Turnover Intention Research Articles

A moderated mediation approach to deciphering the effects of leader knowledge hiding behaviour in industry 4.0

ABSTRACT Leader knowledge-hiding behaviour (LKHB) has long-term adverse effects on employees and on overall organization performance. Top-down knowledge sharing is vital in Industry 4.0 for employees to acquire essential skills. Grounded in the Conservation of Resources (COR) model, our study presents a moderated mediation model that sheds light on the effects of LKHB. Based on longitudinal data, we found that LKHB leads to job performance decrement and enhances turnover intentions, with LKHB resulting in lower employee intrinsic motivation, underscoring its importance of as a mediating factor. Our findings support the significant influence of enterprise social media (ESM) on the relationship between LKHB and job performance decrement, turnover intentions, and employee phubbing through intrinsic motivation. The study offers new insights into LKHB outcomes and explores underlying reasons thereby broadening COR Theory applications. This research is innovative in its examination of ESM influences on LKHB and suggests strategies to mitigate its detrimental effects.

Managing the work stress of inpatient nurses during the COVID-19 pandemic: a systematic review of organizational interventions

BackgroundDuring the coronavirus disease 2019 (COVID-19) pandemic, inpatient nurses faced various work stressors. Little is known about organizational interventions that can mitigate the negative consequences of pandemic-related stressors.ObjectiveThe aim was to provide a synopsis of the literature concerning the types and outcomes of organizational interventions performed during the COVID-19 pandemic that directly (re)organized the work structures of inpatient nurses to address pandemic-related work stressors or to increase nurses’ ability to cope.MethodsWithin this preregistered systematic literature review, we searched four databases (PubMed, PsycINFO, PsycARTICLES, CINAHL) and two preprint databases (MedRxiv, PsyArXiv) for interventional studies of organizational interventions published between 01/2020 and 03/2023 (k = 990 records). We included 12 primary studies after title-abstract and full-text screening. A synthesis of results without meta-analysis was conducted. Risk of bias was assessed with the Cochrane risk-of-bias tool for randomized trials – version 2 (RoB-2) and Risk Of Bias In Non-randomized Studies - of Interventions (ROBINS-I) tool.ResultsAll interventions were implemented in hospitals. The reasons given for implementation included pandemic-related work stressors such as a high workload, understaffing, and a lack of medical resources. To respond to the various work stressors, half of the studies took a multilevel approach combining organizational and person-oriented interventions (k = 6). Most studies (k = 8) took a secondary prevention approach, focusing on the organization of rest breaks (k = 5). With respect to outcomes, the studies examined nurse-related stress and resilience, turnover intention, job satisfaction, and other factors. Risk-of-bias analyses revealed that conclusions about the effectiveness of the interventions are limited due to confounding factors and self-selection.ConclusionsThe identified interventions provide a basis for future research to draw conclusions on the effectiveness of organizational interventions during pandemics. The promotion of adequate work breaks could be useful if the work stressors associated with strain and negative consequences cannot be changed directly. However, the same stressors (e.g., high workload) can hinder nurses from participating in offered interventions. This emphasizes the importance of directly addressing inpatient nurses’ work stressors.RegistrationProspero-ID CRD42023364807 (March 2023).

Impact of Fear of COVID-19, Burnout, and Social Support on Turnover Intention in Laboratory Professionals

Background: The COVID-19 pandemic significantly impacted healthcare workers, including laboratory professionals, leading to increased psychological stress, burnout, and turnover intention. This study explores the impact of fear of COVID-19 on turnover intention, with burnout as a mediator and social support as a moderator.Objective: To assess the effect of fear of COVID-19 on turnover intention in laboratory professionals, with burnout as a mediator and social support as a moderator.Methods: A cross-sectional study was conducted from October 2021 to June 2022, using a convenience sample of 300 laboratory professionals in Khyber Pakhtunkhwa, Pakistan. Data were collected via an online questionnaire and analyzed using SPSS 25. Simple linear regression was used to evaluate associations, and mediation and moderation analyses were performed using PROCESS macro.Results: Fear of COVID-19 was significantly associated with turnover intention (β = 0.411, p < 0.001), with burnout partially mediating this relationship (β = 0.177, p = 0.003). Social support did not significantly moderate the relationship (p = 0.88).Conclusion: Fear of COVID-19 increases turnover intention in laboratory professionals, with burnout as a partial mediator. Targeted interventions to reduce fear and burnout are necessary to retain healthcare professionals during crises.

A Bibliometric Analysis of Teacher’s Turnover Intention

Aim. The purpose of this article is to review past research trends and explore emerging research directions on teachers’ turnover intentions. Methods. The authors used the co-citation method and bibliometric analysis using VOS Viewer software to review 137 publications mentioning teachers’ intention to leave. Results. The results of the co-citation analysis show that there are 4 main topics, while the results of the bibliographic coupling analysis show that there are 6 main topics in the study of teachers’ intention to quit. From there, it shows that future research trends can focus on specific teacher populations more likely to consider quitting and explore how various factors influence their intentions. Improving teachers’ professional environment to reduce professional burnout and increase job satisfaction is also an interesting future research aspect. Conclusions. In conclusion, this study contributes to the understanding of the literature by classifying studies on teachers’ turnover intention and identifying significant patterns through bibliometric method. However, the study’s limitations, as analyses rely solely on citations, potentially introduce biases; the interpretation of researchers in determining topics may lead to exclusions of emerging trends due to insufficiently gathered publications.

Balancing act: Exploring the interplay of production pressure and innovation/flexibility climates on employee well‐being

This study explored the separate and joint effects of innovation/flexibility and pressure to produce climates on employee exhaustion, and ultimately, turnover intentions. Survey data collected from 335 full‐time employees across various sectors in Türkiye were analysed using a latent moderated structural equations approach. The findings revealed that, while innovation climates were inversely related to exhaustion and turnover intentions, production pressure climate had the opposite effect, which provided support for the job demands‐resources (JD‐R) model. Importantly, the study uncovered a significant interactive effect, indicating that the positive impact of production pressure on exhaustion was amplified under increased innovation demands. This finding provided support for the conservation of resources (COR) theory, suggesting that heavy and conflicting job demands depleted employees' psychological resources by impeding the deployment of defensive strategies. The findings contribute to innovation research by revealing that individual‐level competing demands of balancing exploration and exploitation through contextual ambidexterity may pose challenges to employees' psychological well‐being.

Workplace Violence and Worker Well-Being: A Preliminary Cross-Sectional Study.

To investigate the prevalence of workplace violence (WPV) in home health care and long-term care facilities (LTCFs) and explore the relationship between WPV and worker well-being. A cross-sectional survey was conducted with health care workers in an agency that provided care in homes or LTCFs. Six measures of worker well-being were collected: satisfaction with work and life, work-related rumination, work/family conflict, burnout, and turnover intention. Surveys also assessed type and frequency of WPV. Seventeen participants completed surveys. Verbal abuse by patients was the most often experienced type of WPV. Employees who reported experiencing WPV had higher burnout and lower satisfaction with work and life. WPV routinely occurs in home health care and LTCFs and appears to be related to worker well-being. Facility managers who can control WPV will likely impact the well-being of employees. [Journal of Gerontological Nursing, xx(x), xx-xx.].

A Generational Preference for Preferred Work Arrangement and the Relationship With Employee Engagement and Turnover Intention

The purpose of this study is to gain an understanding of generational preferred work arrangements and the impact on employee engagement and turnover intent. Through analysis of 252 participant responses, this study examined differences between generational cohorts currently in the workforce with regard to engagement, preferred work arrangement and turnover intention. Results indicated a difference in employee engagement among Baby Boomers, Millennials, and Generation Z workers, but no differences in preferred work arrangement and intent to stay with the organization. However, there was a difference in Generation X employees’ preferred work arrangement and intent to stay.

El trinomio compromiso, satisfacción y justicia organizacional en el binomio felicidad e intención de rotar

the aim of this study was to empirically analyze the relationships between the dimensions of organizational justice, job satisfaction, andorganizational commitment with work happiness and turnover intention among academic workers in Mexico. To this end, a sample of 393 higher education faculty members in Mexico was surveyed. The statistical technique of structural equation modeling (CB-SEM) was used to analyze the data. The study’s results show that, on the one hand, the variables of job satisfaction, organizational commitment, and organizational justice areinterrelated among these workers, and on the other hand, that these variables positively explain work happiness and negatively explain turnover intention. This information is relevant for university leaders to undertake a strategic direction oriented towards Happiness Management. This way, their human capital can perform their professional activities in an environment of positive emotions, creativity, joy, and subjective well-being.

Managerial Support Matters: Predictors of Nurses’ Turnover Intentions During the COVID-19 Pandemic in The Bahamas

Amidst the prolonged COVID-19 pandemic, nurses in The Bahamas faced challenges such as exacerbation of severely limited job resources and heightened job demands. Anecdotal evidence suggested that these conditions jeopardized nurses’ well-being and increased their turnover intentions. An incomplete understanding of factors influencing Bahamian nurses’ turnover intentions, during periods of crises limits our ability to formulate appropriate retention strategies. The purpose of this study was to 1) examine the influence of job demands and job resources on nurses’ turnover intentions, and 2) identify key predictors of turnover intentions of nurses employed in a public acute care hospital in The Bahamas during the COVID pandemic. Data were collected from regulated nurses between January and April 2022 using a cross-sectional, descriptive, survey design. Stepwise multiple linear regression analysis was used to predict relationships among turnover intentions and job demands and job resources. The study found that managerial support was a statistically significant job resource that predicted nurses’ turnover intentions (B = -.25, p= 0.19). Support from immediate nursing supervisors was a key predictor of nurses’ turnover intentions among Bahamian nurses. It is essential for nurse managers and other stakeholders to be aware of the importance of managerial support for reducing nurse turnover intentions, especially during crises.

Psychological detachment: a bibliometric investigation within the organization’s behavior domains

Purpose The purpose of this study is to offer insight into present dynamics and study diversification in the field of organizational psychology. This research study offers an organized and critical examination of the construct of psychological detachment using bibliometric analysis. Design/methodology/approach This study was done using the Scopus database based on studies published between 2006 and 2024. The significance of the research is evaluated by looking at the distribution volume, the trajectory of the publication, statistics techniques, extremely cited articles, journals, most frequently used keywords, research themes, subthemes clusters and thematic overview of the psychological detachment corpus created based on bibliographic coupling. Furthermore, content analysis of recent publications to identify new developments and potential gaps in the existing literature. Findings This research first tracked the development of this discipline’s body of literature through time and discovered a continuous rise starting in 2015. The results also highlighted crucial concepts that were studied with psychological detachment, such as work-life balance, employment outcomes, emotional exhaustion and various other demographic variables. Researchers chose to concentrate on those subtopics throughout time. Research limitations/implications This research relied solely on Scopus data, which, despite being the largest abstract and citation database covering articles from a wide range of fields, does not include Impact Factor or Social Science Citation Index (SSCI) data, which is one of the limitation. Practical implications The findings of this research study will assist organizations and practitioners in comprehending the implications of psychological detachment construct at their workplace and give them direction on how they come out from negative job-related outcomes (employee job stress, turnover intention and burnouts at their respective workplaces). Originality/value This study offers a diversity of study topics across the psychological detachment literature by applying a variety of bibliographical mapping techniques, making it the first of its type on the topic of psychological detachment. It also indicates promising avenues for further investigation.

The turnover intention of internal controllers of Vietnamese commercial banks in the context of COVID-19

Internal control plays an important role in managing the risks of banking system activities. Controllers are always under pressure from control activities due to the bank’s diverse activities. The resignation of internal controllers is relatively common in commercial banks. It is also a matter of concern for the banking and finance industry, which coordinates economic resources for the country, especially when the internal control period occurs again with the pandemic. The study aims to explore the turnover intention of internal controllers in the context of COVID-19 in Vietnamese commercial banks. The study uses the convenience sampling method to collect data from 339 respondents who are working or worked as internal controllers in commercial banks. The study was surveyed in 2023. The study uses quantitative methods for exploratory factor analysis. Ordinary least squares process the data to test the hypotheses. Some factors affect the turnover intention of internal controllers, such as occupational awareness, employment conditions, office environment, and career opportunities, in the context of COVID-19. The result is a useful resource for researchers to comprehensively understand issues related to the turnover intention of internal controllers in the banking industry. The study supports managers of commercial banks in planning the strategic objectives of human resource stabilization for the stable growth of the banking system.

Nurses’ experiences and sense making of COVID-19 redeployment and the impact on well-being, performance, and turnover intentions: A longitudinal multimethod study.

BackgroundDuring Covid-19 nurses were redeployed to new teams and specialties at a level never previously experienced. Little is known about how nurses made sense of and coped with this situation and what we can learn from this for future redeployment approaches. ObjectivesWe sought to understand how nurses made sense of ongoing redeployment during the COVID-19 pandemic and how this related to their psychological distress, burnout, turnover intentions, and perceived performance DesignA longitudinal multi-method design. (ISRCTN: 18,172,749). Setting(s)Three acute National Health Service (NHS) Trusts in England, selected for diversity in geographical location and ethnicity, with different COVID-19 contexts. ParticipantsSixty-two nurses (90 % female; 83 % white) who experienced different types of redeployment during the pandemic, with an average of 17 year's post-registration experience (mean age 41 years). MethodsWe gathered both interview and survey data from 62 nurses across two or three time points in 2020–2021 and sought to find commonalities and differences in patterns of experience using Pen Portrait analysis. ResultsThe pandemic redeployment process was life-changing for all nurses, personally and professionally. The research uncovered an intertwined pattern of identity and sensemaking as nurses coped with COVID-19 redeployment. Three sensemaking ‘journeys’ were evident, involving professional identity as a nurse and identification with one's organisation. Nurses in journey one: ‘Organisational Identification and Professional Identity Maintained’ (n = 28) had the best outcomes for wellbeing, burnout, performance, and retention. Those experiencing the ‘Devaluation of Organisational Identification But Maintenance of Professional Identity’ journey (n = 24) maintained their professional identity, but their organisational identification deteriorated. Journey three nurses: ‘Devaluation of both Organisational Identification and Professional Identity’ (n = 10) had the worst outcomes for wellbeing, burnout, performance, and retention. A salient nurse identity triggered stoicism and resilient behaviours while external cues of control, support and contextual awareness affected organisational identification. ConclusionsNurses made sense of their experiences of redeployment during Covid-19 differently which, in turn affected their outcomes. Given the stark differences in how nurses perceived their psychological distress, burnout, turnover intentions and performance across the journeys, the importance of understanding the cues (e.g. having autonomy) associated with each journey is apparent. Thus, our research provides clear guidance for managers to help them support nurses during redeployment.

Exploring the Mediating Role of Mindfulness in Mitigating Workplace Ostracism's Effect on Turnover Intention: Evidence from the Banking Sector in Pakistan

Workplace ostracism, characterized by the intentional or unintentional disregard and neglect of employees by their colleagues or senior management, poses significant challenges to organizational harmony and employee retention. This study aims to investigate the potential of mindfulness in ameliorating the adverse effects of ostracism, thereby reducing turnover rates. Through a survey of 256 employees in the banking sector of Pakistan, we examine whether mindfulness facilitates employees' resilience to workplace ostracism and their subsequent decision to remain within the organization. Utilizing structural equation modeling in IBM-AMOS, findings reveal that workplace ostracism positively and significantly influences turnover intention, while exhibiting a negative and significant relationship with mindfulness. Furthermore, mindfulness demonstrates a negative association with turnover intention, suggesting its potential as a buffer against the detrimental impacts of ostracism. These results offer valuable insights for organizational management and policymakers seeking to enhance employee well-being and reduce turnover rates. By fostering a culture of active mindfulness, organizations can empower employees to navigate challenges associated with workplace ostracism, ultimately fostering greater engagement and retention. Responsible managers can leverage these findings to cultivate factors that promote mindfulness among employees, thereby fostering a more supportive and inclusive work environment conducive to long-term organizational success.

Navigating workplace incivility: Exploring turnover intention with resilience and affective commitment as shields in Pakistan and Malaysia

Navigating workplace incivility: Exploring turnover intention with resilience and affective commitment as shields in Pakistan and Malaysia

Association of psychological violence, harassment, and cyberbullying with depression and turnover intentions in female nurses

Psychological violence and harassment have been reported to be associated with mental health problems and turnover intention among nurses. Cyberbullying, a hidden form of harassment using information and communication technology, is attracting attention as a factor that threatens the mental health of nurses. This study aimed to add coping characteristics, social support, and workplace social capital to psychological violence, harassment, and cyberbullying in female nurses and determine their association with depression and turnover intention. An anonymous, self-administered questionnaire survey was conducted, targeting 2,158 female nurses working in four domestic hospitals, excluding those in management positions. The analysis included 1,151 nurses who responded (valid response rate: 53.3%). Multiple regression analysis was performed with depression and turnover intention as dependent variables and psychological violence and harassment, cyberbullying, the brief scales for coping profile (BSCP) and social support scale scores, and social capital (SC) as independent variables. Depression was positively correlated with psychological violence and harassment, cyberbullying, and the BSCP subscale "avoidance and suppression" and negatively correlated with the BSCP subscale "changing the point of view" and social support subscales "support from supervisors" and "support from co-workers." Turnover intention was positively correlated with psychological violence and harassment and the BSCP subscale "avoidance and suppression" and negatively correlated with the BSCP subscale "changing the point of view," social support subscale "support from supervisors," and vertical SC. The results suggest that work environments should prevent psychological violence and harassment in nurses to promote a sense of security and eliminate mental health problems. Cyberbullying was inferred as a factor that could lead to mental health problems among nurses. Therefore, each nurse should raise their awareness of information literacy, besides attending more to their words and attitudes.

Moderating role of relationships between workloads, job burnout, turnover intention, and healthcare quality among nurses

BackgroundIn Jordan, nurses consider a primary providers of direct patient care, and play a multifaceted role in ensuring healthcare quality. The study aimed to examines the moderating effect of job satisfaction in the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality.MethodsA cross-sectional research approach was adopted among 311 from Registered Nurses (RN) across Jordanian hospitals. Job satisfaction, workload scale and job burnout scale were shared between March and April 2023.ResultsThe overall findings indicate that workload, job burnout, and turnover intention are negatively and significantly related to healthcare quality, and that job satisfaction moderates the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. These findings have broad implications for healthcare organizations, emphasizing the pivotal role of job satisfaction in mitigating the negative effects of workload, burnout, and turnover intentions among nurses.ConsulsionStrategies to enhance job satisfaction, such as reducing work-related stress and fostering supportive work environments, should be prioritized by healthcare policymakers and institutions to ensure the delivery of high-quality patient care.

The Influence of Managerial Communication, Workload, and Compensation on Turnover Intention with Job Satisfaction as a Mediation Variable on XYZ Insurance Employees in Tangerang

This study aims to determine the influence of managerial communication, workload, and compensation on turnover intention, with job satisfaction serving as a mediating variable. The study was conducted at the XYZ Insurance office in Tangerang, involving 138 employees, with sample size determined using the Krejcie-Morgan formula and purposive sampling method. Data was collected through questionnaires distributed via Google Forms, containing 40 questions with 1-5 Likert scale. The data was analyzed using the partial least squares structural equation modeling (PLS-SEM) method. The results indicate that managerial communication, workload, and compensation negatively affect turnover intention among XYZ Insurance employees. Furthermore, the study demonstrates that job satisfaction mediates the relationship between managerial communication, workload, and compensation on turnover intention.

Analysis of the Influence of Psychological Empowerment, Relational Psychological Contract, and Pay Satisfaction on Turnover Intention mediated by Work Engagement in Employees

The tendency of generation Z, which is the newest group in the workforce, to leave their jobs is significant both globally and in Indonesia. This research aims to reveal the impact of salary satisfaction, psychological empowerment, and relational psychological contract on turnover intention, with work engagement as a mediator. Using a quantitative research design that adopts a cross-sectional approach, data was obtained from 220 generation Z employees. Data analysis was carried out using Partial Least Squares Structural Equation Modeling (PLS-SEM). The research results show that there is a direct influence of psychological empowerment on turnover intention, while the relational psychological contract and salary satisfaction do not have a direct influence. Additionally, work engagement was identified as a mediating factor in the relationship between psychological empowerment, relational psychological contract, pay satisfaction, and turnover intention.

The Ripple Effects of Bullying: Impact on Employees and Their Performance

For strongly securing the employer–employee relationship, it is important to have a desirable and positive working environment. This study investigates the impact of workplace bullying on self-concept, employee cynicism and life satisfaction, which effect employees’ performances. The survey has been conducted through the adaptation of standard tools among 200 employees working in various banks like ICICI and Axis to name a few. The analysis of data will be done through G*power software and SmartPLS4 software to apply structural equation modelling. Results revealed that the relationship between workplace and personal bullying on employee cynicism, self-concept and job performance of employees is significant which effect the employee’s satisfaction with life. It develops the turnover intention among employees. This study has very strong and valid implications for management for the employees of the banking sector. It will help in energizing and motivating their workforce more towards effective performances, which will make their well-being stronger. It will be effectively helpful in maintaining a productive working environment by prioritizing their daily role at the workplace. This study validates the relationship among the variables used in the study. It invites more research from a different perspective to identify the impact in understanding the role of workplace bullying which creates deviance among employees.

Do organizations based in Poland need identity leadership? Polish adaptation of the short and full form of identity leadership inventory

PurposeThe study aimed to test the validity and reliability of the Polish version of the identity leadership inventory (ILI) proposed by Steffens, Haslam, Reicher et al. (2014) and to confirm the relationship between identity leadership and various job-related outcomes (i.e., trust in leaders, job satisfaction, work engagement and turnover intentions) among employees from Poland-based organizations. Identity leadership appears to be a universal construct (van Dick, Ciampa, & Liang, 2018) but no one has studied it in Poland so far.Design/methodology/approachThe sample consisted of 1078 employees collected in two independent subsamples from different organizations located in Northern and Central Poland. We evaluated the ILI’s factorial structure using confirmatory factor analysis.FindingsThe results confirm that the 15-item Polish version of the ILI has a four-dimensional structure with factors representing prototypicality, advancement, entrepreneurship and impresarioship. It showed satisfactory reliability. The identity leadership inventory-short form (four items) also showed a good fit with the data. As expected, the relationships between identity leadership and important work-related outcomes (general level of job satisfaction, work engagement, trust toward the leader and turnover intentions) were also significant.Originality/valueDespite the cultural specifics of Polish organizations, the research results were generally very similar to those in other countries, confirming the universality of the ILI as shown in the Global Identity Leadership Development project (GILD, see van Dick, Ciampa, & Liang, 2018; van Dick et al., 2021).