Work Turnover Intentions Research Articles

A Study on the Effect of Global Financial Crisis on the Turnover Intention of Workers

A Study on the Effect of Global Financial Crisis on the Turnover Intention of Workers

The impact of workplace spirituality on food service worker turnover intention

In 2015, employee turnover was a significant problem in the food service industry. In order to reduce employee turnover, researchers have examined the relationship between workplace spirituality and turnover intention in limited industries and geographic areas. The purpose of this quantitative experimental two group pretest–posttest study was to determine whether the implementation of a workplace spirituality program impacted turnover intention in food service organizations. The sample consisted of 53 employees of a multi-location quick-service restaurant in the state of Florida. An ANCOVA showed that when controlling for pretest, the effect of a workplace spirituality program on turnover intention was not significant (p = .274), suggesting workplace spirituality interventions may not be an appropriate turnover intention mitigation method within the food service industry. The current findings add to the literature suggesting industry differences should be considered when examining the impact of workplace spirituality on turnover intention.

Influence of organizational rewards on organizational commitment and turnover intentions

Purpose– The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector.Design/methodology/approach– A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China.Findings– The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention.Research limitations/implications– This study covers different public and private-sector organization employees working in China. Therefore other geographical areas could be designated for future research endeavors with a bigger sample size.Practical implications– With the purpose of boosting employee commitment, managers must provide their employees with greater autonomy, appropriate training and participation in decision making in the organization, as well as enhancing supervisor and coworker support.Originality/value– This research investigates how Chinese employees with different categories of organizational rewards react to different kinds of organizational commitment and turnover intention in Chinese organizational context.

Relationships among Job Satisfaction, Organizational Commitment, and Turnover Intention: Evidence from the Gambling Industry in Macau

The purpose of this study was to examine the relationships among job satisfaction, organizational commitment, and turnover intention of workers in two casinos in Macau. The current study was a correlational study and used convenience sampling, and a total of 105 surveys were retrieved from employees working in two casinos in Macau. For our sample, we found that job satisfaction had a significant and positive correlation with organizational commitment. We also found that the association between job satisfaction and turnover intention was positive but not significant and the association between organizational commitment and turnover intention was negative but not significant. Finally, the regression model indicated that job satisfaction and organizational commitment were effective predictors of employees’ turnover intention.

BEM-ESTAR NO TRABALHO E PERCEPÇÃO DE SUCESSO NA CARREIRA COMO ANTECEDENTES DE INTENÇÃO DE ROTATIVIDADE

O objetivo geral deste estudo foi analisar, interpretar e discutir as relações entre as percepções de sucesso na carreira, o bem-estar no trabalho e a intenção de rotatividade em trabalhadores da Região Sudeste do Brasil. Participaram desta pesquisa 500 trabalhadores que atuam no Estado de São Paulo, em organizações não governamentais, públicas e privadas. Como instrumento para coleta de dados foi utilizado um questionário de autopreenchimento composto de cinco escalas que mediram as variáveis da pesquisa. A presente pesquisa se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também testar as hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa de natureza transversal com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas paramétricas (cálculos de estatísticas descritivas: médias, desvio padrão, teste t e correlações; cálculos de estatísticas multivariadas: análise de regressão linear múltipla stepwise e teste da normalidade das variáveis, por meio do teste de Kolmogorov-Smirnov). O tratamento e a análise dos dados foram realizados pelo software estatístico Statistical Package for the Social Science (SPSS), versão 18.0. Os resultados obtidos demonstraram que as dimensões de bem-estar no trabalho exercem forte e significativo impacto sobre a intenção de rotatividade dos profissionais, enquanto a percepção de sucesso na carreira contribuiu com valores baixos nesse impacto, devido ao formato do modelo hipotético. A pesquisa possibilitou concluir que quanto mais a empresa se preocupa em proporcionar um ambiente de trabalho que seja animador, interessante e que cause entusiasmo, menos os profissionais pensarão em deixá-la.

The Effect of Person-Organization Fit on Social Worker Turnover Intention : Focusing on the Community Welfare Center of ChungCheong area

본 연구는 사회복지사의 개인-조직적합성과 이직의도 간의 관계를 밝혀 사회복지사들의 잦은 이직을 예방 할 수 있는, 조직 관리 수준의 개입과 실천적 함의를 제공하는 데 목적이 있다. 본 연구에서는 대전ㆍ세종ㆍ충남ㆍ충북의 사회복지사 222명의 조사 자료를 분석하였으며 개인-조직적합성을 독립변수로 일반적특성을 통제변수로 이직의도를 종속변수로 구성하였다.BR 분석결과 사회복지사의 개인-조직적합성은 이직의도에 부적(-) 영향을 미치는 것으로 나타났다. 따라서 사회복지사의 잦은 이직을 예방하기 위하여 사회복지사 개인의 조직적합성을 높일 수 있는 조직관리의 측면 노력과 프로그램 개발 및 보급이 이루어져야 한다.

조선업 협력업체 근로자의 자아존중감, 직무만족 및 이직의도와의 관계

Purpose: This is a descriptive correlation study to identify self-esteem, job satisfaction, and turnover intention among ship-building supply workers. Methods: The subjects were 199 ship-building supply workers at two small & medium-sized ship-building supply companies in K city. The data were collected from March 1st through 31st, 2013. The collected data were analyzed using the SAS program through t-test, ANOVA, Scheffetest, and Pearson's correlation coefficients. Results: There was a positive correlation between self-esteem and job sat- isfaction (r=.29, p<.001), a negative correlation between self-esteem and turnover intention (r=-.20, p<.001). Also there was a negative correlation between job satisfaction and turnover intention (r= -.58, p<.001). Conclusion: This finding identified that the self-esteem and job satisfaction were an important variable related to the turnover intention. Therefore, organizational managers need to develop strategies for improving workers' self-esteem and job satisfaction to prevent and decrease worker's turnover intention.

조직후원인식이 조직몰입에 미치는 영향에 관한 연구

본 연구는 이직율의 원인 특히 기업의 종사자들이 갖고 있는 조직 내의 직무 그리고 조직과 관련된 지각 그리고 그로 인해 형성되는 태도가 그들의 이직의도 그리고 그에 따른 이직과 성과 저하에 미치는 영향을 규명하고자 한다. 이를 위해 이직의도에 영향을 미치는 근로자들의 태도 변수로는 종업원들이 지각하는 그들에 대한 그들이 근무하고 있는 조직으로부터의 후원인식과 그 조직에 대한 그들의 몰입도를 변수로 선택하였다. 본 연구에서는 이론적인 검토와 선행연구들을 기초로 하여 수립된 5개의 연구가설 중 4개의 가설이 기대했던 대로 검증되는 결과를 얻었다. 결국 조직후원인식은 정서적 몰입을 높일 수 있으며 높은 수준의 정서적 몰입은 이직의도를 낮출 수 있다는 것을 보여주는 것이라고 할 수 있다. 경기불황과 함께 이직을 고려하는 현상이 증가하는 시기에 우리나라 기업들이 조직의 유효성을 높이기 위해서는 조직후원인식 행위를 적극 권장하여 몰입의 향상방안을 모색함으로써 근로자들의 조직내 근로의 질을 향상시켜 이직의도를 줄여나가는 방향에서의 인적자원관리가 바람직할 것으로 사료된다. In general, there are three factors which compel employees to leave their position at a company: duties in organization, perception related to organization, and attitude built through the previous factors. The purpose of this study is to investigate the influence of the factors on the turnover intention and the decreasing achievement affected by the turnover. For this study, the perceived organizational support and organization commitment were chosen as worker's attitude variables which affects turnover intention. The results through the actual analysis are as follows: 1. Worker's emotional commitment is on the increase when the organization values their increased efforts as precious and makes efforts to improve welfare system. 2. Worker's turnover intention decreases as the stronger emotional commitment enables them to gain more consciousness to stay longer at the company. 3. The worker who possesses stronger lasting commitment tends to have some inclination to leave his current position if other organization offers compensation enough to make up for the current investment. 4. Worker's turnover intention decreases when they perceive that the organization acknowledges employees' value and supports them. 5. Worker's turnover intention at the small-middle sized companies is higher than at major companies. In this study, four out of five hypotheses, which are based on theoretical examinations and backgrounds, gain verified results. In the end, it is showed that the perceived organization support can increase the emotional commitment which makes it possible to decrease turnover intention. Consequently, it can be said that the appropriate human resources management is to explore the ways to decrease worker's turnover intention by improving labor environment and searching for the way to promote worker's commitment to their organization through the perceived organization supports.

Factors Influencing the Turnover Intention of Chinese Community Health Service Workers Based on the Investigation Results of Five Provinces

After the implementation of the new health reform, the Chinese government paid increasing attention to developing its community health service (CHS). The focus is mainly on cultivating community general medical practitioners but paying less attention to the working status and occupational demands of in-service CHS workers. CHS requires a stable team that can provide good service to community residents. At present, the demission rate of CHS workers is high. Studying how to increase the stability of CHS workers is noteworthy. The goal of this study is to ascertain the key factors that influence the CHS worker turnover intention to increase their work satisfaction and stability. A total of 100 CHS organizations were sampled randomly in 10 cities from 5 Chinese provinces for this study. All CHS workers from these organizations took a questionnaire survey. In total, 3,212 valid answer sheets were collected. Pearson Chi square test and Binary logistic regression were used to analyze the related influencing factors that result in CHS worker turnover intention. A total of 38.7% of those who accomplished the questionnaire intended to quit. The influencing factors that result in CHS worker turnover intention are (1) socio-demographic factors such as age, post of duty, professional title, and working seniority, and (2) other work-related factors such as pay packets, learning and training opportunities, promotion and personal development space, and working stress. CHS workers were less satisfied with the balance between payment and work quantity, promotion opportunity, and working conditions. Based on the results, the government should pay more attention to the various demands of CHS workers in service, especially by increasing their income, providing more learning and training opportunities, and increasing the degree of their work satisfaction to avoid turnover intention and ensure the stability of the CHS workforce.

제조업에 종사하는 정신장애인 근로자의 이직의도 관련요인

Purpose: The purpose of this study was to identify turnover intentions in workers with mentally disabilities working in manufacturing industry. Methods: Participants were 147 workers with mentally disabled living in B-city and Y-city. The data were collected from September 1st to November 30th, 2011 using self-report questionnaires including measurements of turnover intentions, family support, work volition, working environment, job satisfaction and internalized stigma. Data analysis was done using the SPSS/WIN 18.0 program. Results: The average score for turnover intention was <TEX>$2.9{\pm}0.7$</TEX>. Turnover intention was related to job satisfaction, working environment, family support and internalized stigma. The predicting factors for turnover intention were job satisfaction, internalized stigma and gender. Those factors accounted for 41.9% of turnover intention. Conclusion: The results imply that workers with mentally disabled need to reduce internalized stigma as well as to increase job satisfaction in order to decrease turnover intention.

Do interpersonal relationships still matter for turnover intention? A comparison of South Korea and China

This study investigated the effects of supervisor and co-worker relationships on the turnover intentions of workers in Korea and China. A U-shaped relationship between supervisor relationships (i.e. leader–member exchange) and turnover intention reported in the studies using western samples has not been replicated in the Asian samples of this study. Instead, each of supervisor and co-worker relationship had a negative and linear association with turnover intentions in China. On the other hand, co-worker relationships had a negative linear relationship with turnover intentions while supervisor relationship did not relate to worker's turnover intention in Korea. The comparison between Korea and China showed that the supervisor and co-worker relationships had stronger influence on turnover intentions in China than in Korea. Discussions and implications concerning the Korean HRM in the global context are offered.

사회복지기관의 학습조직이 조직몰입 및 이직의사에 미치는 효과 : Senge모형을 중심으로

본 연구는 사회복지기관의 학습조직 특성을 파악하고 학습조직이 조직몰입 및 이직의사에 미치는 영향을 분석하는데 그 목적을 두고 있다. 이를 위해 학습조직의 개념과 구성요소를 비교적 가장 명확히 제시하고 있는 Senge(1990)의 학습조직모형을 적용하여 학습조직을 공유된 비전, 개인적 숙련, 팀 학습 및 시스템 사고로 구성하였고, 민간분야 사회복지사 342명의 구조화된 설문조사를 실시하고 자료를 분석하였다. 연구결과 조사대상자들의 학습조직 수준은 평균값 이상의 결과를 보여주고 있으며, 상관분석 결과 학습조직은 조직몰입과는 정(+)의, 이직의사와는 부(-)의 관계를 갖는 것으로 나타났다. 학습조직이 조직몰입에 미치는 영향에 관한 회귀분석 결과 공유된 비전, 개인적 숙련 및 팀 학습은 조직몰입에 긍정적인 영향을 미치고, 공유된 비전과 팀 학습은 또한 이직의사에 부(-)적 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 학습조직 구축을 위한 정책적 및 실천적 함의를 논의하였다. The main objective of this study was to investigate the effect of learning organization on social worker's organizational commitment and turnover intention in the social welfare organization. For the research, learning organization was consisted of shared vision, personal mastery, team learning and system thinking on the P. Senge's learning organization model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of learning organization had a higher than medium. By using a hierarchical multiple regression, shared vision, personal mastery and team learning had a positive effect on the social workers' organizational commitment. Shared vision and team learning had a negative effect on the social workers' turnover intention. This study finally discusses theoretical implications for future study and practical implications for learning organization strategies on the results.

The Influence Of Personal Factors On Workers Turnover Intention In Work Organizations In South-West Nigeria

This study investigated the influence of personal factors on workers’ turnover intention in work organizations in South-West Nigeria. This was for the purpose of ascertaining the relevance of personal variables to turnover intention assessment among industrial workers in Nigeria. The descriptive survey design was adopted for the study. A total of 725 respondents were selected using stratified sampling technique. A set of self developed structured questionnaire titled Personal Factors and Workers’ Turnover Intention Scale (PFWTIS) with reliability co-efficient of 0.84 was used for data collection. Multiple Regression Analysis and t-test statistics were used for data analysis at 0.05 alpha levels. The findings revealed that: Personal factors (work-family life, commitment, job satisfaction and general health) significantly influenced workers’ turnover intention F (4, 720) = 0.570; P&lt;0.05). Findings revealed that the order of causation in descending order of magnitude: Job satisfaction (Beta = 0.345, P&lt;.0.05); work-family life (Beta = 0.205; P&lt;0.05), general health (Beta = 0.213; P&lt;0.05) and commitment, (Beta = 0.145; P&lt;0.05). Based on these findings, it was recommended that for retention of workers to be made possible, motivational incentives that could foster workers` job satisfaction and commitment should be provided at equitable measure of reward system to be commensurate with workers` job performance. Also, organizational support system that could promote workers` good health and reduction of occupational hazards should be provided for all levels of workers in order to achieve workers retention.

A study of subordinate–supervisor guanxi in Chinese joint ventures

Previous studies showed that guanxi is important for research in Chinese management and business activity. However, the concepts and nature of this practice in the context of China are not yet clear, because guanxi has various related meanings in Chinese society. In addition, only a limited number of researchers have studied this topic in the workplace. This study has the aims to describe and examine this construct in Chinese joint ventures. A model that links the construct of trust in a supervisor with subordinate–supervisor guanxi, together with antecedents of trust in an organization is proposed. The proposed model considers it as an antecedent of trust in a supervisor; procedural justice and job security as antecedents of trust in an organization. It further compares how trust in a supervisor and trust in an an organization affect the turnover-intention of workers. A data set consisting of 292 employees in joint ventures in Southern China was used to test the hypotheses. The results of LISREL (a widely available software package) supported the proposed model. Trust in an organization was found to have a stronger effect on employees' turnover intention than trust in a supervisor. The role of subordinate–supervisor guanxi at work in Chinese joint venture is examined and discussed. The findings of the present study provide practical implications for managing Chinese employees in joint ventures.

A Fuzzy Approach to Social Worker's Turnover Intention

This study seeks to find the factors associated with social workers' turnover intention and show us how to manage turnovers by looking for some rules affecting turnover intentions. Our investigation surveying 331 social workers reveals that social workers' turnover intentions are affected by organizational commitment, job satisfaction, and burnout. Our pattern analyses using fuzzy ID3 show that the higher their commitment, the higher their job satisfaction stemming from promotion opportunities, rewards, and personal relations with peers and bosses. In addition, turnover intentions decreases (even if burnouts--the job-related stress--are very serious) when organizational commitment increases. We come to understand that organizational commitment could be a more important variable than job satisfaction and burnouts. Such results suggest that it would be necessary to consider how to improve social workers' organization-wide commitment rather than satisfaction and burnout related to jobs and environments.

The impact of work and organizational characteristics on the health status, job dissatisfaction and turnover intentions of workers in an information service industry

Based on the conceptual model of "healthy work organization", we conducted a questionnaire survey of 612 Japanese workers in an information service industry company to investigate the effect of work stressors and organizational characteristics on workers' health status, job dissatisfaction and turnover intentions from July to August 2001. The response rate was 96.2%. For the statistical analysis, data on 488 computer technical support staff were used. To grasp the occupational stressors, we used a focus group to clarify work stressors and organizational characteristics. After factor analysis, we identified seven factors composed of 29 items and created seven scales of work and organizational characteristics. As scales of "organizational characteristics", "insufficient evaluation system", "undeveloped management system", and "career and future ambiguity" were used. The remaining scales, "poor coworker support", "poor supervisor support", "insufficient office amenities" and "high job demands and control", were used as scales of "work and workplace characteristics". The results of multiple regression analysis showed significant relevance of organizational characteristics to health status, job dissatisfaction and turnover intentions of workers. They supported "healthy work organizations" as useful conceptual tools for the study of organizational health.

Affective organizational commitment of workers in Chinese joint ventures

This study examines the factors affecting joint venture employees’ affective commitment in the Peoples’ Republic of China. Three theoretical frameworks (i.e. the justice framework, the job security framework and the trust framework) are employed to study the antecedents and the consequence of workers’ affective commitment. The proposed mediation model includes: distributive justice, procedural justice and perceived job security as the antecedents of affective commitment; trust in organization as the mediator; and turnover intention as the outcome variable. The results supported this mediation model. It has been found that trust in organization mediates the relationships between distributive justice, procedural justice, perceived job security and affective commitment. In addition, perceived job security and affective commitment have significant effects on the turnover intention of workers. Finally, the theoretical and practical implications of the present study are discussed.