Employee Turnover Research Articles

Job satisfaction and organisational commitment amongst employees in the south African department of education: Issues and challenges

It is common in the Umlazi and Pinetown districts of the Department of Education (DoE) that employees resign before their retirement age. Available data showed that 1,310 employees of the DoE in the two districts have resigned in the past five years. This is an indication of a sharp rise in staff turnover, with its impacts on the quality of education and service delivery. This study examined how the working environment of the districts influences job satisfaction. With 249 participants, using a mixed method, the study further examined the correlation between job satisfaction and employee turnover and how intrinsic and extrinsic motivational factors influence job satisfaction at the districts. examines how the working environment of the Department’s districts influences job satisfaction. The study further examines the correlation between job satisfaction and employee turnover at the Department of Education, as well as how intrinsic and extrinsic motivational factors influence job satisfaction. The findings of the study indicate that there is a correlation between job satisfaction and organisational commitment. The findings further indicate that due to lack of job satisfaction, employees are less committed and loyal to their organisation. The study further suggests further research on strategies that can be implemented to improve employee job satisfaction and employee commitment for the benefit of the organisations.

Workplace Incivility in Hotels: Unmasking the Complex Landscape of Employee Well-Being

Workplace incivility in hotel settings poses significant challenges, affecting employee well-being and organizational outcomes. This systematic literature review aims to comprehensively examine its multifaceted impact, addressing key research questions. Firstly, it explores the antecedents and forms of workplace incivility. Secondly, it explores the multilayered impacts on employee well-being, job satisfaction, engagement, turnover intentions, and counterproductive behaviors. Lastly, it examines how leadership styles, organizational support structures, individual traits, and contextual variables influence employee responses to incivility. Through a SLR methodology, current trends and gaps in research are identified, offering insights for future examination. The review includes 102 relevant papers to the study, covering the time range from 2012 to 2023. The application of the PRISMA methodology and SPAR4-SLR approach ensures a detailed analysis of published works, while the TCM framework provides a theoretical lens for interpretation. This review contributes to a deeper understanding of workplace incivility dynamics in hotel settings, informing both research and practical interventions. Findings suggest that positive leadership and strong organizational support mitigate the negative effects of incivility, while negative factors like nepotism exacerbate them. Enhancing emotional intelligence and establishing clear anti-incivility policies are crucial for improving employee well-being and organizational success.

Pengaruh Stres Kerja dan Kepuasan Kerja terhadap Turnover Intention Karyawan pada CV Margo Utomo

Employees are an important asset for a company, who act as actors to support the achievement of an organization's goals. The existence of employees in a company really needs to be managed and regulated well in order to make a positive contribution to the progress and sustainability of an organization. This research aims to determine and analyze the influence of work stress and job satisfaction on employee turnover intention at CV Margo Utomo. The population in this study were all employees of CV Margo Utomo and sampling in this study used a non-probability sampling method with a total of 60 respondents. The measurement scale uses a Likert scale. The data used in this research is primary data, by distributing questionnaires to the entire sample. The analysis technique used is PLS (Partial Least Square) to see the causal relationship between variables. The test results show that work stress contributes to turnover intention and job satisfaction contributes to employee turnover intention at CV Margo Utomo.

Bagaimana Workplace Ostracism Mempengaruhi Turnover Intention yang Dimediasi oleh Job Performace dan Organizational Virtuousness Serta Authentic Leadership Sebagai Moderasi

This study examines the impact of workplace ostracism on employee turnover intention in manufacturing companies in Bekasi Regency, as well as the moderating roles of authentic leadership and organizational virtuousness in this relationship. Utilizing a quantitative approach with an online questionnaire employing a Likert scale, the research involved 202 respondents selected through purposive sampling. Data analysis was conducted using Structural Equation Modeling-Partial Least Square (SEM-PLS) to assess the relationships among variables and their validity. The findings indicate that workplace ostracism significantly affects employee turnover intention. However, perceptions of organizational virtuousness and authentic leadership did not positively moderate this relationship. Additionally, workplace ostracism negatively impacts job performance, while lower job performance is negatively related to turnover intention. These results underscore the importance of fostering an inclusive and supportive work environment to mitigate ostracism, enhance job performance, and increase employee retention.

Hygiene Factors and Motivation Factors towards Job Satisfaction in Malaysia Healthcare Sector

Healthcare professionals' job satisfaction is a measure that should be included in quality improvement programmes for healthcare services. It significantly affects how productive and effective healthcare facilities are. The most valuable resource in the healthcare system is its human resources, which also serve as the driving force behind the delivery of sustainable services (Saari and Judge, 2004). The effectiveness of health services is impacted by employee turnover and absenteeism, which are both linked to poorer job satisfaction among these competent health professionals. The WHO has determined that the threshold of the health workforce density is currently below expectations in several developing nations. The goal of this study is to have a better awareness and knowledge of the motivational factors that influence job satisfaction in Malaysia's healthcare industries. Many academic researchers have studied motivational factors causing job satisfaction in different populations. The scope of this study will be focused on the Malaysian healthcare industry, and the respondents will be Malaysian healthcare professionals. This study concentrates on the national level of job satisfaction and motivational factors among healthcare professionals. The findings of the study help the Malaysian Ministry of Health, regional health bureaus, and other stakeholders who invest in the Malaysian health sector plan appropriate interventions to promote healthcare professionals' retention in public health sectors.

“Developing a manual clinical trials screening process in a diverse southern gynecologic oncology practice”

ObjectiveThere is no standard clinical trial screening process in gynecologic oncology. In our low resource, highly diverse gynecologic oncology patient population, we sought to create an equitable, adaptable, manual screening process. MethodsOur objective is to describe our clinical trial screening process and success in improving trial enrollment. An Institutional Review Board (IRB) approved quality improvement (QI) project was implemented in July 2022 to evaluate trial access. Screenable events were defined. Potential patients were those with a screenable event: new patients or diagnoses, regimen changes, progressions, and recurrences. Events were categorized into screen positive or screened no trial available. Screen positives were further categorized as screen positive, enrollment failure events or enrollments. Data about patients were collected via weekly research team meetings. Monthly meetings occurred to review progress. The data were compared to trials available, number of patients with trail available, and those that enrolled. Reasons for enrollment fails were tracked. ResultsOver time, “screen no trial available” (SNTA) rates stayed stable, but enrollment rates increased. Patient preference accounted for 32.8 % of enrollment failures (n = 42), pre-existing symptoms 23.4 % (n = 30), and location 21.1 % (n = 27). During increased employee turnover, there was a rise in enrollment fails due to staffing (n = 6, 4.7 %). We describe an effective process of clearly defining and tracking our patient population and ‘screenable events’ for which all patients are screened and offered trial participation if eligible. ConclusionsWe show that we improved understanding of the patient population, built a clinical trial portfolio better matched to population served, exceeded national averages for enrolling patients on trials, and are improving number eligible.

The Role of Predictive Analytics in Enhancing Employee Retention in India’s Start-Up Ecosystem

One of the biggest issues that have been observed with start-ups in India is that of employee attrition which currently stands at an average of 18%-25%. This paper aims to examine these identified retention challenges, in the view of answering how predictive analytics can help start-ups to avoid high levels of employee turnover. Conducted from an interpretivist perspective, the study takes an inductive and exploratory stance, that involves analysing secondary qualitative data gathered from reputable databases. Predictive analytics has been identified to enhance the rates at which employees are retained due to risk analysis and follow-up intervention. For example, where companies use predictive instruments, they are likely to see up to 25% less staff turnover. However, financial barriers, poor availability of data, and lack of sophisticated skills are the problems that prevent global use, especially among new start-ups. Recommendations are more likely to be in the form of multi-tenanted, cloud-based, predictive analytics models, building HR’s analytics capability and including predictive insights into more people-oriented processes such as career management. These steps are designed to improve relative stability in the workforce while tackling particularities in the Indian start-up environment. Thus, the findings of this study should be followed by the primary data collection for further elucidation of the discussed topic and the broadening of the usage of predictive analytics in various organisational environments. Keywords: Employee Retention, Predictive Analytics, Indian Start-Ups, Workforce Attrition, HR Analytics, Risk Analysis, Employee Turnover, Cloud-Based Models, Organizational Stability, Talent Management.

The impact of manager training on employee turnover intentions: the serial mediation roles of employee satisfaction and employee’s perception of management style

The impact of manager training on employee turnover intentions: the serial mediation roles of employee satisfaction and employee’s perception of management style

Developing a Strategic Framework for Enhancing Employee Engagement and Retention

Employee engagement is a critical focus in human resource management, particularly in industries with strategic significance such as the dairy industry in Indonesia. The Indonesian dairy industry plays a vital role in ensuring community nutrition and contributes significantly to the national economy through job creation and improving farmer welfare. As the market leader, PT Indosusu Nasional acknowledges that human resources are its primary asset and key to organizational success, while facing intense competition and high employee turnover. This study aims to analyze employee engagement at PT Indosusu Nasional, focusing on factors influencing engagement levels and their impact on employee retention. Data was collected through a survey involving employees from various departments of the company. The results in this study can be recommended to PT Indosusu Nasional as a strategy in retaining its employees are related to the company's reputation in building the company's image and conducting routine training for employees.

Employee Turnover Prediction based on Particle Swarm Optimization - Support Vector Machine

Employee turnover is getting more and more attention in the human resources field. Unexpected turnover of employees is blamed for the loss of work handover. As a result, predicting whether employees would leave has become a crucial problem. This research aims to exploit a method combining particle swarm optimization with a support vector machine to address the employee departure prediction problem. In this study, the particle swarm optimization algorithm is used to optimize the parameter selection of the support vector machine to improve the performance of the latter. Moreover, employee information of a dataset is subject to correlation analysis before being transformed into standardization form to accelerate convergence and improve the accuracy of the support vector machine. Eventually, the support vector machine combined with particle swarm optimization is of best performance in accuracy score, precision score and F1 score, respectively reaching 0.873, 0.947 and 0.784. In conclusion, this method addresses the employee turnover prediction problem effectively which also provides a new direction for applying swarm intelligence algorithms.

Effect of Work Life Balance and Job Stress on Turnover Intention with the Mediating Effect of Job Satisfaction: A Study of Commissioned Officers in Sri Lanka Military Forces

Employee turnover has been an important research area in social science over the past involving the discipline of human resource management. But these types of studies in the military are very few. This paper makes use of quantitative research methods to assess the effect of work life balance and job stress as predictor variables on job satisfaction which is intervening variable towards the turnover intention as the outcome variable in the schematic diagram of the study. Data were collected from 327 Commissioned Officers of the military in Sri Lanka through a structured questionnaire and processed those data by using correlation and regression analyses. The results of the analyses indicated that the survey was reliable, and the study model is significant. Data analysis of the research study revealed that the correlations among turnover intention, job satisfaction, job stress and work life balance are highly significant. As per the regression results, both work life balance and job stress affect both job satisfaction and turnover intention of Commissioned Officers. But job satisfaction doesn’t mediate the relationships between work life balance and turnover intention as well as job stress and turnover intention. The fallouts indicated that job stress and work life balance are the determinants of the turnover intention of commissioned officers although there is no significant mediating relationship of job satisfaction between them. Based on the study, it is suggested that remedial actions should be proposed to reduce the job stress in order to mitigate the turnover intention while encouraging work life balance practices. Moreover, it is suggested that management needs to put more emphasis on improving the counselling and stress reducing aspects while enhancing working conditions to minimize the turnover intention among military officers.

Analysis of Job Satisfaction and Work Environment on Employee Turnover Intention

Analysis of Job Satisfaction and Work Environment on Employee Turnover Intention

INFLUENCE ON TURNOVER IN THE HOUSEKEEPING DEPARTMENT: A CASE OF SOME SELECTED HOTELS IN BOLGATANGA MUNICIPALITY

In the competitive business world, employee turnover has been a pressing issue facing organisations around the world. The study sought to investigate the influence on turnover in the housekeeping department of some selected hotels in Bolgatanga municipality. A descriptive survey design was used. The population of the study comprised 200 employees from the housekeeping department of five hotels in Bolgatanga Municipality. The study used purposive and simple random sampling to select 100 housekeeping employees and 40 hotel management employees. The main instrument used in this study was the questionnaire. Descriptive statistics such as mean and standard deviation were used to summarise the data. The study revealed high employee turnover in the housekeeping department of hotels in Bolgatanga municipality. It was revealed that 3-4 employees leave the housekeeping department of the sampled hotels in Bolgatanga Municipality every year. The results show that employees' expectations are a major determinant of turnover in the housekeeping department of hotels in Bolgatanga municipality. The study revealed that employee expectations have a significant influence on employee turnover in the housekeeping department (p<0.01). It was concluded that improving the employee benefit package, paying employees more and providing more flexible working hours would solve the problem of employee turnover in the housekeeping department of the hotels. It was recommended that hotel industry management should endeavour to use the interview as a tool during the hiring process to understand the job expectations of employees and that the qualified candidates whose job expectations can be met by the hotel should be hired.

Условия труда как важный фактор удовлетворенности трудом работников регионального промышленного предприятия (ХМАО-ЮГРА, ЯНАО)

This article examines a key aspect of job satisfaction in the context of modern realities. It primarily focuses on investigating the factors influencing the level of job satisfaction among employees in organizations. The analy-sis addresses the complex situation on the labor market of the Russian Federation, which is currently experi-encing a critical period due to a shortage of specialists in various fields. This has led to heightened demands for qualified personnel. Such conditions have resulted in a transition from an employer-controlled market to one where employees are the primary driving force. This shift exacerbates challenges related to attracting and retaining staff, thereby increasing employee turnover rates. The author conducts a qualitative study of the prob-lem through focus groups, revealing that many employers are insufficiently aware of the factors affecting their employees’ job satisfaction, which leads to management mistakes. For a more in-depth analysis, the author conducts secondary research and examines the results of a survey by the Russian Public Opinion Research Center (VTSIOM), as well as conducting expert interviews, focusing on the importance of working conditions for employee satisfaction. The results reveal that employees value not only material but also non-material aspects, highlighting the necessity of creating a positive workplace atmosphere.

The Impact of Job Satisfaction and Organizational Commitment on Employee Turnover Intentions in the Malaysian Manufacturing Industry

One of the primary resources of an organization that can provide a worthy contribution to the achievement of the organization’s strategies is human resources. A significant problem in most manufacturing organizations is the desire to leave. Given this, the objective of this study will be to assess and measure the impact of job satisfaction and organizational commitment on employee turnover intention in the manufacturing sector. Of 200 questionnaires, 179 were filled out by a manufacturing organization (response rate = 89.5%). Demographic profiles were described using frequency count and percentages of the respondents. Descriptive and inferential statistics were adopted for the analysis of specific data gathered. Regarding inferential statistics, the measure used in the study was the Pearson Correlation Coefficient, which was used to determine the strength of the relationship between dependent and independent variables. According to the results of the analysis, it can be concluded that the independent variable job satisfaction is related to the sub-variable satisfaction with compensation and satisfaction with career development opportunities, which has a low negative correlation with employees' turnover intention. However, no significant relation was found between organizational commitment and the turnover intention of employees within the organization. This research offers valuable information to organizations within the manufacturing industry regarding the factors influencing turnover intention, including job satisfaction and organizational commitment.

Perspectives Historical and Contemporary on Employee Turnover: A Literature Review

For over a century, employee turnover has been a topic of interest for many researchers globally. This literature review primarily aimed to examine the evolution of employee turnover from the perspective of senior researchers and to discuss potential future research directions in the field. The methodology was qualitative, involving a comprehensive bibliographic review. Searches were conducted in databases such as Scopus, SciELO, PsycArticles, JSTOR, Wiley, ScienceDirect, and Google Scholar, resulting in the analysis of 77 articles from international journals ranked “Q1” in the Scimago Journal & Country Rank (2022 evaluation) and Brazilian journals from the “A” stratum of Qualis/CAPES (2017-2020 quadrennium). The key findings revealed that: (i) the historical evolution of turnover studies highlights the increasing interest in the topic and the pursuit of understanding its causes, characteristics, and consequences; (ii) initially, the phenomenon was addressed through individual characteristics and aspects, but research has evolved towards collective approaches at group, unit, and organizational levels; (iii) the studies analyzed in recent decades highlight the diversity of contexts across different continents, with a focus on cultural and value influences affecting turnover. The main conclusions indicate that, historically, the phenomenon of employee turnover began to be analyzed in the USA in the early 1900s, later evolving with the application of various theories, and contemporary research focuses on approaches that consider organizational and socio-cultural influences.

Human Capital Performance in Manufacturing Companies in Indonesia: Analysis of the Influence of Team Work Management and Work satisfaction

The manufacturing industry requires skilled human resources personnel who can work effectively in teams and have high work satisfaction because these factors can contribute significantly to the company's performance and competitiveness. The main objective of this study is to analyze the effect of teamwork management and work satisfaction on human capital performance in manufacturing companies. The sample used was 200 respondents, as determined by the purposive sampling method. The study's results confirmed that teamwork management and work satisfaction positively and significantly affect human capital performance. Management that supports this collaboration can reduce stress levels and increase employee engagement, which strengthens the company's performance and competitiveness of human capital. In addition, work satisfaction can also reduce stress levels and employee turnover, contributing to the stability and efficiency of human capital. This study's results are expected to guide manufacturing companies in building stronger and more competitive human resources, ultimately supporting economic growth and Indonesia's position in the global supply chain

How and When High‐Performance Work Systems Affect Employee Outcomes in the Hospitality Industry: The Role of Followership and Job Specialization

ABSTRACTPrevious studies have indicated that high‐performance work systems (HPWSs) influence employees' work outcomes within organization. However, very few studies have investigated the effects of HPWSs from the perspective of followership and job specialization. Drawing from social exchange theory, this study explores the mediating role of followership and the moderating role of job specialization in the relation between HPWSs and employee outcomes. The data from 391 restaurant employee–manager pairs in four stores in China indicate that active engagement followership mediates the effects of HPWSs on employee turnover intention and organizational citizenship behaviors (OCB), and job specialization moderates the direct effects of HPWSs on employee job performance and OCB. Specifically, employees in roles with a higher degree of specialization are more likely to be influenced by HPWSs. The findings provide new insights into human resource practices within organization, emphasizing the roles of followership and job specialization.

Employee Turnover Intentions in the Fast-Moving Consumer Goods Companies from a Human Resource Management Perspectives in Malaysia

Employee Turnover Intentions in the Fast-Moving Consumer Goods Companies from a Human Resource Management Perspectives in Malaysia

PENGARUH BEBAN KERJA DAN DAN WORK-LIFE BALANCE TERHADAP TURNOVER INTENTION PADA KARYAWAN PT KEDIRI INTERMEDIA PERS

Companies that often ignore the needs and rights of human resources, as well as increasing work demands and working conditions that do not meet expectations, will trigger turnover intention in employees. This study aims to determine the effect of workload and work-life balance on PT. Kediri Intermedia Pers’ employees turnover intention. This research employs a quantitative methodology, utilizing a saturated sampling technique to select a sample of 44 respondents. The analysis technique in this study uses the SmartPLS3 program. From the results of statistical testing, it was found that workload has a positive effect on turnover intention, while work-life balance has a negative effect on turnover intention in employees of PT Kediri Intermedia Pers. Keyword : Workload; Turnover Intention; Work-Life Balance