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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.
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Research Aims: The present research examines the extent to which job satisfaction predicts turnover intentions and examines the extent to which perceived organisational support moderates the association between job satisfaction and turnover intention among academics in Malaysian private universities. Design/Methodology/Approach: This research adopted a quantitative method. The Turnover Intention Scale (TIS-6), Minnesota Satisfaction Questionnaire (MSQ), and Survey of Perceived Organisational Support (SPOS) questionnaires were administered. Multistage cluster random sampling was used in this study. A total of 327 respondents provided valid data and analysed it using SPSS Process Macro Version 3.5. Research Findings: Job satisfaction was found to be a negative predictor of turnover intention. The association between job satisfaction and turnover intention was shown to be moderated by perceived organisational support. Theoretical Contribution/Originality: The finding validated that perceived organisational support moderates the association between job satisfaction and turnover intention and demonstrates that academicians who perceive their organisation to be caring and supportive of their well-being will be more satisfied and less likely to intend to leave their organisational setting. Managerial Implication in the South East Asian context: The study provides an excellent platform for university managers to use in designing organisational support systems, including job structure, environment, autonomy, or flexibility to reduce academicians’ turnover intention and to increase academician’s job satisfaction. Research Limitation & Implications: The causal relationships between variables are a limitation of current research. This research provides valuable information for future researchers as well as raises awareness among academic staff about factors related to turnover intentions. Keywords: turnover intention, job satisfaction, perceived organisational support, academic staff, private universities, Malaysia
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Obeidat, 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.
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This study examines whether employees’ attraction to the organisation mediates the relationship between their perceptions of human resource management (HRM) practices (as a bundle) and their turnover intentions. Hypotheses were developed based on the propositions of social exchange theory, findings of previous research and theory of reasoned action. Survey data were collected from 297 individuals who work in organisations operating in the Hashemite Kingdom of Jordan. Subsequently, the proposed relations were tested. It was found that: 1) perceived HRM practices is negatively and significantly related to turnover-intention; 2) perceived HRM practices is positively and significantly related to organisational attractiveness; and 3) organisational attractiveness is negatively and significantly related to turnover intention and partially mediates the negative relationship between perceived HRM practices and turnover intention. The implications of these findings for line managers and HR practitioners are also discussed in addition to future research directions.
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Diedericks, 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.
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The aim of this study was to investigate the relationship between flourishing and individual and organisational outcomes, including job satisfaction, organisational commitment, organisational citizenship behaviour, turnover intention andcounterproductive behaviour. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. A biographical questionnaire, the Mental Health Continuum Short Form, Job Satisfaction Scale, Organisational Commitment Scale, Turnover Intention Scale, Organisational Citizenship Behaviour Scale and a Counterproductive Behaviour Scale were administered. Flourishing affected job satisfaction, organisational commitment, organisational citizenship behaviour and organisational commitment directly and indirectly. Job satisfaction had strong direct effects on organisational commitment (positive) and turnover intention (negative), and a moderate negative effect on counterproductive work behaviour. Flourishing affected turnover intention indirectly and negatively via organisational commitment.
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Wong, 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.
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Purpose China is experiencing a double-digit turnover rate and high turnover intention. This research aims to explore the relationships of turnover intention, perceived organisational support (POS) and affective commitment in China. Design/methodology/approach Turnover intention and its antecedents, including POS, affective commitment, distributive justice, trust in organisation and job security, were studied in this research with a case study of a foreign-invested enterprise (FIE) manufacturing company in Guangdong of China. Based on the literature, two competing models were developed and investigated by using the technique of structural equation modelling. Findings The results suggest that distributive justice, trust in organisation and job security have negative impacts on turnover intention. Moreover, affective commitment mediates the impact of job security on turnover intention. The results also indicate that POS has an impact on affective commitment instead of affecting turnover intention directly. In addition, POS and affective commitment mediate the impacts of both distributive justice and trust in organisation on turnover intention. Research limitations/implications The scale of turnover intention used in this study only shows the employee’s intention to quit an organisation. It does not reveal their subsequent actual turnover. This study has research implications. It enhances our understanding of the relationships among POS, affective commitment and turnover intention of Chinese employees in FIEs. Practical implications The findings of this study provide the management of organisations in China with a better understanding of how to facilitate human resources management so as to lower employee turnover intention. Originality/value Inconsistent research findings have been reported about the relationships among turnover intention, POS and affective commitment in previous studies. The results of this study clarify all these relationships in Chinese FIEs.
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Ha, 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.
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Objective The aim of the present study was to analyse the impact of organisational characteristics on the turnover intention of care workers working at nursing homes in Korea. Methods Study participants included 504 care workers working at 14 nursing homes in Korea. The variables measured were: high-performance work practices, consisting of five subfactors (official training, employment stability, autonomy, employee participation and group-based payment); organisational commitment, consisting of three subfactors (affective, normative and continuance commitment); organisational support; and turnover intention. The inter-relationship between high-performance work practices, organisational support, organisational commitment and turnover intention and the fit of the hypothetical model were analysed using structural equation modelling. Results According to our analysis, high-performance work practices not only had a direct effect on turnover intention, but also an indirect effect by mediating organisational support and commitment. The factor having the largest direct influence on turnover intention was organisational commitment. Conclusions The results of the present study suggest that to improve health conditions for frail elderly patients at nursing homes, as well as the efficiency of nursing homes through the continuance of nursing service and enhancement of quality of service, long-term care facilities should reduce the turnover intention of care workers by increasing their organisational commitment by actively implementing high-performance work practices. What is known about the topic? Considerable studies have shown that the adoption of high-performance work practices is related to an organisation’s performance and job satisfaction. In addition, previous studies found that job satisfaction is inversely related to the turnover intention of employees. What does this paper add? This paper identified that high-performance work practices are closely related to the turnover intention of care workers in nursing homes. These findings could improve our understanding of the factors that impact on labour management in nursing homes. What are the implications for practitioners? The turnover of care workers is one of the major managerial challenges for nursing home managers. The findings of this study suggest that managers should be focused on high-performance work practices to improve the efficiency of their organisations.
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Sobhani, 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.
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Applying the organisational climate of corporate social responsibility (CSR) and human resource management (HRM) behavioural theories, this paper examines the associations among socially responsible HRM (SRHRM), organisational citizenship behaviour (OCB), turnover intention, and bank reputation. The proposed model, including seven hypotheses, was examined on a sample of 711 Bangladeshi bank employees. The results suggest that SRHRM has significant positive effects on both OCB and bank reputation, and a significant negative influence on turnover intention. OCB was positively significant for bank reputation but was estimated as insignificant for bank employees’ turnover intention. Moreover, perceived bank reputation was significant and negative on Bangladeshi employees’ turnover intention. Finally, a partial mediation effect was found for OCB on the direct relationship between SRHRM and bank reputation. This paper recommends that banks should aim at higher levels of OCB and reputation and lower turnover intentions should encourage SRHRM in their strategic approaches for HRM and CSR. The implications of the results of this study can help financial organisations to recognise the significance of SRHRM and its favourable effects on employee motivation and institutional reputation.
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Saoula, 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.
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Considering employees are the ultimate valuable assets, most companies nowadays give lots of effort and capitalise vital resources to preserve them. The turnover of those employees will affect the achievement of the organisations’ goals as well as the maintaining of the competitive advantage. Therefore, it is imperative to call for more studies to understand the factors affecting this phenomenon in different settings and contexts of research, particularly in the non-western perspectives such as Malaysia who is facing big challenges toward the employees’ turnover in many sectors. Therefore, the drive of this paper is to examine the relationship between organisational justice (OJ), organisational citizenship behaviour (OCB) (benefiting the individual OCB-I and benefiting the organisation OCB-O) and turnover intention (TI). Consequently, this study proposed framework to study the effect of organisational justice on turnover intention via the mediation role of organisational citizenship behaviour (OCB-I, OCB-O). Also, the direct impact between the variables has been discussed. Hence this paper is expected to fill the research gap and contribute to the body of knowledge in this area of research.
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Coetzee, 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.
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The study explored the link between the career anchors, organisational commitment and turnover intention of a sample of individuals employed in the South African retail sector. A non-probability purposive sample (N = 343) of employees from an organisation in the South African retail sector was utilised. The participants were represented by predominantly women (72%) and black people (94%) between the ages of 25 and 45 years (80%). Following a cross-sectional quantitative research approach, correlational and stepwise regression analysis was performed to achieve the objective of the study. The results showed that the entrepreneurial creativity-anchored individuals were likely to have low organisational commitment and high turnover intention, while the lifestyle-anchored individuals had high levels of organisational commitment and high turnover intention. The dominant affective/normative commitment profile of the sample of participants significantly predicted low turnover intention. The findings of the study and practical implications provide useful information to managers interested in retaining staff in the retail sector.
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Wu, 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.
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Purpose Facing a new round of global industrial restructuring, it is vital for less-developed yet populous regions to build a happy, engaged workforce to achieve competitiveness. The purpose of this paper is to integrate an indigenous cultural perspective, i.e. Muslim religious belief, with the job embeddedness theory to delve into employee well-being-turnover issues in a large developing country ingrained with Muslim culture. Design/methodology/approach The authors conducted a questionnaire survey on employees from the media sector in the Muslim country, Pakistan. The data were analysed using moderated hierarchical regression models (investigating three-way interactions), while the significance tests of simple slopes and simple slope differences were also used to support the analysis. Findings The results suggest that all predictors analysed (Muslim religious belief, organisational embeddedness, life satisfaction, and work engagement) were negatively and significantly related to turnover intention. Furthermore, the employee well-being-turnover intention mechanisms are jointly moderated by Muslim religious belief and organisational embeddedness. Practical implications The research considers turnover intention as an outcome of a three-way interaction among employee well-being, Muslim religious belief, and organisation embeddedness, thus proposing insightful implications for other developing country enterprises, particularly those ingrained with Muslim culture. Originality/value The authors propose a novel model which demonstrates the effects of employee work- and life-related well-being on turnover intention from a unique angle by incorporating Muslim religious belief with organisational embeddedness, contributing to the existing body of knowledge. The applicability of western concepts to immature markets is also examined.
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Saufi, 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.
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The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.
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Plessis, Liesel Du, Nicolene Barkhuizen, Karel Stanz, and Nico Schutte. "The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees." Journal of Applied Business Research (JABR) 31, no. 5 (August 28, 2015): 1767. http://dx.doi.org/10.19030/jabr.v31i5.9390.
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<p>Organisations are facing significant challenges to retain Generation Y employees. Research shows that, once these individuals are employed, they are not likely to remain in that position for very long. Organisations therefore need to find innovative solutions to retain this group of employees. The purpose of this research was to determine the causal relationship between management support towards talent management and the impact thereof on the turnover intentions of Generation Y employees. The Human Capital Index, Perceived Organisational Support Questionnaire, Perceived Organisational Support and Intention to Quit questionnaires were administered among a convenience sample of generation Y employees (N=135). The results showed that Perceived Organisational Support is significantly related to Talent management practices, Perceived Supervisor Support and Intention to Quit. Perceived Supervisor Support is significantly related to Talent management practices and Intention to Quit. Talent management practices are significantly related to intention to quit. Recommendations are made.</p>
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Grobler, Anton, and Sonja Grobler. "Intention to quit as precursor of voluntary turnover: Person–organisation fit and the psychological contract – a talent management quandary." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 55–76. http://dx.doi.org/10.25159/2520-3223/5852.
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The purpose of this study was to determine the relationship between person– organisation fit and an individual’s intention to leave the organisation (turnover intention) as a precursor to voluntary turnover. The impact the psychological contract has on the individual’s intention to leave the organisation (turnover intention) was also determined. The study included an analysis of specific groups in the organisation that pose a higher risk of voluntary turnover. The sample for the study consisted of 1920 participants, with 60 randomly selected employees from 32 organisations. The person–organisation fit instrument consisted of three factors, namely indirect fit, direct fit and person–job fit (nine items in total). The instrument that measures psychological contract consisted of two factors, namely self and organisational items (six items). The turnover intention measure consisted of four items. All three instruments reported acceptable psychometric properties. Indirect fit (organisation fit as values congruence) and direct fit (needs–supplies fit) each explain 15% of the variance in turnover intention, with psychological contract adherence – organisation/ employer explaining 3%, the total variance explained by the model being 33%. Significant differences between groups were also reported, with the higher risk groups (for leaving the organisation) being the support/non-core employees, the non-management group and the professionally qualified, experienced specialists. The results of this study were converted into practical recommendations in terms of proposed interventions on the part of the HR fraternity to retain high-performing employees, with specific reference to the person–organisation fit and subsequent adherence to the psychological contract.
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Albion, Majella J., Gerard J. Fogarty, Michael A. Machin, and Jeff Patrick. "Predicting absenteeism and turnover intentions in the health professions." Australian Health Review 32, no. 2 (2008): 271. http://dx.doi.org/10.1071/ah080271.
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Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism). Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files. Results: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. Conclusion: Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising interventions to improve retention.
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Gyensare, Michael Asiedu, Lucky Enyonam Kumedzro, Aminu Sanda, and Nathaniel Boso. "Linking transformational leadership to turnover intention in the public sector." African Journal of Economic and Management Studies 8, no. 3 (September 4, 2017): 314–37. http://dx.doi.org/10.1108/ajems-07-2016-0099.
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Purpose The 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/approach This 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. Findings The 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/implications Despite 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/value Overall, 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.
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M Scholtz, Brenda, Jean-Paul Van Belle, Kennedy Njenga, Alexander Serenko, and Prashant Palvia. "The Role of Job Satisfaction in Turnover and Turn-away Intention of IT Staff in South Africa." Interdisciplinary Journal of Information, Knowledge, and Management 14 (2019): 077–97. http://dx.doi.org/10.28945/4267.
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Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.
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Memon, Mumtaz Ali, Rohani Sallaeh, Mohamed Noor Rosli Baharom, Shahrina Md Nordin, and Hiram Ting. "The relationship between training satisfaction, organisational citizenship behaviour, and turnover intention." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 267–90. http://dx.doi.org/10.1108/joepp-03-2017-0025.
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Purpose The purpose of this paper is to explore the role of training satisfaction as a predictor of organisational citizenship behaviour (OCB) and turnover intention. The study further examines the mediating role of OCB between training satisfaction and turnover intention. Design/methodology/approach Data were collected from 409 Malaysian oil and gas (O&G) sector employees. Partial least squares structural equation modelling (PLS-SEM) was used to test the hypotheses in the research model using SmartPLS 3.0. Findings This study highlights the significant positive impact of training satisfaction on OCB and the negative effect on turnover intention. Contrary to expectations, OCB proved to be neither a predictor of turnover intention nor a mediator in the model. Practical implications Although the main aim of this study was to test the theoretically driven hypotheses, the findings have a number of valuable implications for organisations. This study suggests that O&G organisations should focus on increasing employee satisfaction with training to maximise desired workplace attitudes and behaviours. Originality/value This is the first study to explore the causal links between training satisfaction, OCB and turnover intention. Although it has been observed in the past that training does not directly influence turnover intention, the present study indicates that training satisfaction significantly influences turnover intention. Further, this study unexpectedly found no direct relationship between OCB and turnover intention. Also, OCB was not a significant mediator in the present study. These unexpected findings open new avenues for future research, thus representing an important contribution of the present study.
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Singh, Archana. "Detailed Literature Review: Antecedents Affecting the Flight Risk or Turnover Intention of Professionals." Ushus - Journal of Business Management 17, no. 2 (April 1, 2018): 41–68. http://dx.doi.org/10.12725/ujbm.43.4.
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Employee turnover has attracted significant research worldwide because of the high cost it entails. These costs include recruitment, selection, training, adjustment time, possible product, and/or service quality problems which often exceed hundred percent of the annual salary for the position being filled. Understanding the factors that influence the turnover gives organisations the opportunity to reduce selection and training costs, increase employee morale and customer satisfaction and enhance organisational productivity. This paper traces the work done by researchers in understanding the flight risk or Turnover Intention behaviour of professionals and thus helps understand and curtail turnover thereby curtail costs for organisations.
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Samad, Abdul, and Roselina Ahmad Saufi. "A Comparative Review of Turnover Models and Recent Trends in Turnover Literature." GATR Journal of Management and Marketing Review (JMMR) Vol. 2 (4) Oct-Dec 2017 2, no. 4 (December 1, 2017): 27–35. http://dx.doi.org/10.35609/jmmr.2017.2.4(5).
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Objective - Employee retention is a challenging agenda in human resource management. This paper attempts to undertake a comparative analysis of primitive turnover models with more recent trends in turnover literature, and highlight the importance of environmental factors in retaining employees. Methodology/Technique - Literature of turnover, turnover intention and turnover models were reviewed. Findings – Traditionally, scholars such as William H. Mobley (1977), Price and Mueller (1981), and Bluedorn (1982) emphasised job satisfaction, organisation commitment, performance, job searching and job opportunities as the main predictors of employee turnover. However, in the 21st century, scholars such as Hassan, Akram, and Naz (2012); Mishra (2013); Chon (2012); Yilmaz and Ovunc (2015); and Sun and Wang, (2016) have begun to extend the retention model by including work life balance, human resource management practices, organizational reputation and prestige. This paper examines the development of retention models in the 1980s and 2000s. The study examines the evolution of retention determinants – beginning from organisational focus to a combination of organisational, non-organisational, economical, and environmental factors. The implication is that there has been a shift in the momentum of turnover predictors from attitudinal and behavioural factors, to a combination of external factors. To improve employee retention, an organisation must consider individual, organisational, and environmental factors and develop a more comprehensive strategy by incorporating every aspect of work and non-work settings. Novelty - This study undertakes a comparative review of turnover models with recent literature of turnover which has not been done extensively in previous literature. Type of Paper - Review. Keywords: Employee Turnover; Organisational Reputation; Organisational Prestige; Work life Balance. JEL Classification: J63, J64.
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Ronnie, Linda. "Turnover intention of public sector workers in South Africa across gender and race: The moderating role of psychological contract type and organisational commitment dimension." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 30–54. http://dx.doi.org/10.25159/2520-3223/5851.
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The purpose of this quantitative cross-sectional study was to investigate the relevance of gender and race to turnover intention among public sector workers (PSW) through the moderation of psychological contract type and organisational commitment dimension. The research hypotheses in this study set out to test relationships between psychological contract type and turnover intention and between organisational commitment dimension and turnover intention. Using gender and race as key variables, further hypotheses tested whether significant differences in PSW psychological contract type existed; whether differences in PSW organisational commitment dimensions were present; and whether significant relationships between psychological contract type, organisational commitment and turnover intention were found. A survey was conducted with 211 PSW in a provincial government department in the Western Cape, South Africa. In terms of turnover intention, the results showed that coloured and white PSW were the groups that showed a positive relationship between transactional psychological contracts and an intention to leave the public sector. For white PSW, this was paradoxically coupled with high levels of continuance commitment. This is a significant finding because high levels of this form of commitment temper the turnover intention of this group. Across gender and race, relational psychological contracts were positively correlated with affective and normative commitment and inversely related to turnover intention. PSW holding relational psychological contracts experienced high levels of emotional attachment and loyalty to the public sector which contributed significantly to a desire to remain with their employer. The study addresses a conspicuous and important gap in the literature and suggests a number of recommendations for public sector management in South Africa in the light of the findings.
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Saoula, Oussama, Muhammad Fareed, Rawiyah Abd Hamid, Hussein Mohammed Esmail Abu Al-Rejal, and Saiful Azizi Ismail. "THE MODERATING ROLE OF JOB EMBEDDEDNESS ON THE EFFECT OF ORGANISATIONAL JUSTICE AND ORGANISATIONAL LEARNING CULTURE ON TURNOVER INTENTION: A CONCEPTUAL REVIEW." Humanities & Social Sciences Reviews 7, no. 2 (August 25, 2019): 563–71. http://dx.doi.org/10.18510/hssr.2019.7267.
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Purpose: Employee’s turnover has been investigated by many researchers as an organisations’ negative outcome. The organizations that facing high rates of turnover should examine the fundamental reasons that cause employees’ turnover in order to reach real solutions to this problem. For that, they should ask a dynamic question, why some employees stay and some leave?
Methodology: The reasons may seem difficult and consistent to the preferences and necessities of the employees. From another aspect, the majority of research in the context of turnover intention have been conducted in the western contexts, therefore it is worthwhile to encourage more studies in non-western settings to discover new understandings related to the problem.
Results: Malaysia is considered as one of the developing countries that is having high turnover of employees in many sectors. Consequently, this study proposed a research framework to examine the relationship between organisational justice (OJ)’s three dimensions (Distributive justice, procedural justice and interactional justice), organisational learning culture (OLC) and turnover intention (TI). Furthermore this study recommended the moderating role of Job embeddedness (JE) in this relationship. Hence, the suggested research framework will contribute to the body of knowledge through providing new insights.
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Alferaih, Adel. "Developing a conceptual model to measure talent’s turnover intention in tourism organisations of Saudi Arabia." International Journal of Organizational Analysis 25, no. 1 (March 13, 2017): 2–23. http://dx.doi.org/10.1108/ijoa-10-2014-0803.
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Purpose The purpose of this paper is to propose an appropriate conceptual model for examining talent’s intention to quit, job satisfaction, job performance and organisational performance. Design/methodology/approach The proposed model is developed on the basis of the theoretical and logical arguments of constructs picked out from the prior literature. Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management. Findings The paper makes 16 propositions concerning significant relationships of these constructs with job satisfaction, job performance, organisational performance and turnover intention. Research limitations/implications It concludes with an acknowledgement of the limitations, suggestions for future research and theoretical contributions. Originality/value Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management.
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Shahid, Muhammad Naeem, Ali Junaid Khan, Abou Bakar, and Furrukh Bashir. "The Mediating Role of Job Satisfaction between Perceived Organizational Politics, Job Stress, Role Conflict, and Turnover Intention: A Covid-19 Perspective." Review of Education, Administration & Law 5, no. 4 (December 31, 2022): 677–93. http://dx.doi.org/10.47067/real.v5i4.297.
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The ability of educational institutions to survive is based on the dedication and competence of their academic staff. However, the breakout of COVID-19 has spread the entire world's school system into alarm. particularly in emerging nations such as Pakistan. This pandemic causes nonpayment of salaries, putting teachers through a stressful period that increases the likelihood of turnover. The purpose of this paper was to investigate the mediation role of job satisfaction and the influence of perceived organisational politics, job stress, and role conflict on turnover intention in the context of COVID-19 among university teachers. A cross-sectional survey has been used for data collection from 280 permanent faculty members from universities in Pakistan. The study utilized partial least squares as a tool for hypothesis testing and analysis. The findings of the study revealed that perceived organisational politics, job stress, and the role of conflict have a substantial positive effect on turnover intention. Moreover, perceived organisational politics, job stress, and the role of conflict harm job satisfaction. The results of an indirect effect, however, show that job satisfaction mediates the relationship between the role of conflict and turnover intention, and the results for mediation between perceived organisational politics, job satisfaction, and turnover intention are insignificant. These findings showed that to reduce the turnover intention of faculty members, institutions need to institutionalise policies to reduce the negative perception, stress, and role conflict of teachers and boost the level of their satisfaction.
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Wan Abdullah, Wan Arnidawati, and Faidatul Nadiah Hanib. "Effects of Perceived Organisational Support and Emotional Intelligence on Turnover Intention among Logistics Drivers." Malaysian Journal of Social Sciences and Humanities (MJSSH) 5, no. 10 (October 2, 2020): 258–66. http://dx.doi.org/10.47405/mjssh.v5i10.502.
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The turnover trends in the logistics industry are surprisingly high, regardless of the rapid growth of the industry. Turnover contributes to an impactful loss for the industry to tolerate the new recruitment costs, time consumption, performance disruption, and moral decline among employees due to the workload transfer. Previous literature presented various factors affecting turnover intention, and it could be concluded that factors within an organisation and individual play an essential role in turnover actions. Hence, this research focuses on perceived organisational support and emotional intelligence as factors to turnover intention among logistics drivers in Selangor. Eighty respondents from POS Logistics Berhad in Selangor participated in self-administered survey questions of Survey Perceived Organizational Support, Wong and Law Emotional Intelligence Scale, and Turnover Intention Scale. Results revealed that most of the respondents have a moderate level of POS (84%) and a high level of EI (91%). In comparison, slightly half have a low level of TOI (56%). Research also found that POS and EI have no significant relationship with turnover intention, which is contrary to previous literature. Similarly, three criteria of EI; self-emotion appraisal, uses of emotions, and others-emotions appraisal also have no significant relationship with turnover intention. Only regulations of emotions (r=0.024, p=0.031) has significant relationship with turnover intention. Since the current study location was restricted for a few branches of Pos Logistics in Selangor, it limits the result of the study due to misrepresent the whole community fairly. Future researchers are encouraged to extend or increase the sampling size to other companies and regions to make better generalisations.
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Hassanpour, Mohammaad Kashinejad, Chin Wei Chong, Siong Choy Chong, Mohammad Khaleel Ibrahim Okour, Samadi Behrang, and Xin Yee Tan. "HR practices and turnover intention; the mediating role of organizational commitment in Tehran: a cross-sectional study." F1000Research 10 (September 22, 2022): 1130. http://dx.doi.org/10.12688/f1000research.73351.2.
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Background: Employees are increasingly being recognised as a valuable source of information, especially in knowledge-based businesses. Businesses, however, suffer financial and organisational memory losses related to re-hiring and training new staff, and lost productivity and intellectual property because of employee turnover. Hence, employee turnover should be considered an essential part of human resource management. Furthermore, employees’ trust in management and human resource (HR) practices substantially impact organisational commitment (OC). Thus, anticipating employee commitment and turnover intentions is crucial, as people are the sole source for knowledge-based firms to maintain their competitive advantage. In the context of selected Tehran Renewable Energy (RE) firms, this study investigated the mediating impact of OC on the relationship between HR practices (recruitment and selection; training and development opportunities; performance appraisal and evaluation; teamwork; compensation and pay; and job security) and employee turnover intention. Methods: This is a cross-sectional study in Tehran that involved 90 experts and knowledgeable employees from four of Tehran's top RE businesses. A questionnaire was distributed to collect data which was later analysed with correlation, regression and bootstrapping analyses. Results: All six dimensions of HR practices were discovered to have an indirect impact on turnover intention and a direct impact on OC. OC among employees has an indirect effect on turnover intention. It was also revealed that the training and development opportunity has the most considerable effect on OC and turnover intention. OC was not found as a mediator between HR practices and turnover intention. Conclusions: The outcomes of this study showed that both training and development opportunities; and pay and compensation structure were found to be two significant components of HR practices in the relationship with OC. RE managers should employ appropriate HR strategies, particularly in these two dimensions, to improve an individual's degree of OC and reduce turnover intention.
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Hassanpour, Mohammaad Kashinejad, Chin Wei Chong, Siong Choy Chong, Mohammad Khaleel Ibrahim Okour, Samadi Behrang, and Xin Yee Tan. "HR practices and turnover intention; the mediating role of organizational commitment in Tehran: a cross-sectional study." F1000Research 10 (November 8, 2021): 1130. http://dx.doi.org/10.12688/f1000research.73351.1.
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Background: Employees are increasingly being recognised as a valuable source of information, especially in knowledge-based businesses. Businesses, however, suffer financial and organisational memory losses related to re-hiring and training new staff, and lost productivity and intellectual property because of employee turnover. Hence, employee turnover should be considered an essential part of human resource management. Furthermore, employees’ trust in management and human resource (HR) practices substantially impact organisational commitment (OC). Thus, anticipating employee commitment and turnover intentions is crucial, as people are the sole source for knowledge-based firms to maintain their competitive advantage. In the context of selected Tehran Renewable Energy (RE) firms, this study investigated the mediating impact of OC on the relationship between HR practices (recruitment and selection; training and development opportunities; performance appraisal and evaluation; teamwork; compensation and pay; and job security) and employee turnover intention. Methods: This is a cross-sectional study in Tehran that involved 90 experts and knowledgeable employees from four of Tehran's top RE businesses. A questionnaire was distributed to collect data which was later analysed with correlation, regression and bootstrapping analyses. Results: All six dimensions of HR practices were discovered to have an indirect impact on turnover intention and a direct impact on OC. OC among employees has an indirect effect on turnover intention. It was also revealed that the training and development opportunity has the most considerable effect on OC and turnover intention. OC was not found as a mediator between HR practices and turnover intention. Conclusions: The outcomes of this study showed that both training and development opportunities; and pay and compensation structure were found to be two significant components of HR practices in the relationship with OC. RE managers should employ appropriate HR strategies, particularly in these two dimensions, to improve an individual's degree of OC and reduce turnover intention.
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Al-khrabsheh, Abdullah Abbas, Maisoon Abo-Murad, and Islam Bourini. "Effect of Organisational Factors on Employee Turnover Intention: An Empirical Study of Academic Professionals at Jordanian Government Universities." International Journal of Human Resource Studies 8, no. 2 (April 16, 2018): 164. http://dx.doi.org/10.5296/ijhrs.v8i2.12847.
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This study aims to examine the relationship between turnover intention and some organisational factors among professional academics at Jordanian Government Universities. Namely the organisational factors include job satisfaction, work exhaustion, occupational health and safety management and organisational culture. A sample of 250 participants was extracted from different Jordanian universities. The participants were limited to academics in Jordan who are working in any government Jordanian University. Statistical analysis was conducted by using SPSS 23. Previous literature was also used to design a structured questionnaire. A total of 250 questionnaires were given out and 250 questionnaires were collected back. The study then conducted correlation and regression analysis to determine the relationship between the independent and the dependent variables. The models for multiple regression offer support for the relationship between turnover intention and organizational factors. The results revealed that the all the exogenous variables had a significant effect on the endogenous variable. Based on these results, the study implies that managers need to acknowledge the importance of examining the factors that reduce the turnover intentions of the employees and improve the commitment level for their employees.
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Mensele, Cebile, and Melinde Coetzee. "Job embeddedness, organisational commitment and voluntary turnover of academic staff at a higher education institution in South Africa." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 1 (February 20, 2019): 9–30. http://dx.doi.org/10.25159/2520-3223/5898.
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Academic staff recruitment and retention remain a challenge in South Africa and internationally. Most academics at South African universities are ageing, with fewer younger people entering academia. The objectives of the study were to determine empirically whether job embeddedness and organisational commitment significantly predict voluntary turnover and whether people from different gender, race and age groups differ significantly in terms of these three variables. The measuring instruments used were the Job Embeddedness Scale (JES), the Organisational Commitment Scale (OCS) and the Voluntary Turnover Scale (VTS). A cross-sectional quantitative survey design was used to collect data from a random sample of (N=102) full-time academic staff at a South African higher education institution in Gauteng. The findings showed that organisational fit, community links and normative commitment significantly and positively predicted the participants’ intention to stay at the institution. Female participants showed higher levels of organisational fit and sacrifice, hence a stronger intention to stay. White participants had stronger community links and fit, and the African participants had higher levels of normative commitment than the other race groups. The current study adds to the knowledge base on the turnover intentions of academic staff and makes recommendations for retention practices and possible future research.
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Mehmood, Sultan Adal, Devika Nadarajah, and Muhammad Saood Akhtar. "Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay." International Journal of Economics, Business, and Entrepreneurship 1, no. 2 (December 21, 2018): 139–51. http://dx.doi.org/10.23960/ijebe.v1i2.29.
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This study aimed to investigate intention to stay among officers in the City Traffic Police Lahore in relation to their perceptions of organisational justice and career growth. Using a quantitative research approach, a sample of 224 traffic wardens working in 30 sectors in the city of Lahore were selected through stratified random sampling. Data were gathered using a questionnaire containing Likert-type scales relating to all variable of interest. Apart from procedural justice and professional ability development, all dimensions of organisational justice and perceived career growth were found to significantly influence traffic officers’ intention to stay. Moreover, promotional speed emerged as the strongest predictor of the intent to stay. The findings of this study may guide police authorities in dealing with issues on turnover by initiating policies which can strengthen employee retention intention. Additionally, it provides empirical insights on the contributing factors of high turnover in the City Traffic Police Lahore. This paper enhances understanding of turnover issues by investigating retention intention of traffic police officers in an Eastern culture. Specifically, this research contributes to literature by examining the predictive role of organisational inducement factors (organisational justice and career growth) on attitude (intention to stay). Additionally, both the exogenous constructs of interest are used at the dimensional levels.
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Ngqeza, Khayalethu, and Nelesh Dhanpat. "Organisational citizenship behaviours: Their influences on mineworkers’ turnover intention." Journal of Psychology in Africa 32, no. 1 (January 2, 2022): 21–25. http://dx.doi.org/10.1080/14330237.2021.2002037.
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Plessis, Alida Susanna (Suné) Du, and Leon T. De Beer. "The Relationships Between Work-Related Rumination, Employee Voice and Silence, Turnover Intention, and Job Satisfaction." management revue 33, no. 3 (2022): 335–55. http://dx.doi.org/10.5771/0935-9915-2022-3-335.
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How employees think about their work after the end of their working day has received renewed emphasis recently. Work-related rumination could affect employees' voice behaviour. Some employees could prefer to speak up about ideas or concerns that bother them on an ongoing basis, and other employees can choose instead to remain silent. This could further impact specific organisational outcomes, such as employees' satisfaction in their job and their intention to leave the organisation. The objective of this study was to investigate the relationships between work-related rumination, employee voice and silence, turnover intention, and job satisfaction. A cross-sectional research design was used to collect data from a general sample of employees (n = 332). Structural equation modelling methods were used for data analysis. The results showed the proposed direct relationships between the research constructs, except between affective rumination and employee voice, and also employee voice and job satisfaction. Indirect relationships also showed how employee voice and silence played mediating roles in the relationships between work-related rumination and turnover intention. Organisations should be aware of the dynamics between work-related rumination and employee voice and silence behaviour within their organisation as this affects outcomes.
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Cesário, Francisco, and Maria José Chambel. "A previous trainee experience: does it matter for retention of young graduates?" International Journal of Organizational Analysis 25, no. 2 (May 8, 2017): 270–81. http://dx.doi.org/10.1108/ijoa-02-2016-0977.
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Purpose This paper aims to explore the extent to which participation in a previous graduate recruitment programme affects graduates’ organisational affective commitment and their desire to remain. Design/methodology/approach With the support of a Portuguese organisation that annually operates a trainee programme to attract the best graduates from top universities, a questionnaire with human resource management (HRM) practices, affective commitment and turnover intention scales was used, with data collected from 168 recent recruited graduates representing two groups: graduates with previous participation in the trainee programme and graduates non-trainees. Findings Despite the company’s expectation that graduate trainees would present higher levels of affective commitment and lower intentions to voluntarily leave than employees recruited by traditional procedures, the t-test results show no significant differences between groups. However, correlations for both groups show a significant positive association between perceived HRM practices and affective commitment and a negative relation with turnover intention. These results suggest that placing a high value on HR practices leads to reinforcement of employment relations and a decrease in the desire to voluntarily leave. Practical implications The findings suggest the need for organisations to rethink their recruitment strategies and raise an interesting question with regard to organisational strategy: is it useful or fair to create two groups of graduates within the same organisation, because we may be promoting the development of two micro-cultures? Originality/value The study with this specific group is needed because of an increased implementation of trainee programmes all over Europe as a means of attracting graduates. The literature is scarce, focusing only on trainees’ attitudes compared to those recruited through traditional procedures.
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Olugbenga Azeez, Razaq. "Role of Absorption, Dedication, and Vigour on Turnover Intention of Colleges of Education Non-Academic Staff." Journal of Educational and Psychological Studies [JEPS] 15, no. 4 (December 31, 2021): 558–66. http://dx.doi.org/10.53543/jeps.vol15iss4pp558-566.
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Abstract: Staff turnover has been a recurring decimal in organisations. Due to mobility of skilled workers and competition over limited experienced workforce, most organisations strive to retain their employees. However, workers still show propensity to leave for many reasons – ranging from organisational variables to personal motives. This study examined vigour, dedication, and absorption as determinants of turnover intention among the non-academic staff of Colleges of Education in Ogun State, Nigeria. Two hundred and sixteen participants, randomly drawn from two public Colleges of Education, partook in the study. We collected data using two standardised instruments. One research question was raised to guide the study and the results affirmed the enquiry. Data was subjected to correlational, t-test, regression analysis and ANOVA to establish the relationships and prediction among the studied variables. Findings indicated that turnover intention, vigour, dedication, and absorption are variously significantly positively related. Further analysis revealed a significant influence of vigour, dedication, and absorption to the prediction of turnover intention of participants; accounting for 19.4% of the variance in the criterion variable. Dedication was the most potent positive indicator of turnover intention followed by absorption and vigour in that order. Building on the results, some recommendations were made.
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Aboul-Dahab, Sameh Abd-elMaksoud. "Antecedents and Consequences of Job Embeddedness in the Egyptian Hospitality Context." International Journal of Customer Relationship Marketing and Management 13, no. 1 (January 2022): 1–15. http://dx.doi.org/10.4018/ijcrmm.2022010103.
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Although there are a growing body of studies on the influence of job embeddedness on turnover intention, few researches have been conducted on the drivers and outcomes of job embeddedness. Thus, this paper seeks to examine the drivers and outcomes of job embeddedness in the Egyptian hotels context. Data were collected from employees in the Egyptian hotels. Structural equation modelling was used to analyse the data. The results indicated that organisational support, employee advocacy, organisational rewards, and procedural justice are key drivers of job embeddedness. Furthermore, job embeddedness is related to organisational commitment and turnover intention. This study provides implications for the hospitality industry.
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Azeem, Muhammad Umer, Sami Ullah Bajwa, Khuram Shahzad, and Haris Aslam. "Psychological contract violation and turnover intention: the role of job dissatisfaction and work disengagement." Employee Relations: The International Journal 42, no. 6 (June 24, 2020): 1291–308. http://dx.doi.org/10.1108/er-09-2019-0372.
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PurposeThis paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.Design/methodology/approachDrawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.FindingsThe findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.Originality/valueThis research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.
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Valk, Reimara, Mandy Van der Velde, Marloes Van Engen, and Betina Szkudlarek. "Warm welcome or rude awakening?" Journal of Indian Business Research 7, no. 3 (August 17, 2015): 243–70. http://dx.doi.org/10.1108/jibr-09-2014-0064.
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Purpose – The purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The Netherlands who either were or had been on international assignments in the respective countries. Design/methodology/approach – Interviews were conducted with 25 Dutch and 30 Indian international assignees (IAs) and repatriates in both India and The Netherlands. Thematic analysis resulted in four themes: met and unmet expectations of career advancement opportunities; knowledge transfer and labour marketability; economic growth versus economic recession and alternative employment opportunities; and boundaryless careers: adventure and entrepreneurship. Findings – Repatriate expectations about the use of knowledge, skills and abilities gained in the host country moderate the relationship between the macro-economic situation of the home country and repatriate attrition/retention, such that met expectations of Indian respondents decreased their intention to leave the organisation, even in a conducive macro-economic context with ample alternative employment opportunities. Unmet expectations of Dutch respondents increased their intention to leave the organisation, even in an unfavourable macro-economic context with few alternative employment opportunities. Research limitations/implications – The sample of Indian and Dutch IAs and repatriates may limit generalisation of the findings to samples from other countries with distinct cultural contexts and macro-economic conditions. Practical implications – Global organisations that set realistic expectations about re-entry career opportunities for repatriates, facilitate knowledge transfer after repatriation, and adequately respond to boundaryless career ambitions of repatriates, can reduce repatriate turnover intention and attrition. Originality/value – This study shows that repatriate attrition versus retention is embedded in the macro-economic context of the home country, leading to three types of career mobility upon completion of an international assignment: intra-organisational mobility; organisational boundary-crossing; and geographical boundary crossing.
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Johnson, Nwokeiwu, Ziska Fields, and Nwali Anthony Chukwuma. "Training, Organisational Commitment and Turnover Intention among Nigerian Civil Servants." Journal of Economics and Behavioral Studies 10, no. 6A (January 15, 2019): 1–15. http://dx.doi.org/10.22610/jebs.v10i6a.2647.
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This article reports on a study that focused on analysing the impact of training and development (T&D) on organizational commitment and turnover intention among Nigerian public workers. The main objective of the study was to determine whether T&D influences employees’ commitment to the organization and the intention to stay or to leave the organization. Using a survey questionnaire and personal interview, data was collected from 297 civil servants and 8 departmental heads in Nigeria. Statistical analytical methods such as regression analysis were used to test the two hypotheses formulated, which were focused on determining the relationship between T&D and turnover intention; as well as T&D and the perceived impacts on employees’ commitment. The result suggests a positive correlation between T&D and organizational commitment and turnover intention. The result implies that investing in human capital is a critical strategic initiative for contemporary organizations because the ability of any organization to compete successfully is a function of the ability to retain their skilful and committed employees. The study contributes to knowledge in the field, as not much research has been done on the effects of T&D on public servants in Nigeria. Most of the studies have been carried out in Europe, America, Asia and largely in the manufacturing and service sectors.
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Burakova, M., A. McDowall, and C. Bianvet. "Are organisational politics responsible for turnover intention in French Firefighters?" European Review of Applied Psychology 72, no. 5 (September 2022): 100764. http://dx.doi.org/10.1016/j.erap.2022.100764.
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Low, Mei Peng, and Seng Fook Ong. "The Manifestation of Internal Corporate Social Responsibility on Employee’s Behaviour in Small Medium Sized Enterprises." Journal of Social Science Studies 2, no. 2 (June 19, 2015): 259. http://dx.doi.org/10.5296/jsss.v2i2.7659.
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<p>Corporate Social Responsibility (CSR) has gained increasing attention and popularity since the last decade. There are many CSR debates arise since then. These debates were shaped by trends and fundamental changes of the political, social, and economic spheres of life. Tracing back, the precursor to CSR was topic of charitable giving, which had been in existence since 1980s. Todate, CSR has evolved to a business concept that had been accepted widely. Business corporations are focusing on CSR due to tremendous pressures from the society. Presently, CSR approach has emerged from focusing on the shareholders to stakeholders due to the acknowledgement of the crucial roles of stakeholders in every organisation. Stakeholder management and CSR is a relational affair. Stakeholder theory involves list of critical stakeholders namely employees, suppliers, customers, media, local communities, NGOs, that could be source of new competitive advantage. This present a research agenda to look into internal CSR practices as to how it manifest among the crucial stakeholders of every organisation, i.e. the employees, on their attitudes and behaviours. As Small Medium Sized Enterprises (SMEs) are gaining its foothold in Malaysia, they also encountered many challenges, one of these is the issue of high employee turnover that lead to substantial costs to the organisations. The findings reveal that internal CSR practices enhanced employee’s job satisfaction and also resulted in the reduction of employee’s turnover intention. It was interesting to discover that internal CSR practices enhance employee’s organisational commitment like job satisfaction, but it failed to reduce employee’s turnover intention through enhanced organisation commitment as a result of internal CSR practices. The results also show that perceived ease of movement has an impact on employee’s turnover intention.</p>
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NORIZAN, NOR SABRENA, IRZAN ISMAIL, and MUHAMMAD ISKANDAR HAMZAH. "SUSTAINABILITY IN THE MALAYSIAN FOOD AND BEVERAGE INDUSTRY: MANAGING EMPLOYEE RETENTION THROUGH PERCEIVED ORGANISATIONAL SUPPORT AND TURNOVER INTENTION." JOURNAL OF SUSTAINABILITY SCIENCE AND MANAGEMENT 17, no. 9 (September 30, 2022): 29–43. http://dx.doi.org/10.46754/jssm.2022.09.003.
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This research investigates the antecedents influencing perceived organizational support (POS) and turnover intention among Malaysian food and beverage industry employees. The findings are expected to assist companies in performing well towards achieving sustainable development and maintaining employee satisfaction. This quantitative research uses the questionnaire survey method and collected 216 valid responses from employees working in the food and beverages industry in the Klang Valley in Peninsular Malaysia. The purposive sampling technique was used in this study and the relationship among variables was analysed. The findings show that out of the three proposed antecedents, organisational justice and supervisor support could significantly influence employees’ decision to stay with their current organization. This research could help organisations, specifically those in the Malaysian food and beverages industry, to ensure business sustainability and increase their retention rates by demonstrating that these two factors are critical in POS and turnover intention, as the cost of employee turnover is high. As there has been limited research in the context of this industry in Malaysia, this research provides the organizations with insight and solutions to overcome and reduce employee turnover issues.
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Wong, Yui-tim, Yui-Woon Wong, and Chi-sum Wong. "An integrative model of turnover intention." Journal of Chinese Human Resource Management 6, no. 1 (May 11, 2015): 71–90. http://dx.doi.org/10.1108/jchrm-06-2014-0015.
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Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ performance, and both perceived organisational support (POS) and affective commitment have partial mediation effects between trust in management and employees’ turnover intention. Research limitations/implications – The Western POS scale was used in this study. It may not fully capture the meaning of POS in the Chinese setting. Future research may develop indigenous POS measurement. Additionally, the scale on turnover intention only showed employees’ intention to leave, it did not reveal their subsequent actual turnover. Future research should use a longitudinal design to study the actual employee turnover. It contributes to the literature by offering insights on how Chinese human resource management practices in JVs affect employees’ turnover intention and the impact of turnover intention on employees’ performance in Chinese JVs. Originality/value – This study enhances the authors' understanding of the relationship among POS, affective commitment and turnover intention of Chinese JV employees.
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Muhammad, Ali, Gul Makai, and Humera Mehboob. "Effects of Organizational Justice on Job Outcomes: An Intervening Role of Affective Commitment." Jinnah Business Review 6, no. 2 (July 1, 2018): 1–13. http://dx.doi.org/10.53369/tefa5438.
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This research examines a model depicting the association between distributive justice, procedural justice, affective commitment and work outcomes in a special context of higher education institutes. While prior research has extensively used organisational justice and its consequences for work outcomes, this study in particular explores the above linkage in universities of KPK Pakistan. In addition, affective commitment has been employed as a mediator in between the relation of work outcomes and justice types (procedural and distributive justice). Turnover intention and Employee performance are undertaken as pertinent work outcomes. Data from a sample of 150 working staff from selected reputed universities of the country’s capital, i.e. Islamabad, were gathered and analysed for regression effects. The findings suggest that justice types (procedural and distributive) positively affect employee performance yet negatively influence turnover intention. Similarly, affective commitment positively mediates the relationship between organisational justice and employee performance but no mediation effect was found in case of turnover intention. Implications of the study are highlighted with a note on future research directions. The article ends with a short conclusion and limitations of the study.
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De Simone, Silvia, Gianfranco Cicotto, Roberto Cenciotti, and Laura Borgogni. "Perceptions of Social Context and Intention to Quit: The Mediating Role of Work Engagement and Interpersonal Strain." Sustainability 13, no. 14 (July 6, 2021): 7554. http://dx.doi.org/10.3390/su13147554.
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Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive organisations. The aim of this study is to investigate the factors that contribute to intention to quit focusing on the PoSC, including Work Engagement and a construct that describes mental and emotional detachment from other individuals in work contexts (Interpersonal Strain). A total of 647 employees of an Italian organisation completed a self-report questionnaire. A structural equations model was tested, the findings of which show that work engagement negatively predicts intention to quit, whereas interpersonal strain positively predicts this outcome. Moreover, the PoSC of the immediate supervisor and the PoSC of colleagues have negative mediated effects on intention to quit by reinforcing work engagement and by reducing interpersonal strain, respectively. Finally, the PoSC of management also have negative effects on intention to quit, both directly and by increasing work engagement. Nevertheless, it is now possible to plan different actions and interventions, taking into account these findings to enhance workplace well-being.
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Tsai, Yafang, and Shih-Wang Wu. "The relationships between organisational citizenship behaviour, job satisfaction and turnover intention." Journal of Clinical Nursing 19, no. 23-24 (October 22, 2010): 3564–74. http://dx.doi.org/10.1111/j.1365-2702.2010.03375.x.
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Howe, Anna L., Debra S. King, Julie M. Ellis, Yvonne D. Wells, Zhang Wei, and Karen A. Teshuva. "Stabilising the aged care workforce: an analysis of worker retention and intention." Australian Health Review 36, no. 1 (2012): 83. http://dx.doi.org/10.1071/ah11009.
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Concerns about the capacity of the aged care industry to attract and retain a workforce with the skills required to deliver high quality care are widespread, but poor conceptualisation of the problem can result in strategies to address turnover being poorly targeted. A census of residential and community aged care services conducted by the National Institute of Labour Studies (NILS) in 2007 provided a comprehensive empirical account of the workforce, and estimated turnover on the basis of retention: that is, the proportion of the workforce who had been in their job for 1 year or less. This paper adds the dimension of intention: that is, workers’ expectations as to whether in 1 year’s time, they would still be working in the same aged care service. The dual driver model that takes both retention and intention into account was applied in further analysis of the 2007 NILS data. Investigation of relationships between workforce instability and 13 variables covering worker attributes, organisational attributes and structural attributes of the industry demonstrated the usefulness of the dual driver model for reconceptualising and analysing stability and, in turn, refining strategies to address turnover. What is known about the topic? Widespread concerns about turnover in the aged care workforce are based on estimates of 25% turnover per annum in both residential and community care workforces reported by NILS in 2007. This rate is low compared to US reports averaging ~50%. What does this paper add? Application of the dual-driver model to the analysis of 13 variables covering worker, organisational and structural attributes clarifies the nature of instability and shows that drivers affecting retention and workers’ intentions to stay or leave the job operate differently in the residential and community care workforces. What are the implications for practitioners? Those involved in workforce management and policy development in aged care should give more attention to identifying and realising workers’ intentions to stay, addressing factors affecting retention, and developing more refined strategies to address instability rather than focusing primarily on recruitment.
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Gupta, Vikas. "Talent management dimensions and its relationship with Generation Y employee’s intention to quit: an Indian hotel perspective." International Journal of Tourism Cities 6, no. 3 (August 13, 2019): 583–600. http://dx.doi.org/10.1108/ijtc-02-2019-0018.
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Purpose The purpose of this paper is to determine the causal relationship between talent management dimensions such as perceived organisational support (POS), human capital index and its influence on the turnover intentions of Generation Y employees in Indian hotel industry. This research will also examine how the intension of hotel employees to quit relates to the talent management practices (TMP) in the Indian hotel establishments. Design/methodology/approach This research will suggest an integrated conceptual model based on earlier literature where the significant relationships between the relevant constructs will be confirmed. For data collection, a cross-sectional survey plan will be used to collect data from the Generation Y employees working in the 5-star hotels across India. This technique is appropriate for the descriptive and predictive functions associated with correlation research and for measuring the inter-relationship amongst several variables used in the study. Findings Pearson correlations was applied which exhibited a practically substantial positive relationship between the organisation’s TMP and POS. It was also found that the perceived supervisor support does not mediate the relationship between TMP and intention to quit. The results of this research also approve that employees’ perception regarding the organisation’s actions has direct consequence on their perception of support from their supervisors. The research also found essentially significant negative association between POS and the employee’s intention to quit, where high levels of POS is associated with a reduced employee’s intention to quit the hotel organisation. Originality/value This study confirmed a causal relationship amongst the relevant construct, i.e. perceived TMP, the POS, the supervisory support and the Generation Y’s intention to quit. It also provided an understanding for the management to comprehend upon the perceptions regarding TMP and support and how it influences an employee’s intent to leave the organisation in the Indian hotel industry.
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Oruh, Emeka Smart, Chima Mordi, Akeem Ajonbadi, Bashir Mojeed-Sanni, Uzoechi Nwagbara, and Mushfiqur Rahman. "Investigating the relationship between managerialist employment relations and employee turnover intention." Employee Relations: The International Journal 42, no. 1 (January 6, 2020): 52–74. http://dx.doi.org/10.1108/er-08-2018-0226.
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Purpose The purpose of this paper is to investigate the relationship between managerialist employment relations and employee turnover intention in Nigeria. The study context is public hospitals in Nigeria, which have a history of problematic human resource management (HRM) practice, a non-participatory workplace culture, managerialist employment relations and a high employee turnover intention. Design/methodology/approach Based on a qualitative, interpretive approach, this paper investigates the process by which Nigerian employment relations practices trigger the employee turnover intention of doctors using 33 semi-structured interviews with key stakeholders in public hospitals. Findings This study found that Nigeria’s managerialist employment relations trigger the employee turnover intention of medical doctors. Additionally, it was found that although managerialist employment relations lead to turnover intention, Nigeria’s unique, non-participatory and authoritarian employment relations system exacerbates this situation, forcing doctors to consider leaving their employment. Research limitations/implications Studies on the interface between managerialism and employment relations are still under-researched and underdeveloped. This paper also throws more light on issues associated with managerialist employment relations and human resources practice including stress, burnout and dissatisfaction. Their relationship with doctors’ turnover intention has significant implications for employment policies, engagement processes and HRM in general. The possibility of generalising the findings of this study is constrained by the limited sample size and its qualitative orientation. Originality/value This paper contributes to the dearth of studies emphasising employer–employee relationship quality as a predictor of employee turnover intention and a mediator between managerialist organisational system and turnover intention. The study further contributes to the discourse of employment relations and its concomitant turnover intention from developing countries’ perspective within the medical sector.
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Adal Mehmood, Sultan, Devika Nadarajah, Muhammad Saood Akhtar, Noor Ahmed Brohi, and Mansoor Ahmed Khuhro. "A Conceptual Framework Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay Among City Traffic Police Lahore." International Journal of Engineering & Technology 7, no. 2.34 (June 8, 2018): 22. http://dx.doi.org/10.14419/ijet.v7i2.34.14013.
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This paper presents the conceptual framework of intention to stay among City Traffic Police, Lahore. The high turnover rate among city traffic police officers in Lahore has drawn the attention of the Government as well as academicians. It is believed that city traffic police in Lahore may feel there is limited prospects of career growth and may have negative perceptions on organisational justice. Nevertheless, this has yet to be examined in greater detail. Therefore, this conceptual paper offers a research opportunity to study the impact of perceived organisational justice and career growth on officer’s intention to remain in the organisation. Social exchange theory is applied to this framework. Following this conceptual paper, a full study will be carried out using quantitative research methods. It is hoped that the findings will benefit the City Traffic in Lahore and contribute to the body of knowledge on social exchange theory.
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Rezaei, Ali. "The impact of perceived organisational support and organisational citizenship behaviour on turnover intention: an empirical investigation." International Journal of Applied Management Science 11, no. 2 (2019): 153. http://dx.doi.org/10.1504/ijams.2019.098822.
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Rezaei, Ali. "The impact of perceived organisational support and organisational citizenship behaviour on turnover intention: an empirical investigation." International Journal of Applied Management Science 11, no. 2 (2019): 153. http://dx.doi.org/10.1504/ijams.2019.10018984.
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Alshurafat, Hashem, Waed Ensour, and Mohannad Obeid Al Shbail. "Organisational cynicism and auditors' turnover intention: the mediating role of emotional exhaustion." International Journal of Business Innovation and Research 1, no. 1 (2022): 1. http://dx.doi.org/10.1504/ijbir.2022.10050809.
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