Voluntary Turnover Intention Research Articles

Association of Employee Engagement Factors and Turnover Intention Among the 2015 U.S. Federal Government Workforce.

Employee turnover is a major challenge facing the federal workforce, which has lost more employees to voluntary turnover than any other form of turnover. This study determined the associations between engagement, demographic factors, and voluntary turnover intention by analyzing 2015 Federal Employee Viewpoint Survey data. The findings indicate that employees with higher engagement levels are less likely to report an intention to leave their jobs than those with lower engagement levels. All engagement factors-perceptions of supervisors, leaders, and intrinsic work experience-are independently associated with turnover intention. Demographics also influenced turnover intention; being younger, male, and in a supervisory role and having a higher education level and shorter tenure were more likely to indicate turnover intention. Increasing employee engagement can have a positive effect on retaining a productive federal workforce. To retain an effective federal workforce, human capital management practices are needed to optimize factors that reduce turnover intention.

Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis

The voluntary turnover rate of qualified professionals is both a critical issue and a priority issue that affects organizations in different ways. The construction industry has a set of very specific and unique characteristics that demarcates it from all other sectors. This situation is related with strong precariousness and employee turnover, as well as the extensive practice of subcontracting. Furthermore, the construction sector, with its project-based production, is more vulnerable to voluntary turnover intention. Therefore, we aimed, in this study, to determine the key factors that contribute to the voluntary turnover intentions of qualified construction professionals. In this paper, the impact of individual-level value orientations on turnover intention in the construction settings, focusing on the mediating effect of external prestige and organizational identification, are investigated. Structural Equation Modeling (SEM) is employed to estimate the causal relationships between the turnover intention and other research variables. The analyses are based on questionnaire responses from 441 construction professionals living in Istanbul. The findings indicate that an individual difference in the self-construal is related to turnover intention indirectly by virtue of employees’ perceptions of organizational prestige. Organizational identification also partially mediated the relationship between the self-construal and the turnover intention.

Analysing the Mediating Effects of Job Satisfaction and Dissatisfaction on Employee Voluntary Turnover Intention

This study examines the relationship between performance-based rewards (PR) and training and development (T&D) in terms of employee voluntary turnover intention (TI). It also examines if job satisfaction (JS) and job dissatisfaction (JDS) mediate the relationship between these variables. The data were collected via purposive sampling and were analyzed using the structural equation modelling partial least squares (SEM-PLS method). A total of 409 respondents from private organizations participated in this study. The results reveal that PR and T&D have a significant relationship with TI. This study found that JS mediates the relationship between PR, T&D, and TI while JDS mediates only the relationship between T&D and TI. These findings provide more in-depth insights that can help employers address the turnover intention at workplaces. Keywords: Performance-based reward, training & development, job satisfaction, job dissatisfaction, voluntary turnover intention ABSTRAK Kajian ini bertujuan untuk mengkaji hubungan antara ganjaran berdasarkan prestasi (PR), dan latihan dan pembangunan (T&D) terhadap niat lantik henti pekerja secara sukarela (TI). Ia juga mengkaji apakah kepuasan kerja (JS), dan ketidakpuasan kerja (JDS) mempunyai kesan pengantara antara pemboleh ubah di dalam kajian ini. Data dikumpulkan melalui pensampelan bertujuan dan dianalisis menggunakan pemodelan persamaan struktur separa kuasa dua (SEM-PLS). Sebanyak 409 responden dari organisasi swasta mengambil bahagian dalam kajian ini. Hasilnya menunjukkan bahawa PR dan T&D mempunyai kaitan dengan TI. Kajian ini juga mendapati bahawa JS memediasi hubungan antara PR, T&D, dan TI; sementara JDS hanya memediasi hubungan antara T&D dan TI. Penemuan ini memberikan pandangan yang lebih mendalam untuk menangani niat lantik henti pekerja secara sukarela di tempat kerja. Kata kunci: Ganjaran berasaskan prestasi; latihan & pembangunan; kepuasan kerja; ketidakpuasan kerja; niat lantik henti pekerja secara sukarela

Pengaruh Stres Kerja terhadap Voluntary Turnover Intention Karyawan

The purpose of this study is to determine the effect of work stress on employee voluntary turnover intention, with the dimensions of work stress partially and simultaneously. The use of methods in this study is to use the type of sampling included in Simple Random Sampling and by distributing questionnaires as many as 210 respondents. The data analysis technique method used is Path Analysis by using SPSS 24 Software, and for hypothesis testing is a partial statistical test (t test) and a simultaneous test (f test). The results, the t test showed that work stress through the Role Conflict dimension (X1) had a positive and not significant effect on Voluntary Turnover Intention, the Ambiguous / Unclear Role (X2) had a positive and significant effect on Voluntary Turnover Intention, Excessive Workload (X3 ) has a positive and significant effect on Voluntary Turnover Intention. Based on the F test sig value 0,000 <0,05 which means that work stress together (simultaneous) namely Role Conflict (X1), ambiguous / unclear role (X2), and excessive workload (X3) have a significant effect towards Voluntary Turnover Intention (Y). Conclusion, simultaneously job stress has a positive and significant effect on employee voluntary turnover intention at PT Doosan Sinar Sukabumi, Sukabumi Regency
 Keywords: Job Stress, Voluntary Turnover Intention

호텔 종사원이 지각하는 고객 불량행동이 이직의도에 미치는 영향에 관한 연구: 경영진 신뢰의 매개효과를 중심으로

The purpose of this study is to examine the relationship between customer badness behavior, trust of management, and turnover intention for employees working in a luxury hotel in Seoul and to analyze the mediating effect of executive trust on customer bad behavior and turnover intention. The test results were as follows: First, Credit failure type had a positive (+) effect on the voluntary turnover intention and involuntary turnover intention, and the destructive type had a significant (+) influence on the voluntary turnover intention. In addition, the verbal and physical violence type have no relationship. These results are more likely to be attributable to customers' use of payment means, such as using credit cards without a balance or refusing to open a credit card, rather than destructive types of customers who use verbal abuse such as profanity, It can be seen that bad behavior has an adverse effect on turnover intention. Second, in the relationship between customer bad behavior and turnover intentions, trust of management was found to function as a mediation as profanity, And that this has an adverse effect on the turnover intention. In other words, customer badness behavior negatively affects turnover intentions of hotel employees. However, if trust of management is high, negative influence of customer badness behavior is reduced to some extent

Understanding the Relationship Between Work Variables and Voluntary Turnover Intentions of Software Professionals in India

The basic purpose of the study was to understand and analyze the relationship between the work related variable experience of the employee, number of jobs changed previously and current designation he holds and voluntary turnover intentions. It also served the purpose of identifying the relationship if any between the number of jobs changed by an employee and his present designation with his voluntary turnover intentions. It was found by the study that the experience that an employee holds as well as the number of times he changed his jobs have significant influence in the development of voluntary turnover intentions. The study chose respondents working in the software companies in Chennai city working population where job hopping is identified as a common trend. For the analysis of data one way ANOVA was used for the study.

A Study on the Relationship between Emotional Intelligence and Employee Turnover

Retaining talent continues to be an organizational issue, and surviving employees of a layoff are more likely to leave an organization voluntarily for alternative work. A quantitative method was used to explore emotional-intelligence levels of individuals, voluntary turnover, and voluntary turnover intention using Schutte et al.’s questionnaire. A significant statistical relationship was found between emotional intelligence and one of four components of the unfolding model of voluntary turnover.

The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees

The intention of employees to leave their work negatively affects the service process in hotel businesses. Therefore, various managerial practices are being implemented to increase employees’ intention to voluntary continue their work in the businesses. In this study, the effect of the perceived organizational support as a managerial practice and the job stress which is caused by the nature of the work on the intention of the employees to leave their work are examined. The universe of this research is employees who actively work in a 5-star hotel in July 2016, which are located in Izmir. 274 valid surveys were collected by the researchers. Multiple regression analysis was used to test the hypotheses which were developed based on the Social Exchange Theory. The analyses indicated that job stress and perceived organizational support are related to the employees’ turnover intention. Moreover, it is determined that job stress increases the employees’ voluntary turnover intention even though perceived organizational support reduces the turnover intention. Lastly, theoretical and managerial implications are discussed.

Linking transformational leadership to turnover intention in the public sector

PurposeThe purpose of this paper is to examine how employee engagement and affective commitment mediate the relationship between transformational leadership and voluntary turnover intention. The study also investigates the moderating role of psychological climate in the relationship between affective organisational commitment and voluntary turnover intention.Design/methodology/approachThis study employed a cross-sectional design as its framework. In addition, hierarchical linear modelling with bootstrapping analysis was conducted using data from a sample of 336 employees in a large public sector organisation in Ghana.FindingsThe results showed that transformational leadership positively influenced engagement, which was then negatively related to employee turnover intention. Furthermore, employee engagement was found to mediate the link between transformational leadership and affective organisational commitment, whereas both employee engagement and affective organisational commitment were found to mediate the link between transformational leadership and voluntary turnover intention. Finally, psychological climate was found to moderate the link between affective commitment and voluntary turnover intention.Research limitations/implicationsDespite the practical significance of this study in lessening the turnover decision of employees, the study has some limitations. Most significantly, the sample size of this cross-sectional study was small and limited to employees from only one large public sector organisation in Ghana. Findings of this study could be generalised by using large samples from other sectors and geographical areas. Furthermore, future studies should consider positive outcomes such as OCB and innovative work behaviour to help extend our conceptual framework.Originality/valueOverall, findings of this study provide tentative support to the proposition that employee engagement and affective commitment help to minimise the decision of employees to leave the organisation regardless of how they perceive the leadership style of their immediate supervisors. Most importantly, psychological climate which is referred to as individual employee perceptions of their work environment had a strong contingent effect on the negative relationship between affective commitment and turnover intention such that employees’ positive perception of the work environment weakens the link between commitment and turnover, whereas a negative perception of the working environment strengthens the relationship between commitment and turnover. As a result, employees’ positive perception of their work environment decreased their turnover intention decisions.

The impact of workplace spirituality on voluntary turnover intentions through loneliness in work

PurposeThe purpose of this paper is to examine a hypothesized model investigating the influence of workplace spirituality on turnover intentions through the academics loneliness in universities in Jordan.Design/methodology/approachA translated pre-determined survey on a sample of Jordanian academics from universities was used. A total of 381 usable returns were collected for the analysis (i.e. response rate of 84.6 percent). Structural equation model (SEM) and tow-step modeling approach using AMOS were implemented to obtain the best fit model and to determine the role of loneliness in work as a mediator between workplace spirituality and voluntary turnover intentions.FindingsAs predicted, the hypothesized model best fits the data. The results of simple mediation analysis and SEM also contribute to the clarification of the causal relations between workplace spirituality and turnover intentions in one hand and workplace spirituality and loneliness in work on the other hand. Moreover, the results revealed that the influence of workplace spirituality on voluntary turnover intention was partially mediated by loneliness in work. The results support a partial mediation relationship as the total effect of workplace spirituality on voluntary turnover intentions attenuated slightly but remained significant upon the introduction of loneliness in work.Research limitations/implicationsThe results of this study might only be generalized to universities and similar contexts. Moreover, although the sample of the study was yielded from sample in Jordanian universities, the common methods bias might be a problem in generalizing the results.Practical implicationsThe findings could provide decisions makers with valuable insight to focus on building training programs in order to understand the benefits of enriching spiritual environment and be more supportive of spirituality movement. Furthermore, organizations can design some of activities that make work environment more meaningful.Originality/valueThis study is unique as it is the first that examined theoretically and empirically the influence of workplace spirituality on turnover intentions through loneliness in work on a sample of Jordanian academics.

Voluntary Turnover: What We Measure and What it (Really) Means

In this paper, we run regression analyses to explain voluntary turnover intentions with data from more than 5,000 employees and with about 250 explanatory variables. The findings of our multi-factor approach highlight the fact that previous empirical research might have over-estimated the impact and significance of many factors. We show the relevance of the so-called omitted variable bias to our findings and present an empirical approach to gain estimations that are more accurate. Our approach can estimate in detail the relevance of different factors from the following categories: (a) employees’ satisfaction, (b) industry, (c) firm size, (d) status and position, (e) commuting and working hours, (f) income, incentives and fairness, (g) career development, (h) health, (j) political orientation, (k) demographics, and (l) personality traits.

Analyzing the Role of Retention Measures in the Determination of Voluntary Turnover Intentions of Software Professionals in India

Background/Objectives: Job Hopping is the current trend in the IT industry. Employers frame several retention measures to retain their valuable resources. In spite of all efforts made by employers, voluntary turnover of employees continues at an alarming rate. The purpose of this study was to understand the role that retention measures by means of better salary, better benefits etc exhibit on voluntary exit of employees from the software companies’. It also aims to verify the relationship between antecedent factors of retention and voluntary turnover intent. Methods/Statistical Analysis: A Pilot Study with 50 respondents was conducted to understand the feasibility of the research. Later the study was done with a larger group of respondents. Well-structured questionnaires were circulated to 983 respondents. 961 returned the questionnaire. 14 were rejected on account of inadequate data. Thus, the sample size chosen for the study was 947. The validity, reliability and analysis of data was analyzed using Statistical Package for Social Sciences (SPSS v 21.0) Respondents were asked to give their opinions on the various statements on the questionnaire that was based on Likert type. Responses to the statements measuring the independent variables were submitted to a Factor Analysis. Exploratory factor analysis was done independently for the various factors of retention. Multiple regression analysis was conducted to identify the role that Retention measures exhibit on voluntary turnover in Software industry. Findings: Major findings of the study include: Positive significant correlation was observed between Pay and Retention (r = 0.534) and training and development and Retention (r = 0.303), which is significant. Significant correlation was also observed between Leadership and Retention (r = 0.495), which is positive. Applications: This research has thrown considerable light on the role that is played by the various retention measures in determining the voluntary turnover intentions of Software professionals. Previous researches have studied both employee retention as well as attrition separately. But no significant studies were made that brought out the impact of the retention measures in determining voluntary turnover intentions.

Explaining municipal civil servants’ voluntary turnover intentions: Where and why do civil servant go in times of austerity?

This study reports Dutch local government civil servants’ intention to voluntarily leave their current position for various post-exit destinations in times of austerity. It is concluded that local government civil servants’ intention to leave to public sector destinations is determined by their superiors’ quality of leadership (with job satisfaction fully mediating this relation), perceived job security and work-life balance issues (with job satisfaction mediating these relations). For private sector destinations, leadership quality (mediated by job satisfaction) explains intention to leave.

Voluntary Turnover: What We Measure and What It (Really) Means

In this paper, we run regression analyses to explain voluntary turnover intentions with data from more than 5,000 employees and with about 250 explanatory variables. The findings of our multi-factor approach highlight the fact that previous empirical research might have over-estimated the impact and significance of many factors. We show the relevance of the so-called omitted variable bias to our findings and present an empirical approach to gain estimations that are more accurate. Our approach can estimate in detail the relevance of different factors from the following categories: (a) employees’ satisfaction, (b) industry, (c) firm size, (d) status and position, (e) commuting and working hours, (f) income, incentivesand fairness, (g) career development, (h) health, (j) political orientation, (k) demographics, and (l) personality traits.

English

The concept of employee turnover intention has been of great concern to corporations due to the severe cost implications it has on the bottom line of businesses. Interestingly, research has established appropriate leadership behaviours as effective means of mitigating the consequences of this phenomenon. Most of these studies were however done outside Ghana, with emphasis on transformational leadership and other styles of leadership. Given the fact that Ghana has high rate of unemployment, it was imperative to examine how the bivariate relationship in the leadership literature would be altered by alternative jobs. This paper therefore examined the influence of transactional leadership behaviours on employees’ turnover intention with the moderating effect of alternative job opportunity in the Ghanaian banking industry. A cross-sectional, descriptive, correlational survey design was adopted for the study. Also, a multi-stage sampling approach was employed in selecting the three hundred and five (305) employees who completed the survey instrument. Correlational and hierarchical regression procedures were used to test the hypotheses. Even though transactional leadership was found not to statistically mitigate employees’ voluntary turnover intention, the availability of alternative job opportunities was found to moderate the transactional leadership-turnover intention nexus. Within the Ghanaian banking industry, leadership behaviours that do not focus more on the needs of subordinates as a critical part of task accomplishment will not be appreciated by employees and this stimulates their intention to quit their jobs for other lucrative offers. Key words: Transactional leadership, turnover intention, alternative job opportunity.

Examining the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on turnover intentions in intercollegiate athletics

Purpose– The purpose of this paper is to explore the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on voluntary turnover intentions among senior administrators in intercollegiate athletics departments in the USA.Design/methodology/approach– In total, 196 senior athletic administrators completed an online questionnaire assessing transformational leadership of the athletic director, organizational commitment, job embeddedness, job search behaviors, and voluntary turnover intentions. A model of turnover intentions was tested using structural equation modeling.Findings– Results indicated that organizational commitment did not mediate the relationship between transformational leadership and job search behaviors, nor did job search behaviors mediate the relationship between organizational commitment and turnover intentions. However, job embeddedness moderated the relationship between organizational commitment and job search behaviors.Research limitations/implications– While the study results cannot be generalized outside of the intercollegiate context, the findings further the understanding of variables influencing the relationship between transformational leadership and turnover, which can guide future research.Practical implications– To limit job search and retain employees, managers would benefit from targeting retention efforts on employees with less organizational commitment and lower levels of job embededdness. Managers should strive to foster job embeddedness among employees.Originality/value– This study examines potential mediating and moderating variables of the relationship between transformational leadership and voluntary turnover intentions, an area of inquiry that has not been fully explored in the literature.

The relationship between South Korean clinical nurses' attitudes toward organizations and voluntary turnover intention: A path analysis

The purpose of this study was to examine the relationship between attitudes toward their organizations and voluntary turnover intention among South Korean clinical nurses. Data from a total of 312 clinical nurses in six hospitals in South Korea were collected for the study. Both hierarchical multiple regression analysis and path analysis were used to analyse the data. The overall fit of the hypothetical model was good. Voluntary turnover intention was found to have significant direct pathways to job embeddedness and organizational commitment. Organizational commitment and satisfaction with organizational rewards had indirect pathways to voluntary turnover intention through job embeddedness. All variances explained 62.3% of the voluntary turnover intention scores. The findings suggest that greater job embeddedness, organizational commitment and satisfaction with organizational rewards lead to lower voluntary turnover intention among clinical nurses in South Korea.

An Empirical Investigation of the Relationship Between Role Stressors, Emotional Exhaustion and Turnover Intention in the Airline Industry

This study examines the relationships among job stress factors (overload, ambiguity, and conflict), emotional exhaustion (EE), and voluntary turnover intention. A total of 400 survey questionnaires were distributed, and 366 usable surveys were used for data analysis. The study results showed that the three role stress factors are critical antecedents of EE. In addition, this study confirmed that customer contact employees exposed to excessive or long-term job stress can be emotionally exhausted and that stress can eventually lead to voluntary turnover. Accordingly, airline firms need to provide coping and intervention strategies for stress management, by creating a stress management culture within the organization, providing special training programs, developing clear job descriptions, and redesigning the physical work environment.

The Effect of Psychological Climate for Innovation on Salespeople’s Creativity and Turnover Intention

Psychological climate for innovation (PCI) has received little attention in sales research, although psychological climate as a general construct has been studied extensively in social psychology. This study examines two outcomes of PCI in the sales context: salespeople’s creativity and voluntary turnover intention (VTI). We conceptualize and test a partial mediating mechanism composed of learning orientation and job satisfaction. Data collected from a sample of business-to-business salespeople from multiple companies in the northeast United States provide general support for the model. Overall, PCI is found to enhance sales creativity and reduce VTI. It positively affects salespeople’s learning orientation and job satisfaction, and learning orientation further enhances job satisfaction and sales creativity. However, job satisfaction actually reduces creativity. While PCI positively influences creativity through learning orientation, it exerts a negative effect through job satisfaction. Finally, we find that PCI reduces VTI both directly and indirectly through its positive effects on learning orientation and job satisfaction. The results offer insights and challenges for sales managers on how to retain a learning and creative sales force in an innovative work environment.

The Effect of Employer Brand on Voluntary Turnover Intention with Mediating Effect of Organizational Commitment and Job Satisfaction

Purpose - Employer brand is identified as a unique employment experience by considering the amount of tangible and intangible rewards that are given by a particular company to their employees and it can differentiate one company to its competitors. This study aims to investigate the effect of the employer brand to voluntary employee turnover intention with job satisfaction and organizational commitment as mediating variables in a life insurance company in Indonesia. In this study, researcher examines only the effect of employer brand to internal organization (impacts to existing employees), which the employer brand builds both organizational commitment and job satisfaction that useful to indicate the intention of voluntary turnover.Design/Methodology/approach - The data were collected by survey using questionnaires to 100 full time employees who have worked for more than a year in the company. Purposive sampling method was used in this study. This study use causal step approach to analyze the effect of employer brand on voluntary turnover intentions through mediating variables, organizational commitment and job satisfaction using Mediate Macro for SPSS provided by Hayes and Preacher (2008).Findings - The results show that employer brand has an influence on voluntary turnover intentions; positive employee’s perceptions lead to create positive employer brand and lower voluntary turnover intentions of the company. This relationship is partially mediated by organizational commitment, while job satisfaction is not qualified as a mediator variable in this study.