Work Turnover Intentions Research Articles

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.

Influence Work Family Conflict and Burden Work to Turnover Intention on Amaris Hotel Teuku Umar

The phenomenon that occurred at Harris Hotel Kuta regarding work family conflict and high workload, thereby increasing the turnover intention of workers due to the pressure of business competition in the industry hospitality. Workers, especially operational teams, have to do their work harder than usual because the number of staff must be minimized and the work per employee must be high to meet the company's expectations can achieve maximum work effectiveness. The aim of the research is to determine the effect of work family conflict on turnover intention and to determine the effect of workload on turnover intention at Harris Hotel Kuta Galleria Bali. Collection method data done with questionnaire. Sample in this study were 80 respondents. Determination of retrieval number of respondents was carried out with the sesnus method. The data analysis technique used is multiple linear regression, with software SPSS. Results test instrument show data valid And reliable. Results study showing that results work family conflict has a positive effect on turnover intention and workload results have a positive effect to turnover intention on Harris Hotel Kuta Gallery Bali. Keywords: work family conflicts, burden Work, turnover intention

Workplace support, job autonomy, and turnover intention among child welfare workers in China: The mediating role of job satisfaction

This study examined the mediating role of job satisfaction in the associations among workplace support, job autonomy, and turnover intention among child welfare workers in China. The differential effects of several sources of workplace support (coworkers, supervisors, and organization leaders) on worker turnover intention were also examined. Using data drawn from the Chinese Social Work Longitudinal survey 2019, a series of path analyses were conducted. The results indicated that job satisfaction partially mediated the effects of workplace support and job autonomy on turnover intention. When the effects of workplace support from different sources were examined, the mediating effect of job satisfaction was significant only for the association between support from organization leaders and turnover intention. Greater workplace support from organization leaders and supervisors directly predicted lower turnover intention, while workplace support from coworkers was not significantly associated with turnover intention. The findings suggest that policies and programs that promote workplace support from organization leaders and supervisors and enhance job autonomy and satisfaction may be critical to address high turnover rates among child welfare workers.

Relationship Between Companies' Responses to Near-Miss Reports and Turnover Intentions of Workers: A Nationwide Cross-Sectional Study

BackgroundEffective near-miss management is important in preventing workplace accidents. A company's inadequate response to near-miss reports can lead workers to feel insecure and dissatisfied with the company. We investigated the relationship between companies' responses to near-miss reports and turnover intentions of workers. MethodsWe conducted a cross-sectional study using online self-administered questionnaire survey to workers aged ≥20 years in Japan in March 2022. The analysis included 5,071 participants who had near-miss experiences and reported them to their companies. The independent variable was companies' responses to near-miss reports, classified into three categories: adequate response group, inadequate response group, and no response group. The dependent variable was turnover intentions. We calculated the odds ratio and 95% confidential interval (CI) using multilevel logistic regression analyses nested for industries and adjusted for covariates. ResultsOf the 5,071 participants, 3,058 (60.3%) were adequate response group, 1,484 (29.3%) were inadequate response group, and 529 (10.4%) were no response group. In multivariable adjusted model, compared with adequate response group, the odds ratio of inadequate response group and no response group were 1.80 (95% CI: 1.56–2.08) and 2.63 (95% CI: 2.15–3.22), respectively. ConclusionOur results suggested that there was a relationship between companies' responses to the near-miss reports and turnover intentions of workers. It is important not only to collect near-misses but also to respond appropriately to the reports and provide feedback to workers.

Wage Inequality and Worker Turnover Intention

This paper examines the relationship between wage inequality and worker turnover intention. Wage inequality is measured in terms of pay disparity and discriminatory promotion, while worker turnover intention is measured in employee absenteeism and job search. This paper is designed as a theoretical review that provides a conceptual framework detailing the direction and the nature of the relationship between the variables. From the literature reviewed, it was revealed that wage inequality positively correlates with worker turnover intention. All the dimensions of wage inequality, pay disparity, and discriminatory promotion positively correlate with worker turnover intention measures of employee absenteeism and job search. The study, therefore, concludes that wage inequality predicts worker turnover intention. The study recommends that organizations should administer fair and equal pay and promotion, ensuring equal treatment of employees in wage and promotion administration in the workplace. Keywords: Wage, Inequality, Worker, Turnover, Intention

The Double Burden of Work and Life and Turnover Intention Among Migrant Garment Workers: A Case Study From an Industrial Zone in Vietnam

This study aims to determine the prevalence and associated factors of turnover intention among interprovincial migrant workers in garment companies in a rapidly urbanizing area of Vietnam. This study employed a mixed method approach, beginning with in-depth interviews with 12 migrant garment workers to develop survey instruments, which were then used in a quantitative survey. The survey recruited and interviewed 328 inter-provincial migrant workers working in garment factories using a social mapping sampling method. Multivariable backward stepwise logistic regression analysis was used to investigate factors associated with worker turnover intention. The results show a high prevalence of turnover intention (46.3%) among the survey participants. High psychological demand (OR = 2.5, 95% CI [1.4, 4.4], p < .001), low job control, income dissatisfaction (OR = 3, 95% CI [1.5, 6], p < .01), migration intention (OR = 13, 95% CI [7, 24], p < .001) and male gender (OR = 2.5, 95% CI [1.3, 4.8], p < .01) are factors significantly associated with turnover intention among migrant workers. This study provides a model for understanding migrant laborers’ turnover intentions in the garment industry, as well as critical data for developing needs-based intervention programs for this vulnerable group, such as appropriate resettlement strategies and the creation of a healthy working environment, both of which could play essential roles in the garment industry’s workforce retention.

Modeling the association between corporate reputation and turnover intention among banks employees in Saudi Arabia

The problem of the turnover intention of workers is one of the organizational difficulties which might affect the organization's success. Human resource managers face this issue every day, needing extra attention since it affects all of them. However, there is a lack of literature addressing this issue in the banking sector in Saudi Arabia. The study aims to identify how corporate reputation affects employee turnover intention in Saudi Arabia's banking sector. For this to occur, this study employed a quantitative method by collecting 663 questionnaires filled out by workers in the banking industry. The study applied structural equation modeling by a partial least square to examine the relationship between the study variables. Based on the results, the contribution to decreasing turnover intention through enhancing corporate reputation is a significant and robust association at a substantial level with a path coefficient of -0.402. Thus, the current research offered a comprehensive view that addresses these literature and knowledge gaps. The study findings would be a standard for decision-makers to boost the efficiency of employees and save them by planting strategies to enhance corporate reputation in the Saudi Arabia banking sector.

Investigating the Reasons for Turnover Intention of Workers in the Spinning and Weaving Industries in Iran

Investigating the Reasons for Turnover Intention of Workers in the Spinning and Weaving Industries in Iran

PENGARUH KOMPENSASI DAN WORK LIFE BALANCE TERHADAP TURNOVER INTENTION DI OKUI KOPI

Business movements in the food and beverage sector in Indonesia are increasingly dynamic, especially coffee drinks which are in demand by the public. Currently, coffee shops in Indonesia have changed their function, apart from meeting coffee needs, they can also function as a place to socialize, expand networks, and even work. This study aims to: (1) determine the effect of compensation on turnover intention of workers at OKUI Kopi; (2) know the effect of work-life balance on turnover intention of OKUI Kopi workers; This analysis uses independent variables, namely compensation and work-life balance. The dependent variable is turnover intention. The data used in this study is primary data in the form of filling out questionnaires via google form and interviews via teleconference. Secondary data in the form of data collection through journals, books, and previous writing. Data analysis tested the validity and reliability of the questionnaire data with correlation coefficients using SPSS 20.0 software. The analysis technique uses Partial Least Square (PLS), hypothesis testing assumptions on PLS related to structural equation modeling. The results of this study show that high compensation can lead to low turnover intention, the lower the salary, the higher the turnover intention that occurs at OKUI Kopi. A high work-life balance can increase the occurrence of turnover intention, so the lower the time to do hobbies, the higher the turnover intention that occurs at OKUI Kopi.

Early Prediction of Employee Turnover Using Machine Learning Algorithms

Employee turnover is a serious challenge for organizations and companies. Thus, the prediction of employee turnover is a vital issue in all organizations and companies. The present work proposes prediction models for predicting the turnover intentions of workers during the recruitment process. The proposed models are based on k-nearest neighbors (KNN) and random forests (RF) machine learning algorithms. The models use the dataset of employee turnover created by IBM. The used dataset includes the most essential features, which are considered during the recruitment process of the employee and may lead to turnover. These features are salary, age, distance from home, marital status, and gender. The KNN-based model exhibited better performance in terms of accuracy, precision, F-score, specificity (SP), and false-positive rate (FPR) in comparison to the RF-based model. The models predict the average probability percentage of turnover intentions of the workers. Therefore, the models can be used to aid the human resource managers to make precautionary decisions; whether the candidate employee is likely to stay or leave the job, depending on the given relevant information about the candidate employee.

장애인복지관 종사자의 분배공정성이 이직의도에 미치는 영향 : 직무만족의 매개효과를 중심으로

장애인복지관 종사자의 분배공정성이 이직의도에 미치는 영향 : 직무만족의 매개효과를 중심으로

The Role of Competency and Succession Program to Retain Millennial Healthcare Workers (Case Study in Indonesian Small Scale Maternity Hospital)

The turnover rates among millennial employees have become serious issue for many industries including healthcare industry. The negative economically outcome due to high turnover rate can vary from direct and indirect, tangible and intangible cost to the organization.
 The cause of high turnover rate has been explained in many literatures, which includes leadership as one of the factors. Many studies have been underlining the importance of leadership style in lowering the number of turnover. Albeit some of leadership style may be proven to be effective in certain organization, the shift of millennial characteristic pressed other scholars to analyze if current theories of leadership style may sufficient and fitting to millennial. Therefore, there has been a gap in the literature between leadership style and leadership traits.
 The purpose of this research is to study the relation between effective leadership traits for managing millennial and its’ impact to lower millennial healthcare workers turnover intention. Teamwork is an important aspect in millennial setting; therefore, it is used as moderator to imply if teamwork may strengthen the relation between the two previous variables.
 The study was held in a small-scale maternity hospital in Malang, Indonesia, with the population of 57 millennial employees. The results of this research effort may help to fill the gap in the literature about the relationship between leadership traits, teamwork, and employee’s turnover for millennial in the workplace; and will hopefully help the organization to understand better the millennial motives to stay, and to bridge understanding between employer and employees.

Relationship between Emotional Labor and Turnover Intention of Workers in Elderly Long-Term Care Institutions: Verification of the serial mediating effect of job stress and burnout

본 연구는 노인장기요양기관 종사자들을 대상으로 감정노동와 이직의도와의 영향에서 직무스트레스와 소진의 직렬매개효과를 검증하는 것을 목적으로 한다. 분석대상은 D시와 K도의 소재한 노인장기요양기관 소속 종사자 147명이다. 통계분석은 PROCESS Macro (ver. 3.4) 프로그램을 활용한 직렬매개모형을 검증하였다. 분석결과, 노인장기요양기관 종사자의 감정노동은 직무스트레스와 소진, 이직의도에 각각 정적인 영향을 미쳤으며, 소진은 이직의도에 정적인 영향을 미쳤다. 부트스트래핑을 통한 직렬매개효과 검증결과 감정노동은 직무스트레스와 소진을 직렬로 매개하여 이직의도에 영향을 미치는 직렬매개효과가 검증되었다. 본 연구결과를 토대로 노인장기요양기관 종사자의 이직의도 예방을 위해서는 종사자의 감정노동의 적정한 관리와 함께 감정노동의 부정적 결과인 직무스트레스와 소진을 예방하기 위한 정책 및 실천적 개입이 필요함을 제언하였다.

중국 IT기업 근로자의 조직시스템 스트레스 및 대인관계가 이직의도에 미치는 영향 - 심리적 계약위반을 중심으로 -

본 연구에서는 중국 IT기업 근로자를 대상으로 조직내 시스템, 조직내 대인관계 및 심리적 계약위반이 이직의도에 미치는 영향에 대해 연구하였다. 선행연구를 기초로 연구모형을 설계하여 가설을 설정하고, 중국IT기업 근로자의 이 직의도에 미치는 요인에 대해 조직시스템 조직공정성, 직무 스트레스 2가지 차원과 조직내 대인관계의 하위 요인 상사와의 관계, 동료와의 관계 2가지 차원으로 세분하였 다. 또한 조직내 시스템, 조직내 대인관계가 심리적 계약위반과 이직의도에 미치는 요 인의 가설에 대해 검증하였다. 본 논문의 설문조사 기간은 2019년 7월 1일부터 2019년 8월 15일까지 실시하였으며 총 397부 설문지를 배포하였고 그중에서 무효한 설문지 65부를 제외한 332부를 이용하 여 분석하였다. 설문 항목은 리커트 5점 척도로 측정하였다. 분석방법은 SPSS 23.0 프 로그램으로 적용하여 다중 회귀분석 방법으로 다음과 같이 연구가설을 검정하였다. 첫째, 조직내 시스템( 조직공정성, 직무 스트레스)는 심리적 계약위반과 이직의도에 유의한 영향을 미치는 것으로 나타났다. 둘째, 조직내 대인관계는 이직의도에 유의한 영향을 미치는 것으로 나타났으며. 상사와의 관계는 심리적 계약위반에 유의한 영향을 미치는 것으로 나타났다. 셋째, 심리적 계약위반이 분배, 절차공정성, 직무갈등, 직무과부하, 그리고 상사와의 관계와 이직의도 간의 관계에 나타나 매개효과가 있는 것으로 나타났다.

The Effects of Empowerment On Turnover Intention of Workers of Vocational Rehabilitation Facilities for the Disabled: Focused on Mediating Effect of Organizational Commitment

장애인직업재활시설 종사자는 장애인직업재활의 주요한 전문 인력이다. 장애인직업재활시설 종사자의 이직의도 증가는 장애인직업재활시설의 전문성과 기술 축적에 큰 손실을 가져 올 수 있다. 본 연구는 장애인직업재활시설 종사자의 임파워먼트가 이직의도에 미치는 영향관계를 분석하고, 그 영향관계에서 조직몰입의 매개효과에 대하여 분석하고자 하였다. 이를 통하여 장애인직업재활시설 종사자의 이직의도를 감소시키기 위한 방안을 모색하고자 하였다. 본 연구는 장애인직업재활시설의 종사자를 분석대상으로 하였다. 통계조사분석은 SPSS 25.0을 사용하여 위계적 회귀분석을 실시하였다. 분석결과, 장애인직업재활시설 종사자의 임파워먼트가 높을수록 이직의도가 감소하는 것으로 나타났으며, 매개변수인 조직몰입도 정적인 영향을 주는 것으로 나타났다. 또한 장애인직업재활시설 종사자의 조직몰입도 이직의도를 감소하게 하는 주요한 요인의 하나로 나타났다. 장애인직업재활시설 종사자의 임파워먼트와 이직의도 간의 조직몰입의 매개효과는 임파워먼트의 하위변인 중 의미성에서만 영향을 미치는 것으로 나타났다. 따라서 장애인직업재활시설 종사자의 이직의도를 감소시키기 위해서는 장애인직업재활시설 종사자의 임파워먼트 중 의미성과 조직몰입을 향상시키기 위한 방안을 모색할 필요성이 제기되었다.The workers in the vocational rehabilitation facilities for the disabled are the main experts in vocational rehabilitation. Increasing turnover intentions for people with disabilities in vocational rehabilitation facilities can result in a significant loss of expertise and skills accumulation. This study intended to analyze the affect relationship between Empowerment and turnover intention of the workers in the vocational rehabilitation facilities for the disabled, and to verify the mediating effects of organizational commitment in the affect relationship. Through this, it intended to propose a plan to reduce the turnover intention of the workers in the vocational rehabilitation facilities for the disabled. The purpose of this study was to analyze the workers in vocational rehabilitation facilities for the disabled. Statistical analysis was performed using hierarchical regression using SPSS 25.0. As a result, the higher the Empowerment of the workers in the vocational rehabilitation facilities for the disabled, the lower the intention to turnover. In addition, the organizational commitment of the workers in the vocational rehabilitation facilities for the disabled was one of the main factors that reduce the intention to turnover. The mediating effect of organizational commitment between empowerment and turnover intention of the workers in the vocational rehabilitation facilities for the disabled was found to affect only the semantics among sub-variables of empowerment. Therefore, in order to reduce the turnover intention of the workers in the vocational rehabilitation facilities for the disabled, the necessity of finding ways to improve semantics and organizational commitment among empowerment of the workers in the vocational rehabilitation facilities for the disabled was raised.

就業者のキャリア焦燥感と離転職意思 ―ワーク・エンゲイジメントの高低による比較―

就業者のキャリア焦燥感と離転職意思 ―ワーク・エンゲイジメントの高低による比較―

Factors Affecting on Turnover Intention of Workers Involved in Industrial Accidents Using Panel Study of Workers’ Compensation Insurance

Factors Affecting on Turnover Intention of Workers Involved in Industrial Accidents Using Panel Study of Workers’ Compensation Insurance

Variables related to Turnover Intention of Employees in the Agricultural Sector

This study aimed to figure out variables related to turnover intention of workers in the agricultural sector at a time when attracting and employing them are ever more important. To this end, research objectives were set to analyze that how much turnover intention was affected by demographic ･ individual, job, and organization characteristics. The population of this study was workers at agricultural companies, and 326 respondents in 220 agricultural firms were participated in this study. The data were analyzed by χ 2, t-test, and logistic regression. As a result, the study found that turnover intention of the workers was affected by age, hometown location, education background, frequency of turnover, work environment satisfaction, categories of the industry, and sales.

Organizational Justice and Turnover Intention among Medical and Non-Medical Workers in University Teaching Hospitals

AbstractThe purpose of this paper is to establish the difference in organizational justice perceptions and effects organizational justice dimensions on turnover intentions of workers in university teaching hospitals. The study adopted analytic descriptive survey design with quantitative methodology. Data were collected from university teaching hospitals in Nigeria through distribution and retrieval of 503 copies of questionnaire which was designed on a 5- point Likert scale response continuum of strongly agree to strongly disagree with corresponding weights from 5 to 1. Data were analysed with one way analysis of variance, Duncan post hoc test and multiple regression analysis. The findings of this study demonstrated that there was a significant difference in organizational justice perception among junior, senior and management staff in teaching hospitals; there was a significant difference in organizational justice perception among medical doctors, paramedics and supporting staff in teaching hospitals; distributive justice had non-significant positive effect on turnover intention among others. There is dearth of empirical literature in organizational justice and turnover intent in teaching hospitals in the Nigerian context. This research paper bridged the knowledge gaps, demonstrated policy inadequacies in the health sector and proffered possible way forward to mitigate the incidence of industrial unrest.

경영참가가 구성원들의 지식공유 및 이직의도에 미치는 영향 : 조직공정성의 매개효과

경영참가가 구성원들의 지식공유 및 이직의도에 미치는 영향 : 조직공정성의 매개효과