Predictors Of Turnover Research Articles

One-year predictors of turnover among personal-care workers for older adults living at home in Italy

ABSTRACTThis paper reports a study that aimed to identify the predictors of the turnover of privately-employed personal-care staff that provide community-dwelling older adults in Italy with assistance in the activities of daily living. The prospective cohort study enrolled 121 older adults (mean age 85.6 years) living at home, along with their personal-care workers and 107 informal carers. The older participants underwent a comprehensive geriatric assessment. At a one-year follow-up between May 2006 and June 2008, 12 of the older participants had been placed in a nursing home and 26 had died. Of the 83 still living at home, 22 had changed their personal-care staff (26.5% turnover). Multivariate logistic regression analysis identified one characteristic of the personal-care staff, living far away from their families (odds ratio (OR) 16.30, p=0.01), and two characteristics of the elders, namely being widowed (OR 0.09, p=0.01) and having cognitive impairment (OR 0.10, p=0.01), as one-year predictors of turnover and of the retention of personal-care workers, respectively. Further studies are needed both to evaluate whether immigration politics that enable family reconjunction would reduce the turnover of personal-care workers, and to investigate the lower turnover among personal-care staff caring for widowed elders and older adults with cognitive impairment.

Why Do They Leave? Factors Associated With Job Termination Among Personal Assistant Workers in Home Care

Recruiting and retaining an adequate number of personal support workers in home care is both challenging and essential to allowing elders to age in place. A mixed-method, longitudinal study examined turnover in a sample of 261 personal support workers in Maine; 70 workers (26.8%) left their employment in the first year of the study. Logistic regression analysis indicated that younger age and lack of health insurance were significant predictors of turnover. Analysis of telephone interviews revealed three overarching themes related to termination: job not worthwhile, personal reasons, and burnout. Implications of study findings for gerontological social workers are outlined.

Predicting Organizational Actual Turnover Rates in the U.S. Federal Government

ABSTRACT This study expands the level of analysis on turnover in public administration, especially in the U.S. federal government, from the individual level to the organizational level by using organizational actual turnover rates. Some scholars argue that public employees' turnover intention generally reflects actual turnover. However, very little empirical evidence supporting this argument has been provided in public administration, especially in a broad array of public agencies. This study has rejected this argument by showing insignificant or weakly significant correlations between organizational actual turnover and weighted turnover intention rates. In addition, overall, the two regression results for organizational actual turnover and turnover intention also show different results from those in the existing literature on individual-level turnover intention. The significant predictors of organizational actual turnover rates are goal ambiguity, pay satisfaction, and diversity policy satisfaction. The correlation and regression results imply that research on predictors of turnover may need to consider the differences that may result from using different units of analysis and to make a distinction between turnover intention and actual turnover.

Career satisfaction, organizational commitment, and turnover intention

Purpose – The purpose of this paper is to investigate the impact of personal characteristics (goal orientation) and contextual characteristics (organizational learning culture and developmental feedback) on employees' career satisfaction, organizational commitment, and turnover intention.Design/methodology/approach – Subjects were drawn from four Fortune Global 500 companies in Korea. Descriptive statistics and hierarchical multiple regression analyses were used to explain the variance in outcome variables.Findings – The results indicate that career satisfaction is predicted by organizational learning culture and performance goal orientation. Organizational learning culture, developmental feedback, and learning goal orientation are the significant predictors of organizational commitment. Finally, organizational learning culture, career satisfaction, and organizational commitment turn out to be the predictors of turnover intention.Practical implications – By enhancing organizational learning culture and by...

Work engagement, burnout and related constructs as predictors of turnover intentions

Orientation: The focus of the study was to investigate the predictive relationship between the work engagement-burnout continuum and turnover intentions.Research purpose: The main purpose of the study was to determine whether work engagement, burnout, organisational citizenship behaviour (OCB) and work alienation are predictors of turnover intentions.Motivation for the study: Organisations operating within the 21st century face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process.Research design, approach and method: A secondary data analysis (SDA) was performed in a quantitative research tradition on the cross-sectional survey data collected from a large South African Information and Communication Technologies (ICT) sector company (n = 2429).Main findings: The results of the study confirmed the predictive model (work engagement, burnout, OCB and work alienation) of turnover intention. Specifically, work engagement and OCBs were significantly negatively related to turnover intention; whilst burnout and work alienation were significantly positively related to turnover intention. Several third-variable relationships, such as biographic and demographic variables, indicated statistical significance.Practical/managerial implications: Practical implications of the study could impact on human resource (HR) value-chain activities in the form of evidence-based and improved recruitment and selection procedures, employee retention strategies and training and development interventions. Issues concerning talent management could also be addressed.Contribution/value-add: The study described in this article took Industrial/Organisational (I/O) psychological concepts and linked them in unique combinations to establish better predictive validity of a new turnover intentions model.

Factors affecting job satisfaction of Turkish special education professionals: predictors of turnover

Research has documented higher turnover among professionals working with children with special needs and has suggested a number of reasons for this phenomenon. This study investigated factors affecting job satisfaction of Turkish social professionals working in special education, in terms of work conditions and their work experiences in Turkish special education institutions. Some 245 professionals participated in the study. A questionnaire developed by the authors was administered. The main body of the questionnaire consists of two sections concerning professional background, work status and a Likert-type scale on factors affecting special education professionals’ job satisfaction. Results show the factors affecting special education professionals’ job satisfaction to include lack of printed material, lack of support, lack of audio-visual material, insufficient assessment, pupil attitudes in the classroom, paperwork overload, lack of professional development opportunities, conflicts with colleagues, secondary duties and insufficient salary. Besides, maintenance of lack of administrative support, paperwork overload, after school hours and insufficient salary affect the job satisfaction of professionals and lead them to leave the job. The relationship between work status and planning to leave the job remained insignificant statistically.

The Effects of Perceived Supervisor Support, Perceived Organizational Support, and Organizational Justice on Turnover among Salespeople

This study examined effects of three dimensions of organizational justice on salesperson perceived organizational support (POS), perceived supervisor support (PSS), performance, and actual salesperson turnover in a business-to-business setting using a sample of 384 salespeople. Results indicated that PSS is an indirect predictor of turnover intentions through POS and performance. Organizational commitment mediated the relationship between POS and turnover intentions. Procedural justice had a direct, positive influence on performance. Distributive justice, procedural justice, and interactional justice were indirect predictors of turnover through other variables. The salesperson’s performance was related directly to both turnover intentions and turnover.

Using job embeddedness factors to explain voluntary turnover in four European countries

The aging of the European workforce coupled with existing deficits of skilled workers in vital sectors (e.g., information and communication technology) make the attraction and retention of skilled workers a critical strategic human resource management issue. The large-scale, multi-country study reported in this article investigates the causes of voluntary turnover. The study is based on a large European dataset that contains information about a wide variety of variables that have been shown to influence voluntary turnover. The results indicate that the traditional turnover model, where ease of movement and desirability of movement are regarded as important predictors of turnover, receives support. Importantly, the study also shows that a new theory of employee retention – job embeddedness – explains a significant amount of variance above and beyond the role of demographic and traditional variables. In sum, the evidence suggests that the turnover decision is not only about the individual's attitudes towards work or about the actual opportunities in the labour market, but also job embeddedness.

Teacher Attrition and Retention: A Meta-Analytic and Narrative Review of the Research

This comprehensive meta-analysis on teacher career trajectories, consisting of 34 studies of 63 attrition moderators, seeks to understand why teaching attrition occurs, or what factors moderate attrition outcomes. Personal characteristics of teachers are important predictors of turnover. Attributes of teachers’ schools, including organizational characteristics, student body composition, and resources (instructional spending and teacher salaries), are also key moderators. The evidence suggests that attrition from teaching is (a) not necessarily “healthy” turnover, (b) influenced by various personal and professional factors that change across teachers’ career paths, (c) more strongly moderated by characteristics of teachers’ work conditions than previously noted in the literature, and (d) a problem that can be addressed through policies and initiatives. Though researchers have utilized a number of national and state databases and have applied economic labor theory to questions related to teacher attrition, the authors argue that better longitudinal data on teacher career paths and more nuanced theories are needed.

Keeping Public Child Welfare Workers on the Job

The retention of public child welfare workers is of increasing concern in today's social work job market. This article presents results of a longitudinal study developing predictors of turnover among newly hired public child welfare workers. Comparisons are made between predictors of intention to leave and predictors of actually leaving the job as alternative outcomes. Attitudes of workers in response-to-job conditions are more likely to predict intention to leave than actually leaving. Time to receiving a full caseload, which is under the control of administrators, is an important predictor of leaving the job. Other lessons for administration are discussed.

Compassion fatigue, burnout, and compassion satisfaction: Implications for retention of workers

Efforts to enhance professional quality of life (ProQOL) may prove a promising area for intervention to reducing workforce jettison and maintaining a healthy and resilient workforce necessary for supporting children and families in the child welfare system.The current study aimed to describe the relative contributions of measures of ProQOL to intent on leaving the workforce among child welfare professionals. We also aimed to describe gender differences in ProQOL, intent to leave, and associated correlations among child welfare professionals. Such an investigation is a critical extension of earlier efforts as women constitute a markedly larger proportion of the workforce compared to men and evidence exists pointing to gender disparities in helping professionals’ work experiences.Secondary data were used from a survey of child welfare professionals across five sites.Univariate and bivariate statistics, hierarchical linear regression, and associated z-scores and p-values were used to meet the aforementioned aims.Burnout accounted for the greatest variation in intent to leave among all professionals. However, gender disparities were found for all ProQOL measures with the largest difference observed for burnout, an effect more pronounced in males. Compassion satisfaction was significantly higher among females.Burnout shapes intentions to leave for child welfare professionals; however, the effects of emotional exhaustion and hopelessness are stronger predictors of turnover among male than females in the current sample. Organizational strategies to reduce burnout and future research directions are discussed.

Personal Care Aide Turnover in Residential Care Settings: An Assessment of Ownership, Economic, and Environmental Factors

Turnover among personal care aides is a chronic problem facing long-term-care industries. High turnover leads to high recruitment and training costs and to the potential for substandard care. Studies in nursing homes have found environmental factors to be more important than economic factors in predicting turnover rates, but no studies have been done in an assisted living setting or have considered the effects of the physical environment and location of the facility. This study assesses the importance of a variety of factors on turnover among personal care aides, using a two-part model. The results show that certain ownership and environmental factors (facility type, chain ownership, and attractiveness of the neighborhood)are important predictors of turnover. Although adequate economic compensation is undoubtedly important in attracting and retaining qualified staff, the results identify facility characteristics that may indicate a greater level of turnover as well as greater potential for improvement through interventions to reduce turnover.

The effects of control, trust, and justice on salesperson turnover

Turnover represents a significant cost in many organizations, and previous studies indicate that perceptions of justice can reduce turnover intentions among salespeople. In this study, we examine process control and decision control as both direct and indirect predictors of justice and, subsequently, as predictors of turnover. In addition, trust is modeled as a mediating variable. We test our control-based model of turnover with a sample of 240 business-to-business salespeople. Results from the study indicate that, in the context of managerial processes and decision making, as salesperson control increases so does trust in sales managers and, subsequently, perceptions of distributive and procedural justice. Our findings highlight the effects of justice on sales force turnover and suggest that as perceptions of justice increase, firms will benefit from lower levels of salesperson turnover. Sales managers can reduce sales force turnover by giving salespeople greater input into decisions and processes.

Turnover predictors: causes of employee turnover in sheriff‐operated jails

County jails have faced a high turnover problem among jail officers for some time. This study analyzed five jails with a survey to determine the predominant predictors of turnover. Some predictors are under the control of the sheriff, some of the government and others of the economy. Of those elements that the sheriff can control, communication of realistic promotion support, genuine interest and full use of employee skills, are the most important.

COMPLEXITY SCIENCE AND THE DYNAMICS OF CLIMATE AND COMMUNICATION: REDUCING NURSING HOME TURNOVER.

Nursing staff turnover in nursing homes is a widespread problem that adversely affects resident care quality. Previous research examining predictors of turnover has focused primarily on facility structure or individual psychosocial measures of staff well-being, with relatively little attention to management processes. Using complexity theory of complex adaptive systems, we reconceptualize Sheridan's (1990) concept of administrative climate, which is traditionally viewed as a contextual factor. In this study, we propose that administrative climate is a fundamental set of management processes that interact with communication patterns to affect nursing staff turnover. Secondary data on structure and resource allocation in 164 nursing homes were linked to primary data about perceptions of administrative climate and communication collected from 3,449 licensed and unlicensed nursing personnel employed in those homes. Multivariate regression models of staff turnover rates on facility context and perceptions of climate and communication indicated that climate and communication both affect turnover but positive outcomes (e.g. reduced turnover) are contingent on the interaction between climate and communication. In nursing homes with administrative climates characterized as having clear goals, merit-based rewards, and an interest in employee welfare, higher levels of communication openness and accuracy explained lower nursing staff turnover. In contrast, direct effects of either this reward-based climate or higher levels of communication openness were related to higher staff turnover, controlling for facility context. In addition, adequate staffing levels and longer tenure of the director of nursing were found to be important for reducing turnover. Implications for practice and research are discussed.

Extension of the Three-Component Model of Commitment to Five Foci1

Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that “high sacrifice” and “low alternatives” were distinguishable subcomponents within the continuance organizational commitment scale. Second, using hierarchical regression analysis, we show that commitments directed to foci other than the organization contribute unique variance in intent to quit the organization, above and beyond organizational commitment. Finally, logistic regression analysis used to examine the relationships between commitment components and actual turnover measured 18 months after among the alumni sample revealed that affective organizational commitment and high sacrifice were the single significant predictors of turnover.

Extension of the three-component model of commitment to five foci - Development of measures and substantive test

We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that and low alternatives were distinguishable subcomponents within the continuance organizational commitment scale. Second, using hierarchical regression analysis, we show that commitments directed to foci other than the organization contribute unique variance in intent to quit the organization, above and beyond organizational commitment. Finally logistic regression analysis used to examine the relationships between commitment components and actual turnover measured 18 months after among the alumni sample revealed that affective organizational commitment and high sacrifice were the single significant predictors of turnover.

Antecedents to Retention and Turnover among Child Welfare, Social Work, and Other Human Service Employees: What Can We Learn from Past Research? A Review and Metanalysis

This study involves a metanalysis of 25 articles concerning the relationship between demographic variables, personal perceptions, and organizational conditions and either turnover or intention to leave. It finds that burnout, job dissatisfaction, availability of employment alternatives, low organizational and professional commitment, stress, and lack of social support are the strongest predictors of turnover or intention to leave. Since the major predictors of leaving are not personal or related to the balance between work and family but are organizational or job‐based, there might be a great deal that both managers and policy makers can do to prevent turnover.

Job turnover and its correlates among residency program directors in internal medicine: a three-year cohort study.

In 1983, 43% of internal medicine residency program directors had held their positions for less than three years. The purposes of this study were to determine the job turnover rate for internal medicine program directors, and the characteristics of program directors and residency programs that are associated with job turnover. In October 1996, questionnaires were sent to all non-military internal medicine residency program directors in the continental United States listed by the Accreditation Council for Graduate Medical Education (ACGME). The questionnaire covered demographics, program characteristics, and job satisfaction. In October 1999, an updated ACGME list was used to contact programs to verify changes in program directors and determine the dates of change. A total of 262 usable responses were received. At the beginning of the study, 49% of the respondents had been on the job for three years or less, and 74 (29%) were no longer program directors three years later. Overall job satisfaction was highly associated (p <.01) with turnover. Multivariate Cox regression modeling yielded four variables independently associated with turnover: low satisfaction with colleague relationships (hazard ratio = 3.2, 95% CI = 1.6-6.4), a high percentage of administrative work time (HR = 2.9, 95% CI = 1.4-6.2), perceiving the job as a "stepping stone" (HR = 1.8, 95% CI = 1.0-3.2), and having had formal training to deal with problem residents (HR = 0.6, 95% CI = 0.4-1.1). Respondents with burnout, with the titles of program director and chair or department chief, and with less than two years on the job had nonsignificant trends toward job turnover. Variables not associated with turnover included gender, rank, salary, and program size. Yearly turnover for internal medicine residency program directors is substantial. The four independent predictors of turnover identified in this study should be of interest to institutions recruiting or retaining program directors and to aspiring program directors.

The impact of individual, organizational, and environmental attributes on voluntary turnover among juvenile correctional staff members

In this study we assessed the impact of individual employee characteristics, organizational attributes, and quality of the correctional environment on the turnover intentions of juvenile correctional staff members. Both individual characteristics and organizational attributes were significant predictors of turnover intentions. The individual characteristics were age, race, and education; the organizational variables were job satisfaction, stress, and staff support and communication. In general, the organizational attributes were stronger predictors of turnover. Only one variable pertaining to the quality of correctional environment, facility's amount of care toward juveniles, was significantly related to turnover. In contrast to findings of previous research, dangerousness, gender, and tenure were not related to staff turnover. We discuss the implications of these results for correctional staffing.