Turnover Intention Behavior Research Articles

Effort to Prevent and Reduce Employee Turnover Intention in The Hospitality

Purpose: The loss of skilled workers is one of the negative effects of the high turnover rates that the hospitality sector is currently experiencing. Turnover intention refers to an employee's desire to relocate or quit their position. There are several organizational disruptions brought on by this staff turnover. The purpose of this study is to test a research model empirically by examining how job security, perceived organizational support, and transformational leadership affect the intention to leave a company. Theoretical framework: This study employs the Social Exchange Theory, which posits that a balanced exchange occurs between two parties, with recipients typically responding positively when the giver provides something valuable. In line with this concept, the research aims to explore how factors such as job security, perceived organizational support, and transformational leadership influence individuals' inclination to remain in their current employment. Method/design/approach: Quota sampling, which establishes a quota depending on the percentage of each hotel, is the sample method employed. Analysis employing Partial Least Squares was used in this study. In order to ensure that the computations are spread equally, the analysis's findings determine the proportion of the demographic conditions of each employee respondent at 4-star hotels. Consequently, a total of 176 respondents were gathered from the sampling, comprising 123 male and 53 female employees, with the majority falling between the 20–25 age range. Results and conclusion: The findings suggest a positive association between the desire to leave a company and factors such as perceived organizational support, transformational leadership, and job security. Interestingly, the results indicate that enhancing job security could potentially decrease the inclination to leave. However, the study did not uncover significant effects of transformational leadership or perceived organizational support on turnover intention. Research implications: Provide new references in theoretical studies, especially on turnover intention behavior, especially in the hospitality sector. Originality/value: Establish a new measurement mechanism in an effort to reduce turnover intention using different antasedent variables.

Seven years of research tracing on turnover intention: bibliometric analysis

The aims of this study are to assess research trends in turnover intention from 2017 to 2023 using data accessed from the Scopus online database. Methodology – The Scopus database screened publications to identify literature related to turnover intention behavior. VOSviewer is used to analyse the occurrence of keywords and coauthors. Findings – The results show that the trend of publications on turnover intention behavior continues to increase until the most papers appear in 2022. The paper most cited is "Will we have the same employees in hospitality after all? The impact of COVID-19 on employees' work attitudes and turnover intentions”. The author with the most publications is Riberio, N. This analysis provides direction for writers who are interested in the topic of turnover intention by providing information related to articles, authors, publication subjects, and countries that are prominent in turnover intention behavior, as well as keywords that are often used in turnover intention research. Limitations – This study has limitations related to the database, which is only taken from the Scopus database. Originality – This study has both contributions and impactful implications for the growth of turnover intention research across a range of disciplines, including the principal investigators and their country of origin.

The effect of workplace well-being and workplace incivility on turnover intention with job embeddedness as a moderating variable

Turnover intention is an employee's desire to move to another agency or stop working on their own volition or voluntarily from the organization where they work for certain reasons. Turnover intention behavior has a negative impact on the smooth operation of the organization, so it is necessary to study the factors that influence it and efforts to prevent it. This study aims to examine the effect of workplace well-being and workplace incivility on turnover intention, as well as to examine the role of job embeddedness in moderating the relationship between the two independent variables with the above dependent on employees of the Ministry of Agriculture vertical agency in Manokwari. This study uses a quantitative approach involving 121 respondents. Data analysis using Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results showed that; (1) workplace well-being has a negative and significant effect on turnover intention, (2) workplace incivility has a positive and significant effect on turnover intention, (3) job embeddedness significantly plays a role in moderating the relationship between workplace well-being and turnover intention, and (4) Job embeddedness plays a significant role in moderating the relationship between workplace incivility and turnover intention. To prevent turnover intention behavior in employees of the Ministry of Agriculture's vertical agency in Manokwari, it is suggested that the level of job embeddedness should always be maintained and improved for all employees of the Ministry of Agriculture's vertical agency in Manokwari.

Employee Organızatıonal Commıtment and Its Effect On Turnover Intentıon Behavıor In Multı-Fınance Industry

One of the indicator of successful organization that boost HR practices is that they can retain employees. Therefore companies are encouraged to take action to reduce turnover as one of the popular HR program that could retain employees. This study aims to examine the impact of multi-finance employee organizational commitment on turnover intention behaviour. Survey within the finance sector business and disributing questionnaire was used to obtain data from 212 respondents from 30 multi-finance companies. The data were analyzed through the PLS-SEM model using smartPLS-3 software. The results show that organizational commitment has a positive and significant effect on attitude toward leaving, subjective norm, and perceived behavioural control; thus, it impacts employee turnover intention. The significant indirect impact of organizational commitment on turnover intention was also revealed. The model clearly expresses the organizational commitment of multi-finance employees and its impact on turnover intention through the theory of planned behaviour construct. Managers need to understand these factors and their impact on turnover intention.

Hubungan Komitmen Organisasi Dan Intensi Turnover : Meta-Analisis

Turnover intention is. The purpose of this study was to conduct a meta-analysis survey related to organizational commitment relationship in generating turnover intention behavior through 15 studies covering both variables and sample criteria of employees. Based on the results of the analysis, the results obtained r = -0,307145, which can be concluded that organizational commitment has a correlation to turnover intention behavior. thinking of leaving the job, and that the intention to leave work correlates with the actual abandonment of the job (turnover). Then organizational commitment is expressed in a variety of ways. In addition to leaving the job (turnover) the employee can complain of widening, avoiding responsibility.

The Turnover Intention–Behaviour Link: A Culture‐Moderated Meta‐Analysis

AbstractTurnover intention is widely regarded as a direct antecedent to and proxy for actual voluntary turnover behaviour. However, previous studies have found the turnover intention‐behaviour link to be highly heterogeneous and not necessarily strong. This study adopts a cross‐cultural perspective, examining how the link varies as a function of Hofstede’s four work‐related cultural dimensions. Data from 152 independent samples were meta‐analysed, representing the testing of 216,093 employees from 18 nations across 9 geographical regions. The multilevel meta‐analytic results reveal significantly stronger turnover intention‐behaviour links for countries higher in power distance, higher in individualism, and lower in masculinity.

The Relationship between Organizational Commitment and Nurses’ Turnover Intention Behavior at Tertiary Private Hospitals in Najran, KSA

Nurses’ turnover intention has the potential to have devastating consequences on their lives, healthcare agencies and communities as a whole. It seems to be the main issue faced by many organizations due to the higher costs and losses that may occur as a result of turnover intention. Most countries are facing a shortage of nurses. Organizational commitment is one of the factors most related to the turnover intention among nurses. This study investigates the relationship between organizational commitment and turnover intention. This study utilizes a survey questionnaire distributed to 250 nurses working at three tertiary private hospitals in Najran, Kingdom of Saudi Arabia (KSA). The current study shows a significantly negative relationship between organizational commitment and turnover intention among nurses. The present study contributes by providing assistance to the human resource department to determine the root causes of turnover intention. Overall, this study contributes to nurses' turnover intention literature in the context of the Middle East, specifically, since the nurses are an essential part of the healthcare industry, ultimately improving the quality of healthcare services provided to patients.

Detailed Literature Review: Antecedents Affecting the Flight Risk or Turnover Intention of Professionals

Employee turnover has attracted significant research worldwide because of the high cost it entails. These costs include recruitment, selection, training, adjustment time, possible product, and/or service quality problems which often exceed hundred percent of the annual salary for the position being filled. Understanding the factors that influence the turnover gives organisations the opportunity to reduce selection and training costs, increase employee morale and customer satisfaction and enhance organisational productivity. This paper traces the work done by researchers in understanding the flight risk or Turnover Intention behaviour of professionals and thus helps understand and curtail turnover thereby curtail costs for organisations.

Macroeconomics, Turnover intention, and Actual Turnover Behavior: A Meta-analysis

Although turnover intention has been shown to be best single predictor of voluntary turnover behavior, previous studies also revealed that the turnover intention-behavior relationship is not strong...

The Impact of Organizational Factors on Nurses Turnover Intention Behavior at Public Hospitals in Jordan: How Does Leadership, Career Advancement and Pay-Level Influence the Turnover Intention Behavior among Nurses

Background: Turnover intention has the possibility to have destructive effects on the life of nurses, healthcare organizations and societies in general. It is considered as one of the major problems that many organizations face, because higher costs and losses could happen because of turnover intention. All over the world, nurses shortage in increase. Organizational factors such as leadership, advancement opportunities, and pay level are among the most connected to the nurses turnover intention. Purpose: The purpose of the study is to explore the relationship between organizational factors (leadership, advancement opportunities, and pay level) and turnover intention. Design: Six hundred nurses working at public hospitals in Jordan, selected randomly, using survey method. Findings: This study revealed that there is a significant relationship between leadership and pay level on turnover intention of nurses and insignificant relationship between advancement opportunities and turnover intention among nurses. Conclusions: This study showed that organizational factors (leadership quality, pay level, and career advancement) are related to turnover intention. As such this study contributes to shedding a light on the activities of human resource management such as work conditions, stress management, and development of anti-turnover policies. This study therefore contributes to turnover intention literature in the context of the Middle East, particularly the healthcare industry is largely dependent on its nurses in enhancing healthcare services for individuals and in developing the industry.

Antecedents of Turnover Intention Behavior among Nurses: A Theoretical Review

The employees’ turnover intention is one of the most popular subjects in the field of Human Resource Management. Moreover, the turnover problematic phenomenon is also still one of the most costly issues for HR managers in their efforts on human capital. Although turnover intention has been one of the most researched phenomenon in Human Resource Management (HRM), researchers still return to restudying this phenomenon because of its impact on service quality in any organization, moreover turnover intention has direct and indirect costs, both costs are critical, complicated, and serious. While the phenomenon of turnover intention in the nursing sector has a more serious impact than on any other sector, it has been recognized in both developing and developed countries. Organizational factors (Leadership, Pay Level, and Advancement Opportunities) have excessive impact on turnover intention among employees. Thus, this conceptual paper focuses on the organizational factors as the determinant of turnover intention among registered nurses. Approach: The literature was explored to acknowledge the accessible relationships among cross organizational factors (Leadership, Pay Level, and Advancement Opportunities) and turnover intention among registered nurses public hospitals. Conclusions: This conceptual paper provides an updated review of the literature on organizational factors and turnover intention. The practical implications as well as academic contributions were also presented.

An Empirical Assessment of Hotel Departmental Managers Turnover Intentions: The Impact of Organizational Justice

This paper investigates the relationship between organizational justice (OJ) and turnover intentions (TI) among the lower and middle-level hotel departmental managers. Organizational justice, comprising three-dimensional measures of distributive justice (DJ), procedural justice (PJ), and interactional justice (IJ) was measured through inferential statistics. Distributive justice and procedural justice had a significant negative effect on managers’turnover intentions while interactional justice did not support the proposed relationship. The perceptions of fairness of reward allocation and procedure received in organizations prompt the lower and middle hotel departmental managers to reciprocate their turnover intention behaviour. These research findings offer some insight for the hotel top management into how to prevent their valuable managers from leaving the organization.