Academic literature on the topic 'Organisational turnover intention'
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Journal articles on the topic "Organisational turnover intention"
Orpina, Septriyan, Nurul Iman Abdul Jalil, and Soo Ting T'ng. "Job Satisfaction and Turnover Intention among Malaysian Private University Academics: Perceived Organisational Support as a Moderator." South East Asian Journal of Management 16, no. 1 (April 30, 2022): 26–50. http://dx.doi.org/10.21002/seam.v16i1.1002.
Full textObeidat, Ahmad M. "The Relationship Between Perceived Human Resource Management Practices and Turnover-Intention: The Mediating Role of Organizational Attractiveness." Modern Applied Science 13, no. 2 (January 27, 2019): 216. http://dx.doi.org/10.5539/mas.v13n2p216.
Full textDiedericks, E., and S. Rothmann. "Flourishing of information technology professionals: Effects on individual and organisational outcomes." South African Journal of Business Management 45, no. 1 (March 31, 2014): 27–41. http://dx.doi.org/10.4102/sajbm.v45i1.115.
Full textWong, Yui-Woon, and Yui-tim Wong. "The effects of perceived organisational support and affective commitment on turnover intention." Journal of Chinese Human Resource Management 8, no. 1 (May 8, 2017): 2–21. http://dx.doi.org/10.1108/jchrm-01-2017-0001.
Full textHa, Jong Goon, Ji Man Kim, Won Ju Hwang, and Sang Gyu Lee. "Impact of organisational characteristics on turnover intention among care workers in nursing homes in Korea: a structural equation model." Australian Health Review 38, no. 4 (2014): 425. http://dx.doi.org/10.1071/ah13204.
Full textSobhani, Farid Ahammad, Amlan Haque, and Shafiqur Rahman. "Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh." Sustainability 13, no. 5 (March 4, 2021): 2753. http://dx.doi.org/10.3390/su13052753.
Full textSaoula, Oussama, Muhammad Fareed, Saiful Azizi Ismail, Nurul Sharniza Husin, and Rawiyah Abd Hamid. "A Conceptualization of the Effect of Organisational Justice on Turnover Intention: The Mediating Role of Organisational Citizenship Behaviour." International Journal of Financial Research 10, no. 5 (June 10, 2019): 327. http://dx.doi.org/10.5430/ijfr.v10n5p327.
Full textCoetzee, Melinde, AMG (Dries) Schreuder, and Michelle Clinton-Baker. "Career anchors, organisational commitment and employee turnover intention in the retail sector." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (February 19, 2019): 105–22. http://dx.doi.org/10.25159/2520-3223/5874.
Full textWu, Weiwei, Muhammad Rafiq, and Tachia Chin. "Employee well-being and turnover intention." Career Development International 22, no. 7 (November 13, 2017): 797–815. http://dx.doi.org/10.1108/cdi-04-2017-0072.
Full textSaufi, Roselina Ahmad, Nur Naha Abu Mansor, Abdul Samad Kakar, and Harcharanjit Singh. "The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan." Sustainability 12, no. 19 (October 4, 2020): 8189. http://dx.doi.org/10.3390/su12198189.
Full textDissertations / Theses on the topic "Organisational turnover intention"
Abrahams, Eloise Magareth. "An analysis of role stress and turnover intention." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/5841.
Full textIncludes bibliographical references (leaves 68-74).
The primary purpose of the study was to analyse the relationship between role stress and turnover intention among registered professional nurses in three public academic hospitals in the Western Cape. It further examined the dimensions of role stress to establish a hierarchy of these variables as experienced by the sample population. Role stress comprised of the following dimensions: role conflict, role ambiguity, role overload, resources inadequacy, skills inadequacy and constant change.
Masindi, Thiathu. "The influence of job satisfaction and organisational commitment on turnover intention." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1005.
Full textThe study identified elements of job satisfaction and organisational commitment and examines their influence on employees’ turnover intentions: to understand elements influencing turnover and the extent to which they correlate with job satisfaction and organisational commitment. This examination was done quantitatively using an online survey method to administer 247 likert scale questionnaires to randomly selected respondents. An impressive 107 responses representing 42.97% were received and analysed. The findings showed that positive relationship exists between job satisfaction and organisational commitment as well as the negative influence they have on turnover intention. The positive relationship suggests that increased level of job satisfaction (employee and supervisor relationship) and organisational commitment (affective commitment) leads to the reduction in turnover intention and vice versa. The study concludes that job satisfaction and organisational commitment indeed have an influence on employee turnover intention. While all elements have potential influence, the influence between (supervisor and affective commitment) is found to be stronger than other elements. It is understood that the two elements (supervisor and affective commitment) have higher propensity to influence employee turnover intention as found.
Parry, Julianne Mary, and j. m. parry@cqu edu au. "The Effect of Workplace Exposure on Professional Commitment: A Longitudinal Study of Nursing Professionals." Central Queensland University, 2007. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20070524.133840.
Full textMohamed-Kohler, Yashfa. "Work-family conflict and turnover intention amongst blue-collar workers : does resilience play a role?" Master's thesis, University of Cape Town, 2011. http://hdl.handle.net/11427/10969.
Full textThis study examined work-family conflict as a predictor of turnover intention, and the moderating role that resilience may have had on this relationship. Participants were bluecollar workers (N = 136) within the chemical-specialty industry in the Western Cape. Exploratory factor analysis illustrated the unidimensionality of work-family conflict, however there was a strong theoretical argument to treat work-family conflict as separate dimensions for further analysis. Higher levels of strain-based conflict were reported by female blue-collar workers than by male blue-collar workers. Simple regression analysis showed that strain-based conflict explained a significant proportion of the variance in turnover intention; however time-based conflict was found not to predict turnover intention in this model. The results for the moderating effect of resilience on the relationship between strain-based conflict and turnover intention were not significant. Implications for management working in blue-collar environments are discussed.
Maré, Zelna. "Leader empowering behaviour, organisational commitment and turnover intention within the gold mining industry / Zelna Maré." Thesis, North-West University, 2007. http://hdl.handle.net/10394/5.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
Henriques, Jenine Elizabeth. "The relationship between trust-in-leadership and intention to quit: the case of a South African financial institution." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15536.
Full textOrientation: Employee turnover (ET) has become one of the central challenges faced by organisations today. Managers of local organisations should be asking themselves the following pivotal question: Why are skilled and top-performing employees leaving organisations? Research purpose: The purpose of this paper is to gain a better understanding and to examine the relationship of trust- in -leadership (TIL) and intention to quit (ITQ) and the effects on ET within a financial institution in South Africa. Motivation for the study: Cost of ET is not the only negative impact for an organisation, the loss of human capital (human intellect) in terms of knowledge, skills and experience also effects the organisation negatively. Managers need to understand how they can decrease their ET and retain their talented and skilled employees. Prior to leaving an organisation staff have an intention to quit (ITQ) and managers are encouraged to focus on preventative measures by identifying the antecedents of ITQ. Research design: A quantitative research approach was used to determine the extent of the relationship between TIL and ITQ among staff, where a cross-sectional field survey generated the primary research data for this study. An online survey consisting of 19 questions was e- mailed to all 400 employees within a financial institution within South Africa staff. Main Findings: Study results showed a significant negative relationship between TIL and ITQ. Practical and/or managerial limitations/implications: This paper highlights the importance of considering the relationship of TIL on ITQ, directed at employees to become proactive with retention strategies in order to reduce ET. TIL is a variable that is often overlooked in ITS and it is crucial for understand. The implications of ET, as a consequence of ITQ, can affect the bottom line of an organisation. It thus becomes critical for managers to find means to limit the loss of employees. Contribution and/or value-add: In the South African context, only a few recent studies has been found in this field. Notwithstanding, this study differs from previous research in this area in that it was conducted in the financial service sector in South Africa with a specific focus on TIL and ITQ.
Burger, Elke. "Investigating high turnover intention and a diminished level of organisational commitment as antecedents of accidents." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86316.
Full textENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents.
AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word.
Ngabase, Xabiso. "The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare." Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1007110.
Full textBateman, Crystl. "Does psychological capital moderate the degree of stress and turnover intention associated with experienced workplace incivility? : an exploration in the South African context." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13770.
Full textVisser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.
Full textThesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
Book chapters on the topic "Organisational turnover intention"
Muraina, Monsuru Babatunde. "Quality Control and Standards of Organisational Justice in Nigerian Higher Education." In Business Education and Ethics, 1015–41. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3153-1.ch052.
Full textMuraina, Monsuru Babatunde. "Quality Control and Standards of Organisational Justice in Nigerian Higher Education." In Advances in Educational Marketing, Administration, and Leadership, 115–41. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9850-5.ch005.
Full textAbdul Latif, Nurul Jannah, R. Zirwatul Aida R. Ibrahim, Jumadil Saputra, and Jasmi Abu Talib. "Determinants of Turnover Intentions of Malaysian Academicians." In Advances in Human Resources Management and Organizational Development, 131–47. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3937-1.ch008.
Full textConference papers on the topic "Organisational turnover intention"
Kongo, K., and S. Naidoo. "ASSESSING ORGANISATIONAL SUPPORT STRATEGIES TO REDUCE TURNOVER INTENTIONS AMONG HEALTHCARE WORKERS." In 33rd Annual Southern African Institute of Industrial Engineering Conference. Waterkloof, Pretoria, South Africa: South African Institute for Industrial Engineering, 2022. http://dx.doi.org/10.52202/066390-0045.
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