Dissertations / Theses: '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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Made available in DSpace on 2016-08-02T21:42:40Z (GMT). No. of bitstreams: 1 Lilian Cristina.pdf: 1059441 bytes, checksum: a594dec839ce5298c86a3ae9b48dc804 (MD5) Previous issue date: 2015-02-25
The 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.

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Cerbulis, Erik C. "Job attitudes of 911 professionals: a case study of turnover intentions and concerns among local governments throughout Central Florida." Honors in the Major Thesis, University of Central Florida, 2001. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/215.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Health and Public Affairs
Public Administration

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Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.

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Robinson, Janell Renee. "Role of Outsourcing in Stress and Job Satisfaction of Information Technology Professionals." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2426.

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Information technology (IT) outsourcing poses a potential job loss threat to IT professionals, which can decrease job security, job satisfaction, and organizational commitment. The problem that this study addressed was the perceived role of IT outsourcing in the job stress, job dissatisfaction, and turnover intention of IT professionals. The purpose of this study was to explore how job-related stress, job dissatisfaction, and turnover intention within the IT profession are influenced by outsourcing as perceived by IT workers themselves. Phenomenology was the methodology used, and the person-environment fit theory formed the theoretical framework for this study. The research questions addressed outsourcing and its impact on IT employees, based on the perceptions of the participants. Data were collected from 20 IT professionals at 4 medium-sized firms within Central Florida using open-ended interview questions. Significant themes emerged as the interview data were analyzed and coded using words that best described the data. Synthesis of the data collected indicated that job stress and job dissatisfaction were continuing concerns among the participants, as indicated in current general literature. However, turnover intention had a less consequential impact on the IT workers' reactions to the effects of outsourcing. Contrary to the expectation that IT outsourcing plays a negative role in the job satisfaction of the participants, the study results indicated that the majority of the participants were still satisfied in their positions following IT outsourcing activities. Managers could impact social change by understanding the levels of stress and job satisfaction IT professionals experience during outsourcing. Insights from this study may help improve employees' productivity, commitment, and contributions to their local economies.

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Amanambu, Rochelle Aneeta. "An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011091.

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Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.

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Elitharp, Toni. "The Relationship of Occupational Stress, Psychological Strain, Satisfaction with Job, Commitment to the Profession, Age, and Resilience to the Turnover Intentions of Special Education Teachers." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/29578.

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This paper presents findings from a study of factors that lead to special education teacher attrition and retention involving 212 special educators in the Commonwealth of Virginia. Structural equation modeling was used to test a hypothesized model of the relationship between Teacher/Administrative Support, Role Dissonance, Psychological Strain, Satisfaction with Job, Commitment to the Profession, Age, and Psychological Resilience to determine which variables directly and indirectly affect the turnover intentions of special education teachers. Structural equation modeling identified a path model wherein nine variables had a statistically significant influence on special education teacher turnover intentions. This paper reports on significant findings that emphasize for the first time the role of psychological resilience in the study of special education teacher retention. In addition, the confirmed path model suggests that one's perception of the effects of adversity due to physical or sexual abuse and adversity due to family loss play some role related to resilience. As the perception of Psychological Resilience increases, Commitment to the Profession increases, and the Intent to Leave the field of special education decreases.
Ph. D.

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Abbas, Syed Gohar. "Sources and Consequences of Burnout and the Moderating Role of Proactive and Reactive Coping Mechanisms : an Evidence from Academe." Thesis, Lyon 3, 2015. http://www.theses.fr/2015LYO30003.

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Le but de cette étude empirique est d'étudier les relations entre les facteurs de stress, le coping (stratégies d’adaptation), le burnout, les maladies somatiques, la dépression, la performance, l'engagement organisationnel et l’intention de départ avec une référence particulière aux différents types d'universités dans différents segments démographiques au Pakistan. Dans cette étude, nous avons d'abord cherché à comprendre la relation entre quatre principaux facteurs de stress (la surcharge de travail, l’ambiguïté des rôles, le conflit de rôle et la conciliation travail-famille) qui conduisent au burnout (l'épuisement émotionnel et la dépersonnalisation). De plus, nous avons cherché à identifier la relation entre le burnout et ses conséquences (la somatisation, la dépression, la performance, l’engagement organisationnel et l’intention de départ). Au cœur de notre modèle se trouve l’effet modérateur des stratégies d'adaptation sur les relations étudiées. Ces mécanismes sont notamment la planification proactive, le soutien du supérieur, le soutien des collègues, le soutien social général, la réinterprétation positive, l'adaptation par évitement, le fait de s’adresser au Dieu et le changement d’idées.Nous avons utilisé un design de recherche quantitatif et transversal pour recueillir des données sur un échantillon de 450 membres du personnel académique dans les universités privées, publiques et semi-publiques de la province du KPK au Pakistan Le nombre total des questionnaires pris en compte pour l'analyse est de 274. L'analyse préliminaire des données, exploratoire puis confirmatoire a montré que nos données étaient quasi normales et que nos variables possédaient de bonnes propriétés psychométriques. Nous avons testé nos hypothèses de recherche au moyen de modèles de régression structurels en utilisant AMOS et de régressions hiérarchiques multiples en utilisant SPSS. Les résultats ont révélé que la conciliation travail-famille, l’ambiguïté des rôles et la surcharge de travail avaient un impact positif significatif sur le burnout. Les résultats ont également démontré que le burnout avait un impact positif significatif sur la somatisation, la dépression et l’intention de départ et un impact négatif significatif sur l'engagement organisationnel et la performance.La majorité des hypothèses relatives à l’effet modérateur du soutien social et des mécanismes d'adaptation n'a pas été confirmé par nos résultats. Contrairement à nos hypothèses, planification proactive, le soutien du supérieur, le soutien social général, et le changement d’idées se sont avérés être des stratégies d'adaptation non-efficaces. Malgré ses limites, cette thèse apporte d’importantes contributions académiques et méthodologiques ainsi que des implications managériales. Quelques suggestions pour des recherches futures ont également été faites à la fin
The purpose of this quantitative study is to investigate the relationships between stressors, coping, burnout, somatic ill health, depression, performance, organizational commitment and turnover intentions with particular reference to different demographic segments in different types of universities of Pakistan. In this context firstly we aimed to understand the relationships between four main stressors (Work Overload, Role Ambiguity, Role Conflict and Work-life Imbalance) and Burnout (Emotional Exhaustion and Depersonalization). Moreover, we aimed to identify the relationship between burnout and its consequences i.e. Somatization, Depression, Performance, Organizational Commitment and Turnover Intentions. At the core of our model was the moderating impact of coping strategies on the relationships mentioned above. These coping mechanisms included Proactive Planning, Boss Support, Colleague Support, General Social Support, Turning To God, Positive Reinterpretation, Avoidance and Mind Deviation. The quantitative and cross sectional survey research design was used to collect data based on a sample of 450 academic staff in private, public and semi-government universities of the KPK province of Pakistan The total questionnaires considered for analysis were 274. The preliminary data analysis, EFAs and CFAs demonstrated that our data was quasi normal and our variables possessed good psychometric properties. We tested our research hypotheses through structured regression models in AMOS and multiple hierarchical regression using SPSS. The results revealed that Work-Life Imbalance, Role Ambiguity and Work Overload showed significant positive impact on burnout. Results also demonstrated that burnout had a significant positive impact on Somatization, Depression and Turnover Intentions and a significant negative impact on Organizational Commitment and Performance. The Majority of the hypotheses related to moderating impact of social support and coping mechanisms were not supported by our results. Contrary to our hypotheses, Proactive Planning, Boss Support, General Social Support and Mind Deviation proved to be non-effective coping strategies. Despite of its limitations, this thesis has made some important academic and methodological contributions along with managerial implications. Few suggestions for future research have been also made at the end

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Tseng, Sheng-Yi, and 曾勝義. "The Impact of Professional Commitment on Professional Turnover Intention and The Impact of Organizational Commitment on Turnover Intention- Sampling from Accounting Personnel in CPA’s Firms." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/84629653245691396103.

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(9825173), Julianne Parry. "The effect of workplace exposure on professional commitment: A longitudinal study of nursing professionals." Thesis, 2007. https://figshare.com/articles/thesis/The_effect_of_workplace_exposure_on_professional_commitment_A_longitudinal_study_of_nursing_professionals/13416656.

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Examines 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"--Abstract.

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LIN, HSIU-YU, and 林秀玉. "The Impact of Professional Commitment and Job Engagement on Nurses’ Turnover Intention." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/vpb387.

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碩士
輔仁大學
公共衛生學系碩士班
105
Aims: This study was aimed to explore the association between professional commitment, job engagement and intention to leave among nurses. Methods: This study was cross-sectional design, and collected data from May to June,2017 in a regional hospital located in metro Taipei. Questionnaires were issued on census basis. This study totally collected 1540 out of 2067 questionnaires, and only 1157 ones were effective, which yielded 55.97% response rate. Result: Continuous and normative commitment to profession associated negatively and statistically significantly with intention to leave. Affective commitment to profession only reported with negative association. Moreover, vigor and dedication of job engagements associated negatively and statistically significantly with intention to leave. Conclusion: This result reported that higher in continuous and normative commitment, as well vigor and dedication of job engagement, the lower intention to leave their working organization and profession. Therefore, this study suggested managers to build up professional commitment and job engagement of nurses, in order to enhance their stability, and lower turnover rate. Keywords: professional commitment, job engagement, intention to leave.

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Chen, Yi Fang, and 陳儀芳. "Impact of Career Supports and Barriers on Nurses’ Improvement in Professional Capabilities and Professional Turnover Intention." Thesis, 2019. http://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/login?o=dnclcdr&s=id=%22107CGU05026004%22.&searchmode=basic.

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碩士
長庚大學
工商管理學系
107
Nursing shortage is critical for worldwide healthcare institutions. Such shortage could be alleviated by reducing nurses’ professional turnover intention, which was known related to nurses’ perception of professional competence in their careers. Such perception could be enhanced by nurses’ action to improve professional capabilities. However, no studies addressed how career supports and barriers, nurses’ improvement in professional capabilities, and professional turnover intention were related, indicating a gap. This study examines how career supports and barriers impact nurses’ improvement in professional capabilities and thus on their professional turnover intention. This study used a cross-sectional design and collected 502 representative responses from 2,660 full-time nurses who worked for a major hospital in northern Taiwan between January and March in 2018. Most (97.8%) of them were female. We used the stratified random sampling method to ensure representativeness of the sample. Our items were from Cunningham et al., and Teng et al. Structural equation modeling was used to test the study hypotheses. Human capital, social capital, and discrimination were positively related to intention to improve professional capabilities (path coefficient, hereafter p.c.=.35, .21, and .08, p<.05). Moreover, intention to improve professional capabilities was positively related to action to improve professional capabilities (p.c.=.32, p<.05), which was negatively related to professional turnover intention (p.c.=-.15, p<.05). Most of the career supports and barriers are positive to improvement in professional capabilities, and thus useful to retain nurses in the nursing profession.

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LU, WEN-HUA, and 呂文華. "The Relationship Among Professional Commitment、Burnout and Turnover/ Occupational Turnover Intention— A Study on the Speech-Language Pathologist." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/zxc5wh.

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碩士
國立高雄師範大學
事業經營學系
106
The purpose of this study is to investigate the relationship among burnout, turnover intention, and occupational turnover intention for Speech-Language Pathologists. Whether the professional commitment for Speech-Language Pathologists has effects on turnover intentions and occupational turnover intention? Is professional commitment possible to be a moderator between burnout and turnover intention or occupational turnover intention? The quantity of clinical Speech- Language Pathologists in Taiwan is still insufficient for market demand. In this study the relationship among burnout, professional and turnover intention are explored could be the reference for medical industry managers. This model was tested with the data from 261 registered Speech-Language Pathologists who responded a structure questionnaire with online surveys and uses structural equation model for statistical analysis. The results have shown that burnout has a significant positive effect on turnover intention as well a significant positive effect on occupational turnover intention. Professional commitment has no significant effect on turnover intention. However, it does show a significant negative effect on occupational turnover intention. The moderate effect for professional commitment on the relationship between burnout and turnover intention is not significant; as well no significant moderating effect on the relationship between burnout and occupational turnover intention has shown. According to the results of this study, reducing the incidence of burnout can reduce the turnover intention and occupational turnover intention and increasing professional commitment can reduce the occupational turnover intention. Therefore, the medical managers are suggested to give appropriate workload in order to reduce burnout. In addition, the medical managers could encourage the Speech-Language Pathologists to obtain further professional education and emphasize the importance of Speech-Language Pathologists in the medical team to enhance affective professional commitment. The Association of Speech-Language is also suggested to conduct courses regarding Speech-Language therapy to the public and to increase public's awareness of Speech-Language therapy in order to gain more respect for Speech-Language profession and to enhance the Speech-Language Pathologists’ normative professional commitment.

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Huang, Shih-Han, and 黃詩涵. "The Relationship between Job Stress, Professional Commitment and Turnover Intention among Nursing Staff." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/21409558605952045264.

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碩士
中國醫藥大學
醫務管理學系碩士班
101
Objective: The purpose of this study was to understand present situation and identify the relationship between job stress, professional commitment and turnover intention among clinical nursing staff. Methods: The research tool was composed of the job stress, professional commitment, and turnover intention questionnaires. The findings of this study based on the survey of clinical nursing staff in two regional teaching hospitals and two medical centers in Taichung. 546 responses were received resulting in a response rate of 91.0%. The results were analyzed by using descriptive statistic analysis, Pearson’s correlation, Chi-squared test, and Logistic regression. Results: Turnover intention varied significantly according to job factors and to demographic factors including age, salary, work duration, work unit, work position, hospital grade, and hospital ownership (p<0.05).There was significantly negative correlation between job stress and professional commitment (p= -0.39). The job stress factors of "job itself" (OR=2.31, p<0.001) and "administration" (OR=1.98, p<0.001) had significantly positive correlation with turnover intention. The professional commitment factors of "willingness of effort" (OR=0.31, p<0.001) , " maintaining membership" (OR=0.49, p<0.001) and "intrinsic value of work" (OR=0.63, p<0.04) had significantly negative correlation with turnover intention, but the factors of " professional values recognition " had significantly positive correlation with turnover intention (OR=1.72, p<0.01). The predictors of turnover intention among nursing staff were job stress factors of " administration ", professional commitment factors of "willingness of effort" (OR=0.26, p<0.001), "maintaining membership " (OR=0.61, p<0.02), and salary (OR=7.23, p<0.04). Conclusion:This study indicated the job stress factors of " administration ", professional commitment factors of "willingness of effort", "maintaining membership " and salary were the predictive factors of turnover intention among nursing staff.The findings of this study provide guidance to hospital administrators in education, training and developing retention strategies of nursing staff.

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Wang, Gui-Ying, and 王桂英. "The Relationship between Work Values、Professional Commitment and Turnover Intention among Clinical Nurses." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/74419082479380026299.

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碩士
長榮大學
護理學研究所
96
The purpose of this study was to explore the relationship between working values, professional commitment and turnover intention among clinical nurses. The cross-sectional survey and convenience sampling were adopted for 300 nurses who have worked for at least half a year in four teaching hospitals in Taiwan. The structural questionnaire, including working values, professional commitment, and turnover intention were applied for this study. The response rate was 96.3%. Independent t-test, one-way ANOVA, Pearson’s correlation coefficient, and stepwise regression analysis were used to analyze subjects’ responses. The major findings of this study were as follows: 1.There are positive correlations between age, education level, working years, working duty, salary and working values as well as professional commitment. Moreover, those who are Buddhist, married, with two or more children present higher working values and professional commitment. 2.There are negative correlations between age, working years, working duty, and salary and turnover intention. Moreover, those who are Buddhist, married, and with two or more children present lower turnover intention. 3.Those who with higher total working values scores show higher professional commitment scores and lower turnover intention scores. Moreover, those who with higher total professional commitment show lower turnover intention scores. 4.The significant factors which effect on the turnover intention of clinical nurses include professional commitment, institution characteristics, Buddhist, and salary, which accounted for 52.2% the variation of turnover intention. The findings of this study provide guidance to school educators and hospital administrators in recruitment, education, training and assignment of human resources.

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Wei, Li-Hsiang, and 魏麗香. "The Turnover Intention and Professional Commitment and Organizational Citizenship Behavior on Nursing Staffs." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/78443392784889029432.

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碩士
義守大學
管理學院管理碩士在職專班
99
The purpose of this study was 1). to explore the relationships among demographic information (age, marital status, education), job characteristics (ranking, working unit, experienced years), self-efficacy, team trust, leadership style, leaving intention, professional commitment, and organizational citizenship behavior; 2). to investigate the predictors on leaving intention, professional commitment and organizational citizenship behavior of registered nurses. A correlation, cross-sectional, purposive study design was used to recruit 547 registered nurses of a teaching hospital in southern Taiwan. Statistical methods included descriptive data analysis, Pearson''s correlation coefficient, Independent t-test, One-way ANOVA, and Multiple regression analysis. The results indicated that there are significantly relationships among team trust, leadership style, and leaving intension of registered nurses. Moreover, self-efficacy, team trust, leadership and professional commitment of nurses are significantly positive related. Age, experienced years, self-efficacy, team trust, and leadership style and the overall organizational citizenship behaviors have a significantly positive relationship. Working unit, team trust, leadership style are predictors of leaving intention of nurses. Ranking N3 of nurses, working units, self-efficacy, team trust, leadership style are the significant predictors on professional commitment of nurses. Ranking N2 of nurses, work unit, team trust, leadership style are the significant predictors on organizational citizenship behavior of nurses. Nursing leaders can use the results to the curriculum of continuing education for their registered nurses. In addition, nurses can be reduce leaving intension, enhanced their professional commitment and organizational citizenship behavior and make their organization with successful atmosphere.

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Huang, Li-Chun, and 黃麗錞. "A Study on the Relation of Worker Pressure, Professional Resources and Turnover Intention of Social Worker." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/14521211885179671434.

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碩士
朝陽科技大學
社會工作系
105
The main purpose of this study is to understand the relationships between the pressures social workers experienced on the job, professional resources available to social workers, and turnover intention among social workers. Moreover, this study is to explore the moderating effects of the professional resources on the relationship between worker pressure and turnover intention among social workers. From the total of 487 social welfare institutions in the public and private sectors in Taiwan, 60 social welfare institutions were selected randomly as sources of samples, and 400 questionnaires were sent out, 375 of them were returned. The result of the response rate was 93.75%. The researcher used descriptive statistics, t-test, ANOVA, hierarchical regression, and other statistical methods to analysis the research data. 　　The results of this study revealed: The major pressure on social workers is caused by the institutions they work in. The burden of paperwork is more time consuming than the direct service received from social workers. Social workers may experience different stress among different age group, the marital status of social workers, seniority, and supervisors with or without social work related qualifications. The professional resources of the social work organization are high in demand. Co-worker support among social workers is the most important support and most needed as an internal professional resources. The support of supervisors is an important support needed as external professional resources. There is a significant difference in the status and demand of professional resources among social workers of different age group, institutional nature, client needs, and supervisors who have social work related background and qualifications. The level of social workers' overall turnover intention is moderate. 　 Based on the conclusions above, the researcher made the following recommendations: First, reduce the loading on paperwork to increase the service quality of social workers. Secondly, social welfare units should adjust their organizational structure. Thirdly, the supervisors in the social work institutions should have a social work related background and qualifications. Lastly, provide more internal and external professional resources would decrease the turnover intention of social workers.

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Yan-Ching, Hsu, and 許宴菁. "The study of the affect of Employee Emotional Intelligence、Professional Commitments to Turnover Intention In Electronics Industry." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/81268108468032327061.

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碩士
中國文化大學
勞動學研究所
96
Recently, the whole world begins to pay attention to EQ. People also have paidattentionto the importance of EQ. The purpose of this Research was to exam the relationship among emotional quotient、professional commitment and turnover intention of Electronic Industry Professionals. In addition, theresearch concerned respectively about the difference analysis of the classified variants and all variants in study, the correlation analysis among all variants and influence analysis. Releasing taking electronic industry of northern territory as the core of this research questionnaire, grants 600 altogether, retrieve 447 shares, deduct 47 invalid questionnaires, get 400 effective questionnaires, and analyse by counting software SPSS.

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Obulutsa, Thomas Austin. "Self-esteem and employee burnout as predictors of employee turnover intention among professional counsellors in Nairobi, Kenya." Thesis, 2016. http://hdl.handle.net/10500/22598.

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Text in English
Staff turnover affects employees, employers and their clients. When counsellors leave a particular employment context, relationships have to be modified or terminated, and in some instances, clients have to start counselling afresh. This study focused on testing whether self-esteem and burnout can be predictors of voluntary turnover. Relating the three variables of self-esteem, employee burnout, and employee turnover intentions among counsellors reveals a dearth in literature and research. This study utilised qualitative and quantitative data. A sample of 200 counsellors received questionnaires to collect quantitative data and 162 questionnaires were analysed. The Intentions-To-Stay Questionnaire by Roodt (2004) measured turnover intention, the Maslach Burnout Inventory (Maslach & Jackson, 1981) measured Burnout and the Rosenberg Self-esteem scale (Rosenberg, 1965) measured self-esteem. Qualitative data collection utilised the focus group interview. 23 participants for one group interview were selected using Convenience sampling. Significant relationship was found between self-esteem and age, gender, marital status, duration of work, academic qualification and job status. Results indicated that the emotional exhaustion subscale has statistically significant relationships with age, academic qualification, marital status and employment status. The depersonalization subscale indicated a statistically significant relationship with age, gender, marital status and employment status. The personal accomplishment subscale indicated statistically significant relationship with gender, academic qualification, marital status, duration of employment and employment status. A statistically significant relationship was found between turnover intention and age, marital status, highest academic qualification of participant and employment status. Further, a statistically significant relationship was found between turnover intention and burnout but not between turnover intention and self-esteem. This analysis confirmed burnout as a predictor variable and self-esteem as not. Study findings revealed three categories of reasons influencing turnover among counsellors; namely diversification reasons, growth and development reasons, and remunerative reasons. Counsellor narratives of burnout revealed three major themes namely: exhaustion, work settings, characteristics, and sources of stress. Workplace and institutional interventions were categorized into two namely developmental and normative. An integrated model of clinical supervision for responding to burnout and turnover intention was presented as part of the discussion.
Psychology
D.Phil. (Psychology)

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Huang, Xiang-Ting, and 黃湘婷. "The Study on the Relationship among Leadershipstyle, Work Stress and Turnover Intention--Professional Competence as a Moderating Variable." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/rzzu96.

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碩士
南華大學
企業管理學系管理科學碩博士班
104
This research is for the purpose of discussing the leadership style, the working pressure with leaves job the tendency influence. Take the common job seeker as the object of study, and uses the non-stochastic convenience sampling method to carry on the questionnaire survey, altogether provides the questionnaire214The share, recycles 212, the effective questionnaire returns-ratio reaches 99%, interrogates the volume material by the factor analysis, the letter analysis, the T examination, the single factor variance analysis, the correlation analysis andReturning toTurns over to and so on the methods to carry on the material analysis, obtains following result: 1. leadership styles have the negative remarkable influence to the working pressure. 2. leadership styles to leave job the tendency to have the negative remarkable influence. 3. working pressures to leave job the tendency to have the forward remarkable influence. 4. working pressures with leave job between the tendency in the leadership style to have the intermediary effect. 5. specialized abilities with leave job between the tendency in the leadership style not to have the disturbance effect.

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Sung, Ren-Hao, and 宋人豪. "A Study of the Relations among Professional Commitment, Social Support, Personality Traits, and Turnover Intention of Social Workers." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/68116990026218531342.

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碩士
國立臺灣師範大學
科技應用與人力資源發展學系
102
How to reduce the turnover rates has been an important issue in the field of social work, Thus, the turnover intention of social workers as well as its associated factors of in-service social workers have to be proactively explored. This study aimed to investigate the relations among professional commitment, social support, personality traits, and turnover intention of social workers. Questionnaire survey was employed to solicit necessary data from the social worker in various social welfare institutions. The data obtained from 269 valid guestionnaires were statistically analyzed through software SPSS. conseguently the following results are obtained:(1)Social support, Professional commitment and the Personality of conscientiousness can negatively predict turnover intention. (2) Social support, the personality of extraversion and conscientiousness can positively predict professional commitment.(3) Professional commitment partially mediates the relationship between social support and turnover intention .(4) Professional commitment fully mediates the relationship between the personality of conscientiousness and turnover intention.

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YANG, WEN-PING, and 楊雯萍. "Comparison of Nurses and other Medical Staff Turnover Intention and Professional Quality of Life, Job Stress and Related Factors." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/7bg86d.

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碩士
長庚科技大學
健康照護研究所
106
Turnover ientention has strong predictive power for employees ' actual turnover. The objectives of this study were to compare the turnover ientention, professional quality of life, job stress and related factors among nursing staff and other medical staff. A cross-sectional research, conception sampling survey, with a total of 407 peoples who have been three months full time licensed medical staff were recruited. Demographic data, turnover ientention scale, professional quality of life scale and job stress scale were used. Statistical analysis using descriptive statistics, independent sample t-test, ANOVA, Pearson correlation, simple linear regression analysis were in this study. Result:1.There were significant differences between nursing staff turnover tendency and unit, age, marital status, children, conscious health status, supervisor level, shift, rest time and vacation days. 2.There were significant clear differences between the nurses’s compassion satisfaction and exercise habits, the state of health, chronic disease, executive position, monthly salary and rest time. There were significant differences in burnout and unit, age, marital status, children, conscious health status, chronic diseases, supervisors, shifts, working years, working hours, rest time, rotation. The secondary traumatic stress was significantly different from the education level. Other medical staff’s burnout and exercise habits, conscious health status, shifts had significant differences. 3.The job stress of nurses were significantly different from sleep time, drinking habits, conscious health status, chronic diseases, seniority and working hours. There were significant differences in job stress of other medical personnel with drinking habits, conscious health status and encouraging promotion. 4.There was a significant negative correlation between nursing staff’s turnover intention and compassion satisfaction, which was positively correlated with burnout, secondary traumatic stress and job stress. There was a significant negative correlation between the turnover intention of other medical staff, and which was positively correlated with burnout. 5.There are many predictors of turnover intention for nurse staff, Such as: Shift, vacation days, compassion satisfaction, burnout, secondary traumatic stress, job stress. The predictors of other medical staff’s turnover intention were burnout. 6. Burnout as a predictor of the turnover intention of nursing staff and other medical staff. However, the burnout of nursing staff is related to social demography, job characteristics, working environment and system, and other medical staff are related to their own situation. The results of this study can provide clinical practice management as a reference, It is hoped that through flexible management, setting up exit mechanism, arranging health promotion courses, promoting staff's physical and mental health to prevent job burnout and reduce turnover intention.

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Tsai, Yu-Tai, and 蔡有泰. "The Relationships among Leisure Involvement,Leisure Benefits, Job Stress, and Turnover Intention-A Case Study of Professional Military Personnel." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/q255gf.

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碩士
景文科技大學
旅遊管理系觀光與餐旅管理碩士班
106
This study is to investigate the relationships among leisure involvement , leisure benefits, job stress, and turnover intention. Besides, moderating effect of leisure benefits on the relationship between job stress and turnover intention is examined in this study. A convenience sample of respondents was chosen. A total of 350 questionnaires were distributed, with 300 valid questionnaires. Subsequently, correlation analysis and hierarchical regression analysis were employed in this study. The results indicate that leisure involvement have significant positive effects on leisure benefits. Job stress has a significant positive effect on turnover intention. Moreover, the results show that leisure benefits have partial moderating effect on the job stress and turnover intention. The results may provide some useful information for managers of Department of Defense to reduce job stress and turnover intention of professional military personnel through the rising of leisure involvement and leisure benefits. Keep the national defense capability.

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石守正. "A Study On Work Stress, Professional Commitment And Turnover Intention Of Social Workers In Public Sector In Taipei Metropolitan Area." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/46140470664073829972.

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碩士
國立臺灣師範大學
社會教育學系在職進修碩士班
98
The main purpose of the thesis is to study the relationship among the social workers’ stress from work, professional commitment and turnover intention in the public sector. The sample consists of 255 social workers in the Departments of Social Welfare of Taipei City and Taipei County Governments, and the Taipei City Center for Prevention of Domestic Violence and Sexual Assault. The research tool is a self-designed questionnaire, including “the Index of the social workers’ Work Stress”, “the Index of the social workers’ Professional Commitment “, and ” the Index of the social workers’ turnover intention”. The survey data was analyzed by SPSS software, including descriptive statistics, t-test, one-way ANOVA, Pearson correlation and stepwise regression. Research findings: 1. The overall working stress recognized by social workers in the public sector is slightly lower than the intermediate quantity, the highest to be “working load”; professional commitment deviation to be positive, with “appraisal of professional career” being the highest; turnover intention in contrast to intermediate quantity to be slightly lower. 2. Working stress are higher among social workers in Taipei County, female social workers, those with non-major educational background, and those in service between 1 year up to 20 years. 3. Social workers that have “period of service below 1 year” have relatively higher professional commitment than those who are “5 years ~10 years in public service”. Other background variables show no significant differences. 4. The turnover intention is high among female and younger social workers, also higher among those who engage in direct services, who work at social welfare services center, at early intervention center and/or at homeless shelters in comparison with social workers who engage in indirect services or work in administrative offices. 5.The stepwise regression result shows that there are 8 factors account for 55.1％ of the variance of turnover intention, which includes role ambiguity, the will of career involvement ,interpersonal relationships, working load, departments, professional career to appraise and gender. Role ambiguity, interpersonal relationship and working load would promote the turnover intention; the will of career involvement and professional career to appraise would reduce the turnover intention. In addition, the turnover intention in social workers at the administrative offices and The Center for Prevention of Domestic Violence is higher than who serve at home/shelter organizations re-placement organization. Male social workers adapt lower turnover intention than female. Implications for social workers, the Departments of Social Welfare, and the Center for Prevention of Domestic Violence to develop feasible strategies for successfully reducing workers’ turnover intention are discussed.

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Huang, Mei-Yun, and 黃美雲. "The Relationship between Work Value、Professional Commitment and Turnover Intention among Nursing Staff-Religious hospitals compared with non-religious hospitals." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/82652416710879967440.

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碩士
國立雲林科技大學
健康產業管理研究所碩士班
101
Nursing care system is the most extensive care human resources, health care system on the impact of medical institutions indirectly affect nursing work environment, resulting in nurse turnover rates continue to increase, resulting in the loss of a large number of nursing workforce, not only caused the loss of the hospital, and more making to enhance the quality of nursing care has a great hindrance. Therefore, nurses leaving the question being subject to medical administrators attention.This study refers to the value of the work to explore nurses, professional commitment and turnover intention relationships and professional commitment as an intermediary variable to explore nurses'' recognition of professional commitment and turnover intention in the work values of intermediary results. In this study, two regions in central and southern family learning hospital nurses for the study, questionnaires were given, a total of 306 valid questionnaires, data descriptive statistics, independent sample t test, one-way ANOVA, post hoc comparisons, regression analysis and other statistical methods for data analysis and processing. In this study, the following conclusions: A.the nurses'' work values belong to the upper level to the highest altruism. B.the nurses'' professional commitment to be moderate, that the highest willingness professional efforts. C.nurses belong to the lower level of turnover intention, intention to stay above the resignation strength. D.the nurses'' work values, due to the different attribute variables differ. E.the nurses'' professional commitment, will vary depending on the attribute variables differ. F.nurses'' turnover intention, because of the different attributes of variables differ. G.nurses'' work values and a significant correlation between professional commitment, with a positive impact. H.nurses''work values and a significant correlation between turnover intention, with a negative effect. I.professional commitment to work values and turnover intention partial mediating effect. Therefore, this study suggests that professional nurses to enhance and increase the value of the work a sense of identity can reduce turnover intention.

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Chen, Wen Yu, and 陳玟諭. "The Relationship between Leadership Behavior of Service Industry, Professional Commitment and Turnover Intention – the Moderating Effect of Organization Playfulness Climate." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/bfjteg.

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Shih, hung-hua, and 石航驊. "The study of the affect of mentoring,organizational commitment,professional commitment to turnover intention-Example of Public Relations industy in Taiwan." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/60290016424173832575.

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碩士
國立中山大學
傳播管理研究所
93
The training programs for a new coming can not only raise the professional capabilities of the employees and also develop the sense of belongings to the enterprise. Guided by a veteran, who can illustrate the norms of the business domain & the instruction the working guide for the rookies, the system is so called the – Mentor and apprentice system. The system helps the new comings melt-into the enterprise quicker and accelerate the pace for the rookies to be familiar with their own workings, even mentally support counts one of the function in this system. Thus, for a rookie; “Mentor” plays an important role in the cognition for the company, while the transition of the professional technology, the mentor affect the rookie in the mental aspects spontaneously. The study is focused on the group of liaison –business as the studies target, the “Mentoring” system as the premise & variations; to probe if the system affects the professions and the attitude for employees to the whole organization and to further aspects to find out the functions of this system, the relations of organization commitment and turnover intentions. The study has proofed as; 1. Demographic statistics variations as the major affects is tenable, to the system, organization & professional commitments and turnover intentions. 2. The system as a remarkable affect to organizational & professional commitment is tenable. 3. The system as a remarkable affects to the job-turnover intention is not tenable. 4. The organizational & professional commitment as remarkable affect to job-leaving is tenable. 5. Through the affect of organizational & Professional Commitment, the system as a remarkable parameter to job-turnover intention is tenable.

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Wu, She-Tai, and 吳旭泰. "A research on the relationships among professional burnout, organizational commitment, job satisfaction and turnover intention of sales driver in Taiwan area." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/73972360771439191846.

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碩士
立德大學
地區發展管理研究所
95
The purpose of this study was to investigate the perception of sales driver towards professional burnout, job satisfaction, organizational commitment, and turnover intention in Taiwan. To achieve these goals of this study, relevant literatures were reviewed firstly. Pilot study and factor analysis were conducted in order to develop an appropriate survey questionnaire for this research. The target population for this study was professional house-delivery logistic companies in Taiwan. The researcher firstly divided Taiwan into four areas: northern, central, southern, and eastern Taiwan based on every county’s geographic location. Then, the purposive sampling method was adopted to randomly select a house-delivery staff from every workplace. 416 questionnaires were sent out.125 questionnaires, representing 30% of response rate, were returned. There were 16 questionnaires that were invalid or incomplete. These invalid questionnaires were then removed. The rest 109 questionnaires were valid questionnaires, which presented 87% of total returned questionnaires. SPSS for Windows 10.0 was utilised for statistical analysis to explore the relationships between house-delivery sales and professional burnout, job satisfaction, organizational commitment, and turnover intention. According to the results of the analysis, the main findings were summarised as following: Female sales driver had a higher turnover intention than male staffs. For professional burnout, job satisfaction of male sales was higher than female sales. Especially, the age group between 26 to 30 years old had a significant higher designation intention in association with other age groups. The job satisfaction and organizational commitment of the age group between 36 to 45 years old were significantly higher than other age groups. Moreover, sales driver with higher level of degree had a higher designation intention and perception of professional burnout. Sales with senior high school degree had higher job satisfaction and organizational commitment. Longer working hours caused higher the professional burnout. Those sales, who located in southern Taiwan, had higher designation intention and perception of professional burnout, but lower organizational commitment and job satisfaction. Sales driver with higher perception of higher professional burnout had a higher resignation intention. sales driver Sales with higher organizational commitment and job satisfaction had a lower resignation intention. If the sales driver sales had a higher perception of professional career burnout, they would have lower job satisfaction and organizational commitment. Job satisfaction and organizational commitment had a direct effect on turnover intention, in which professional burnout played a certain effect as a mediating factor. Based on the conclusion drawn from above findings, this study illustrated some recommendations for future researches. Firstly, case study should be considered to find out richer information for understanding the real situation. Secondly, investigating what would happen after resignation and related causal factors would be the valuable issues to explore. Thirdly, the variable of changing time should be also taken into research consideration in order to investigate dynamic effects of factors as time goes on. Finally, the effect of cross-cultural difference on staffs’ working attitudes and behaviours is ignored in the literature. This study suggested that it should be also considered in the future cross-cultural or transnational studies on career resignation.

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Shi-Hao, Wang, and 王士豪. "The purpose of this study is to investigate the relationship between nurses' professional commitment, job characteristics, personality traits and turnover intention." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/75793883488772836717.

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碩士
國立中正大學
企業管理研究所
101
The Face of fierce competition of globalization, employee with professional knowledge is the source of the core competitiveness of enterprises. So improve employees' job satisfaction, can bring positive benefit to the enterprises. The purpose of this study is to investigate the relationship between nurses' professional commitment, job characteristics, personality traits and turnover intention. Hackman & Oldham (1975) believed that the improvement of the job characteristics, could inspire each worker's motivation to work, and had more job satisfaction. But there are researchers found that even for the same work performed by different workers, their individual personality differences will lead to the different job satisfaction of this work, which will affect the degree of their professional commitments. In this study, five categories of personality (Big Five) frame, addresses that individual personality differences can interfere the relationship between job characteristics and job satisfaction. At first, the methods of doing the research were consulted from the domestic and overseas documents; then collecting all the data by qualified interviewing. Based on the findings that: (1) high degree of professional commitment of health care, management personnel, committed itself to a higher degree of job satisfaction, and lower intention of leaving the industry. (2) the more diversity, integrity, importance of autonomy of a job, and with high reward to a high degree of professional commitment of health care, higher management personnel, the higher the job ratification is, and lower intention of leaving the industry. (3) different personality traits are related to the job satisfaction, and affect the intention of leaving the industry, but no correlation with the professional commitment.

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Wang, Yi-Lan, and 王奕嵐. "The Relationship between Organizational Justice, Organizational Commitment, Professional Commitment and Turnover Intention –Evidence from Auditors in Big Four Accounting Firms in Taiwan." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/qh7vaf.

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碩士
國立中正大學
會計與資訊科技研究所
103
The high turnover rate of auditors has been an important issue in accounting firms in Taiwan. Therefore, this research explores the relationships among organizational justice, perceived organizational support, organizational commitment, professional commitment, burnout and turnover intention by conducting an online survey with auditors from the Big Four Accounting Firms in Taiwan. With a total of 245 valid questionnaires collected. The findings of this research as follows：Significantly positive correlations are found between organizational justice and perceived organizational support as well as between perceived organizational support and organizational commitment. It is also discovered that perceived organizational support and professional commitment are positively correlated while organizational commitment and burnout are negatively correlated. However, no relationship exists between professional commitment and burnout. Turnover intention is positively correlated with burnout but negatively correlated with organizational commitment. Finally, professional commitment is uncorrelated with turnover intention. Despite the fact that neither burnout nor turnover intention is correlated with organizational justice, organizational justice still has an indirect, negative impact on turnover intention through perceived organizational support, organizational commitment, and burnout.

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Li, Gou. "Workplace ostracism, emotional labor, nurse-patient relationship and turnover intention: a process model of workplace ostracism and its consequence in nursing professional." Doctoral thesis, 2018. http://hdl.handle.net/10071/19441.

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Como uma espécie de "violência fria", o fenómeno da exclusão no local de trabalho (ostracismo) é largamente reportado e torna-se um problema incontornável em enfermagem. Especialmente no contexto da tensão atual entre enfermeiros e pacientes na China e a tendência de sadía dos enfermeiros, a relação entre o ostracismo no trabalho, a relação entre enfermeiro e paciente e a intenção de sadía merece mais investigação. Com base na teoria da regulação emocional e na teoria da conservação de recursos, este estudo estabelece um modelo para medir as principais variáveis. O método de pesquisa incluiu medidas repetidas com um intervalo de tempo numa recolha de dados junto de enfermeiros de um hospital público na China. Por via de um modelo de equações estruturais analisámos a relação entre o ostracismo no trabalho e a intenção de sadía voluntária do local de trabalho examinando o papel do trabalho emocional (representação superficial e ação profunda) bem como do relacionamento enfermeiro-paciente. Os resultados apoiam a relação entre o ostracismo no trabalho, a ação profunda, a representação superficial, a relação enfermeiro-paciente e a intenção de sadía voluntária estabelecidas no modelo hipotético. Nomeadamente, que: 1) o ostracismo no trabalho tem uma correlação positiva entre a representação superficial e a ação profunda. 2) existe uma correlação negativa entre a representação superficial e a relação enfermeiro-paciente, mas a relação entre a ação profunda e a relação enfermeiro-paciente não é significativa. 3) existe uma correlação negativa direta entre a relação enfermeiro-paciente e a intenção de sadía voluntária. Em suma, a representação superficial desempenha um papel enquanto estratégia de regulação emocional, funcionando como mediador no ostracismo no trabalho e na relação enfermeiro-paciente, tendo o relacionamento enfermeiro-paciente um impacto direto na intenção de sadía voluntária. Esta investigação contribui primeiro, pela introdução do trabalho emocional como um estudo do processo de ostracismo no trabalho e a relação enfermeiro-paciente no local de trabalho. Em segundo lugar, fornece apoio empríico para o estudo da relação entre o ostracismo no trabalho e a intenção de sadía voluntária no âmbito da enfermagem num contexto pouco estudado – o hospitalar público chinês.
As a sort of "cold violence", workplace ostracism is widely reported and becomes a non-ignorable problem among nursing professionals. In the context of tense nurse-patient relationship and high turnover intention of nurses in China, there is a need to understand the relationship between workplace ostracism, nurse-patient relationship, and turnover intention. Drawing on emotional regulation (surface acting, deep acting) and conservation of resources theory, this study develops a hypothesized model to examine the major study variables. Employing a time-lagged survey design, participants from one large public hospital in China completed a survey at two points. Structural equation modeling was used to test the relationship between workplace ostracism and turnover intention via emotional labor (surface acting vs deep acting) and nurse-patient relationship. Findings provided support for the hypothesized model. Specifically, 1) the path from workplace ostracism to surface acting shows a significant positive coefficient, just as well as the path to deep acting; 2) while the path from surface acting to nurse-patient relationship shows a significant coefficient, there is an absence of relation between deep acting and nurse-patient relationship; 3) nurse-patient relationship had a significant negative direct effect on turnover intention. Overall, the results suggest that only surface acting as an emotional regulation strategy mediates the negative relationship between workplace ostracism and nurse-patient relationship, which negatively influence turnover intention. Our study contributes to the literature in the following ways. First of all, this study introduces emotional labor in the process of workplace ostracism and its consequences. Second, this study narrows our knowledge gap about the path between workplace ostracism and turnover intention with a nurse sample in an under-researched setting - Chinese public hospital

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Liu, Li Chiu, and 劉麗秋. "A Research on Effect of Financial Consultants'' Turnover Intention by The Predicators of Personality Trait,Professional Commitment,and Supervisor''s Leadership Behavior." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/82181567888002486847.

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碩士
淡江大學
企業管理學系碩士在職專班
96
Domestic banks are diving into the market of wealth management and personal financial service one after another in recent year. The most important link for wealth management is the financial consultants that are in charge of customer service. However, the turnover rate of financial consultants is skyrocketing due to the fierce competition in the market. Behind the high turnover rate is the increase of corporate costs in recruiting and training. It compromises the morale and spirit of employees, and the resignation of senior employees signifies the loss of production and work efficiency. This study, therefore, intends to investigate three perspectives, “personality traits,” “professional commitment” and “leadership behavior of supervisor,” in the organizational behavior theory that have profound influence to the turnover intention of employees in order to find out the correlation with the variables of turnover intention. There are not many literatures investigating the turnover intention of financial consultants, as financial consultation is still a new part of banking business. Holland (1985) suggests in the personality-job fit theory that job satisfaction will be the highest and turnover rate will be the lowest, provided that the personality traits fit the job. The primary purpose of this study is to examine the turnover intention of financial consultants. Several statistics methods, for example, descriptive statistics analysis, factor analysis, reliability analysis, Chi-square test, regression analysis, ANOVA and t-test, are introduced to help understand the turnover intention of financial consultants. The research result and management practice are: 1. The result of study shows that there is significant difference on professional commitment by financial consultants with different marital status . Therefore, when recruiting financial consultants, a bank should pay attention that the stability of married consultants is better than that of single ones. 2. The leadership behavior of a supervisor has significant on the turnover intention. Another important factor to promise a good opportunity of steady development for good consultants is a good boss. A good boss not only can train and encourage his/her employees and make them strong, but also create a working atmosphere that makes his/her employees realize that they are part of this group and belong to it. This is how a company can keep a good employee. Therefore, a supervisor has to be careful with his/her personal characteristics and behaviors. Good employees stay for specific demands and timely encouragement.

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Lin, Kuo Hui, and 郭慧玲. "A study of the Relationships Among Social Support, Professional Commitment, Job Anxiety, Turnover Intention of the Nurse Aides in Long-term Care Facilities." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/38287987623208824947.

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碩士
國立高雄應用科技大學
人力資源發展系
98
Taiwan has now indeed stepped into the aging society, thus the demand of long-term care human resources increases intensively. Simultaneously, it also increases the workload of Nurse Aides and brings the stress, anxiety, tiredness, and even the turnover intention of Nurse Aides. Thus, the present study examined the influence of social support, professional commitment, job anxiety on turnover intention and the mediation effect of job anxiety. The present research is based on questionnaire survey and the investigated samples are the Nurse Aides of long-term care, Nursing Organization, and Nursing Home. Two hundred and eighteen of effective questionnaires were received via surveys. The empirical results of this study are: 1.Social support has a significant negative effect on Nurse Aides’ turnover intention. 2.Professional commitment has a significant negative effect on Nurse Aides’ turnover intention. 3.Job anxiety has a significant positive effect on Nurse Aides’ turnover intention. 4.Professional commitment has a significant negative effect on Nurse Aides’ job anxiety. 5.Job anxiety has a mediating effect on the relationship of Nurse Aides’ social support and turnover intention. 6.Job anxiety has a mediating effect on the relationship of Nurse Aides’ professional commitment and turnover intention. 7.Subordination organization type has significant different on Nurse Aides’ professional commitment.

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Huang, Man-Chun, and 黃曼君. "The Effect of Mentoring, Organizational and Professional Commitment Multi-Dimension Fits on Turnover Intention and Organizational Citizenship Behavior: The Moderator of Decision-Making Participation." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/7zwp3t.

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碩士
國立彰化師範大學
人力資源管理研究所
93
Since medical quality problems resulted from high turnover rates of nursing staffs, the issue of retention has been concerned for a long time. Another important issue is the improvement in operating efficiency of hospitals through enhancing nursing staffs’ organizational citizenship behaviors (OCB). In related literatures, we found three research gaps as follows: mentoring does in fact provise benefits on decreasing turnover intentions and increasing performance in OCB to those receiving it, however, the mediating effect is still a balckbox; though professional commitment also exists in individuals, no related researches deal with the two categories of multi-dimensional commitments simultaneously; since decision-making participation is important for professionals, its moderating effect on the relationships between organizational and professional multi-dimension fits and turnover intention or OCB is discussed yet. Thus, there are three main research purposes: (1) exploring the meadiating effect of multi-dimensional commitments on the relationship between mentoring and turnover intention or OCB; (2) examining the effect of organizational and professional multi-dimension fits on turnover intention and OCB; (3) examining the moderating effect of decision-making participation on the relationship between multi-dimensional commitment fits and turnover intention or OCB. Subjectives in this study are 255 nursing staffs, which were obtained from hospitals in Central region in Taiwan by stratified random sampling method and then 191 questionnaires were responed. 85 nursing leaders also included for collecting these nursing staffs’ performances in OCB. Effective sample is 166 nursing leader-staff dyads. Statistical methods, including confirmatory factor analysis, block regression analysis, two-way hierarchical regression and three-way hierarchical regression, were adopted to test the hypotheses. The findings indicated that affective and normative organizational commitments completely mediated the relationship between mentoring and turnover intention; affective and normative professional commitments negatively mediated the relationship between mentoring and OCB; affective organizational-affective professional commitment fit and turnover intention are negatively related; affective organizational-normative professional commitment fit and turnover intention are negatively related; continuance organizational-normative professional commitment fit and OCB are positively related; decision-making participation reinforces the negative relationship between commitment fits and turnover intention; decision-making participation reinforces the positive relationship between commitment fits and OCB. Several management implications are illustrated as follows: (1) enhanching not noly the mentoring of nursing leaders, but also the levels of affective organizational commitment, affective professional commitment and normative professional commitment of nursing staffs can effectively reduce nursing staffs’ turnover intentions; (2) enhanching continuance commitment of nursing staffs can buffer the negative impact of professional commitment on OCB; (3) offering the opportunities for decision-making participation can decrease nursing staffs’ turnover intention and increase their performace in OCB. Finally, suggestions for future study, and the limitations of this study are also discussed.

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Chou, Wan-Hui, and 周婉暉. "The Impact on Management Consultants'' Job Performance & Turnover Intention by Organizational Commitment & Professional Commitment-the Compensation Satisfaction as a Moderator." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/c92hq9.

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碩士
淡江大學
企業管理學系碩士在職專班
101
The researcher has been working in management consulting company over 10 years. In the company the management always desire to reduce turnover rate by joining the bonus system and enhance employees’ benefits. However, the turnover rate has been getting worse. As a result, this study desired to figure out the reason of management consultants’ turnover intention. This research targets at management consultants, analyzes the influences of organizational commitment and professional commitment on job performance and the turnover intention and regards compensation satisfaction as the moderator variable. According to the researches by scholars, Steers(1977) mentions the organizational commitment can significantly predict employees’ resignation, and the higher organizational commitment person whose job performance would be better. Meyer, Allen＆Smith(1993) regards the higher professional commitment employees will significantly improve job skill to enhance their job performance. This research thus comes to the following hypotheses. 1.The organizational commitment and professional commitment of management consultants have significant influence on their job performance. 2.The organizational commitment and professional commitment of management consultants have significant influence on their turnover intention. 3.Different organizational commitment and professional commitment of management consultants have significant difference on their job performance. 4.Different organizational commitment and professional commitment of management consultants has significant difference on their turnover intention. 5.The compensation satisfaction has significant moderating effect on the influence process of organizational commitment and professional commitment on management consultants'' job performance and turnover intention. . The survey is done by convenience sampling and web questionnaires. A total of 151 questionnaires are collected. The SPSS19.0 version is used in reliability analysis, factor analysis, hierarchical regression analysis, variances analysis and t-test. The research findings are as follows: 1.The professional commitment of management consultants has significant influence on their job performance but no such effect on the turnover intention. 2.The organizational commitment of consultants has no significant influence on their job performance and turnover intention. 3.The compensation satisfaction has no moderating effect on the influence process of organization commitment and professional commitment on their job performance and turnover intention. 4.The management consultants with low organization commitment and high professional commitment have the best job performance. To sum up, the management consulting company should make the best use of management consultants by ways such as using the special attributes of nomadic people and recruiting them as the special taskforce in a case by case manner. The taskforce shall be discharged after completing the case. As a result, the job performance will be more efficient and the indirect cost of human resources can be reduced.

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Wu, Hsin-Cheng, and 吳欣宸. "A Study of the Relationship among Professional Commitments, Career Development and Turnover Intention in Hospital Nurses-Sampling from a Medical Center in Northern Taiwan." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/68334455311312439381.

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碩士
元智大學
經營管理碩士在職專班
99
Nurses for the hospital''s medical care quality, has the most direct impact. High turnover rate will result quality of care in the affected and increased operating costs in hospitals (Ing-Chung Huang, 1996).This study aimed to explore the nursing professional commitments, career development and Turnover Intention Study. Research methods to a questionnaire survey. Survey results will be Descriptive Statistics Analysis , Correlation Analysis, Regression Analysis, single factor ANOVA (Analysis of Variance, ANOVA) for statistics. A total of 282 questionnaires were sent, 268 questionnaires were recovered,11 invalid questionnaires were deducted, 257 questionnaires were received for a 91% recovery rate. The results showed: 1.Professional commitment and career development are inversely correlated to turnover intention. 2.Professional commitment is correlated to career development. 3.Age, job title, years working at a hospital, nursing experience, office division, and level of family support are significant indicators of professional commitment. 4.Age, job title, years of hospital, nursing experience, advanced level, family support and level are significant indicators of turnover intention and career development. Suggestions to the hospital administrators should be taken seriously so that the nursing profession helps nurses to establish career development and develop measures for job enrichment. Nurse staffing must be sufficient and there must be an emphasis placed on staff’s family needs. The competent authority should redraft the standards of nursing manpower, and emphasize nursing education, for nursing students to experience the true meaning of working in the nursing care profession.

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Chen, Ping-Yun, and 陳品云. "The moderating effect of the professional commitment and mediating effect of the personality traits on the relationship of Air Force polit for the perceived job satisfaction and turnover intention." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/23685615389517026517.

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碩士
元智大學
管理研究所
97
The Air Force pilot is the strong character which keeps in balance for the air defense, however reduces, the multi-dimensional opening democratic community under along with the defense budget, the member to the remove or retain in the organization, the depth blurs gradually the environment and the defense awareness, no longer take has the stable work and guarantees country Wei Minwei as the consideration thought of the duty, the boom-and-bust affects the pilot the important attribute which develops outward the antenna (Liu Wenxiang, 2007). Moreover, the fighter plane pilot must bear the dangerous factor which momentarily exists in hiding, “the high risk and the organization simplifies unceasingly in the consideration with not the coordinated reward”, promotes the pipeline to reduce, and the human affairs simplify follow come the desk work load; And operates the new style fighter plane''s body suitable to be able with the specialized knowledge request, a far ratio generation of fighter plane comes the distribution; Although the wage, the welfare have been higher than the social average standard, the military provide the high flight to the pilot to add as far as possible for and keep the camp bonus, pulls closer with the commercial aviation disparity, however is willing to keep in the armed forces the development tendency to reduce more and more obviously. But how organizes to mold one to make the member satisfied environment and to detain the senior pilot or retires the pilot to continue outstanding to be the teacher, can the technical backbone extension, maintain fights the strength experience standard, the technical sustained development and the training quality highly, is worth the Coherent units taking and the strategy execution reference. And this research use SPSS 12.00 Statistical software. The purpose of this study is to demonstrate that the moderating effect of the professional commitment and mediating effect of the personality traits on the relationship of Air Force pilot for the perceived job satisfaction and turnover intention. In this survey total of 310 questionnaires were collected. The 300 copy of effective questionnaires are returned. Therefore, the response rate is 96.77%. The statistically analyzing the questionnaires found that 1.job satisfaction, professional commitment three-component model both correlated negatively with turnover intention. 2. And the positive relationship of job satisfaction with professional commitment. 3. We also predicted that professional commitment would mediate the relationship between job satisfaction and turnover intentions. 4. The moderating effect of the Neuroticism and Agreeableness personality interaction the relationship between job satisfaction and turnover. This findings inspire in the management practice meaning, when organizes the member to take the specialized pledge environment to present may urge the work satisfied consciousness the promotion, the leader makes good use of each member''s individual special characteristic, to induce its display biggest potential and the enthusiasm, then promotes effectively organizes the member to leave in office the wish.

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Lin, Jung Liang, and 林俊良. "An Integrated Model of Technology Professionals Turnover Intentions." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/52102288001743337418.

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碩士
國立高雄應用科技大學
資訊管理研究所碩士班
95
As the importance of IT professionals in organizations, the work exhaustion of IT professionals rise constantly, it will increase the turnover intention for IT professionals and that will result in the enormity harm and cost for organizations. Therefore, to understand the causal relationships of the antecedents of turnover intentions was important. This study proposed an integrated model of turnover intention on IT professionals based upon the past models addressed by Igbaria and Guimaraes (1999), Moore (2000) and Ahuja et al. (2007). This study utilized survey method to conduct an empirical research. The results show that, the integrated model got a good prediction and explanation. The integrated model can not only help the organization to cope with and decrease the problem about the high degree of turnover intention of IT professionals but also provide an integrated research model for future related research. Implications for practice and future research are also discussed.

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Murcho, Ana Raquel da Cruz. "Stay or leave?: A relação entre as práticas de gestão de recursos humanos de alta performance a intenção de turnover em consultoras." Master's thesis, 2018. http://hdl.handle.net/10071/18714.

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Adquirir vantagem competitiva e potenciar os resultados organizacionais são alguns dos principais objetivos das empresas atualmente. A gestão estratégica do capital humano, numa altura em que o conhecimento especializado é cada vez mais relevante, é uma necessidade das organizações e, por isso, esta abordagem tem vindo a ganhar particular importância no âmbito académico. Aliada a esta mudança de paradigma está a realidade das empresas de consultoria, cuja rotatividade dos recursos humanos é elevada. Tendo em conta estas tendências, o objetivo inicial deste trabalho é compreender a relação entre as Práticas de Gestão de Recursos Humanos (GRH) de alta performance e a Intenção de Turnover e, posteriormente, averiguar se o Compromisso Afetivo e a Satisfação no Trabalho explicam esta relação. Por fim, pretende-se analisar a influência do Compromisso de Carreira nestas relações. Para investigar o modelo proposto foi divulgado um inquérito online a 299 consultores de diversas áreas. Os resultados demonstraram que a perceção das Práticas de GRH de alta performance estão negativamente relacionadas com a Intenção de Turnover, sendo esta relação mediada pelo Compromisso Afetivo e Satisfação no Trabalho. Concluiu-se também que o Compromisso de Carreira não condiciona as relações propostas. De facto, torna-se fulcral para as empresas a atração e retenção do seu talento, através de práticas de recursos humanos que potenciam a satisfação, o envolvimento e o desenvolvimento de competências dos seus trabalhadores. Este estudo reforça a necessidade de um alinhamento dos recursos humanos com a estratégia da empresa e o aumento do conhecimento nestas áreas.
Nowadays, to take competitive advantage and to increase organizational performance are some of the main goals of the companies. Human capital strategic management, at a time when expert knowledge is increasingly relevant, is a must for all organizations, and therefore, this approach has been gaining importance in the academic field. Allied to this change in paradigm is the reality of consulting firms, which presents a high human resources’ turnover rate. Given these trends, the main goal of this thesis is to understand the relationship between high-performance human resources management (HRM) practices and turnover intention, and afterwards, analyze if affective commitment and job satisfaction could explain this relation. Finally, it is also intended to analyze the influence of the career commitment in these relationships. To analyze the proposed model, an online questionnaire was distributed to 299 consultants from diverse backgrounds. The results show that the perceptions of high-performance HRM practices are negatively associated with the turnover intention, and this relationship is mediated by affective commitment and job satisfaction. It was also concluded that career commitment does not influence the proposed relationships. In fact, it becomes fundamental to companies the attraction and retention of their talent, through human resources practices that increase employees’ satisfaction, involvement and skills development. This study reinforces the need to align organizations’ human resources with its strategy and to increase knowledge in these areas.

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48

Yao, Yung-ling, and 姚永玲. "The Study of Relationship between ERP Professionals' Job Characteristics and Turnover Intention." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/7azg6p.

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Abstract:

碩士
世新大學
資訊管理學研究所(含碩專班)
96
The article applies the turnover intention processing model to explore the relationship between job characteristics and turnover intention in order to improve ERP professionals’ turnover problems. Via questionnaire survey, a total of 542 useful samples was obtained and analyzed. structural equation modeling(SEC) is the methods used to test the hypothesis of this research. Through empirical survey data analysis, the main finding of this research include: 1. Skill variety has a significantly positive influence on work exhaustion, autonomy has a significantly negative influence on work exhaustion. 2. Autonomy, task significance, supervisory satisfaction and fairness of rewards have significantly positive influence on job satisfaction, skill variety has a significantly negative influence on job satisfaction. 3. Work exhaustion and perceived job alternatives have significantly positive influence on turnover intention, job satisfaction has a significantly negative influence on turnover intention. The result of this research is expected to offer more insights and reference for further studies on the ERP professionals.

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Cheng-Ju and 張錚如. "Work Stress and Professional Identity in Clinical Psychologist and the Effects on Mental Health, Intentions of Turnover and Profession Change." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/74525200732915639123.

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Abstract:

碩士
中山醫學大學
心理學系暨臨床心理學碩士班
98
It has been evidenced that work stress and professional identity are associated with work performance, mental health and intentions of turnover and profession change. However, there has been a dearth of research on work stress and professional identity among clinical psychologists in Taiwan. The purposes of this study were to investigate work stress and professional identity among clinical psychologist and to explore their effects on mental health, intentions of turnover and profession change. A cross-sectional research method was employed. An E-questionnaire was used to collect data. The email for participant recruiting was sent to all clinical psychologists by local clinical psychologist associations. The related message was posted on the website of Association of Taiwan Clinical Psychologist (ATCP) as well. A total of 139 questionnaires were successfully collected, deriving a response rate of 20.5%. Data were analyzed by the SPSS for Window 12.0 system. The results showed the average of clinical psychologists’ work stress was at a moderate level. The main stressors were “workload”, “lack of resources” and “organizational structure and processes”. Clinical psychologists who were with less working years and full-time workers reported more stress than those with higher working years and part-time workers. Institutional type showed differences on work stressors. Clinical psychologists working in “psychiatric hospital” reported higher stress on “relationships and conflicts with other professionals” than those who work in “other institutions”. Those who worked in “general hospital” perceived more stress on “lack of resources” and “professional self-doubt”. The average of clinical psychologists’ professional identity was above moderate level. Work-related variables (e.g. working year, institutional type, employed type) did not have any significant effect on the level of professional identity. The results showed that work stress and professional identity had significant relations with mental health. Those indicated higher work stress and lower level of professional identity reported poorer mental health. Both work stress and professional identity had significant effects on intention of turnover, but only professional identity had a significant effect on intention of profession change. Work stress and professional identity are not only associated with clinical psychologists’ mental health, but also linked with their intention of turnover. Administrators should pay attention on the workload of clinical psychologists to maintain clinical psychologists’ mental health and stabilize clinical psychologists’ workforces. Professional identity is an important factor associated with clinical psychologists’ intention of profession change; further studies are recommended to clarify the forming process and the related factors of professional identity in clinical psychologist.

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50

Jacobs, Everhardus Johannes. "The development of a predictive model of turnover intentions of professional nurses." Thesis, 2007. http://hdl.handle.net/10210/109.

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Abstract:

South African nursing profession is in a crisis as professional nurses leave the country in search of lucrative work overseas. This exodus will have a catastrophic effect on the delivery of health care over the next decade. It is also clear that the shortages of staff due to the turnover problems in hospitals are also creating various other problems such as enormous pressure on existing employees, job stress and job dissatisfaction. Financial constraints to compete with international competitors, exchange rates, tax-free foreign money, the existence of many job opportunities overseas and the tendency that a person’s career is enriched with overseas experience, makes the retention of professional nurses almost uncontrollable for nursing employers in South Africa. The question was therefore asked whether employers should not rather focus their retention strategies on things they can control internally to retain their employees. An alternative approach, to build strategies around the needs and work circumstances of professional nurses, was therefore proposed. The focus of this study was to develop a predictive model with organisational culture and the selected mediating variables, namely knowledge sharing, organisational commitment, organisational citizenship and job satisfaction, as well as various demographic variables (sub-cultures, tenure, age, level of education, gender, race, home language, level of seniority, marital status, number of dependents) of turnover intentions. A General Linear Model approach was adopted to answer the research question. The relationship between organisational culture and turnover intentions was determined, followed by the independent and/or interdependent role of the demographic variables in predicting firstly, organisational culture and secondly, turnover intentions on a bivariate and a multivariate level. Thereafter, the objective was to determine the independent and/or interactive role of the independent variable (organisational culture) and the selected mediating variables (knowledge sharing, organisational commitment, organisational citizenship behaviour, job satisfaction) in explaining turnover intentions. The next objective was to determine whether knowledge sharing, organisational commitment, organisational citizenship behaviour and job satisfaction mediates the relationship between organisational culture and turnover intentions. The final objective was to determine a most parsimonious model by entering all demographic variables, the independent variable and the mediating variables simultaneously into an equation to determine which variables independently and/or interactively emerged to predict turnover intentions. The most important finding was that 49% of the variance in turnover intentions was explained by the proposed model when all the variables were simultaneously entered into the equation. Organisational commitment emerged as the only independent predictor in the final most parsimonious model of turnover intentions. This result support theoretical evidence of the importance of organisational commitment as predictor of turnover intentions. Organisational culture, in interaction with knowledge sharing and job satisfaction, emerged as predictors in the final model decreasing turnover intentions, while organisational culture in interaction with organisational citizenship behaviour increases turnover intentions of professional nurses. Organisational culture also emerged in interaction with white professional nurses, as demographic variable, decreasing turnover intentions. Organisational culture is therefore an important concept in determining turnover intentions, clearly emphasising the responsibility of nursing employers to seriously embark on internal strategies to prevent turnover amongst professional nurses. Various other demographic variables also emerged in interaction to determine turnover intentions in the final model. They are professional nurses in ICU/casualties and 50 years and older, 1-5 years in unit and an incumbent of a chief professional nurse position, 11 years and more in the current hospital and no dependents above 18, being married/co-habitating and no dependents above 18, 50 years and older and no dependents under 18 and working in ICU/Casualties and in possession of a degree. Finally, knowledge sharing, organisational commitment and job satisfaction mediated the relationship between organisational culture and turnover intentions, although only partially, while OCB’s did not mediated this relationship. Various conclusions and recommendations, theoretically, methodologically and empirically, were made as a result of this study. Further theoretical development of the concepts, especially knowledge sharing, the value of General Linear Modelling and further development of turnover models amongst professional nurses and other health professional alike, were recommended.
Prof. Gert Roodt

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