Turnover Intention Research Articles

Why are pharmacy technicians leaving? Factors contributing to turnover intention and strategies for retention

BackgroundPharmacy technicians play a crucial role in the healthcare system to enable pharmacists to focus on clinical services. However, a lack of recognition for their role and contribution leads to high turnover rates. ObjectiveTo identify the reasons behind pharmacy technicians leaving, or intending to leave, pharmacy practice. MethodsThis study used a mixed methods approach, incorporating an online survey (n = 11,762; response n = 603, 5.2 % response rate) and semi-structured interviews (n = 19) with pharmacy technicians in England. The survey was designed based on instruments used previously to explore pharmacy professionals’ career commitment, organisational commitment, job satisfaction, job stress and intention to leave. Open-ended survey texts (n = 24,410 words) were analysed using Leximancer, a text-mining software application. The interviews offered qualitative insights into the views and experiences of pharmacy technicians and the factors that contribute to their intention to leave practice. ResultsCareer advancement opportunities for pharmacy technicians are limited, especially when compared to pharmacists in leadership positions. Organisational commitment has an impact on individual career commitment. We found significant associations between the sector pharmacy technicians work in and their intention to remain working with their current employer for two or more years, with those in general practice were most likely to remain working at their current place of employment for at least two years (N = 85,91 %) and those in community pharmacies were least likely (N = 87,71 %). Respondents were most likely to be satisfied with freedom to choose working methods (72 %) and least likely to be satisfied with the opportunity for promotion/career advancement (38 %). ConclusionThe phenomenon of ‘occupational regret’, where negative emotions prompt employees to leave their chosen career, must be acknowledged and addressed to ensure retention. Ensuring clear role definitions, equitable remuneration, and career progression opportunities for pharmacy technicians is vital for their retention and, ultimately, the quality of patient care.

Factors Affecting Women Sports Officials’ Intention to Leave Across Europe

This study examines the factors affecting women officials’ intention to leave their chosen sport, including personal, work-related, and sociocultural factors. The empirical analysis is based on survey data of women officials in 69 different sports across Europe (n = 3,214). Overall, 10.7% of women expressed a turnover intention. Regression analyses indicate that this intention is higher for women who have more officiating experience (16–20 years), officiate at lower levels of sport (grassroots, junior), frequently experience abuse, and dislike the stress and time commitments of officiating, lack of support from the federation, and their lack of opportunity to progress. Younger women (≤24 years) with a mentor, who enjoy being part of a sport community and live in a more gender equal society are less likely to leave. The findings suggest that multiple factors are at work, which need to be addressed by sport managers to retain women in officiating roles.

Internal Turnover Intention in Indonesian Government Organization

Internal Turnover Intention in Indonesian Government Organization

The Impact of Quiet Quitting on Turnover Intentions in the Era of Digital Transformation: The Mediating Roles of Job Satisfaction and Affective Commitment, and the Moderating Role of Psychological Safety

This study examines the impact of “quiet quitting” during digital transformation on job satisfaction, affective commitment, and turnover intention. A time-lagged survey was conducted over six months with two waves of data collection from full-time employees in South Korea, resulting in 258 valid responses. Using the PROCESS macro for analysis, the findings reveal that quiet quitting significantly reduces job satisfaction and affective commitment, which, in turn, increases turnover intention. Furthermore, psychological safety serves as a critical moderator, buffering the negative effects of quiet quitting on these outcomes. The study confirms that the influence of quiet quitting on turnover intention operates through the mediating roles of job satisfaction and affective commitment, and organizations with higher psychological safety are better equipped to mitigate these adverse effects. Grounded in Withdrawal Progression Theory, this study empirically demonstrates the progression of quiet quitting into turnover intention and provides strategic insights for organizations to prevent employee turnover and maintain employee engagement during digital transformation.

직장 내 갑질과 이직의도와의 영향 관계에서 회복탄력성의 조절효과 연구 - 호텔 F&B 종사원을 중심으로

Objective : This study tested the moderating effect of resilience in the relationship between workplace incivility and turnover intention by targeting hotel F&B employees. Methods : This study conducted a survey using an online questionnaire from June 1 to June 30, 2024. Then, this study conducted an empirical analysis using the SPSS statistical program on a total of 252 subjects. Results : The analysis results are as follows:First, workplace incivility was found to have a significant effect on turnover intention. Second, resilience (self-regulation ability, interpersonal ability, and positivity) had a moderating effect in the relationship between workplace incivility and turnover intention. Implications : Based on these results, this study attempted to provide basic data for efficient human resource management operation in hotel companies.

Exploring the Impact of Flexible Work Arrangements on Turnover Intention: The Mediating Role of Job Satisfaction and the Moderating Effect of Perceived Supervisory Support

In today's employment landscape, the value of flexibility cannot be overstated, with an increasing number of employees seeking to balance their professional duties with their personal lives. This quest for the right balance has been strengthened by workplace flexibility, allowing individuals to tailor their workloads and have more autonomy over their working conditions. This research focuses on the impact of Flexible Work Arrangements (FWAs)—namely, working from home and flextime—on Turnover Intention (TI) within the power and utilities sector of the United Arab Emirates (UAE). We further investigate how Job Satisfaction (JS) mediates this relationship, and the extent to which Perceived Supervisory Support (PSS) moderates it. The study utilized a convenience sampling method to survey employees from a leading global energy company with a significant presence in Abu Dhabi and Dubai, boasting over 500 staff members. Of the 550 employees approached, 250 responded, yielding a 45% response rate. The research employed SPSS V.28 for demographic analysis, descriptive statistics, correlation analysis, and measurement of the reliability and validity of the study constructs. Also, mediation and moderation analysis were performed using Hayes Process Macro to validate our conceptual framework, providing robust statistical analysis. This research focuses on how PSS moderates the relationship between FWAs and Job Satisfaction, a relatively underexplored area. The findings include, FWA has positive impact on Job Satisfaction and negative impact on turnover intention. The indirect effect of Job Satisfaction and Perceived Supervisor Support is found out to be insignificant. The implications of this study guides organizations in tailoring their policies, and practices to mitigate turnover intentions.

STAYING OR LEAVING? EXPLORING THE ROLE OF JOB EMBEDDEDNESS IN REDUCING TURNOVER INTENTION AMONG HOTEL EMPLOYEES

This research examines the effect of JobEmbeddedness (JE) on turnover intentions (TI) among staff in the hotel industry of Uttarakhand, India. JE, including Fit, Links, and Sacrifice, has become a crucial paradigm for comprehending employee retention. A quantitative technique was employed to collect data from 79 employees across eight hotels. A multiple regression analysis was performed to examine the impact of the dimensions of JE on turnover intention. Results indicate that all three aspects of job embeddedness substantially diminish turnover intention, with Sacrifice exerting the most pronounced influence. Employees who recognize significant compromises associated with leaving, such as the forfeiture of perks and relationships, are the least inclined to indicate intentions to resign. Fit and Links are essential, as a robust alignment between personal values and organization, along with social relationships in the workplace, leads to reduced turnover intentions. The research highlights the significance of incorporating job embeddedness into retention tactics, especially in high-turnover sectors such as hospitality. By concentrating on the aspects of Sacrifice, Fit, and Links, hotel managers can bolster employee retention, diminish turnover expenses, and augment organizational stability. These findings provide significant insights for HR professionals and enhance the prevailing literature on JE and turnover in labor-intensive sectors.

A Bibliometric Analysis of Employee Turnover Intention among IT Sector Employees

Employee turnover is an important problem in the IT sector. However, there are still few comprehensive discussions on the current trends in employee turnover research. This study aims to comprehensively investigate relevant literature from 2019 to 2023 by bibliometric analysis to facilitate detailed exploration. The study has collected many academic documents and provided a comprehensive overview of recent research landscapes. Using the Scopus database, we used library analysis to examine the publication on employee turnover intentions between 2019 and 2023. The results showed a significant increase in research on turnover intentions, which highlighted their continued relevance in organizational research. In addition, the study identified and mapped a group of academic research focusing on employee turnover intentions, job satisfaction, employee management, and employee turnover. Key themes, influential works, and outstanding contributions were highlighted, showing the main contributors and key publications in this area. The information obtained from this study provides a valuable basis for future research and guides researchers to the most important research areas. The recommendations proposed will contribute to the development of effective retention strategies and promote better working conditions, ultimately contributing to the success and well-being of organizations and employees.

A triadic model of job retention and turnover dynamics in the hospitality industry

Purpose This study aims to examine key factors influencing hospitality employee turnover in a post-pandemic context, challenging conventional assumptions about the role of demographics and work-related factors in retention decisions. Design/methodology/approach The research adopted a comprehensive framework using the capability approach and geospatial data analysis, integrating social vulnerability indexes with survey responses from 797 hospitality employees. This study analyzed turnover intentions across demographics, job roles and regions, focusing on Florida’s I-4 corridor. Findings Individual conversion factors like age and marital status were the strongest predictors of turnover, with older and married employees less likely to leave their jobs. In contrast, traditional variables like income, education and job type did not significantly influence turnover intentions. The pandemic blurred distinctions between job roles, highlighting personal circumstances, health risks and economic pressures as critical factors. Contrary to expectations, financial assistance did not significantly reduce turnover intentions. In addition, employees’ life circumstances, such as social vulnerability, influence labor relations and turnover more than work-related conditions. Research limitations/implications This study enriches turnover literature by confirming that personal life circumstances, like age and marital status, are pivotal in understanding employee retention. It challenges conventional demographic and work-related predictors and urges future research to explore the interaction between personal and professional factors in the hospitality industry. The study’s agent-based framework deepens the understanding of how various factors shape employee decisions to stay or leave. Practical implications The findings suggest that hospitality employers must develop more localized, employee-centric retention strategies, especially for younger employees. Tailored approaches considering regional and demographic differences, such as providing career development opportunities and flexible work conditions, could foster long-term loyalty. In rural areas, retention efforts should focus on improving job satisfaction and community support, while in urban areas, strategies prioritize career progression and flexibility. Social implications The study’s findings have significant social implications, particularly in reshaping how employee retention strategies are developed in the hospitality industry. By emphasizing life circumstances over traditional work-related factors, the research highlights the importance of supporting employees’ resilience, especially for those facing social vulnerability. Employers may need to create more flexible and inclusive policies that account for personal, economic and health-related challenges. In addition, the findings suggest that financial aid alone is insufficient in reducing turnover, calling for a more holistic approach that integrates emotional and social support to foster a more stable and loyal workforce. Originality/value This study challenges traditional turnover models by shifting focus from work-related factors to life circumstances, particularly the resilience of older and married employees. It integrates three dimensions – personal (sociodemographics), social (support) and environmental (job type, pandemic challenges) – to examine their influence on employee agency. This triadic framework offers insights into how individual, social and contextual factors shape turnover decisions.

Nursing Home Staff with Children: Unique Needs Among Single and Partnered Parents.

Nursing home (NH) staff job dissatisfaction and turnover are associated with lower care quality. However, little is known about the impact of being single on workplace experiences. Guided by the Job Demands-Control-Support Model, we compared job satisfaction, turnover intention, and psychological distress for single and partnered parents working in NHs. Employee and manager data from the 2011-12 wave of the Work Family Health Network study were combined (N=1,144) to define parents with complete data (N=586). Bivariate tests and multivariate regressions clustering observations within NHs were used. Most single parents (n=190, 32%) were nursing assistants (NAs) (n=142, 74.74%) or licensed practical nurses (LPNs) (n=29, 15.26%). Compared to partnered parents, single parents were similar on turnover intention and job satisfaction, but they were more likely to report distress (OR=1.79, 95% CI 1.09, 2.94) observed only among NAs (OR=2.08, 95% CI 1.12, 3.85). Psychological distress was associated with greater turnover intent (β =0.02, p<.05) among NAs and LPNs, yet only among single parents (β =0.04, p<.01). Distress was more likely with higher family-to-work conflict (OR= 1.67, 95% CI 1.18, 2.36) and work-to-family conflict (OR=1.60, 95% CI 1.20, 2.14) among licensed nurses, yet the distress-work-family conflict associations were only significant for partnered parent nurses. Supporting NH staff depends upon knowing their parental, relationship, and occupational status. Additional research is needed to understand and develop strategies to mitigate psychological distress and increase resources particularly among NA single parents employed in NHs.

PENGARUH WORK-LIFE BALANCE, PENGEMBANGAN KARIR, DAN KOMPENSASI TERHADAP TURNOVER INTENTION PADA GENERASI Z DI E-COMMERCE

The aims this study is to analyze the effect of work-life balance, career development, and compensation on turnover intention in Generation Z in e-commerce marketplace companies in Jabodetabek. This study uses a quantitative method, where primary data is collected through online questionnaires from 161 generation Z employees in Jabodetabek e-commerce companies. The data were analyzed using smartPLS 4.1.0.2 to test the research hypotheses. Based on the analysis, it was found that work-life balance and career development have a negative and significant effect on turnover intention of Generation Z employees in Jabodetabek e-commerce companies. Meanwhile, compensation has a negative but insignificant effect on the turnover intention of Generation Z employees in the same company. However, this research model does not explain well and has weak predictive ability on turnover intention (R²=0.131, Q²=0.073), so it needs to be tested further with a larger population and additional independent variables. This study can help the management of e-commerce marketplace companies to continue to evaluate compensation, improve career development programs, and offer work flexibility to increase the loyalty of generation Z employees.

Psychological Entitlement and Behavioral Outcomes: An Integrated Model in Beijing's Service Sector

This paper explores the relationship between psychological entitlement and various behavioral outcomes, including job performance, turnover intentions, and interpersonal conflict, within Beijing’s service sector. The study proposes an integrated model that examines entitlement as a key factor influencing these outcomes, with potential mediating variables such as job satisfaction and moderating factors like organizational culture. The framework highlights how entitlement-driven attitudes can negatively impact employee behavior and organizational performance, particularly in high-stress service environments. The paper also suggests future empirical research to test the model across different service industries in urban centers and emphasizes the need for longitudinal studies to understand the long-term effects of psychological entitlement on employee behavior. This interdisciplinary approach offers valuable insights for managing entitlement perceptions and improving workplace dynamics.

Communication competency for dental hygienists in Korea : a scoping review

Objectives: This study aimed to identify the literature and related factors used in communication competency scales for dental hygienists in Korea. Methods: A scoping review was conducted using a five-step method of setting research questions: searching for related studies; selecting literature; recording data; and comparing results, summarizing, and reporting. Results: Of the 19 studies selected, 15 were quantitative and four were qualitative. The most frequently used communication competency scale was the life skills measurement tool, and the related variables were, first, job satisfaction and, second, turnover intention, with most individual perspective studies. Communication positively affected job satisfaction and negatively affected turnover intention. Conclusions: Communication competency of dental hygienists was an important job-related factor; however, the comunication competency scale was insufficient. Therefore, the development of a patient-centered dental hygienist communication competency scale is suggested.

An Analytical Exploration of Factors Contributing to Increasing Turnover and Employee Retention Challenges in a Private Educational Institution

This study examines the factors contributing to increasing turnover and retention challenges in a private educational institution in the Philippines. Using a mixed-methods approach, quantitative data were gathered using a descriptive-correlational methodology, while semi-structured interviews with current and former employees were used to acquire qualitative insights. Results reveal a very high level of turnover intention among respondents, with compensation and benefits and leadership and management found as the most significant factors, followed by work environment and culture and external factors. Age, marital status, and work status all show varying degrees of significance when it comes to perceived primary factors, while gender and length of service showed no significant influence on all the factors of turnover intention. Findings suggest the importance of addressing compensation and benefits, leadership and management, and work environment and external factor issues to enhance retention efforts in educational institutions.

Impact of nurse turnover on patient care in a private healthcare facility in UAE

Aim: The aim of this study was to determine the pattern and impact of nurse turnover in a private healthcare facility in United Arab Emirates (UAE) and also to recommend the management strategies that could be adopted to overcome the problem of nurse turnover. Back ground: Global healthcare organizations are in a precarious situation due to the increasing attrition among healthcare professionals. Nurse turnover is an issue of international concern causing widening of supply - demand gaps in the healthcare industry. Despite the acknowledged importance of managing nurse turnover in hospitals, the pattern, causes and consequences of nurse turnover in UAE are poorly understood. Method and analysis: This is an empirical, descriptive, quantitative survey based research conducted in a private healthcare facility in UAE. Results: Hospital witnessed significant nurse shortage secondary to higher nurse turnover. More than two thirds (69.9%) nurses showed intention to leave the organization. Higher nurse turnover intentions were significantly associated with job satisfaction (p&lt;0.01) and workload (p&lt;0.001). Patient fall and medication errors were not significantly associated with nurse turnover however there was significant reduction in patient satisfaction score for nurse services in the hospital. Conclusion: Higher work load, lack of conducive work environment, lack of managerial support mainly contributed to job dissatisfaction and are the key drivers for nurse turnover. Decline in patient satisfaction implied compromised quality of care. However larger trials are needed to effectively implement administrative strategies to overcome the nurse turnover problem.

Professional quality of life profiles and its associations with turnover intention and life satisfaction among nurses: a prospective longitudinal study

BackgroundNursing shortage is a global issue. Turnover intention and life satisfaction are significant predictors of turnover. The specific nature of nursing and stressful work schedules lead to impaired professional quality of life (ProQOL), and existing studies have confirmed the effect of a dimension of ProQOL (such as secondary trauma stress, burnout and compassion satisfaction) on turnover intention and life satisfaction. Yet the heterogeneity of ProQOL across individuals is not known. A lack of research on the relationship between potential ProQOL subgroups and turnover intention and life satisfaction, and the mechanisms underlying this relationship remain understudied. The study aimed to determine different ProQOL profiles, and their cross-sectional and longitudinal effects on turnover intention and life satisfaction, while exploring the mediating roles of job satisfaction and work engagement within the relationship.MethodsData were collected at a tertiary hospital in a northeastern province of China. An online questionnaire was administered twice over the course of six months. 1832 and 900 participates provided cross-sectional and longitudinal data respectively. We used latent profile analysis (LPA) and K-means clustering to identify ProQOL profiles, and used the PROCESS macro program to conduct mediation analysis.ResultsThe LPA results supported a 4-profile solution, including balanced protection, good quality, traumatic satisfaction and burnout problem. ProQOL profiles directly predicted nurses’ current and subsequent turnover intention and life satisfaction. In addition, job satisfaction and work engagement mediated the effects of ProQOL profiles on turnover intention and life satisfaction in cross-sectional sample, and mediated the effects of ProQOL profiles on turnover intention in longitudinal sample.ConclusionThe findings suggest that nurses’ ProQOL has distinct categorical characteristics and is strongly associated with turnover intention and life satisfaction. Hospital administrators should implement individualized, join management and interventions according to each profile. Furthermore, more attentions should focus on improving nurses’ job satisfaction and work engagement levels to promote good work and life outcomes.

How the Nursing Practice Environment Influences Retention and Turnover Intention: An Umbrella Review Protocol

Background: Currently, there is a global shortage of nurses, which has a negative impact on health institutions, mainly on the quality of care provided. The quality of nursing care depends on several factors, including the nursing practice environment, which has been stated as a fundamental element for the successful functioning of health systems. Scientific evidence shows that favorable practice environments contribute to nurse retention, and unfavorable environments increase nurses’ turnover intention. Retaining nurses is essential to ensure the sustainability of healthcare organizations and the quality of nurse care. In the current shortage scenario, this issue has become even more significant. Objective: This review aims to identify systematic literature reviews that describe the characteristics of nursing practice environments that contribute to nurse retention or turnover intention in hospitals. Methods: The umbrella review will follow the Joanna Briggs Institute methodology, the Preferred Reporting Items for Systematic Review and Meta-Analysis reporting guidelines, and the Preferred Reporting Items for Overviews of Reviews guidelines. A search with indexed terms will be performed in various databases, and two reviewers will identify, select, and extract studies, while a third reviewer will resolve any disagreements. Results: This protocol provides a structured approach for conducting the review, and the initial searches have identified 440 articles, with no previous protocol or umbrella review identified, underscoring the importance of this research. Conclusions: This study will enhance the dissemination of scientific evidence regarding nursing practice environments, thereby contributing to an improved understanding of factors affecting nurse retention and turnover intention.

Psychometric evaluation of the Chinese version of the nurse turnover intention scale: a translation and validation study

BackgroundGlobally, the issue of high nurse turnover rates is prevalent in China. The COVID-19 pandemic exacerbated the attrition rate of nurses. Turnover intention is the most reliable predictor of nurse turnover. However, there is currently a lack of proper evaluation tools in China. This study aimed to translate the Nurses Turnover Intention Scale (NTIS) into Chinese and examine the psychometric characteristics of the Chinese version of the NTIS among clinical nurses in China.MethodsApproximately 418 nurses were recruited from three tertiary general hospitals in Jiangxi, Guangdong, and Zhejiang provinces. This study used Brislin’s double-back translation, back-translation, and cross-cultural adaptation methods to translate the scale. Internal consistency, split-half reliability, and test-retest reliability were used to measure the reliability of the Chinese scale version. The validity of the Chinese scale version’s content was evaluated via the Delphi method. Exploratory and confirmatory factor analyses were carried out to evaluate the construct validity of the Chinese scale versions. In exploratory factor analysis, principal component analysis and maximum variance rotation method were used in this study. In the confirmatory factor analysis, Amos 24.0 software was used for analysis.ResultsThe NTIS in Chinese has ten elements: a Cronbach α coefficient of 0.864, a Cronbach α coefficient of 0.852∼0.903 for the three dimensions, and a split-half reliability and test-retest reliability of 0.878 and 0.960, respectively. This indicates that the Chinese version of the NTIS has good internal consistency and time stability. The scale-level content validity index (S-CVI) was 0.957, which indicated that the Chinese version of NTIS had good content validity. The total variance contribution rate was 79.055%, and three common factors were identified via exploratory factor analysis. The examined three-factor structure was confirmed by confirmatory factor analysis, which confirmed that all fit indices were appropriate.ConclusionsThe Chinese version of the NTIS was appropriate in terms of reliability and validity. This scale can be used to evaluate nurses’ turnover intention, and the outcomes can aid nurse management in designing training initiatives and implementing preventive measures to decrease nurse turnover.

The Impact of (In)Civility on Selected Individual and Organisational Outcomes in Financial Services

Orientation: Despite its ubiquitous impact, the South African financial services sector lacks understanding of the constructs of civility and incivility.Research purpose: The study investigated the impact of (in)civility on work engagement, organisational citizenship behaviour (OCB), and turnover intention in a South African financial services organisation using adapted (in)civility scales.Motivation for the study: The dearth of research within the South African financial services organisation on the constructs of (in)civility and its impact as well as the testing of an adapted tool, necessitated this research.Research approach/design and method: A non-experimental research design, with purposive sampling (N = 305) was used in this study. Specifically, we used latent variable modelling methods in a confirmatory manner to establish a measurement and structural model from which to make inferences.Main findings: The study found that (in)civility is related, can co-exist and is independent. The findings accentuated the need to further explore how (in)civility is conceptualised, experienced and measured. Results showed that civility specifically, yielded positive outcomes, while incivility had a negative effect. Work engagement serves as a mediator in the relationships between civility, OCB and turnover intention only.Practical/managerial implications: The study suggests that organisations deepen their understanding of civility and incivility, and focus on promoting positive behaviours. Cultivating a civil organisational climate leads to beneficial outcomes.Contribution/value-add: The study enhances South Africa’s understanding of workplace (in)civility by testing adapted scales and promoting construct alignment between definition and measurement.

The Effect of Workload and Organizational Climate on Turnover Intentions with Job Stress as an Intervening Variable in Generation Z Employees of PT. MMI Ambon Regional

The purpose of this research is examining effect of workload on work stress, examining effect of workload on turnover intention, examining effect of workload on turnover intention through work stress, examining effect of organizational climate on workload, examining effect of organizational climate on turnover intention, examining effect of organizational climate on turnover intention through work stress, and examining effect of work stress on turnover intention among Generation Z employees of PT. MMI (affiliated with PNM) in the Ambon region. This research employs a quantitative approach by distributing questionnaires to 213 employees, assisted by data processing using SmartPLS. The results indicate that workload positively influences work stress, workload positively influences turnover intention, workload positively affects turnover intention through work stress, organizational climate negatively impacts work stress, organizational climate don’t have significant effect to turnover intention, organizational climate negatively influences turnover intention through work stress, and work stress significantly influences turnover intention