Work Turnover Research Articles

The Influence Of Affective Commitment And Psychological Empowerment On Turnover Intention Of Millennial Workers

Turnover Intention needs attention because it can have a negative impact on an organization. This research aims to determine the magnitude of the impact that affective commitment and psychological empowerment have on millennial worker turnover. The respondents were 100 millennial workers. Sampling was carried out using convenience sampling. Data analysis process with SEM PLS. The research results found that affective commitment has a negative effect on turnover of millennial workers. Interestingly, psychological empowerment actually has a positive effect on turnover among millennial workers. Future researchers can use moderating variables on the influence of psychological empowerment on turnover intention. This research contributes to efforts to reduce turnover of millennial workers through affective commitment and psychological empowerment.

The impact of meaning in life and professional happiness on the turnover intention of health care workers: a cross-sectional study from China

IntroductionThe turnover and shortage of health care workers (HCWs) have been a worldwide problem for healthcare organizations. The primary aim of this study was to identify the factors influencing the intention of Chinese HCWs to leave their job, especially meaning in life and professional happiness.MethodsThis observational cross-sectional study, conducted among 1125 full-time HCWs, assessed demographic variables, meaning in life, professional happiness, and turnover intention by a survey. The survey was distributed to HCWs in three tertiary hospitals. The data were analyzed by T-tests, ANOVA, Kruskal–Wallis tests and hierarchical linear regression model.ResultsThere were statistically significant differences in turnover intention of HCWs by gender, age, role, educational level, years in practice, and number of monthly night shifts. HCWs’ meaning in life and professional happiness were negatively associated with the turnover intention. Furthermore, after controlling for other factors, meaning in life explained 3.7% of the turnover intention and professional happiness explained 13.4%.ConclusionIn our study, positive psychological factors were related to turnover intentions. Professional happiness was the strongest predictor. Thus, health human resource managers should foster positive psychology among HCWs to reduce their turnover.

Managing Volunteers and Paid Workers in a Nonprofit Operation

Some nonprofit organizations (NPOs) manage a complex workforce composed of a mix of volunteers, part-time workers, and full-time workers. We study the NPO’s finite-horizon staffing problem to determine the optimal initial staff planning decisions and per period optimal hiring and assignment decisions given a budget, capacity constraints, and an uncertain supply of volunteers and part-time workers. Our main goal is to solve this problem in a way that is effective and easy to implement while obtaining interesting managerial insights. To this end, we first demonstrate that the optimal staffing policies are computationally challenging to identify in general. However, we demonstrate that a prioritization assignment policy and a hire-up-to policy for part-time workers can be conveniently applied and are close to optimal. These policies are, in fact, optimal under staff scarcity and staff sufficiency. In our numerical analysis, we study the value and impact of the general optimal solution that considers flexibility and turnover of part-time workers versus the prioritization assignment policy and a constant hire-up-to policy that omit flexibility and turnover behaviors. We further suggest two easy-to-implement heuristics and theoretically analyze them and run a numerical performance study. We observe that both heuristics have low relative optimality gaps. Finally, we extend our analysis by studying how the optimal policy varies under three different practical considerations: a concave social value objective, nonzero volunteer costs, and dynamic volunteer behaviors. This paper was accepted by Jayashankar Swaminathan, operations management. Funding: This work was supported by the Comunidad de Madrid [Grant EPUC3M12], the Ministerio de Ciencia e Innovación [Grant PID2021-127657NA-I00], and the Ramon y Cajal Fellowship [RYC2020-029303-I]. Supplemental Material: The data files and online appendices are available at https://doi.org/10.1287/mnsc.2023.4923 .

The Russian labor market: Long-term trends and short-term fluctuations

This paper provides a statistical portrait of the Russian labor market during the latest period of 2010–2022. The analysis delves into both the long-term trends in its evolution and short-term fluctuations associated with its adjustment to economic downturns. The most noteworthy among the long-term changes are a gradual shrinkage of the labor force and employment, the transition to record low unemployment, a sharp acceleration in worker turnover, and the emergence of an extensive overhang of unfilled job vacancies. During the period under review, the Russian economy experienced three strong adverse macroeconomic shocks — the first sanctions crisis in 2014–2015, the corona crisis in 2000–2021, and the second sanctions crisis, which began in 2022 and is still far from over. The paper provides the evidence that the Russian labor market has retained the same algorithm for accommodation to economic downturns, which it developed back in the 1990s. A distinctive feature of this specific model is that the negative shocks are absorbed predominantly through declines in wages and reductions in working hours, rather than through contraction of employment and surge in unemployment. The general conclusion is that the Russian labor market is undergoing a transition from a functional regime marked by tight labor demand to another characterized by tight labor supply.

Determinant Factors of Nurse Job Satisfaction in Hospital Ward

An unmanaged nurse performance satisfaction could reduce productivity, motivation, organisational commitment, and performance, increasing absenteeism and work turnover. Nurse performance satisfaction could be affected by needs, aspirations, allowance, behaviour, income, leadership style, job, workload, work environment, facility, leadership, promotion, work partner, supervisor, productivity, work efficacy, policy, and work condition. This study aims to determine the factors related to Inpatient Ward Nurse Performance Satisfaction at KRMT Wongsonegoro Hospital. It is an associative quantitative study using a cross-sectional approach. The research subject was an hospital ward nurse with criteria such as practitioner nurse with a diploma, bachelor's, or professional degree with a minimum of a year of working experience. One hundred forty-eight respondents were chosen using proportionate simple random sampling. The research focuses on measuring determinant factors that affect nurses' performance satisfaction using analysis of multiple linear regression tests with a backward method. The research finding shows the determinant variable of nurse performance satisfaction are nurse perception toward the leadership of the chief nurse (X1), nurse perception toward work (X2), and nurse perception toward workload (X3). The variables show significant positive relationships that simultaneously affect nurse performance satisfaction (Y) at 83.3%. The dominant variable that affects nurse performance satisfaction (Y) is nurse perception toward work (X2). It is because the knowledge owned by nurse make them happy and positively impact their responsibility. The unity between knowledge, feeling, and responsibility signifies accomplished nurse work satisfaction.

Job satisfaction of hospital pharmacists in a representative province in Mekong Delta, Vietnam.

Job satisfaction is an important factor affecting job performance and turnover of healthcare workers, especially hospital pharmacists. Nevertheless, limited studies have reported this issue in the context of Vietnam. To help maintain the quality and size of the limited hospital pharmacy workforce in Vietnam, especially in the Mekong Delta area, this study investigated the job satisfaction of hospital pharmacists, and the associated factors, in Vinh Long province, a representative province in the central Mekong Delta. A cross-sectional survey was conducted, recruiting hospital pharmacists working in all 17 province/district-affiliated healthcare facilities across Vinh Long province, Vietnam, between August and September 2022. Among the 235 survey participants (representing a response rate of 97.1%), 189 pharmacists (80.4%) reported that they were satisfied with their job. Working conditions, leadership styles, and benefits were factors found to significantly influence job satisfaction. Pharmacists who had worked in the field for 3-5 years (OR = 3.752, 95% CI = 1.036-13.595), more than 5 years (OR = 6.361, 95% CI = 2.264-17.875), did not have additional duties besides their primary responsibilities (OR = 2.046, 95% CI = 1.005-4.163), and worked in a private healthcare facility (OR = 12.021, 95% CI = 1.470-98.316), were significantly more likely to be satisfied with their job. Most hospital pharmacists were satisfied with their current job. To further improve job satisfaction in this population, further improvements to working conditions are necessary.

The Impact of Performance Appraisal on Employee Turnover on the Medical Field in Egypt

One of my principal concerns when I got advanced and turned into a director liable for overseeing and managing 9 subordinates is how to deal with these individuals really and productively and with regards to examination, reasonably and solidly evaluate their work and endeavors, yet the story doesn't go consistently that way. "You are a chief, you know how to pass judgment on your kin", that was my chief response when I asked him how I might lead the exhibition evaluation for my group, I got stunned and featured on the examination structures attempting to reasonably disclose the critical components of this examination and afterward direct the meeting. In this examination I attempted to sort out the genuine terrible practices and disadvantages of not being adequately qualified to assess your group and consequently the perils that will be affected on the exhibition the board cycle which will be expired prompting higher paces of worker turnover.

Migration and labour unrest during the pandemic: Studies from Germany and Austria

AbstractThis paper presents the results of research, which highlights the situation during the pandemic in sectors characterised by low wages and a high turnover of workers. The empirical basis is formed by company case studies in the meat industry, postal services, and mask production in Germany and Austria. This paper discusses the significance of different locations (at and beyond the workplace) and forms (‘exit’ and ‘voice’) of labour unrest in sectors of the economy that are characterised by a predominance of the use of migrant labour. It questions how conflicts over migrant labour have been articulated and possibly changed in the pandemic, and what factors may have contributed not only to an upsurge but also to the containment, regulation, and repression, of labour unrest.

Development of the Workplace Interpersonal Problems Scale for Care Workers (WIPS) and examination of its reliability and validity

IntroductionThe turnover rate of care workers has remained high by global standards, with previous studies showing an association between workplace interpersonal relations and care worker turnover and turnover intentions. This study details the development of the Workplace Interpersonal Problems Scale for Care Workers (WIPS) and examines its reliability and validity according to the COSMIN guidelines. MethodsA total of 476 care workers employed by elder care facilities participated in the study. This study examined the reliability and validity of the WIPS after its development. Reliability was evaluated using Cronbach's α, test reliability with the standard error of measurement, and test–retest reliability with the intraclass correlation coefficient. Content validity, construct validity, and structural validity were examined to evaluate validity. ResultsBoth total and subscale scores of the WIPS had a Cronbach's α coefficient >0.75 and high test–retest reliability (intraclass correlation coefficient, 0.75). Content validity analysis showed the item-content validity index of ≥0.90 for all WIPS items, confirming 100% of the hypotheses for testing construct validity. Confirmatory factor analysis showed an acceptable fit for the hypothesized six-factor construct (CFI = 0.92, TLI = 0.91, RMSEA = 0.07, SRMR = 0.05). ConclusionsThe WIPS was found to be a valid and reliable instrument. With the growth of the elderly population worldwide, we believe that the WIPS will be a useful quantitative measure to assess workplace interpersonal problems affecting care workers in various aspects.

Burnout and staff turnover among certified nursing assistants working in acute care hospitals during the COVID-19 pandemic.

Healthcare worker burnout is a growing problem in the United States which affects healthcare workers themselves, as well as the healthcare system as a whole. The goal of this qualitative assessment was to understand factors that may lead to healthcare worker burnout and turnover through focus groups with Certified Nursing Assistants who worked in acute care hospitals during the COVID-19 pandemic. Eight focus group discussions lasting approximately 30 minutes each were held remotely from October 2022-January 2023 with current and former Certified Nursing Assistants who worked during the COVID-19 pandemic in acute care hospitals. Participants were recruited through various sources such as social media and outreach through professional organizations. The focus groups utilized open-ended prompts including topics such as challenges experienced during the pandemic, what could have improved their experiences working during the pandemic, and motivations for continuing or leaving their career in healthcare. The focus groups were coded using an immersion-crystallization technique and summarized using NVivo and Microsoft Excel. Participant demographic information was summarized overall and by current work status. The focus groups included 58 Certified Nursing Assistants; 33 (57%) were current Certified Nursing Assistants and 25 (43%) were Certified Nursing Assistants who no longer work in healthcare. Throughout the focus groups, five convergent themes emerged, including staffing challenges, respect and recognition for Certified Nursing Assistants, the physical and mental toll of the job, facility leadership support, and pay and incentives. Focus group discussions with Certified Nursing Assistants identified factors at individual and organizational levels that might contribute to burnout and staff turnover in healthcare settings. Suggestions from participants on improving their experiences included ensuring staff know they are valued, being included in conversations with leadership, and improving access to mental health resources.

When Firm Policies Are Not Enough: The Effects of Public Health Policy on Worker Turnover

When Firm Policies Are Not Enough: The Effects of Public Health Policy on Worker Turnover

Migrant Worker Turnover: The Role of Retention Decision Satisfaction and Geographic Distance

Migrant Worker Turnover: The Role of Retention Decision Satisfaction and Geographic Distance

The research on employee care for hospitalization incidents

<b>Purpose: </b>The purpose of this paper is to provide a basic view, which use the social learning theory and self-efficacy to explore the relationship between employee care, stress status, and work style inside healthcare organization.<br /> <b>Design/methodology/approach: </b>This paper is a conceptual study on healthcare industrial workers recognize the commitment in workplace safety, making the importance of work adjustment, and maintenance in a safe environment. Hospitals have reduced costs and manpower, coupled with the implementation and promotion of various evaluations, which greatly increased the load on the staff of medical institutions, resulting in longer working hours, and worsening of the working conditions. Service-profit chain makes the same predictions about service users and the resulting effect on service worker satisfaction, error reduction, turnover, and other helpful employee outcomes. This research uses a survey tool as a structured questionnaire of Chi-square test for hospitalization incidents was taken in southern hospital center to analyze demographic changes and working conditions.<br /> <b>Findings: </b>This paper’s findings are 297 administered questionnaires; 205 questionnaires were returned, giving a returned rate of 69%. After deducting 11 invalid questionnaires, 194 valid questionnaires were procured with an effective response rate of 65.3%. This study finds the age of hospital employees and the stress of their children are related to the reason for their hospitalization. The stress, which comes from children is significantly related to the reason for the hospitalization of employees.<br /> <b>Originality/value: </b>This paper is exploring the relevant factors of hospitalization, which will be a helpful improvement in the useful management of healthcare industrial. It is also helpful in human resource management of healthcare industrial organization in the future.

Retention and Turnover of Social Workers in China: Experimental Evidence from Beijing

ABSTRACT Purpose The aim of this study was to identify the critical factors that influenced the turnover and retention of social workers and to propose strategies for enhancing professional social work teams. Method A discrete-choice experiment (DCE) method was employed to approach to assess social workers’ preferences regarding both income-related and non-income-related factors affecting their willingness to remain or leave their positions. Results Both income-related and non-income-related measures significantly affected social workers’ the willingness to retain in their roles. Specifically, increasing the base salary had a stronger effect compared to performance pay. Among the non-income factors, providing career development opportunities had the strongest effect, followed by improving management, while honors had the weakest effect. Furthermore, it was observed that the effects of these improvements varied depending on the social workers’ backgrounds and the types of social work clubs they were associated with. For instance, promoting career development was found to be more effective in well-developed clubs, while income incentives appeared to be more impactful in less developed clubs. Discussion and Conclusion The study highlighted the importance of both income-related measures and non-income factors in addressing the issue of turnover and promoting stability within professional social work teams. Additionally, the observed heterogeneity in the effects of these improvements emphasized the need for tailored retention strategies that consider the diverse backgrounds of social workers and the specific organizational contexts they operate in.

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

Worker Turnover and Job Reallocation: Evidence from Matched Employer-Employee Data

Previous articleNext article No AccessWorker Turnover and Job Reallocation: Evidence from Matched Employer-Employee DataAdmasu Shiferaw and Måns SöderbomAdmasu Shiferaw Search for more articles by this author and Måns Söderbom Search for more articles by this author PDFPDF PLUS Add to favoritesDownload CitationTrack CitationsPermissionsReprints Share onFacebookTwitterLinkedInRedditEmail SectionsMoreDetailsFiguresReferencesCited by Economic Development and Cultural Change Just Accepted Article DOIhttps://doi.org/10.1086/718686 Views: 35Total views on this site HistoryAccepted December 22, 2021 PDF download Crossref reports no articles citing this article.

Internal Corporate Social Responsibility in the Spanish Computer Consultancy Industry and Its Impact on Worker Turnover

The Covid-19 pandemic has brought a new form of work that is here to stay, the remote work, this way of working favors turnover between companies since employees can work anywhere in the world regardless of where the worker lives. The aim of this paper is to analyze how internal corporate social responsibility and, particularly, human resources policies can influence the employees job satisfaction, their organizational commitment and their turnover intention. This paper can help companies know how to retain their “intellectual” capital. Methods: for this research we have used a questionnaire with a scale composed of 5 levels which has been distributed among professionals from different companies in the spanish computer consulting industry. A structural equation model was applied to test the hypothesis with the help of SmartPLS software. Results: from the analysis of the data, it is concluded that there is a positive relationship between human resources policies and workers job satisfaction, as well as a positive relationship between job satisfaction and organizational commitment and a negative relationship between workers' job satisfaction and their turnover intention, namely, the better the human resources policies, the greater the job satisfaction and minor the turnover intention. Secondly, we also observed the existence of an indirect or mediating relationship which indicates that job satisfaction has a positive impact on organizational commitment and this in turn in the turnover intention with an even greater impact than that of the direct relationship. Conclusions: from this work we can conclude that adequate human resources policies improve the employees job satisfaction, thereby improving organizational commitment and significantly reducing their turnover intention, which is very important for companies that want to retain their employees and can provide a competitive advantage over other companies in the sector.

Strategies For Retaining Scarce Skills and Reducing Turnover in The South African Public Sector

The South African public sector confronts a problem in retaining scarce skills because it competes in the labour market with the private sector, which provides higher packages/ benefits and conducive working conditions. Higher turnover of workers with scarce skills is a serious problem for service delivery and a costly exercise for the government. When scarce-skilled employees leave the public sector, vacant positions in the institutions' post establishments arise; as a result, the public institutions' ability to provide quality service delivery declines, and the recruitment and selection process is a costly process that further strains the government's budget. The capacity of a public institution to provide world-class service to its citizens is entirely dependent on the availability of competent staff who will carry out their tasks in such a manner that service delivery is enhanced. This paper aims to assess the current turnover rate among scarce skills employees within the South African public sector, and present viable alternatives for the government to address the escalating turnover issues, ultimately ensuring the retention of these valuable employees. To achieve the objective of the article, this paper used a review of the literature. The findings of this study revealed that the South African public sector is having difficulty attracting and retaining scarce skilled employees, which has a negative impact on the delivery and development of services. This higher turnover is faced by all levels of government and is driven by a competition for scarce skills between the government and the private sector, unfavourable working conditions, and less competitive packages, which has resulted in a situation where posts in the public sector remain vacant for longer periods of time. Few studies address concerns about scarce skills, high turnover, and personnel retention, particularly in the South African public sector. The author contends that this field should be further researched because effective and efficient public service delivery depends on the qualified staff.

Coordinated firm-level work processes and macroeconomic resilience

The production processes at many firms rely on a highly choreographed and interdependent network of workers performing specialized jobs. We designed and implemented a targeted employer survey to measure the extent of coordination in work processes. We link this firm-level coordination measure to administrative data and find that firms with a more coordinated work process are more productive, pay higher wages, and experience lower worker turnover. Yet, these firms suffer more severe negative consequences from unexpected worker absences and adopt various strategies to mitigate such risk, the reliance on which we document. We also find that more coordinated employers suffer worse consequences of negative aggregate shocks. Finally, we discuss policies that may encourage firms to adopt more productive coordinated work processes by increasing the resilience of coordinated employers to negative idiosyncratic or aggregate shocks.

"The Yo-Yo Effect": U.S. Department of Veterans Affairs Social Workers' Experiences with Job Flexibility during the Pandemic.

Social work turnover from the emotional overload of providing care during the pandemic has created staff shortages and exposed many gaps in service delivery. Those social workers who sustained employment during this pandemic are asked to take on flexible/additional roles to fill in those gaps in services to their most vulnerable clients. This qualitative study (N = 12) of U.S. Department of Veterans Affairs (VA) inpatient social workers at two sites across the country assesses their experiences of taking on additional roles at their respective VA facility. Three research questions were addressed to the participants: (1) Describe your roles and responsibilities during the COVID-19 pandemic? (2) How did those responsibilities change/evolve over time? and (3) Did you receive training for your new roles or tasks? Thematic analysis revealed six themes that would facilitate effectiveness and continuity of care: (1) recognizing insufficient training to handle a pandemic, (2) meeting the demand for care, (3) responding to unexpected aspects of flexibility, (4) adjusting to new roles over time, (5) adaptation and support, and (6) additional resources to simplify efforts. With COVID rates stabilizing across much of the United States, now is the time to implement trainings and education about job flexibility in the future instance of a pandemic.