Professional Turnover Intention Research Articles

Factors Associated With Turnover Intention Among Healthcare Providers in Saudi Arabia: A Comprehensive Review.

Turnover has a negative impact and can harm businesses, specifically the organizational structure and service delivery. The purpose of this review is to provide policymakers, healthcare administrators, and stakeholders in Saudi Arabia with approaches and strategies for reducing turnover and improving provider retention by synthesizing existing literature and identifying the key variables influencing turnover intention. This study conducted a comprehensive literature review to explore numerous variables associated with medical professional turnover intentions in Saudi Arabia from 2016 to 2024. The librarian assisted with the creation of the query string. The literature search was carried out using PubMed, Web of Science, and Google Scholar. By utilizing the key terms turnover AND healthcare providers ANDhealthcare facilities AND Saudi*. The authors separately examined and evaluated the risk of bias in each study using Joanna Briggs Institute (JBI) tools. The findings of this review show that all studies were executed using a cross-sectional design, and five studies were published in 2022. According to this review, ten studies were carried out in hospital settings. Ten studies examined elements associated with work. Moreover, five studies were associated with external variables, followed by five studies linked to personal factors. The most common factors for turnoverwere satisfaction, stress, and work. Turnover-related factors can have an impact on the long-term sustainability of the healthcare system. This review provides crucial information on the factors related toturnover, using the growing body of research in the Saudi context.

A chain mediation model on organizational support and turnover intention among healthcare workers in Guangdong province, China.

The outbreak of the Coronavirus Disease 2019 pandemic has presented significant difficulties for healthcare workers worldwide, resulting in a higher tendency to quit their jobs. This study aims to investigate the correlation between organizational support, work-family-self balance, job satisfaction, and turnover intention of healthcare professionals in China's public hospitals. A cross-sectional survey was conducted on 5,434 health workers recruited from 15 public hospitals in Foshan municipality in China's Guangdong province. The survey was measured by organizational support, work-family-self balance, job satisfaction, and turnover intention using a five-point Likert scale. The association between organizational support, work-family-self balance, job satisfaction, and turnover intention was investigated using Pearson correlation analysis and mediation analysis through the PROCESS macro (Model 6). Organizational support indirectly affected turnover intention through three pathways: the mediating role of work-family-self balance, job satisfaction, and the chain mediating role of both work-family-self balance and job satisfaction. Health administrators and relevant government sectors should provide sufficient organizational support, enhance work-family-self balance and job satisfaction among healthcare workers, and consequently reduce their turnover intentions.

Affective Commitment, Organizational Culture and Turnover Intention among Health Professionals in National Referral Hospitals in Kenya

The study aimed to assess the influence of affective commitment on turnover intention among health professionals in public national referral hospitals in Kenya. It also examined whether organizational culture mediates the effect of affective commitment on the turnover intention of health professionals in public national referral hospitals in Kenya. Theories anchoring this study included Social exchange theory and Theory Z. Descriptive and correlational research designs were used in the study. The research designs were to assess: 
 
 The relationship, effect and mediation between variables. 
 The influence of affective commitment on turnover intention and organizational culture mediation of affective commitment effect on turnover intention. 
 The Target population was all health professionals in public national referral hospitals in Kenya. 
 
 The study used SPSS version 25 for scale accuracy. The study findings showed that the relationship between affective commitment and turnover intention was significant, that of affective commitment and organizational culture was moderate and significant, and that the organizational culture turnover intention was significant. Further, the study found that organizational culture did not mediate the effect of affective commitment on turnover intention. Based on the study findings, the study concluded that affective commitment influences the turnover intention of health professionals in public national referral hospitals in Kenya and that affective commitment effect on turnover intention is not mediated by organizational culture. The study recommended that human resource practitioners use the study to come up with policies and guidelines that improve service delivery in referral hospitals. Board members of public national referral hospitals should borrow ideas from competing values frameworks to enhance a culture of high performance in their hospitals.

Value Commitment Influence on Turnover Intention, Mediated by Organizational Culture among Health Professionals in National Referral Hospitals in Kenya

The study aimed to determine the influence of value commitment on turnover intention among health professionals of public national referral hospitals in Kenya. Further, the study examined whether organizational culture mediates the effect of value commitment on the turnover intention of health professionals in public national referral hospitals in Kenya. The research designs used were descriptive and correlation. The designs assessed the relationship, effect, and mediation, where value commitment's influence on turnover intention and organizational culture mediation of value commitment's effect on turnover intention was tested. Theories that anchored this study included organizational support theory and theory Z. The Target population was all health professionals in public national referral hospitals in Kenya. The study used SPSS version 25 for scale accuracy. The findings of the study indicated that the value commitment relationship was significant. Value commitment and organizational culture relationships were also significant. The study found that organizational culture-mediated value commitment affects turnover intention. The study concluded that value commitment influences turnover intention among Kenya's health professionals in public national referral hospitals. It was also concluded that the effect of value commitment on turnover intention was mediated by organizational culture. The study recommended that boards of management in public national referral hospitals set standard operating policy that improves value commitment goals. Human resource managers should come up with practices that enhance the attitude change of employees to see that organizations succeed in achieving their goals. National Assembly should come up with a curriculum that trains health professionals on value commitment tenets that improve the performance of long-serving employees.

Impacts of Job Demands on Turnover Intention Among Registered Nurses in Hong Kong Public Hospitals: Exploring the Mediating Role of Burnout and Moderating Effect of Pay Level Satisfaction

Background: High turnover rates and burnout are prevalent issues among registered nurses in public hospitals in Hong Kong. Pay level satisfaction is one of the crucial factors influencing organisational and professional turnover intention. Understanding whether pay level satisfaction can mitigate the negative impact of burnout on turnover intention can provide insights into the role of financial rewards in employee retention.Objective: This study aims to evaluate the relationship between job demands and turnover intention among registered nurses in Hong Kong public hospitals. Additionally, it seeks to examine the mediating role of burnout and explore the potential moderating effect of pay level satisfaction on the relationship between burnout and turnover intention.Methods: The study was a cross‐sectional online survey of public hospital staff in Hong Kong. A total of 502 registered nurses who had worked at their employing facility for at least 6 months participated in this cross‐sectional survey. Study variables included work overload, job stress, work–family conflict, family–work conflict, conflict with other nurses, burnout, pay level satisfaction and turnover intention. The collected data were analysed using bivariate Pearson correlation analysis and mediated moderation analysis with the PROCESS macro in SPSS 28.0.Results: Burnout mediated the relationship between job demands, including work overload, job stress, work–family conflict, family–work conflict and conflicts with nurses, and organisational and professional turnover intention. Pay level satisfaction did not exert a moderating influence on the relationship between job demands and turnover intention through burnout mediating this relationship.Conclusions: The importance of addressing job stress and burnout to mitigate turnover intention and promote nurse retention is underscored. Contrary to expectations, pay level satisfaction did not buffer the negative impact of job demands on turnover intentions via burnout. This suggests that compensation alone may not be sufficient to offset the detrimental effects of high job demands and burnout on nurses’ intention to leave their jobs or the profession. Further research is warranted to explore potential moderators that may influence the relationship between job demands and turnover intention.

Retention of Public IT Professionals: The Mediating Roles of Perceived Organisational Support and Psychological Empowerment

The demand for skilled IT professionals remains strong in a global manner. Therefore, recruiting and retention of IT professionals are vital for many organisations. The research data was collected from 361 IT professionals employed in 31 public institutions with large-scale IT units in Türkiye. The results indicated that 40.7% of public IT professionals are considering leaving their current jobs in Türkiye. It was observed that POS fully mediated the relationship between LMX and the turnover intentions of public IT professionals. Moreover, contrary to the literature, enhancing employee competency increased the intention to leave (β = .27, p < . 05) rather than decreasing it.

Corona phobia among nurses: A narrative review

Since the onset of the pandemic, numerous investigations have been carried out to evaluate nurses' psychological and mental well-being. However, corona phobia and the nursing profession and related factors are unknown. Therefore, the study aims to review chronophobia in the nursing profession. A narrative review was applied through a widespread search in databases, such as PubMed, Web of Science, and Scopus, from December 1, 2020, to March 29, 2023. Keywords included "COVID-19", "2019-nCoV disease", "2019 novel coronavirus infection", "Nurses", "Nursing”, "Phobia", and "Corona phobia". English-language published articles that matched the inclusion criteria were evaluated and included. Two authors carried out the search autonomously. The database searches initially yielded a total of 416 articles. After screening the titles, abstracts, and full texts and eliminating duplicate studies, 22 articles were selected for this review, and further data were extracted for analysis. The prevalence of chronophobia was different in different studies. Factors related to chronophobia in nursing included job burnout, department type, psychological well-being, and organizational and professional relocation. The prevalence of corona phobia seems to be high among healthcare professionals (HCWs), especially nurses. The burnout level of HCWs, the kind of job, the ward they work in, psychological well-being, and organizational and professional turnover intention are related to corona phobia.

Determining the effect of selected mental factors on turnover intention through two modulators - stress and resilience over COVID-19 period

IntroductionTurnover intention among nurses has risen in an alarming rate since the onset of the pandemic. There are various underlying factors to turnover intention. The present study aims to determine the effect of a number of mental factors on nurses’ professional-turnover intention through two modulators of stress and resilience over COVID-19 period.MethodsThe current cross-sectional study was conducted at three hospitals in Khuzestan Province, southern Iran, during the winter of 2021. To collect the data, given the restrictions in place during COVID-19 period, the web link of electronic self-reported questionnaires (including general health, mental workload, work-family conflict, resilience, job stress, corona fear, and turnover intention) were sent to 350 nurses through e-mail and other social media (WhatsApp and Telegram). Accordingly, they were asked to complete the questionnaire during rest periods within two weeks. Totally, 300 people (85% participation) filled out the questionnaires. Finally, a model was constructed in the Amos software.ResultsThe results showed that the four independent parameters of decreasing general health, increasing mental workload, increasing WFCs and fear of COVID-19 can indirectly increase nurses’ turnover intention by increasing job stress. Among these variables, the highest indirect effect coefficient on turnover intention was related to the general health parameter (-0.141). The results also demonstrated a negative correlation between job stress and resilience, with lower resilience raising job stress and, consequently, increasing intention to quit the job.ConclusionMental factors affecting turnover intension were identified in this study through path analysis. Therefore, it is recommended that the required resilience-enhancing measures to be taken by hospitals and nursing administrations to reduce psychological pressures caused by mentioned variables with the aim of minimizing job-related stress and fostering nurse retention.

The Mediation Role of Personal Gender Proclivity to Control the Relationship between Person-Job-Fit and Organizational Power Distance on Turnover Intention of Professionals in the Private Sector in Kuwait

This study examines the role of Personal Gender Proclivity (PGP) in mediating the relationship between Person-Job-Fit (PJF )and Organizational Power Distance (OPD) on Turnover Intention (TI), specifically covering a knowledge gap, being the Power Distance of an Organizational Culture and a Person’s Gender Proclivity. This study specifically focuses on the cultural aspects of an organization, where Hofstede's theory of cultural dimensions is adopted to further explore how the difference in these dimensions affects TI in the private sector in Kuwait. The study will survey 136 professionals in the private sector. It is expected that an increase in OPD is directly proportional to TI and PJF will correlate negatively to TI. Finally, we will also evaluate whether PGP will be an effective mediator, between the Independent and Dependent Variables. Keywords: Kuwait ; Private Sector; Power Distance; Turnover Intentions; Person-Job-Fit; Personal Gender Proclivity DOI: 10.7176/EJBM/15-5-08 Publication date: February 28 th 2023

Mediating effect of work stress in the relationship between fear of COVID-19 and nurses' organizational and professional turnover intentions

Nursing is one of the most stressful and high-risk professions. It is important to identify the psychological problems experienced by nurses during the COVID-19 pandemic and examine the relationship between these problems to devise measures that can properly address them. This study examined mediating effect of work stress in the relationship between fear of COVID-19 and nurses' organizational and professional turnover intentions. Using a cross-sectional research design, this study was conducted on 486 nurses working in seven hospitals in Turkey. The mean age of the participants was 35.24 ± 6.81 and 59.9 % of them were women. The Fear of COVID-19 Scale, the General Work Stress Scale, and the Turnover Intention Scale were used to collect data. A mediation model showed that fear of COVID-19 was positively associated with work stress and organizational and professional turnover intentions. The model also revealed that work stress was positively associated with organizational and professional turnover intentions. Furthermore, the results demonstrated that fear of COVID-19 did not only have a direct effect on organizational and professional turnover intentions but also had an indirect effect on it via increased work stress. Findings improve our understanding of the role of work stress in the relationship between fear of COVID-19 and organizational and professional turnover intentions. The findings are fruitful for tailoring and implementing intervention programs to reduce the adverse psychological impacts of COVID-19 on nurses.

Turnover and Turnaway Intentions of IT Professionals and the Impact of COVID-19 on Their Work

This paper aimed at examining the impact of threat of professional obsolescence, updating as play or work, perceived work overload, work exhaustion, affective commitment, on turnover and turnaway intentions of IT professionals in Mauritius. A quantitative, self-administered questionnaire was used to collect data from 158 IT professionals. Contrary to previous studies, perceived work overload was negatively related to work exhaustion and updating as work was not related to turnover intentions, but was positively correlated to turnaway intentions. While 80.5% of survey participants felt they worked more at home during the COVID-19 lockdown, 62.3% were able to spend more time with their family and would work mostly from home if possible. The affective commitment of professionals towards their organization and the IT profession reduced their turnover and turnaway intentions, respectively. By rewarding their affective commitment and implementing adequate work from home strategies, the retention of IT professionals could be positively enhanced.

Professional Turnover Intention in Indonesia: Perceived Effects of Organizational Support, Burnout, and Organizational Justice

The importance of this research, which is sourced from several relevant references, states that the turnover rate from all sectors, both public and private, (Mercer, 2019) especially the banking sector experienced high turnover or resignation. Therefore, the researcher proposes the factors that become the main consideration of employees acting on the intention to move or leave. Indicated these factors are perceived organizational support or supervisor support, burnout (high stress, emotional stress, depersonalization, reduced personal achievement, procedural justice, distributive justice, and interpersonal justice). Perceptions of organizational support, burnout, and organizational justice on professional turnover intention in Indonesia. The design of this study uses a quantitative approach. The method of determining the sample uses professionals working in the Indonesia area using the purposive sampling technique which will be analyzed using the SEM-PLS method. The findings of this research model are that the perception of negative support has a negative effect on the intention to move, saturation has a positive effect on the intention to move, and organizational justice has an effect on the intention to move. Keywords: burnout, organizational justice, perceived organizational support, turnover intention. DOI: 10.7176/JRDM/89-05 Publication date: November 30 th 2022

Mediating Role of Employee Engagement on the Effect of Inclusion and Organizational Diversity on Turnover Intention

The purpose of this research article is to study the effect of inclusion and perceived organizational diversity on turnover intention with the mediating role of employee engagement. Data of 413 participants were evaluated for this study, wherein the participants included IT professionals working in India. PLS-SEM was used to the test the hypotheses of the study by developing a path model and carrying out measurement and structural model assessment. The results revealed that inclusion, perceived organizational diversity, and employee engagement exhibit significant negative effect on turnover intention and are strongly able to predict turnover intention of the IT professionals. In addition, employee engagement partially mediates the relationship of inclusion and perceived organizational diversity with turnover intention. Overall, the study highlights that when employees feel included in the organization and there is a positive perception on diversity management, it leads to enhanced employee engagement and a lowered turnover intention.

Influence of Career Adaptability on Career Satisfaction and Turnover Intention of IT Professionals

The information technology sector is characterized by a dynamic environment with layoffs, although concurrently generating potential opportunities. To absorb unpredicted and hasty occupational shocks amid such volatility as well as possibilities, human capital in Indian IT industry have been striving hard to construct their capabilities that emanate from career adaptability. Current research endeavors to measure career adaptability and linkage with turnover intentions, career satisfaction, and job performance in the context of the Indian IT sector. Data were gathered from 401 Indian IT professionals. The findings revealed that career adaptability has a negative impact on turnover intention and positive impact on career satisfaction. Turnover intentions of Indian IT professionals are due to their career adaptability. Finally, a profound knowledge of the association of career adaptability with turnover intentions may facilitate us in discovering techniques to assist human capital in guiding the growingly multifarious career path, thus forestalling turnover intention and enhancing satisfaction.

Contributing factors to turnover intentions of early career project management professionals in construction

The construction industry is facing global skills shortages, with demand for certain roles (such as project managers) projected to outstrip supply over the next decade. With the industry serving as the backbone of the economy in many countries, this projected lack of skilled construction professionals poses dire consequences. This qualitative study investigated the early career transition of project management (PM) professionals into the construction industry. Semi-structured interviews were conducted with 18 employer representatives and 20 early career professionals to ascertain the factors affecting the turnover intentions of early career PM professionals in construction. From the perspective of the early participants in this study, the major factors affecting their intentions to leave were related to workplace culture: (i) bad workplace behaviour; (ii) high levels of work-related stress; and (iii) poor work-life balance. While employers also noted that bullying and long working hours contributed to early career PM professionals’ intentions to leave the industry, they believed that the key contributing factor was that young employees were seeking higher salaries. These findings on the need to improve workplace culture have the potential to positively influence the issue of early career retention within the construction industry.

Mental health of healthcare professionals: headaches and professional commitment interact to impact nurse turnover intention

PurposeNurses' health is vital for retaining nurses in the profession. However, lack of study has examined how headaches and professional commitment interact to impact professional turnover intention. This study aims to examine the moderating effect of nurses' headaches on the relationship among professional commitment factors (affective professional commitment, continuance professional commitment and normative professional commitment) and nurses' professional turnover intention.Design/methodology/approachThis study employed a two-wave design and questionnaires to survey 524 nurses from a large medical center in Taiwan during February and March 2017 (the first wave) and June and August 2017 (the second wave). Headaches were measured using descriptions formulated by the International Headache Society. Items measuring other constructs came from relevant literature. Regression analysis was used to assess relationships between the constructs.FindingsAll aspects of professional commitment are negatively related to professional turnover intention (B [CI] = −0.47 [−0.58, −0.36], −0.20 [−0.29, −0.11], −0.22 [−0.32, −0.12], p < 0.001). Headaches reduce the negative relation between affective professional commitment and professional turnover intention (B [CI] = 0.14 [0.02,0.27], p = 0.02).Practical implicationsHeadaches could interfere with nurses' commitment to the nursing profession and influence nurses' intention to leave. Managers should seek means to help alleviate nurses' headaches.Originality/valueThis study is the first to examine how headaches and professional commitment interact to influence nurses' professional turnover intention.

Effect of Job-Related Factors and Organisational Factors on Turnover Intention of IT Professionals in the Western Province, Sri Lanka

Effect of Job-Related Factors and Organisational Factors on Turnover Intention of IT Professionals in the Western Province, Sri Lanka

Walking the Tightrope of Job Demands and Resources: Leveraging Work Engagement to Counter Turnover Intentions of Information Technology Professionals.

Organisations within the banking industry are increasingly confronted with attraction and retention challenges within their Information Technology (IT) divisions, driven by an increase in demand for skilled resources within the market. Therefore, the primary objective of the study was to explore the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey measuring work engagement, job demands and resources, and turnover intentions. After confirmation of the factor structures of each of the variables, the direct and indirect relationships between the variables were analysed. The results indicate statistically significant relationships between job resources, work engagement and turnover intentions. Job demands moderated the relationship between job resources and work engagement, whilst work engagement mediated the relationship between job resources and turnover intention. By applying the JD-R model as a theoretical framework for the study, the unique job resources and job demands as drivers of work engagement and turnover intentions of IT employees could be highlighted to direct the development of focused work engagement and retention strategies.

Are IT Professionals Unique? A Second-Order Meta-Analytic Comparison of Turnover Intentions Across Occupations

Information technology (IT) professionals are a strategic human resource for enabling competitive advantage through the application of data and technologies. Yet, it remains a challenge for organizations to retain top IT talent as the business context and the nature of work change. Retention strategies that have worked with other business professionals have faced limited success with IT talent, leading some scholars to ask whether the latter are unique in terms of culture, personality, and tools. This study seeks to address this question by (1) undertaking a meta-analysis of studies investigating the turnover intentions of IT professionals, and by (2) conducting a second-order meta-analysis to compare findings between IT and non-IT professionals. The meta-analytic findings identify new antecedents more recently examined in information systems (IS) research while confirming enduring relationships between antecedents and turnover intention. The second-order meta-analysis provides intriguing findings regarding the potential uniqueness of IT professionals. We provide an integrative discussion on the state of turnover intention research within the IS discipline, start a dialog on interdisciplinary comparisons, and offer a forward-looking agenda for future research. We conclude by calling on scholars to revitalize turnover intention research within the IS field by moving toward fresh theories, fresh constructs, and fresh approaches.

Do temperament and character make sense in reducing nurse turnover? The role of professional capabilities improvement

ABSTRACT Background A critical shortage of nurses worldwide makes research necessary to address the problem. Research examining whether and how temperament and character may lead to nurses’ professional turnover intention can offer insights to address the nurse shortage issue. Purpose To examine the impact of temperament and character on nurses’ intention and actions to improve professional capabilities and professional turnover intention. Method This study surveyed 502 nurses in a major medical centre in Taiwan in 2018. The measures came from the literature. Structural Equation Modeling was used for analysis. Results Self-directedness, cooperativeness, and persistence were positively related to intention (or actions) to improve professional capabilities. Harm avoidance was negatively related to actions to improve professional capabilities. Such actions were subsequently negatively related to nurses’ professional turnover intention. Conclusions This study contributes to the literature by being the first to clarify how nurses’ temperament and character dimensions may lead to professional turnover intention. Implications for Healthcare Managers Our findings contribute insights for healthcare managers, i.e. they should pay particular attention to nurses with high levels of harm avoidance or low levels of persistence, self-directedness, and cooperativeness to retain nurses and, thus, improve the quality of a healthcare system.