Turnover Intention Research Articles

Burnout and Turnover Among Veterans Health Administration Primary Care Providers From Fiscal Years 2017-2021.

We examined how individual-level turnover among Veterans Health Administration primary care providers (PCPs) from fiscal years 2017 to 2021 was associated with health care system-level burnout and turnover intent. Burnout among PCPs has been well documented in recent studies, but less is known about the potential relationship between burnout and turnover. We identified a national cohort of 6444 PCPs (physicians, nurse practitioners, and physician assistants) in 129 Veterans Health Administration health care systems in the first quarter of fiscal year 2017 and tracked their employment status for 20 quarters. PCP employment data on turnover were linked to annual health care system-level employee survey data on burnout, turnover intent, and other covariates. We performed logistic regression to estimate the impact of health care system-level burnout and turnover intent on individual PCP turnover, controlling for individual and health care system-level covariates and adjusting for clustering at the health care system level. Median health care system-level burnout ranged from 42.5% to 52.0% annually, and turnover among PCPs ranged from 6.3% to 8.4% (mean = 7.0%; SD = 0.9%). Separation from employment was higher among employees at health care systems with the highest burnout (odds ratio =1.14; 95% CI = 1.01-1.29) and turnover intent (OR = 1.18; 95% CI = 1.03-1.35). PCPs in health care systems with high burnout are more likely to separate from employment. Policymakers and administrators seeking to improve retention should consider system-level interventions to address organizational drivers of burnout.

Analysis of Job Satisfaction and Turnover Intention According to the Characteristics of Forest Industry Workers

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability.

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.

The Effect of Job Demands and Job Resources on Turnover Intention Mediated by Work Engagement at PT Prinal

This research aims to identify the influence of job demands and job resources on turnover intention, with work engagement as a mediating variable at PT Prinal. The retail industry faces high turnover rates, posing a significant challenge at PT Prinal despite the industry's enormous potential. The study involved 250 employees of PT Prinal, using a non-probability sampling technique. Analysis was conducted with SmartPLS v4.1.0.5, utilizing Partial Least Square (PLS) and Structural Equation Model (SEM) techniques to test the hypotheses. The findings show that greater job expectations dramatically reduce employee engagement and increase the likelihood of leaving the position. The job demands at PT Prinal are generally counterproductive, as demonstrated by how they diminish employee engagement. On the other hand, more excellent job resources considerably raise employee engagement at work and lower the intention to leave. Since job demands and job resources directly affect turnover intention, work engagement plays a role in mediating the interaction between these three variables. These results highlight how crucial it is to manage job expectations and resources to boost work engagement and increase employee retention.

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

Person-environment fit, turnover intention and satisfaction with life. The role of seniority

BackgroundBased on the person-environment fit model, we examined how occupational stress and job satisfaction are correlated with an intention to leave the current workplace or profession and life satisfaction in two groups of midwives with low and high experience.Participants and procedureData were collected between March and December 2022 using a set of psychological questionnaires. Low-experienced mid-wives (n = 152) and high-experienced midwives (n = 174) participated in the study. Multigroup path analysis was used to analyze the data.ResultsResearch has shown that midwives of varying levels of seniority experience similar levels of general occupational stress, job satisfaction, intentions to leave their current workplace or profession, and life satisfaction. The study found a negative corre-lation between occupational stress and job satisfaction and life satisfaction in both groups. The correlation between job satisfaction and the intention to leave the current workplace or profession was significantly negative only among low-experienced midwives. In high-experienced midwives, the relationship between stress and the intention to leave the current workplace or profession was direct. In the group of low-experienced midwives, links between occupational stress and all outcome variables were completely mediated by job satisfaction.ConclusionsOur study demonstrates that degree of person-environment fit accurately predicts the positive and negative consequences of working conditions for behavior both at work and outside of work. The correlations between stress at work, thoughts of leaving work, and the assessment of well-being differ between low- and high-experienced employees.

The Influence Of Transformational Leadership, Work Engagement On Turnover Intention With Job Insecurity Mediation In Millennial And Z Generations In East Jakarta Construction Companies

Turnover intention is becoming an increasingly important issue in the world of work in Indonesia. The aim of this research is to analyze the influence of transformational leadership, work engagement, and job insecurity as mediating roles on turnover intention. The data used is primary data sourced from a questionnaire in Google Form which was distributed to Millennial and Z generation employees who work in East Jakarta construction companies. This research was designed using a purposeful sampling method involving 303 respondents with permanent employee status. The data were analyzed using the Structural Equation Modeling (SEM) method. The results in this research prove that transformational leadership and work engagement have a negative influence on turnover intention. Job insecurity can partially mediate between transformational leadership and work engagement on turnover intention. The implications of these findings are the development of motivating leadership, increasing work engagement, and effective management of job insecurity to reduce the intention of Millennial and Generation Z employees to leave the company.

English

This study aims to analyze the effect of job satisfaction on turnover intention with organizational commitment as mediation (study of Beachwalk Shopping Center employees). This research used a sample of 78 employees. The method used in this research is a survey method using questionnaire techniques and interviews with PLS-based Structural Equation Modeling (SEM) inferential statistical analysis tools. The research results show that job satisfaction has a negative and significant effect on turnover intention. Job satisfaction has a positive and significant effect on organizational commitment, organizational commitment has a negative and significant effect on turnover intention, and organizational commitment mediates the effect of job satisfaction on turnover intention. The implication of this research is to prove the traditional turnover theory and its relationship to the research variables. This research also offers the benefits of organizational commitment, managing job satisfaction on turnover intention.

The impact of job stress on job satisfaction and turnover intentions among bank employees during the COVID-19 pandemic.

The main objective of this study is to explore the relationships among job stress, job satisfaction, and turnover intentions among bank employees during the COVID-19 pandemic, with a focus on variations across different demographic characteristics. A cross-sectional design was employed, and data were collected from 501 bank employees using the Job Stress Questionnaire (JSQ), the Simplified Minnesota Satisfaction Questionnaire (MSQ), and the Intention to Leave Scale (ILS). Descriptive statistics, t-tests, ANOVA, Pearson correlation, and multiple regression analyses were used to test the research hypotheses. The findings show that job stress is significantly negatively correlated with job satisfaction and positively correlated with turnover intention. Interpersonal relationship stress emerged as the strongest predictor of turnover intention, while job autonomy stress significantly influenced job satisfaction. Demographic factors, including age, income, and education level, moderated these relationships, with younger, higher-income, and more educated employees reporting lower stress and higher satisfaction. Employees with dependents reported higher stress levels, lower job satisfaction, and greater turnover intentions compared to those without dependents. This study underscores the importance of managing workplace stress and enhancing job satisfaction to reduce turnover intention, particularly during the COVID-19 pandemic. Interventions focused on improving interpersonal relationships and providing targeted support for older and lower-income employees are recommended to mitigate stress and improve retention rates.

Investigating toxic leadership’s influence on employee turnover intention in a clinical research organisation

Orientation: This study examines the impact of toxic leadership (TL) on employees’ intentions to leave a South African clinical research organisation (CRO) and how organisational culture (OC) mediates this relationship.Research purpose: The research aimed to evaluate how toxic leadership behaviours affect employee turnover intentions (TIs) and determine to what extent OC mediates this relationship.Motivation for the study: In the context of CROs, the negative impact of TL on the retention and health of employees and organisations, in the case described in this article, is crucial to understand and mitigate.Research approach/design and method: This study used a quantitative and cross-sectional correlational design to collect data on employee perceptions of TL and OC within the CRO.Main findings: Toxic leadership significantly impacts employee TIs, and the OC is an essential mediator in this relationship.Practical/managerial implications: The results highlighted the need for organisations to address toxic leadership and to actively cultivate a positive OC to improve employee retention and reduce TIs.Contribution/value-add: This research provides empirical evidence of toxic leadership’s impact on TIs and the extent to which OC mediates this relationship. It reveals how OC mediates this relationship. The study contributes to the widest literature on leadership and organisational behaviour. It provides valuable insights into management practices for improving organisational health and employee well-being.

Using Stay Interviews as a Quality Improvement Tool for Healthcare Workforce Retention

Background and Objectives: The novel coronavirus of 2019 (Covid-19) pandemic exacerbated already persistent health care workforce issues—eg, overwhelming workloads, chronic understaffing, and burnout—associated with turnover intent and actual turnover. While turnover may be inevitable, strategies that help organizations anticipate and mitigate its impact require knowledge about how employees are experiencing their work (not just performing) on an ongoing basis. Unlike performance appraisals, “stay interviewsing” is a proactive management approach to assess the organizational and personal factors that influence current employees’ retention in their roles (ie, why they stay). We describe our process of developing and using a stay interview guide with current Women’s Health Patient-Aligned Care Teams (WH-PACT) employees and comment on the feasibility of conducting these interviews, their acceptability by participating employees, and their potential application to inform retention strategies in learning health systems (LHS) like the Veterans Health Administration (VA). Methods: We conducted 24 stay interviews with current WH-PACT employees, including women’s health primary care providers (WH-PCPs, n = 7), registered nurses (RNs, n = 6), licensed practical nurses (LPNs, n = 6), and medical support assistants (MSAs, n = 5) with established tenure (greater than 3 years for MSAs and LPNs, and greater than 5 years for RNs and WH-PCPs) at VA medical centers and community-based outpatient clinics. Using rapid qualitative analysis, we summarized interview transcripts for preliminary insights that describe the utility of stay interviews to collect feedback on clinician and non-clinician employees’ experiences of work in VA women’s health primary care. Results: The responses and feedback from our participants indicate that stay interviews are potentially feasible for LHS to use as a retention tool and are acceptable to employees for sharing their perspectives. Conclusion: We discuss who should conduct stay interviews and the potential ethical implications organizations must consider before conducting them.

Is job crafting beneficial for millennial employees? A moderated mediation model of affective organizational commitment, turnover intention and entrepreneurial leadership

PurposeThis paper presents a moderated mediation model of job crafting and turnover intention grounded in the affective events theory. It examines the mediating role of affective organisational commitment (AOC) and the moderating effect of entrepreneurial leadership (EL) on the link between millennials’ job crafting, AOC and, subsequently, turnover intention.Design/methodology/approachA sample of 352 millennials was analysed using structural equation modelling (SEM) and SPSS.FindingsAOC mediated the relationship between two job crafting dimensions – increasing structural job resources and challenging job demands – and turnover intention among millennial workers. Moreover, EL enhances the relationship between these dimensions and AOC.Originality/valueThis paper offers insights into millennials’ work behaviour, highlighting the role of AOC in retention and the significance of EL in strengthening millennials’ emotional commitment, especially from those working in an SME context.

Psychosocial work environment in Swedish primary healthcare: a cross-sectional survey of physicians’ job satisfaction, turnover intention, social support, leadership climate and change fatigue

BackgroundPrimary healthcare, the first line of care in many countries, treats patients with diverse health problems. High workload, time pressure, poor job control and negative interpersonal experiences with supervisors have been documented in primary healthcare. The work environment in primary healthcare is also affected by several types of changes.AimWe aimed to explore the levels of job satisfaction, turnover intention, social support, leadership climate and change fatigue according to physicians in Swedish primary healthcare. We also aimed to identify and characterize physicians exhibiting both high turnover intention and low job satisfaction, i.e., “discontent with current job”.MethodsA cross-sectional survey based on a random sample of physicians working in Swedish primary healthcare.ResultsApproximately one-quarter of the respondents were discontented with their current job. Discontent was negatively associated with poor general health and change fatigue among the respondents; social support from colleagues and a favorable leadership climate showed positive associations in terms of reducing the levels of discontent with current job.ConclusionsThe findings of this study highlight the association between low levels of job satisfaction and high levels of turnover intention (i.e., discontent with current job) among physicians in primary healthcare. Moreover, these variables exhibited a strong association with physicians’ general health; poor health significantly increased the likelihood of discontent with current job. Our findings also show that experiencing change fatigue is associated with discontent with current job among physicians in primary healthcare. This knowledge can help identify and improve shortcomings within the psychosocial work environment in Swedish primary healthcare.

A Configural Theory of Person-Environment Fit Through the Lens of Collectivism

ABSTRACT Fit with multiple layers of the organizational environment is essential for the effective functioning of employees. However, our knowledge of complex co-influences of multiple person-environment (p-E) fit types on work outcomes remains mostly theoretical. Drawing on sensemaking theory and collectivistic cultural frameworks, this study develops a configural theory of p-E fit. We then apply a fuzzy set approach to empirically demonstrate that work attitudes (job satisfaction, organizational commitment, and turnover intention) are a function of (a) employees’ holistic perceptions of p-E fit instead of independent fit dimensions; and (b) configurations consisting of multi-fit perceptions are formed in response to a confluence of both in-group and institutional collectivism. We also show that p-E fit perceptions are characterized by equifinality (i.e. multiple solutions exist for each work attitude). Our study not only applies a cultural lens to examine multi-fit models but also highlights the importance of fine-tuning complex collectivistic influences.

Factors influencing the turnover intention for disease control and prevention workers in Northeast China: an empirical analysis based on logistic-ISM model.

This study aimed to determine the current turnover intention among workers at Centers for Disease Control and Prevention (CDCs) in Northeast China and to investigate the factors contributing to this phenomenon. The cross-sectional study was conducted in May 2023 across four northeastern provinces of China. The study included a total of 11,912 valid participants who were CDC workers selected using a stratified cluster sampling method. The study assessed demographics, turnover intention, work resources, work perceptions, and psychological support through online questionnaires. The binary logistic regression analysis identified the factors associated with turnover intention for CDC workers, while the Interpretative Structural Modelling (ISM) revealed the hierarchical relationship between the influencing factors. The study found that 28.8% of the respondents reported high turnover intention. The binary logistic regression suggested that the risk factors of turnover intention among employees included gender, age, education, and several work-related, organizational, and psychological factors. The work-related factors were daily working hours, job burnout, and role overload. The organizational factor was unit support for training, unit's infrastructure conditions, leadership style, remuneration package and performance appraisal and promotion system. The psychological support factors were family support, professional identity, and organizational commitment. The ISM analysis results showed that the primary factors influencing CDC workers' intention to leave were internally connected and grouped into four categories according to their level of impact: surface, transition, deep, and essential factors. Notably, the essential factors were professional identity and organizational commitment. Nearly one-third of the respondents expressed a strong desire to resign from their employment. Turnover intention among CDC workers was subject to diverse influences. Early identification, detection, and targeted multidisciplinary interventions should be introduced to address the array of factors that affect staff, with particular emphasis on boosting the professional identity and organizational commitment of CDC workers.

Burnout and turnover risks for healthcare workers in the United States: downstream effects from moral injury exposure

Moral injury has emerged as a construct of interest in healthcare workers’ (HCW) occupational stress and health. We conducted one of the first multidisciplinary, longitudinal studies evaluating the relationship between exposure to potentially morally injurious events (PMIEs), burnout, and turnover intentions. HCWs (N = 473) completed surveys in May of 2020 (T1) and again in May of 2021 (T2). Generalized Linear Models (robust Poisson regression) were used to test relative risk of turnover intentions, and burnout at T2 associated with PMIE exposure, controlling for T1 covariates. At T1, 17.67% reported they had participated in a PMIE, 41.44% reported they witnessed a PMIE and 76.61% reported feeling betrayed by healthcare or a public health organization. In models including all T1 PMIE exposures and covariates, T2 turnover intentions were increased for those who witnessed a PMIE at T1 (Relative Risk [RR] = 1.66, 95% Confidence Interval [CI] 1.17–2.34) but not those that participated or felt betrayed. T2 burnout was increased for those who participated in PMIE at T1 (RR = 1.38, 95%CI 1.03–1.85) but not those that witnessed or felt betrayed. PMIE exposure is highly prevalent among HCWs, with specific PMIEs associated with turnover intentions and burnout. Organizational interventions to reduce and facilitate recovery from moral injury should account for differences in the type of PMIE exposures that occur in healthcare work environments.

The Impact of Green Human Resource Management Practices (GHRMPs) on Turnover Intention (TI): Moderated by Work-Health Balance (WHB) and Work-Family Balance (WFB)

This study aims to investigate the direct relationships between GHRMPs (GR, GTT, GRA and GI) and TI, the indirect relationship between GHRMPs and TI through the moderation role of each WHB and WFB. This study conducted amongst the employees of Malaysian manufacturing industry. The study employed the quantitative method with a population of 2.8 million employees in the main four manufacturing hubs in Malaysia (Penang, Kulim, Klang Valley, and Johor), the representative sample attained 403 employees from the different hubs mentioned. The data analyzed descriptively via SPSS and the hypothesis tested using AMOS. The findings of this research as there is a statistical significant and negative (Reducing TI) influence of GHRMPs (GR, GTT, GRA and GI) on TI in the Malaysian manufacturing industry. There is a statistical significant negative (Reducing TI) influence of the moderator WFB on the relationship between GHRMPs (GR, GTT, GRA and GI) and TI in the Malaysian manufacturing industry. There is a statistical significant negative (Reducing TI) influence of the moderator WHB on the relationship between GHRMPs (GR, GTT and GRA) and TI in the Malaysian manufacturing industry. While There is a statistical insignificant positive (Increasing TI) influence of the moderator WHB on the relationship between GI and TI in the Malaysian manufacturing industry.

Mass exodus? Police officer turnover intention and organizational commitment in New York City

PurposeThis study assesses the relationship between job satisfaction, perceived organizational support and workplace factors on officer turnover intention within an urban, municipal police organization.Design/methodology/approachUsing data from an online survey of New York City Police Officers (n = 1,823), both bivariate analysis and logistic regression models were utilized to assess the salience of police officer job satisfaction, perceived organizational support and perception of six workplace domains, including financial compensation, environmental factors, professional fulfillment, work/quality of life balance, treatment from management and occupational risk, on predicting turnover intention.FindingsThe cross-sectional study finds that job satisfaction, financial factors (salary, benefits and retirement benefits) and fulfillment predict lower levels of turnover intention (i.e. higher levels of organizational commitment). Work–life balance and environmental factors (cleanliness of work environment and condition of equipment) predict higher levels of turnover intention. Both perceptions of organizational support and occupational risk, while significant in the bivariate models, were not significantly associated after accounting for other factors. There is no evidence that officer perception of public support or the risk of being injured/killed at work were related to officer turnover intention.Research limitations/implicationsThe current study is limited by its focus on only one police department and its use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type and do not allow for assessment of causality.Practical implicationsOfficer turnover intention may be reduced by increasing financial compensation, improving the work environment and promoting a healthy work–life balance.Originality/valueThe study contributes to a growing body of research on police officer voluntary turnover by evaluating established predictors along with workplace factors in an urban police department: the setting where officer turnover intention is hypothesized to be the greatest.

The impact of perceived leadership quality, moral stress and participation on turnover intentions in ECEC sector

The aim of this study was to investigate how perceived leadership quality, moral stress and participation are related to turnover intentions in early childhood education and care (ECEC). The theoretical framework was based on mentalizing leadership, participation, and moral stress. The data were collected via a survey (N = 332). The results showed that the ECEC staff were on average quite content with the quality of leadership and participation. Their turnover intentions and moral stress were moderate on average. However, the staff groups differed statistically significantly, with the ECEC nurses scoring lower on leadership satisfaction and participation, and higher on moral stress and turnover intentions than the teachers and leaders. This suggests that we need to develop a way of recognizing stressors at earlier stages, as well as handling them in time before they grow too large. For this, a functioning leadership that promotes reflection and participation is crucial.

Does work overload of odd-job platform workers lead to turnover intention? An empirical study on platform workers

PurposeAgainst the background of the digital economy, odd-job platforms rely on artificial intelligence algorithms to efficiently allocate tasks and monitor platform workers’ performance, putting these workers under enormous pressure. This paper explores the relationship between work overload and turnover intention of platform workers on odd-job platforms and the factors that lead to platform workers’ turnover.Design/methodology/approachBased on the job demands–resources model (JD-R), we construct a theoretical model to explain the relationship between work overload and turnover intention of platform workers. We test job burnout as a mediator variable and perceived algorithmic fairness and job autonomy as moderating variables. We conducted a study at food delivery platforms and ride-hailing platforms in China.FindingsThe empirical results show that: (1) work overload increases the turnover intention of platform workers by increasing job burnout and (2) perceived algorithmic fairness and job autonomy moderate the positive relationship between work overload and job burnout.Originality/valueWe provide a theoretical basis to explain the influence of work overload on turnover intention of odd-job platform workers and provide practical recommendations for management of platform workers.