Academic literature on the topic 'Professional turnover intention'
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Journal articles on the topic "Professional turnover intention"
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Buhari, Mufitha Mohamed, Chen Chen Yong, and Su Teng Lee. "I Am More Committed to My Profession Than to My Organization." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (July 2020): 37–58. http://dx.doi.org/10.4018/ijhcitp.2020070103.
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Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.
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Wu, Xiaorong. "Research on the Relationship between Enterprise Developmental Support and Turnover Intention ——The moderating role of person-job matching and professional self-management." E3S Web of Conferences 235 (2021): 01056. http://dx.doi.org/10.1051/e3sconf/202123501056.
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Previous studies on the relationship between developmental support and turnover intention are inconsistent. Therefore, this article introduces person-job matching and professional self-management as the moderating variables of the relationship between the two. The study found that ability matching and professional self-management both regulate the relationship between the two. For employees whose abilities do not match, developmental support has a negative predictive effect on their turnover intention; however, developmental support is not correlated with the turnover intention of the ability-matched individuals. For individuals with high professional self-management tendencies, developmental support has little correlation with turnover intentions. For individuals with low professional self-management tendencies, developmental support will be transformed into a sense of organizational support, which negatively predicts employees’ turnover intentions. Finally, person-job matching and professional self-management jointly regulate the relationship between the two. The research results of this article provide some enlightenment for the human capital investment strategy of enterprises.
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Xiao, Yuyin, Minye Dong, Chenshu Shi, Wu Zeng, Zhenyi Shao, Hua Xie, and Guohong Li. "Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai." PLOS ONE 16, no. 4 (April 27, 2021): e0250693. http://dx.doi.org/10.1371/journal.pone.0250693.
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Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.
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Sheehan, Cathy, Tse Leng Tham, Peter Holland, and Brian Cooper. "Psychological contract fulfilment, engagement and nurse professional turnover intention." International Journal of Manpower 40, no. 1 (April 1, 2019): 2–16. http://dx.doi.org/10.1108/ijm-08-2017-0211.
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Purpose The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession. Design/methodology/approach The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation modelling was used to test the hypotheses. Findings The fulfilment of promises related to interesting job content and social atmosphere were negatively associated with intentions to leave the nursing profession, and these relationships were mediated by engagement. The fulfilment of promises related to career development, financial rewards and work–life balance were not associated with intentions to leave the nursing profession. Research limitations/implications To ensure professional nurse retention, it is necessary to not just promise nurses interesting jobs and a supportive social atmosphere, but to manage nurse perceptions regarding the fulfilment of these promises. Originality/value Although there has been extensive research on nurse intention to leave their current job, the important area of nurse professional turnover has received less attention. The research highlights the importance of fulfilling expectations and promises related to interesting nurse job content that encourages nurse responsibility and autonomy as well as promises of a social atmosphere that includes co-operative relationships and good communication with colleagues.
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Eriza, Tiara, Saiful Saiful, and Halimatusyadiah Halimatusyadiah. "MOTIVASI, KOMITMENT, KEPUASAN KERJA, KEINGINAN BERPINDAH KERJA SARJANA AKUNTANSI DI BENGKULU." JURNAL FAIRNESS 10, no. 3 (March 31, 2021): 167–76. http://dx.doi.org/10.33369/fairness.v10i3.15265.
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The purpose of this research is to know the work motivation, commitment professional and work satisfaction on turnover intention of worker Accounting Graduate Worker in Bengkulu City. The population of this study are 123 peoples. The sample of this study was taken by census method. Data analysis in this research use descriptive statistic and multiple regression analysis. The results showed that: (1) the work motivation has a negative influence on turnover intention of worker Accounting Graduate Worker in Bengkulu City. It’s mean is if the motivation more increase, the turnover intention will be decrease; (2) the professional commitment has a negative influence on turnover intention of worker Accounting Graduate Worker in Bengkulu City. It’s mean is if the professional commitment more increase, the turnover intention will be decrease; and (3) the work satisfaction has a negative influence on turnover intention of worker Accounting Graduate Worker in Bengkulu City. It’s mean is if the work satisfaction more increase, the turnover intention will be decrease.
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Li, Tingzhou, Luo Zhang, and Wangqian Fu. "Subjective Social Class and the Retention Intentions of Teachers from the Publicly Funded Normal Students Program in China: The Dual Mediating Effect of Organizational and Professional Identity." Sustainability 14, no. 23 (December 5, 2022): 16241. http://dx.doi.org/10.3390/su142316241.
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A stable teaching force is an important guarantee for the sustainable development of education. Teacher turnover is one of the reasons for the teacher shortage in rural areas. Although studies have examined the influencing factors of teachers’ turnover intention, little is known about the effect of subjective social status on teachers’ turnover intention, especially for publicly funded normal students program (PFNSP) teachers who play a vital role in improving the quality of education in less developed regions of central and western China. A questionnaire survey was conducted, which returned a total of 16,731 responses (8141 public recruited teachers and 1498 teachers from PFNSP). The study explores the influence of subjective social class on PFNSP teachers’ retention intention and the mediating role of organizational and professional identity on this impact. Except for organizational identity, the subjective social class, professional identity, and retention intentions of PFNSP teachers were significantly lower than those of publicly recruited teachers. There was a significant association between subjective social class and retention intentions of PFNSP teachers. In addition, organizational identity and professional identity had a significant positive relationship to PFNSP teachers’ retention intention, and played partial mediating roles in the relationship between subjective social class and retention intentions.
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Wen, Yueran, Fei Zhu, and Liu Liu. "Person–organization fit and turnover intention: Professional identity as a moderator." Social Behavior and Personality: an international journal 44, no. 8 (September 15, 2016): 1233–42. http://dx.doi.org/10.2224/sbp.2016.44.8.1233.
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The significance of the role of person–organization (PO) fit in forming employees' work attitudes, such as turnover intention, has been established. We examined whether or not Chinese employees' professional identity can be both an additional predictor of, and moderate the effect of PO fit on, turnover intention. The results of a survey that we conducted among 256 Chinese civil servants showed that employees' professional identity and perceived PO fit each made a unique contribution to predicting their turnover intention. Moreover, the established relationship between PO fit and turnover intention was significantly stronger among people with lower professional identity than among those with higher professional identity. Theoretical and practical implications for organizational management are discussed.
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Ströbel, Tim, Christopher Maier, and Herbert Woratschek. "How to reduce turnover intention in team sports? Effect of organizational support on turnover intention of professional team sports athletes." Sport, Business and Management: An International Journal 8, no. 2 (May 14, 2018): 98–117. http://dx.doi.org/10.1108/sbm-05-2017-0032.
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Purpose Turnover of employees is a key challenge for companies. The same is true for sports clubs that must set appropriate incentives to decrease their athletes’ turnover intention. As salary caps and team budgets restrict monetary incentives, the purpose of this paper is to investigate the effect of organizational support on turnover intention of professional team sports athletes. Design/methodology/approach The paper applies a combined approach of qualitative and quantitative research and considers the specific requirements of European professional team sports. First, a qualitative study investigates organizational support in team sports and identifies relevant non-monetary incentives. Second, a quantitative study tests the effects of the identified organizational support incentives on turnover intention using a unique data set of professional team sports athletes. Third, a moderation analysis measures possible effects of age. Findings Through the qualitative study, three relevant non-monetary incentives could be identified in the context of professional team sports: integration of family (IOF), second career support, and private problem support. The subsequent quantitative study of football, ice hockey and handball athletes assesses the effectiveness of the identified incentives. All three incentives negatively influence athletes’ turnover intention, while IOF has a substantially stronger negative effect on turnover intention for younger athletes. Originality/value The findings indicate the importance of organizational support to decrease athletes’ turnover intention. Although money is relevant, sports clubs also need to address non-monetary incentives to decrease their athletes’ turnover intention.
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Räsänen, Katariina, Janne Pietarinen, Kirsi Pyhältö, Tiina Soini, and Pertti Väisänen. "Why leave the teaching profession? A longitudinal approach to the prevalence and persistence of teacher turnover intentions." Social Psychology of Education 23, no. 4 (May 27, 2020): 837–59. http://dx.doi.org/10.1007/s11218-020-09567-x.
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Abstract Teacher turnover has been recognized as a significant problem in the education worldwide. This study focuses on exploring reasons behind the turnover intentions, and persistence of such intentions in 5-year follow-up among Finnish teachers. Longitudinal survey data were collected from Finnish comprehensive school teachers in 2010 (T1 n = 2310) and 2016 (T2 n = 1450). The results showed that 50% of the teachers had turnover intentions. Turnover intentions were remarkably persistent, but the reasons for them varied significantly. Lack of professional commitment and factors related to the school system and workload were the main reasons for teacher turnover intention. The results suggest several factors that should be improved simultaneously in the teaching profession to increase teacher job satisfaction and retention.
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Kim, Jaseon, Duckhee Chae, and Jae Yong Yoo. "Reasons Behind Generation Z Nursing Students’ Intentions to Leave their Profession: A Cross-Sectional Study." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 58 (January 2021): 004695802199992. http://dx.doi.org/10.1177/0046958021999928.
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This study aims to identify predictors of turnover intention within 2 years of employment among 3rd and 4th grade Generation Z nursing students. Turnover intention is a multi-stage process ranging from mere desire, to serious thoughts, decision-making, and actual planning. Previous studies have focused on identifying the factors affecting turnover intention among practicing nurses. However, undergraduate nursing students also contemplate their decision to stay or leave the nursing profession after graduation. This cross-sectional descriptive study recruited 210 nursing students from 3 colleges in South Korea. A self-administered survey was conducted using the Career Preparation Behavior Scale, the Calling and Vocational Questionnaire, the Social Responsibility Scale, and the Revised Self-Leadership Questionnaire. Four questions were used to explore participants’ turnover intention, their motivation for studying nursing, their major satisfaction, and their clinical experience satisfaction. Descriptive and multiple logistic regression statistics were obtained using SPSS. Of the participants, 17.6% had turnover intention within 2 years of employment. Multiple logistic regression analysis indicates that clinical experience satisfaction is the only significant predictor. In the univariate analysis, nursing students who had turnover intentions were less likely to practice career preparation behaviors and had lower levels of vocational consciousness and social responsibility. To keep a proficient nursing workforce in the profession, professional commitments from universities and hospital institutions are needed to provide quality clinical learning experiences for nursing students. Further prospective study is needed to observe how Generation Z undergraduate students’ turnover intentions change and what factors influence this process.
Dissertations / Theses on the topic "Professional turnover intention"
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Parry, Julianne Mary, and j. m. parry@cqu edu au. "The Effect of Workplace Exposure on Professional Commitment: A Longitudinal Study of Nursing Professionals." Central Queensland University, 2007. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20070524.133840.
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The behaviour of employees is increasingly being recognised as the critical
factor in achievement of organisational effectiveness. Therefore, the need to address
inefficiencies that are derived from the organisation-employee relationship is being
recognised as important to organisational success. For many years the concept of
organisational commitment provided the means to develop theory in relation to
organisation-employee relationships. More recently, however, other types of workrelated
commitments have been identified as having importance to the organisationemployee
relationship.
In the contemporary political-economic context, professionals are
increasingly becoming employees of organisations which operate according to
market or quasi-market principles. There are some fundamental differences between
professional occupations and non-professional occupations. These differences may
have consequences for the relationship between professional employees and their
employing organisation. The differences may also have consequences for other workrelated
outcomes for professional employees in ways that are different from the
work-related outcomes of non-professional employees. Importantly, for professional
employees commitment to the profession is developed during the pre-workplace
entry educational experiences and may have consequences for the retention of
professional employees within organisations, as well as retention within the
profession. Therefore, the commitment of professional employees to their occupation
may be both an antecedent to and a consequence of other work-related outcomes.
However, to date, professional commitment has not been studied from a
developmental perspective and the effect of workplace exposure on professional
commitment is not understood.
This thesis reports the findings of a study in which a theoretical model of the
relationship between professional commitment prior to workplace entry and
professional turnover intention was evaluated using path analysis. The relationships
included in the model were between commitment to the profession as both an
antecedent to, and a consequence of organisational-professional conflict, job
satisfaction and organisational commitment, as well as the relationship that each of
these variables may have to organisational turnover intention and professional
turnover intention. A repeated measures design was used with a sample of nursing
professionals. Professional commitment before entry to the workplace was measured,
and after a period of workplace exposure, professional commitment was again
measured, as well as the other work-related outcomes identified in the model. The
Blau (2003) occupational commitment measure was used to measure the pre-and-post
workplace entry levels of professional commitment. The thesis also examined the
factor structure of the Blau (2003) occupational commitment measure.
The results of the model evaluation indicated that it is a plausible model of
the identified relationships. Examination of the factor structure of the Blau (2003)
occupational commitment measure indicated that it is best represented by five rather
than four components. This research found that professional commitment was quite
stable in the initial period of workplace exposure. The research findings also
indicated that the relationship between professional commitment and organisational
commitment was mediated by job satisfaction and that organisational-professional
conflict and job satisfaction were directly related to organisational commitment. The
research found that job satisfaction and professional commitment after a period of
workplace exposure were related to organisational turnover intention, but that
organisational commitment was not. The final major research finding was that
organisational turnover intention was the only workplace variable in the model that
was directly related to professional turnover intention.
This research has contributed to the organisational behaviour literature
through the development and initial evaluation of a model of the relationship between
professional commitment prior to workplace entry and professional turnover
intention. The results of the model suggested that when organisations provide
professional employees with workplace experiences that are professionally, as well as
personally satisfying, they promote retention of professional employees with their
own organisation, as well as retention of professionals within the profession.
This research recommends that for organisations that employ professionals,
the model of the organisation-professional employee relationship that is likely to
promote the retention of professional employees both within the organisation and
within the profession, is a partnership model. Conflict resolution principles are
recommended to inform the partnership model of the organisation-professional
employee relationship. In addition, the empowering leadership style is recommended
for organisations that employ professionals, because it is better matched to the
employment mode and characteristics of professional employees.
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Meyer, Leigh Anne. "Professional Quality of Life Indicators and Turnover Intention in Forensic Nurses." Otterbein University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=otbn1622051900393966.
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Andersson, Sara, and Johanna Holmberg. "Hur behåller vi våra värdefulla medarbetare? : En kvantitativ studie om vad som får yrkeserfarna ingenjörer att stanna hos en arbetsgivare." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12344.
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Purpose: The purpose of this study is to investigate what experienced professional engineers value regarding work related factors and what makes them stay in an employment and in an organization. Theory: The theory used is derived from relevant research regarding work life science and was divided into several parts. The first part contains research about Employer Branding and how employers can use strategies to attract candidates and retain current employees. The second part concerns turnover intentions which is used to examine whether there are relationships between work-related factors that professional engineers believe they have in their workplace and their intentions to stay. The third part embraces Model of retention which contains eight work-related factors which are divided into organizational- and job level. These eight work-related factors shows to have impact on retention of professional workers. Some items were added from Bloom Live Connect Grow Employer Branding framework to complete the ability to measure retention levels. At last we used theory regarding employee engagement to predict the target group’s engagement level to see if it had significant impact on retention of experienced professional engineers. Methodology: A cross-sectional quantitative approach was used in this study and a questionnaire was sent out to 301 experienced professional engineers that had an employment within a global industrial enterprise. Approximately 158 experienced professional engineers completed the survey which lead to a responding frequency of 52,5 % percent. Findings: The result of the study showed that almost all 26 items tested out of Model of retention scored high means. Therefore they proved to be important for the maintenance of professional engineers to make them want to remain in an employment and in an organization. The only work-related factor that showed statistical significance from the regression analysis performed was compensation. Another interesting disclosure found was that the target group proved to be engaged, but nevertheless, there was a greater intention to leave than to remain in the workplace. Practical implications: It is important for employers to pay attention to the results of this study when shaping workforce strategies to become competitive as an employer. Social implications: Engineers are a sought-after target group in the labor market and therefore it is important for employers and HR-departments to work with strategies regarding remaining valuable competences such as experienced professional engineers to ensure the future of the organization.
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Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.
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Sakchaicharoenkul, Rattanachai. "TURNOVER IN INFORMATION TECHNOLOGY PROFESSIONALS IN THAILAND." NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/100.
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This study examined information technology professionals' perception of employee organizational commitment (OC) and its relationships to turnover across various industries in Thailand. Perceived job alternatives and thoughts of quitting were included to examine their influence on turnover intention both directly as independent variables and indirectly as mediators.
Hypotheses tested were 1) the direct relationship between organizational commitment and turnover intention among IT personnel from various Thai companies, 2) the relationship between thoughts of quitting and turnover intention, 3) the relationship between perceived job alternatives and turnover intention, 4) the indirect relationship between organizational commitment and turnover intention through mediator - thoughts of quitting and 5) the indirect relationship between organizational commitment and turnover intention, as mediated by perceived job alternatives.
The survey questionnaire used instruments that were already translated into Thai from previous research (Wongrattanapassorn, 2000). The original items in English were included with each item in the Thai language to provide respondents with additional information on the meaning of constructs. In addition to demographic items, the survey questionnaire contained four measures, one for each of the four variables: organization commitment (Allen & Meyer, 1990), thoughts of quitting (Peters, Jakofsky & Salter, 1981), perceived job alternatives (Peters, et al., 1981), and turnover intention (Hom, Griffeth & Sellaro, 1984).
An accompanying letter with the hyperlink to the questionnaire page was sent via e-mail to 300 IT professionals who were randomly selected from the subscribers of Computerworld Thailand magazine and also those who attended IT seminars organized by Computerworld Thailand. Two hundred and eight responses returned, providing an acceptable response rate of 69.3 percent. Correlation and regression were used to test hypotheses.
Results revealed that there was no direct relationship between overall organizational commitment and turnover intention. However, there was a negative direct relationship between continuance commitment and turnover intention. There was also no correlation between thoughts of quitting and turnover intention. There was a positive relationship between perceived job alternatives and turnover intention. For the mediating effect between organizational commitment and turnover intention, the results revealed that thoughts of quitting did not mediate the relationship as well as perceived job alternatives.
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Speight, Hilary. "Career orientations and turnover intentions of information systems professionals in South Africa." Master's thesis, University of Cape Town, 2004. http://hdl.handle.net/11427/5655.
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Bibliography: leaves 93-103.Managing Information Systems (IS) personnel has frequently been cited as a major challenge for organisations, particularly with respect to reducing and controlling the high rate of turnover that IS personnel have historically displayed. In the past, with demand for qualified IS personnel outstripping supply, alternative job openings were plentiful and organisations found it difficult to attract and retain sufficient staff. However, the last few years have seen significant cutbacks in IS spending, resulting in declining growth rates and a reduced demand for IS personnel. Although the South African IS job market does not appear to be as severely affected as in other parts of the world, and there are still pockets of high demand worldwide, it seems unlikely that the IS industry will return to its former glory in the foreseeable future. Despite these stringent market conditions, organisations continue to be plagued with high, and even more surprisingly, increasing turnover rates. This trend is particularly perturbing for organisations that are highly dependent on IS because of its negative implications. Employee turnover is costly and disrupting, often leading to delays in project completion, there is a loss of valuable expertise and productivity of the IS department is reduced. Although, this research project only considered IS personnel turnover at the individual level, there are many other factors related to the work and external environments that are believed to affect IS personnel turnover in South Africa. However, these factors which include organisational structure, perceived job market and government policy, are very difficult to measure and are often beyond the control of organisations endeavouring to reduce and control turnover; and as such were not explicitly studied.
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Gellock, Jennifer. "Work-Life Factors that Impact Job Burnout and Turnover Intention among Athletic Academic Support Professionals." VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/5799.
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The purpose of the current study was to investigate factors in the work environment that impact job burnout among academic support professionals who work with college student-athletes. Specifically, the factors of job control match, fairness march, rewards match, and workload match were explored. Additionally, the extent to which emotional exhaustion and depersonalization had an effect on turnover intention was explored. Job burnout has been found to have negative impacts on professionals in human services professions. The sample consisted of academic advisors and learning specialists affiliated with National Collegiate Athletic Association (NCAA) Division I programs. Results suggest academic support professionals experience a high level of emotional exhaustion related to a mismatch in perceived job control, rewards, and workload. Additionally, higher levels of emotional exhaustion were found to significantly impact turnover intention. Practical solutions that address job mismatches are discussed along with theoretical implications for the person-environment fit framework applied in the context of the sport industry.
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Camargo, Lilian Cristina Carvalho. "ESTUDO DA ADOÇÃO INDIVIDUAL DA REDE SOCIAL PROFISSIONAL LINKEDIN." Universidade Metodista de São Paulo, 2015. http://tede.metodista.br/jspui/handle/tede/82.
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Previous issue date: 2015-02-25The turnover intention refers to the probability of individuals leaving their current job. This topic has become relevant to organizations since it is a potential problem, which may affect the organizations competitiveness, amongst other reasons. It is believed that some of the individuals who have turnover intention look for means of communication, new technologies, such as the professional social network LinkedIn, in order to spread their professional information, find professional opportunities by networking, as well as obtain more information about the labor market, besides different other functions. Therefore, the turnover intention may be considered as a previous factor to the individual adoption of the professional social network LinkedIn. This study has analyzed the previous factors that may influence the usage and how they use the professional social network LinkedIn, guided by the theoretical perspective of the Unified Theory of Acceptance and Use of Technology (UTAUT), by Venkatesh et al (2003), and also guided by the scale of the turnover intention, by Siqueira et al (2014)and Van Dam (2008). The research is based on a quantitative investigation approach, in which data collection was done using a research tool, and obtained 292 answered questionnaires, which has made it possible to validate the relations between the constructs of the research model developed for the study of the individual adoption of the professional social network LinkedIn. There was an analysis of structural equations to make the test of the study hypotheses, based on PLS-PM (Partial Least Squares Path Modeling) from which satisfactory measures for all the investigated constructs and proposed models were presented, and all the relations between the constructs were significant. The results obtained by this study confirm the influence of previous factors, such as Performance Expectancy, Effort Expectancy, Social Influence, and Turnover Intention, on the intention of using the professional social network LinkedIn. The study concludes that the Performance Expectancy was revealed to be the greatest influence in the intention of using LinkedIn, since there is the perception that by using it, it is possible to obtain some professional benefits as well as other aspects. The second factor to present the greatest influence was the Turnover Intention, once some individuals, by adopting LinkedIn, may tend to show it to other people or organizations that are interested in their talents, experiences, skills, network and so on. The Effort Expectancy, in turn, showed that some individuals notice it is easy to interact with such technology, and the Social Influence showed that there is the individuals perception as to the influence of their network in their intention of using LinkedIn.
A intenção de rotatividade refere-se à probabilidade de os indivíduos deixarem o seu trabalho atual. Este tema se tornou relevante para as organizações por ser um potencial problema que pode afetar a competitividade das organizações, entre outros motivos. Acredita-se que alguns dos indivíduos com intenção de rotatividade possivelmente buscam meios de comunicação, novas tecnologias, como a rede social profissional LinkedIn objetivando disseminar suas informações profissionais, localizar oportunidades profissionais, obter mais contatos e informações sobre o mercado de trabalho, entre outras possibilidades. Desse modo, a intenção de rotatividade pode ser avaliada como um fator antecedente à adoção individual da rede social profissional LinkedIn. Este estudo analisou os fatores antecedentes que podem influenciar a intenção de uso e o comportamento de uso da rede social profissional LinkedIn, apoiando-se na perspectiva teórica da Teoria Unificada de Aceitação e Uso da Tecnologia (UTAUT), de Venkatesh et al (2003), e na escala de intenção de rotatividade, de Siqueira et al (2014) e Van Dam (2008). A pesquisa fundamenta-se em uma abordagem de investigação quantitativa na qual os dados foram coletados por meio de um instrumento de pesquisa com a obtenção de 292 questionários respondidos, o que possibilitou a validação dos relacionamentos entre os construtos componentes do modelo de pesquisa desenvolvido para o estudo da adoção individual da rede social profissional LinkedIn. Para realizar o teste das hipóteses do estudo, procedeu-se a análise de equações estruturais, com base no PLS-PM (Partial Least Squares Path Modeling) a partir do qual foram apresentadas medidas satisfatórias para os construtos investigados e o modelo proposto, sendo significativas todas as relações entre os construtos. Os resultados obtidos por esta pesquisa confirmam a influência dos fatores antecedentes Expectativa de Desempenho, Expectativa de Esforço, Influência Social e Intenção de Rotatividade na intenção de uso da rede social profissional LinkedIn. O estudo concluiu que Expectativa de Desempenho revelou-se o fator que mais influencia na intenção de uso do LinkedIn, pois há a percepção de que ao utilizar o LinkedIn pode-se obter benefícios profissionais, entre outros aspectos. O segundo fator que apresentou maior influência na intenção de uso do LinkedIn foi a intenção de rotatividade, uma vez que alguns dos indivíduos, ao adotarem o LinkedIn, provavelmente tendem a mostrar para as outras pessoas/organizações interessadas quais são os seus talentos, suas experiências, competências, além de obter mais contatos, entre outros motivos. Já a Expectativa de Esforço demonstrou que alguns indivíduos percebem que é fácil a interação desta tecnologia. A Influência Social constatou que existe a percepção dos indivíduos quanto à influência da sua rede de contatos na intenção de uso do LinkedIn.
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Haggerty, Abbi L. "Turnover Intentions of Nonprofit Fundraising Professionals: The Roles of Perceived Fit, Exchange Relationships, and Job Satisfaction." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3802.
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This study explores the turnover intentions of fundraisers employed by 501(c)(3) public charities in the United States. Specifically, the study considers the effects of the following variables on fundraisers’ intentions to leave their current position (in the short-term and long-term) and/or the profession of fundraising: perceptions of fit with organization and job; exchange relationships between employees and their organization and supervisor; overall job satisfaction; culture of philanthropy; salary; age; and organizational size. Through a secondary analysis of a national data set, multiple regression analysis identifies the variables that are statistically significant predictors of turnover intentions.
Perceived person-organization fit, job satisfaction, and age are supported as the significant predictors of long-term turnover intentions. Fundraisers who believe they fit well with the culture of their organization, are highly satisfied with their job, and are older will likely stay in their position longer. Perceived person-organization fit and job satisfaction are supported as the significant predictors of short-term turnover intentions. Similar to long-term turnover intentions, but without the effect of age, fundraisers who perceive a high level of congruence with their organization’s culture, and who are satisfied with their job, are less likely to have plans to give notice. Lastly, perceived person-job fit and job satisfaction are supported as the significant predictors of intentions to leave the field of fundraising. Fundraisers who report that their position is a good match for their abilities, and who are highly satisfied in their position, are more likely to remain committed to fundraising as a career.
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Ziemen, Silke Laura. "Burnout and job engagement in UK cancer care staff : how do they relate to job stress and satisfaction and turnover intentions." Thesis, University of Edinburgh, 2012. http://hdl.handle.net/1842/9762.
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Background: Health care professionals are at risk of developing burnout due to the inherently stressful nature of their work. Burnout has been found to compromise the wellbeing of health care professionals and their ability to provide optimal patient care. Job engagement is proposed to be the antipode of burnout and is concerned with occupational well-being. It is hoped that through a better understanding of factors related to job engagement and burnout, occupational well-being of health care professionals and their ability to care for patients can be improved. Systematic review: A systematic review of the literature on burnout and job engagement in physicians and nurses since 2002 identified seven studies. Findings suggest that burnout and job engagement are independent constructs, albeit negatively related. These findings contribute to the current knowledge about the relationships between burnout and engagement dimensions and provide a framework for interventions aimed at increasing occupational well-being among front line medical professionals. Aims: A study was conducted to assess levels of job engagement and burnout and their relationship with turnover intentions and job satisfaction and stress in the entire workforce of a Cancer Centre in the United Kingdom. Participants and procedure: 150 cancer care workers completed a cross-sectional questionnaire entailing the Maslach Burnout Inventory, the Engagement Indicator, measures of job satisfaction, stress, turnover intentions and demographics. Results: Mean scores of emotional exhaustion did not differ from normative data, while lower levels of depersonalisation and lack of accomplishment were found. Furthermore, engagement scores were significantly higher than in the normative sample and the majority reported high levels of job satisfaction and indicated no turnover intentions. Path analysis provided preliminary support for an exploratory model indicating that engagement mediates the relationship between job stress, burnout and job satisfaction and turnover intentions. Implications: It is important that, despite increasing pressure to reduce costs, service planning is mindful of the continuous and long-term process required to maintain and facilitate engagement and job satisfaction, which appear important to the long term retention of staff. Conclusions: Work overload and a perception of being poorly managed and resourced appear to be risk factors for burnout. However, engaged employees with high levels of personal accomplishment may experience job satisfaction and desire to stay in their jobs despite high levels of occupational stress. Further research is required to identify factors predictive of personal accomplishment and job engagement in oncology services.
Book chapters on the topic "Professional turnover intention"
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de Beer, Leon T., Salomé Elizabeth Scholtz, and Johanna Christina Rothmann. "Job Demands-Resources, Person-Job Fit and the Impact on Turnover Intention: Similar Across Professional and Administrative Job-Types?" In Psychology of Retention, 119–36. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_6.
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Lacity, Mary C., Vidya V. Iyer, and Prasad S. Rudramuniyaiah. "Turnover Intentions of Indian IS Professionals." In Information Systems Outsourcing, 393–421. Berlin, Heidelberg: Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-540-88851-2_18.
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Chawla, Deepak, and Neena Sondhi. "Turnover intentions amongst women BPO professionals." In Information Systems, 210–44. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge India, 2019. http://dx.doi.org/10.4324/9780429202933-12.
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Busari, Abdul Halim, and Yasir Hayat Mughal. "Two Ways Interaction between Lower Order Terms of Left Brain and Right Brain Cognitive Style and Relationship between Satisfaction and Turnover Intention." In Occupational Stress, 461–75. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0954-8.ch022.
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This paper argues that teacher's job satisfaction should also have an impact on turnover intention. In this paper identified teacher's level of job satisfaction and turnover intention of advance learning institutions in the Khyber Pakhtoon Khwa Province of the Pakistan and the moderating effect of the cognitive style. Questionnaires were used to gather the information and 502 completed questionnaires were collected back from the respondents. The questionnaire was comprised of JDI consisting of seven items on job satisfaction, turnover Intention questionnaire consisting of three items and five point Likert scale was used and for cognitive style CSI, the cognitive style index was used, the fourth section was comprised of the open ended questionnaire and fifth section was comprised of demographic variables. Hierarchical multiple regressions have been used to check how much variance satisfaction shows upon turnover intention and also it has been checked that how much variance Analytical and intuition cognitive style shows variance upon satisfaction and turnover intention of advance learning institutions of kpk province of Pakistan. The correlation results taken from bivariate Pearson correlation shows significant results which later on strengthen by the regression results. The regression results show that satisfaction shows variance upon turnover intention, this extended model of job satisfaction will be useful to bring the changes in the academician's satisfaction of Khyber Pakhtoon Khwa province of Pakistan. The findings of this study could be used to guide the advance learning institution's management and professional academicians build targeted learning activities around key components of the academician's job satisfaction, diagnose where people are in their journey, set personalize goals and provide feedback to management in the process of the development of policies for advance learning institutions academician's. In the context of the efficient and effective educational policy, a greater understanding of the academician's job satisfaction could facilitate the development of more effective policy, practice that would increase not only the job satisfaction of the academicians but decrease the turnover intention of the academician's.
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Swiatek-Barylska, Ilona. "Core Values and Formalization as Determinants of Individual Behavior in an Organization." In Advances in Human Resources Management and Organizational Development, 25–38. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2480-9.ch002.
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A person starting a professional career becomes a member of a chosen organization and begins to function among other people in a defined organizational culture and legal space. As he or she is an adult with a defined personality, knowledge and system of values, the manager can influence the employee's behavior not by changing the person but by shaping the work environment. As flexibility is the number one principle in organizational design nowadays, managers have to create a work environment making decisions on the continuum between formalization and management by values. The chapter describes the consequences of formalization and values orientation for individual organizational behavior, as well as outcomes such as commitment, job satisfaction and turnover intention rate.
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BaniMelhem, Hussein, Hossam M. Abu Elanain, and Matloub Hussain. "Impact of Human Resource Management Practices on Employees' Turnover Intention in United Arab Emirates (UAE) Health Care Services." In Human Performance Technology, 1244–67. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8356-1.ch060.
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The article aims to examine the relationship between the human resource practices and employees' turnover intention in United Arab Emirates health care sector. This quantitative study utilized a structure equation model (SEM) technique with Analysis of Moment Structures (AMOS) 18 software package to analyze data and to investigate the impact of human resources practices on employees' turnover intention in United Arab Emirates health care services. Results of the study showed that human resources (HRM) practices in health care sector (recruitment and selection, performance appraisal, compensation, and career development) have significant relationship with turnover intention. However, this research was limited to the Public Health Care Sector in UAE and it is recommended to include Private health care sector. Moreover, inclusion of health care workers from different emirates such as Dubai and Sharjah will be needed in future researches. Health care facilities management should have a closer look at the significant human resource practices as an initiative to restructure HRM practices, policies, procedures to increase staff satisfaction, reduce employees' turnover intention and retain its valuable health care professionals. This article is among the first and most exhaustive ones carried out in health care sector in UAE. It explores the relationship between the human resource management practices and the employees' turnover intentions.
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Ford, Valerie, and Susan Swayze. "Twenty-First Century Issues Impacting Turnover of IT Professionals." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, 1784–810. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch088.
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Identifying the precursors of turnover has been the subject of examination for the past four decades. IT professionals are a critical group of employees in the current knowledge-driven economy, and as such, they experience unique job stressors. This chapter explores recent research on the organizational stressors that influence IT turnover intentions. The goal is to provide insights on how organizations can begin to stem burnout, turnover intentions, and eventual turnover while improving work-related wellbeing. A revised model of work-related wellbeing is also presented in this chapter. Another objective is to discuss current issues in the IT domain and provide new research directions. New research for the IT turnover literature will provide information to scholars and practitioners on how they might improve and alleviate the impact of turnover on organizations.
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Ford, Valerie, and Susan Swayze. "Twenty-First Century Issues Impacting Turnover of IT Professionals." In Advances in Library and Information Science, 29–62. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5829-3.ch002.
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Identifying the precursors of turnover has been the subject of examination for the past four decades. IT professionals are a critical group of employees in the current knowledge-driven economy, and as such, they experience unique job stressors. This chapter explores recent research on the organizational stressors that influence IT turnover intentions. The goal is to provide insights on how organizations can begin to stem burnout, turnover intentions, and eventual turnover while improving work-related wellbeing. A revised model of work-related wellbeing is also presented in this chapter. Another objective is to discuss current issues in the IT domain and provide new research directions. New research for the IT turnover literature will provide information to scholars and practitioners on how they might improve and alleviate the impact of turnover on organizations.
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Joseph, Damien, Mei Ling Tan, and Soon Ang. "Is Updating Play or Work?" In Integrations of Technology Utilization and Social Dynamics in Organizations, 20–30. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-1948-7.ch002.
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This study proposes that IT professionals’ behavioral orientation towards IT knowledge and skills updating demands can take on two contrasting forms: updating-as-play or updating-as-work. Drawing on threat-rigidity theory (Staw, Sandelands, & Dutton, 1981), the authors hypothesize that IT professionals who feel threatened by professional obsolescence are more likely to approach updating-as-work more than as play. Results from a sample of IT professionals are consistent with threat-rigidity theory (Staw et al., 1981) in that the threat of professional obsolescence is negatively related to updating-as-play and is positively related to updating-as-work. The authors also find that updating-as-play is negatively related to turnaway intentions and that updating-as-work is positively related to turnover intentions; these findings are consistent with IT theories of job mobility. The authors conclude this study with a discussion of these results and propose future research directions.
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"Behavioural indicators of turnover intention: the case of young professionals in China." In Society and HRM in China, 124–42. Routledge, 2013. http://dx.doi.org/10.4324/9780203723456-11.
Full textConference papers on the topic "Professional turnover intention"
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Wee, Yu Ghee, Mohamed Dahlan Bin Ibrahim, Kamarul Zaman Ahmad, and Yap Sheau Fen. "Promoting Organizational Citizenship Behaviour Through High Involvement Human Resource Practices: An Attempt to Reduce Turnover Intention." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2011. http://dx.doi.org/10.5176/2251-2349_hrmpd52.
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Wu, Yang, Congwei Xu, and Xin Wang. "Multilevel Model of Factors Influencing Employee Turnover Intention: Professional and Technical Staff in China as an Exemplar." In 2007 International Conference on Wireless Communications, Networking and Mobile Computing. IEEE, 2007. http://dx.doi.org/10.1109/wicom.2007.1103.
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Chen, Zhongming, Junwei Song, Changhai Tang, Zhiqiang Feng, Qingzhu Wen, Lili Zhu, and Wenqiang Yin. "Research on the Relationship among the Vulnerability of Village Clinic Doctors, Autonomy Tendency, Professional Identity and Turnover Intention." In 2016 2nd International Conference on Economics, Management Engineering and Education Technology (ICEMEET 2016). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icemeet-16.2017.70.
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Na, Pan, and Zhu Li-yan. "Does Public Service Motivation really make a difference on the job satisfaction and turnover intention of U.S. Federal Senior Professional Employees?" In 2010 International Conference on Management Science and Engineering (ICMSE). IEEE, 2010. http://dx.doi.org/10.1109/icmse.2010.5720016.
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Wingreen, Stephen C., J. Ellis Blanton, and Marcy L. Kittner. "The relationship between IT professionals' individual factors, training climate fit, and turnover intentions." In the 2002 ACM SIGCPR conference. New York, New York, USA: ACM Press, 2002. http://dx.doi.org/10.1145/512360.512396.
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Paris, Joseph. "Burnout and Turnover Intentions Among Higher Education Professionals During COVID-19: A Mixed-Methods Analysis." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1882551.
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Prommegger, Barbara, and Helmut Krcmar. "Through Good Times and Bad: The Influence of Workplace Social Support on IT Professionals' Turnover Intention during the COVID-19 Crisis." In SIGMIS-CPR '21: 2021 Computers and People Research Conference. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3458026.3462160.
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Forster, Kai, and Corrinne Shaw. "Mindfulness for enhancing learning in engineering education." In SEFI 50th Annual conference of The European Society for Engineering Education. Barcelona: Universitat Politècnica de Catalunya, 2022. http://dx.doi.org/10.5821/conference-9788412322262.1265.
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Technology is evolving at a rapid rate, thereby introducing more complex problems that engineers must be able to engage with. Increasingly complex problems require new ways of thinking, and more innovative, creative, and collaborative responses. To lead this technological evolution, engineers are challenged to engage with lifelong learning and ongoing problem solving. The learning and creative thinking skills needed for innovation relies on an open and receptive mindset – a key component of mindfulness. Mindfulness has previously been shown to enhance creativity, focus, mental clarity, and divergent thinking skills required for problem solving. Furthermore, mindfulness has been shown improve interpersonal relationships and communication – paramount to effective collaboration when working on solutions to complex problems as a team. In this paper, the perceptions of mindfulness and its effects on engineering professionals in the workplace are explored. Data were collected using structured interviews with a purposive sample of practicing South African engineers, and a survey sent out to a larger sample. Data were analysed using content analysis for the interviews and statistical regression analysis for the survey. It was found that engineers believed that consistent learning was a vital aspect of job performance. Findings revealed that mindfulness was correlated to lower stress, fatigue, and turnover intention, while improving productivity, innovation, emotional intelligence, and communication. Results indicate that through cultivating mindfulness, engineering professionals will be more equipped to continuously learn, create, and innovate in a productive manner. The study proposes that mindfulness is introduced at undergraduate level in engineering education as a key skill in preparing graduates for the workplace.