Reduction In Turnover Research Articles

EXAMINING THE IMPACT OF AGE ON ORGANIZATIONAL IDENTIFICATION AND TURNOVER INTENTION: A MULTIGROUP ANALYSIS

Employment in the manufacturing industry is critical, especially in developing countries, where job turnover significantly impacts employment sustainability. While numerous studies have explored antecedents of turnover, this study focuses on the impact of organizational identification—how strongly employees align with their organization's values and goals—on turnover intentions. We specifically examine the moderating role of age in this relationship. Data were collected from 291 manufacturing employees in Adana province, Türkiye. Our findings reveal that organizational identification significantly influences turnover intentions, with age moderating this effect. Using multigroup analysis, we provide detailed insights into these variations. These results offer a clearer understanding of age-related differences in organizational identification and turnover intentions. The insights may also assist decision-makers, policymakers, and human resource managers in developing targeted strategies that consider age-related differences to effectively manage and reduce employee turnover.

Cone Beam Computed Tomography Evaluation of Socket Healing After Third Molar Germ Extraction: A Case Series Study Including Adolescents with Osteogenesis Imperfecta Type I Treated with Bisphosphonates and Healthy Age-Matched Subjects

Bisphophonates (BPs) are widely used in Osteogenesis imperfecta (OI). Cone Beam Computed Tomography (CBCT) shows clinical usefulness in evaluating impacted teeth and adjacent structure relationships, extraction socket healing, bone mineral density (BMD) and BP-related jaw osteonecrosis (BRONJ). The aim of the study was to compare alveolar sockets and the adjacent bone area before and after third molar extraction in OI type I (OI-I) adolescents treated with BPs and age-matched healthy subjects (HSs) by CBCT. Methods: Five adolescents with genetically proven OI-I treated with BPs (three males and two females, mean age: 15.2 ± 1.78 years) and four age-matched healthy subjects (two males and two females, mean age: 15.5 ± 1.29 years) were included in this study. Eight Regions of Interest (ROIs) were evaluated: between 3.7 and 3.8 (ROI-1) and 4.7 and 4.8 (ROI-2); after 3.8 (ROI-3) and 4.8 (ROI-4); alveolar sockets 3.8 (ROI-5) and 4.8 (ROI-6); left (ROI-7) and right (ROI-8) cortical bone. Results: ROIs were evaluated on both sides of the mandible for all the subjects except one OI patient in which CBCTs were performed pre- and-post third molar extraction only on the right side. CBCT was performed 12.8 ± 4.60 and 11.5 ± 2.51 days before and 8.0 ± 1.41 and 7.7 ± 0.5 months after extraction in OI-I and HSs, respectively. BPs were discontinued 62.0 ± 36.5 months before extraction. None of the OI-I adolescents developed BRONJ. Statistically significant greater values were observed in OI-I for ROI-1 and -2 (p = 0.0464), ROI-3 and -4 (p = 0.0037) and ROI-7 and -8 (p = 0.0079) after extraction. Conclusions: This descriptive study confirms that, in OI-I adolescents treated with BPs, third molar extraction is safe, and socket healing occurs properly. In addition, it demonstrates that, if the same device and imaging conditions are used and comparisons to predetermined standard values are avoided, CBCT can be used to monitor BMD changes. The significant greater BMD observed for different ROIs in OI-I could reflect the increased secondary mineralization related to the BP-dependent reduction in bone turnover.

Factors Affecting Employee Turnover in Local Government Authorities in Tanzania: A Case of Dar es Salaam City Council

This study assessed the factors affecting employee turnover in local government authorities (LGAs) in Dar es Salaam City Council, Tanzania. Specifically, the study sought to ascertain how motivational factors affect employee turnover in the Dar es Salaam City Council, to assess how hygiene factors affect employee turnover in the Dar es Salaam City Council, and to establish mitigation strategies to reduce employee turnover in the Dar es Salaam City Council. A combination of qualitative and quantitative research methods was employed, utilizing a case study design to gain a comprehensive understanding of the phenomena. Primary data were collected through a survey method using a questionnaire and interview guide, involving 129 respondents who were randomly and purposefully selected from the Dar es Salaam City Council. The study was guided by two theoretical frameworks: the Existence, Relatedness, and Growth (ERG) Theory and the Conservation of Resources (COR) Theory. The analysis of the questionnaire data was conducted descriptively using the Statistical Package for Social Science (SPSS), with frequencies and percentages presented in tables, while the interview data were analyzed through content analysis. The findings revealed several factors contributing to employee turnover in LGAs, including low salaries and benefits, poor leadership and supervision, limited opportunities for training and development, delayed promotions and re-categorization, a shortage of working tools and infrastructure, job dissatisfaction, lack of incentives, and late or absent payments and other monetary rewards. In conclusion, the study recommends that the management of LGAs in Tanzania, particularly the Dar es Salaam City Council, develop and implement policies aimed at improving the work environment to enhance employee retention.

Talent Management in Healthcare: The New Strategic Objective

In today’s rapidly evolving healthcare landscape, effective talent management has become a critical priority for any organization seeking exceptional and safe care, whilst driving a positive outcome and impact in people’s lives. This article delves into the intricacies of talent management in healthcare, from an operational standpoint, aiming to capture how the frontline workforce perceives talent management. It is hypothesized that by implementing comprehensive talent management strategies, healthcare institutions would be able to address the current challenges posed by the worldwide workforce shortages. The increasing demand for healthcare services has prompted organizations and governments to proactively approach talent management to attract and retain the right individuals with the right skills to remain competitive and even functional. Employee engagement initiatives, along with a robust culture of continuous learning and phycological safety, where individuals can be at optimal performance and positively impact patient experience and outcome, significantly reduce turnover rates and ensure workforce stability (Dyrbye et al., 2017).

Engagement as a Lever: The Impact of Talent Management on Turnover Intentions at Ghana's Lands Commission

This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.

ANALYSIS OF THE INTEGRATION OF TECHNOLOGICAL INNOVATIONS IN THE MOTIVATION STRATEGIES OF THE ENTERPRISE

This article investigates the impact of contemporary technological innovations on corporate motivational strategies, focusing on the integration of digital tools, analytical systems, and mobile applications into employee motivation processes. The relevance of the topic is underscored by the rapid technological advancements that are transforming management practices and employee needs, as well as enhancing business competitiveness. The works of Ukrainian scientists and economists have been analyzed regarding various aspects of the impact of modern technologies on employee motivation, approaches to their implementation, and the practical results they provide for enterprises. The paper examines how technological innovations—particularly digital feedback platforms, analytical systems, mobile applications, and gamification—affect motivational strategies by enabling more personalized and effective motivation management. It explores how these tools contribute to increased employee productivity, reduced turnover, and improved organizational culture. Existing approaches and outcomes of new technology implementations are evaluated, highlighting the need for further research to develop adaptive and dynamic motivational systems. The article offers recommendations for optimizing employee motivation processes through modern digital tools and approaches. The findings are valuable for practitioners and researchers involved in human resource management and technological innovations in business. Attention is drawn to further research on the impact of technological innovations on employee turnover management and the adaptation of new hires. It is determined that assessing the effectiveness of new approaches to employee integration and motivational support during the first months of employment can help develop strategies that reduce turnover rates and increase the engagement of new employees. It is substantiated that the prospects for further research in this field focus on expanding the understanding of how technologies can not only support but also transform motivational strategies, providing businesses with new opportunities to achieve their goals and enhance competitiveness.

Work autonomy and exit-voice choice: the role of skill utilization, learning from colleagues and future time orientation

PurposeUnderpinned by the exit-voice and work design models, this study investigates how work autonomy reduces employee turnover intentions and promotes voice behavior via the mediator of skill utilization and how this mediation process is moderated by social (learning from colleagues) and personality (future time orientation) characteristics.Design/methodology/approachThe hypothesized moderated mediation model was tested using regression analysis based on two-wave survey data of 350 Chinese employees.FindingsThe relationships between work autonomy on the one hand and voice behavior and turnover intentions on the other were mediated by skill utilization. Furthermore, such mediated relationships were intensified by collegial learning and future time orientation.Practical implicationsAdopting empowering HR practices (e.g. autonomous work teams and job rotation) that give employees job control and learning opportunities is important to encourage employee voice and reduce turnover.Originality/valueThe paper identifies collegial learning and future time orientation as boundary conditions that regulate the effects of work autonomy. This reconciles the contradictory findings in prior research testing the relationship between autonomy and exit-voice decisions.

To Leave or to Stay? Research on the Double-Edged Sword Effect of Illegitimate Tasks on Employee Turnover Intention.

Purpose: This study explores the double-edged sword impact of illegitimate tasks on turnover intention and how this influence is manifested. Design/methodology/approach: Multisource data were collected from employees in different industries in South China at two points in time. The hypotheses were tested with hierarchical multiple regression analysis in combination with PROCESS macro-based bootstrapping. Findings: Illegitimate tasks can both weaken employees' turnover intention by triggering challenge stressor appraisal and enhance employees' turnover intention by triggering hindrance stressor appraisal. The research results confirm the double-edged sword effect of illegitimate tasks on employees' turnover intention. Practical implications: To mitigate employees' turnover intention and reduce turnover rates, organizational managers need to pay attention to the negative impact of illegitimate tasks and be concerned about employees' subjective cognition of these tasks. Additionally, organizations must optimize work design to reduce unnecessary tasks and assign unreasonable tasks to suitable employees. Originality/value: Based on the cognitive appraisal theory of stress, this study constructs a double-edged sword effect model. The results show that illegitimate tasks not only have negative impacts on employee turnover intention but also have potential positive impacts through two mediating pathways: challenge stressor appraisal and hindrance stressor appraisal. The research results indicate that illegitimate tasks have both a dark side and a bright side.

Analysis of Organizational Commitment as a Mediator of Job Satisfaction and Compensation on the Intention to Change Jobs of Bank Syariah Indonesia Employees in Madiun

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

The Influence of HRM, Employee Engagement, and Organizational Commitment on Employee Turnover Intention

High turnover rates are a significant challenge in the healthcare sector, where employee retention is critical to maintaining service quality and organizational performance. The purpose of this research is to determine and analyze the effect of HRM, employee engagement and organizational commitment on employee turnover intention at Tebet Hospital Jakarta, Atmajaya Hospital Jakarta, and UKI Hospital. The research method used was qualitative, which involved in-depth interviews with key respondents from the three hospitals. Primary data was collected using a structured questionnaire and analyzed using SEM-PLS (Structural Equation Modeling-Partial Least Squares). The findings show that HRM has a positive but not statistically significant influence on employee engagement, while significantly reducing turnover intention. Organizational commitment is positively and significantly related to employee engagement and decreased turnover intention. In addition, turnover intention positively affects employee performance. This research has implications highlighting the need for hospitals to develop more effective HRM strategies that encourage employee engagement and strengthen organizational commitment, ultimately reducing turnover rates.

Factors Influencing Job Satisfaction among Mental Health Nurses: A Systematic Review.

Job satisfaction is crucial for healthcare professionals, and understanding its influencing factors is essential for fostering a positive work environment, reducing turnover rates, and improving the overall quality of patient care. This systematic review examined the factors linked to nurse job satisfaction in psychiatric hospitals and diverse psychiatric settings, analyzing the findings through the lens of Herzberg's theory. Despite existing evidence, gaps remain in understanding the differences in factors affecting job satisfaction across various settings. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, we conducted a comprehensive systematic review by searching six databases, namely PubMed, CINAHL, Cochrane Library, PsycINFO, Scopus, and APA PsycNet. Our search yielded an initial 567 studies published between January 2014 and February 2024, which were subsequently screened and evaluated based on predetermined inclusion criteria. Following this process, a total of 16 studies were deemed eligible for final analysis. Each of these selected studies underwent an independent review by two authors, utilizing the Joanna Briggs Institute checklist tool to ensure rigorous assessment. The findings revealed that interpersonal relationships, working conditions, and recognition were the most frequently reported factors associated with nurse job satisfaction, along with various extrinsic, intrinsic, personal, emotional, and psychosocial factors. Notably, psychiatric hospitals showed a mix of personal, extrinsic, intrinsic, and psychosocial factors influencing job satisfaction, with demographic factors being the most frequently examined. In contrast, diverse psychiatric settings focused more on external aspects impacting job satisfaction. The review highlights the importance of both intrinsic and extrinsic factors and suggests that future research should employ more robust methods and consider psychiatric hospitals and other mental health contexts. Herzberg's theory provides a valuable framework for understanding the factors associated with nurse job satisfaction.

The Effects of Training on Employee Performance: A Case of Tanzania Police Headquarters

Human resources are considered valuable in any organization as they ensure every task is done smoothly. However, if these human resources are not well equipped with the right equipment, techniques and knowledge on how to perform their duties, they cannot be productive, and this is where training comes in as a solution to solving these problems. This study aims to show how training contributes to improved employee performance at Tanzania Police Headquarters. The study was guided by open innovation theory and organizational development theory. The study adopted a case design because it took a short time and was constructed as a single case study of the Tanzania Police Headquarters (TPF). Both probability and non-probability sampling methods were beneficial in helping the purpose underlying this study. The target population was the Tanzania Police Force (TPF) headquarters employees in Dar es Salaam city. The 125 sampled TPF employees were drawn from three nominated departments to offer information in the study using questionnaires, interviews, and literature reviews as instruments of data collection. Data was analyzed using social science statistical package. The findings revealed that in the study area, different types of training were provided to employees such as on job training, promotional training, refresher training, technological training and orientation training. Employees at TPF revealed that training has increased the morale of employees, reduced employee turnover, improved staff retention and improved job satisfaction as well as improved skills which have improved performance. Data findings indicated that the absence of training needs assessment, outdated curriculum, limited facilities; incompetent trainers and insufficient funds were barriers to conducting training. The study concluded that training has increased the morale of employees, reduced employee turnover, improved staff retention and improved job satisfaction as well as improved skills which has improved performance. It was recommended that TPF should establish strong strategic plans to support training and development to employees as well as reduce hindrances facing the proper utilization of training and all these can be considered when there is a strong policy for training and evaluation of training needs assessment.

Systematic Literature Review: The Effect of Quality of Work-Life Balance and Corporate Culture on Employee Engagement

This study explores the impact of work-life balance and organizational culture on employee engagement within an organization. As companies navigate the global market, human resources play a critical role in determining performance and competitive advantage. Organizational culture serves as a guiding framework that shapes employee behavior, while work-life balance directly influences employee well-being and productivity. Using a Systematic Literature Review (SLR) methodology, the study synthesizes findings from peer-reviewed publications indexed in Sinta, focusing on the relationships between these variables. The results indicate that both work-life balance and organizational culture significantly contribute to higher levels of employee engagement, enhancing motivation, commitment, and organizational performance. Employees in environments that prioritize work-life balance and foster open, participatory cultures tend to be more productive and loyal, reducing turnover rates. This research highlights the importance of creating policies that support a healthy work-life balance and positive work culture to improve employee engagement. Future research could examine these variables longitudinally, consider industry-specific dynamics, and incorporate qualitative methods for deeper insights.

A Study on Antecedent and Consequential Relationship of Company's CSR Initiatives, Benefits to the Company and Society

: In an era where businesses are increasingly scrutinized for their societal impact, this study delves into the transformative power of Corporate Social Responsibility (CSR) by examining the initiatives of Godawari Power and Ispat Ltd. (GPIL) and Jayswal Neco. By looking beyond traditional financial metrics, the research seeks to uncover the broader benefits of CSR initiatives, focusing on their influence on employee awareness and societal well-being. Data was collected through surveys of employees and local community members, allowing for a comprehensive analysis of the connections between CSR efforts and their outcomes. Employing robust statistical tools such as the Statistical Package for the Social Sciences (SPSS) and Exploratory Factor Analysis (EFA), the findings reveal that both companies are not only committed to CSR but are also making meaningful strides toward societal improvement. This research highlights the essential role of CSR in fostering sustainable business practices that resonate far beyond the bottom line. Firstly, due to the company's exhibited evenhandedness, the companies' socially responsive initiatives reduce employee turnover. Secondly, the company's initiative to meet customers' justice needs tends to increase customer satisfaction. Above all, CSR initiatives' implementation in a healthy way also builds the company's reputation.

The usefulness of a rehabilitation programme for people with stress-related disorders - A case from a rehabilitation center in Estonia.

Background Rehabilitation programs help to improve people’s lives and reduce turnover rates in organisations. The current analysis revealed that dissatisfaction occurred among practitioners, doctors’ overlapping services, and fragmented plans. No comprehensive assessment and rehabilitation program currently exists for stress-related disorders in Estonia indicating an urgent need to conduct research and development programs for clients to reduce stress (Bugarski, Z, et al., 2016). This study research aimed to determine the usefulness of rehabilitation programs for individuals people with stress-related disorders. Method A qualitative approach was used. Methodology The sample included 10 individuals recruited from various rehabilitation centers in Estonia. Convenience sampling was used to select participants for this research. Open- and closed-ended questions were formulated using the 12 questions enclosed in this research. All transcribed interviews were formatted using the code. Extract codes within participant interviews were compared to identify similarities, differences, and closeness, and therefore formulated categories. Results The findings revealed that rehabilitation programs contribute to quality services, self-motivation, daily activities plan, self-control, recovery, attention and concentration, and coping skills, whereas traditional treatment can reduce symptoms but not change people’s lives. Conclusion This study suggests that rehabilitation programs are useful for individuals with stress disorders in the context of the Estonian healthcare system. The rehabilitation program is a useful intervention method revealed in the context of Estonia’s healthcare system, as it improves quality services, increases coping skills, self-control, and cognitive skills, and enhances recovery.

The Economic Impact of Workplace Mental Health Initiatives: A Comprehensive Analysis of Return on Investment and Organizational Performance

This study investigates the economic implications of implementing comprehensive mental health initiatives in the workplace. As mental health issues continue to rise globally, their impact on workforce productivity and organizational performance has become a critical concern for businesses. This research examines the relationship between investment in employee mental health programs and various economic indicators, including productivity, absenteeism, employee turnover, and overall organizational performance. We analyzed data from 100 medium to large-sized companies across diverse industries that have implemented mental health initiatives over the past five years. Our findings indicate a significant positive correlation between investment in mental health programs and improved economic outcomes, with an average return on investment (ROI) of 4:1. Furthermore, companies with robust mental health initiatives demonstrated lower absenteeism rates, reduced employee turnover, and increased overall productivity. This study contributes to the growing body of literature on the economics of mental health in the workplace and provides valuable insights for managers, policymakers, and organizational leaders considering the implementation or expansion of mental health programs.

The influence of job enrichment on job embeddedness and sick presenteeism among nurses.

To understand how job enrichment influences job embeddedness and sick presenteeism among nurses. Job satisfaction and retention are critical issues in healthcare, particularly among nurses. Job enrichment has been identified as a potential strategy to enhance job satisfaction and reduce turnover rates. Understanding its impact on job embeddedness and sick presenteeism can inform policies to improve nurse well-being and organizational effectiveness. A cross-sectional descriptive design following STROBE guidelines was used. Data were collected from 360 nurses working in critical care units of a large university hospital. Three scales were used to measure job enrichment, job embeddedness, and sick presenteeism. Nurses reported high job enrichment and embeddedness levels. However, a significant proportion also exhibited high levels of sick presenteeism. Strong positive correlations existed between job enrichment, job embeddedness, and sick presenteeism. Regression analyses revealed that job enrichment significantly predicted job embeddedness and sick presenteeism. The findings highlight the complex interplay between job characteristics, organizational commitment, and employee health behaviors among nurses. Job enrichment emerged as a critical factor influencing job satisfaction, organizational commitment, and sick presenteeism. The study underscores the need for health policies that promote job enrichment strategies, as they can contribute to nurse retention, reduce sick presenteeism, and enhance productivity in healthcare settings. Nurse retention and job satisfaction can be improved by implementing job enrichment practices in healthcare organizations. Policies to reduce sick presenteeism should prioritize creating healthier work environments and promoting employee well-being. Understanding the cost-effectiveness and productivity gains associated with job enrichment can inform workforce planning and staffing policies, ensuring adequate nurse staffing levels and quality patient care.

Pengaruh Perceived Overqualification dan Work Stress Dengan Moderasi Transformational Leadership Terhadap Innovative Work Behavior dan Turnover Intention

This research aims to analyze and explore the influence of two key factors, namely Perceived Overqualification and Work Stress, on employee Innovative Work Behavior and Turnover Intention in the context of logistics companies. In addition, this research considers the moderating role of Transformational Leadership in the relationship between Perceived Overqualification and Work Stress with Innovative Work Behavior and Turnover Intention. This research involved a survey of employees at a logistics company using a questionnaire, then the data collected was analyzed using quantitative methods with the population in this study involving 180 employees at a multinational logistics company that provides warehousing and distribution services in the Bekasi Regency area. The research results show that Perceived Overqualification and Work Stress have an influence on Turnover Intention. Apart from that, Transformational Leadership has been proven to moderate the relationship between Perceived Overqualification and Innovative Work Behavior. These results indicate that human resource management in logistics companies must consider Perceived Overqualification and Work Stress as important factors in promoting innovative work behavior that can reduce employee turnover intentions. This research has practical implications for logistics companies in developing more effective and efficient human resource management policies. Apart from that, this research also provides theoretical contributions in understanding the relationship between Perceived Overqualification, Work Stress, Transformational Leadership, Innovative Work Behavior and Turnover Intention in the context of logistics companies.

Role of Emotional Intelligence on Employee Performance in Selected Public Sector Banks in Madhya Pradesh State (Jabalpur Region)

In the wake of a seemingly rigorous recruitment process in the banking industry, where candidates' intelligence level appears to be more important than their emotional state, this study investigated how employees' emotional intelligence is related with job performance in selected banks in Madhya Pradesh state. Emotional intelligence was categorized by empathy, while employee performance was categorized by employee turnover. This study used a correlational research design. Three banks from the state of Madhya Pradesh have been selected for coverage. Pearson's Product Moment Correlation Coefficient was used for data analysis. The results revealed that empathy has a strong negative relationship with employee turnover. It is recommended that management implement policies that both ensure the employment of emotionally intelligent employees and create opportunities within the organization that improve employee relations and employee performance to reduce employee turnover.

Future of Work: How Digital Tools are Transforming Human Resource Management

This study examines the transformative role of digital tools in reshaping key functions of Human Resource Management (HRM), including recruitment, training, performance management, and employee engagement. Employing a mixed-method approach, it integrates quantitative survey data with qualitative insights from HR professionals to assess the impact of digital technologies on HR functions. The results indicate a 35% improvement in recruitment effi ciency, enhanced employee development, and significant advances in perfor- mance management through the adoption of digital tools. Moreover, digital engagement platforms have reduced employee turnover, particularly in remote work environments. Despite these benefits, challenges such as resistance to change and digital skill gaps persist, requiring attention for successful imple- mentation. The study contributes to academic literature by addressing these challenges and offering practical guidance for organizations. Future research should explore the long-term effects of digital transformation and the role of emerging technologies like blockchain in further revolutionizing HRM prac- tices.