, conscientiousness, and openness weakening job stress's negative impact, aligning with transactional stress-coping models. Unexpectedly, emotional stability strengthened the positive job stress-turnover intention link. Significant negative correlations existed between well-being and job stress (r = -.978), and well-being and turnover intention (r = -.971). Personality traits positively predicted turnover intentions. The moderating effects were statistically significant for extraversion (B = .021), agreeableness (B = .0184), conscientiousness (B = .022), emotional stability (B = .021), and openness (B = .0238). The study highlights implementing stress management and fostering positive personality traits to enhance educator well-being and retention. By identifying protective and risk factors, tailored interventions and policies can improve teachers' work-life quality and promote a conducive learning environment.

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

Work Engagement Relationship With Nurse Intention Turnover At Porsea Hospital

Work engagement can be one of many predictors of turnover intention in nurses. Turnover intention can be minimized, so that it can reduce the nurse turnover rate in a company. The purpose of this study was to determine the relationship between work engagement and nurse turnover intention. This study used a cross-sectional design with chi-square test. This research was conducted in September – December 2023, with 140 nurses as the sample. The sampling technique used in this study was stratified random sampling. Based on the results of the analysis between turnover intention and work engagement has got p-value = 0.001 (p &lt;0.05) was obtained and the results of the analysis between the characteristics of nurses and turnover intention showed has got p-value = 0.244 -0.831 (p &lt;0.05). The conclusion of this study is that there is a significant relationship between turnover intention and work engagement at Porsea Hospital and there is no relationship between nurse characteristics and the incidence of nurse turnover intention at Porsea Hospital. It is expected that the hospital management can maintain a good level of work engagement in hope it can reduce nurse turnover rates. Hospitals can facilitate various things that support work engagement, such as a good environment, adequate compensation, and feedback the work of nurses.

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

This study examines the factors influencing turnover intention among post-90s employees in the construction industry of Hunan Province, China. Through a comprehensive literature review and empirical analysis, key determinants such as self-efficacy, employability, and organizational support are investigated. The findings reveal significant relationships between demographic variables and main research constructs, highlighting the impact of gender, marital status, educational background, and work experience on turnover intention. Regression analysis demonstrates a negative association between self-efficacy and turnover intention, while internal employability mediates this relationship. Organizational support moderates the link between self-efficacy and internal employability. Recommendations are provided for organizations to enhance employee support mechanisms and mitigate turnover intention among post-90s employees.

Patterns of occupational commitment among nurses: a latent profile analysis.

Occupational commitment (OC) is a multidimensional construct that predicts turnover intentions. The interindividual variability of nurses' OC merits further exploration. Therefore, this study aims to examine patterns of OC and its relationship with psychological empowerment and job crafting in nurses. A sample of 1,061 nurses was recruited from February 2022 to April 2022 by using a stratified four-stage cluster sampling procedure. A self-report survey included the Psychological Empowerment Scale, Job Crafting Scale, and Occupational Commitment Scale. Latent profile analysis (LPA) was used to examine the patterns of OC. Associations of the latent class membership with individual characteristics, psychological empowerment and job crafting were examined using multinomial logistic regression. Three patterns of OC were identified: (1) "Low OC group" (n = 224, 21.1%); (2) "Moderate OC group" (n = 665, 62.7%); (3) "High OC group" (n = 172, 16.2%). Nurses with higher education, fewer years of service, working in medicine, lower psychological empowerment and lower job crafting had a higher likelihood of belonging to Class 1 (Low OC group). In contrast, nurses working in emergency and with higher psychological empowerment and job crafting were more likely to belong to Class 3 (High OC group). The findings revealed the heterogeneity of occupational commitment among nurses in China and could guide the identification and early intervention of nurses with low level of occupational commitment.

The Influence of Occupational Stigma on Kindergarten Teachers' Turnover Intention: A Family Perspective

Based on the identity boundary theory and from the perspective of family, this study explores the impact of occupational stigma on kindergarten teachers' turnover intention. The study investigated 495 kindergarten teachers from eight provinces and cities through occupational stigma perception questionnaire, turnover intention questionnaire, stigma questionnaire involving family members and family involvement questionnaire. The results show that the perception of occupational stigma can not only directly predict the turnover intention of kindergarten teachers, but also mediate the influence of family stigma. In addition, the three paths of the mediation are all moderated by family involvement variables: when the family involvement is high, occupational stigma can significantly and positively predict kindergarten teachers' involvement in family stigma and turnover intention, and involvement in family stigma can also positively predict turnover intention. On the contrary, when the degree of family involvement is low, occupational stigma has no significant predictive effect on kindergarten teachers’ family stigma and turnover intention, and family stigma has no significant predictive effect on turnover intention. In order to avoid the impact of professional stigma on kindergarten teachers' turnover tendency, it is necessary to eliminate stigma from the three levels of society, kindergarten teachers and kindergarten teachers' families, and resolve the kindergarten teachers' turnover crisis.