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Buhari, Mufitha Mohamed, Chen Chen Yong, and Su Teng Lee. "I Am More Committed to My Profession Than to My Organization." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (July 2020): 37–58. http://dx.doi.org/10.4018/ijhcitp.2020070103.
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Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.
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Wu, Xiaorong. "Research on the Relationship between Enterprise Developmental Support and Turnover Intention ——The moderating role of person-job matching and professional self-management." E3S Web of Conferences 235 (2021): 01056. http://dx.doi.org/10.1051/e3sconf/202123501056.
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Previous studies on the relationship between developmental support and turnover intention are inconsistent. Therefore, this article introduces person-job matching and professional self-management as the moderating variables of the relationship between the two. The study found that ability matching and professional self-management both regulate the relationship between the two. For employees whose abilities do not match, developmental support has a negative predictive effect on their turnover intention; however, developmental support is not correlated with the turnover intention of the ability-matched individuals. For individuals with high professional self-management tendencies, developmental support has little correlation with turnover intentions. For individuals with low professional self-management tendencies, developmental support will be transformed into a sense of organizational support, which negatively predicts employees’ turnover intentions. Finally, person-job matching and professional self-management jointly regulate the relationship between the two. The research results of this article provide some enlightenment for the human capital investment strategy of enterprises.
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Xiao, Yuyin, Minye Dong, Chenshu Shi, Wu Zeng, Zhenyi Shao, Hua Xie, and Guohong Li. "Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai." PLOS ONE 16, no. 4 (April 27, 2021): e0250693. http://dx.doi.org/10.1371/journal.pone.0250693.
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Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.
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Sheehan, Cathy, Tse Leng Tham, Peter Holland, and Brian Cooper. "Psychological contract fulfilment, engagement and nurse professional turnover intention." International Journal of Manpower 40, no. 1 (April 1, 2019): 2–16. http://dx.doi.org/10.1108/ijm-08-2017-0211.
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Purpose The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession. Design/methodology/approach The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation modelling was used to test the hypotheses. Findings The fulfilment of promises related to interesting job content and social atmosphere were negatively associated with intentions to leave the nursing profession, and these relationships were mediated by engagement. The fulfilment of promises related to career development, financial rewards and work–life balance were not associated with intentions to leave the nursing profession. Research limitations/implications To ensure professional nurse retention, it is necessary to not just promise nurses interesting jobs and a supportive social atmosphere, but to manage nurse perceptions regarding the fulfilment of these promises. Originality/value Although there has been extensive research on nurse intention to leave their current job, the important area of nurse professional turnover has received less attention. The research highlights the importance of fulfilling expectations and promises related to interesting nurse job content that encourages nurse responsibility and autonomy as well as promises of a social atmosphere that includes co-operative relationships and good communication with colleagues.
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Eriza, Tiara, Saiful Saiful, and Halimatusyadiah Halimatusyadiah. "MOTIVASI, KOMITMENT, KEPUASAN KERJA, KEINGINAN BERPINDAH KERJA SARJANA AKUNTANSI DI BENGKULU." JURNAL FAIRNESS 10, no. 3 (March 31, 2021): 167–76. http://dx.doi.org/10.33369/fairness.v10i3.15265.
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The purpose of this research is to know the work motivation, commitment professional and work satisfaction on turnover intention of worker Accounting Graduate Worker in Bengkulu City. The population of this study are 123 peoples. The sample of this study was taken by census method. Data analysis in this research use descriptive statistic and multiple regression analysis. The results showed that: (1) the work motivation has a negative influence on turnover intention of worker Accounting Graduate Worker in Bengkulu City. It’s mean is if the motivation more increase, the turnover intention will be decrease; (2) the professional commitment has a negative influence on turnover intention of worker Accounting Graduate Worker in Bengkulu City. It’s mean is if the professional commitment more increase, the turnover intention will be decrease; and (3) the work satisfaction has a negative influence on turnover intention of worker Accounting Graduate Worker in Bengkulu City. It’s mean is if the work satisfaction more increase, the turnover intention will be decrease.
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Li, Tingzhou, Luo Zhang, and Wangqian Fu. "Subjective Social Class and the Retention Intentions of Teachers from the Publicly Funded Normal Students Program in China: The Dual Mediating Effect of Organizational and Professional Identity." Sustainability 14, no. 23 (December 5, 2022): 16241. http://dx.doi.org/10.3390/su142316241.
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A stable teaching force is an important guarantee for the sustainable development of education. Teacher turnover is one of the reasons for the teacher shortage in rural areas. Although studies have examined the influencing factors of teachers’ turnover intention, little is known about the effect of subjective social status on teachers’ turnover intention, especially for publicly funded normal students program (PFNSP) teachers who play a vital role in improving the quality of education in less developed regions of central and western China. A questionnaire survey was conducted, which returned a total of 16,731 responses (8141 public recruited teachers and 1498 teachers from PFNSP). The study explores the influence of subjective social class on PFNSP teachers’ retention intention and the mediating role of organizational and professional identity on this impact. Except for organizational identity, the subjective social class, professional identity, and retention intentions of PFNSP teachers were significantly lower than those of publicly recruited teachers. There was a significant association between subjective social class and retention intentions of PFNSP teachers. In addition, organizational identity and professional identity had a significant positive relationship to PFNSP teachers’ retention intention, and played partial mediating roles in the relationship between subjective social class and retention intentions.
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Wen, Yueran, Fei Zhu, and Liu Liu. "Person–organization fit and turnover intention: Professional identity as a moderator." Social Behavior and Personality: an international journal 44, no. 8 (September 15, 2016): 1233–42. http://dx.doi.org/10.2224/sbp.2016.44.8.1233.
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The significance of the role of person–organization (PO) fit in forming employees' work attitudes, such as turnover intention, has been established. We examined whether or not Chinese employees' professional identity can be both an additional predictor of, and moderate the effect of PO fit on, turnover intention. The results of a survey that we conducted among 256 Chinese civil servants showed that employees' professional identity and perceived PO fit each made a unique contribution to predicting their turnover intention. Moreover, the established relationship between PO fit and turnover intention was significantly stronger among people with lower professional identity than among those with higher professional identity. Theoretical and practical implications for organizational management are discussed.
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Ströbel, Tim, Christopher Maier, and Herbert Woratschek. "How to reduce turnover intention in team sports? Effect of organizational support on turnover intention of professional team sports athletes." Sport, Business and Management: An International Journal 8, no. 2 (May 14, 2018): 98–117. http://dx.doi.org/10.1108/sbm-05-2017-0032.
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Purpose Turnover of employees is a key challenge for companies. The same is true for sports clubs that must set appropriate incentives to decrease their athletes’ turnover intention. As salary caps and team budgets restrict monetary incentives, the purpose of this paper is to investigate the effect of organizational support on turnover intention of professional team sports athletes. Design/methodology/approach The paper applies a combined approach of qualitative and quantitative research and considers the specific requirements of European professional team sports. First, a qualitative study investigates organizational support in team sports and identifies relevant non-monetary incentives. Second, a quantitative study tests the effects of the identified organizational support incentives on turnover intention using a unique data set of professional team sports athletes. Third, a moderation analysis measures possible effects of age. Findings Through the qualitative study, three relevant non-monetary incentives could be identified in the context of professional team sports: integration of family (IOF), second career support, and private problem support. The subsequent quantitative study of football, ice hockey and handball athletes assesses the effectiveness of the identified incentives. All three incentives negatively influence athletes’ turnover intention, while IOF has a substantially stronger negative effect on turnover intention for younger athletes. Originality/value The findings indicate the importance of organizational support to decrease athletes’ turnover intention. Although money is relevant, sports clubs also need to address non-monetary incentives to decrease their athletes’ turnover intention.
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Räsänen, Katariina, Janne Pietarinen, Kirsi Pyhältö, Tiina Soini, and Pertti Väisänen. "Why leave the teaching profession? A longitudinal approach to the prevalence and persistence of teacher turnover intentions." Social Psychology of Education 23, no. 4 (May 27, 2020): 837–59. http://dx.doi.org/10.1007/s11218-020-09567-x.
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Abstract Teacher turnover has been recognized as a significant problem in the education worldwide. This study focuses on exploring reasons behind the turnover intentions, and persistence of such intentions in 5-year follow-up among Finnish teachers. Longitudinal survey data were collected from Finnish comprehensive school teachers in 2010 (T1 n = 2310) and 2016 (T2 n = 1450). The results showed that 50% of the teachers had turnover intentions. Turnover intentions were remarkably persistent, but the reasons for them varied significantly. Lack of professional commitment and factors related to the school system and workload were the main reasons for teacher turnover intention. The results suggest several factors that should be improved simultaneously in the teaching profession to increase teacher job satisfaction and retention.
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Kim, Jaseon, Duckhee Chae, and Jae Yong Yoo. "Reasons Behind Generation Z Nursing Students’ Intentions to Leave their Profession: A Cross-Sectional Study." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 58 (January 2021): 004695802199992. http://dx.doi.org/10.1177/0046958021999928.
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This study aims to identify predictors of turnover intention within 2 years of employment among 3rd and 4th grade Generation Z nursing students. Turnover intention is a multi-stage process ranging from mere desire, to serious thoughts, decision-making, and actual planning. Previous studies have focused on identifying the factors affecting turnover intention among practicing nurses. However, undergraduate nursing students also contemplate their decision to stay or leave the nursing profession after graduation. This cross-sectional descriptive study recruited 210 nursing students from 3 colleges in South Korea. A self-administered survey was conducted using the Career Preparation Behavior Scale, the Calling and Vocational Questionnaire, the Social Responsibility Scale, and the Revised Self-Leadership Questionnaire. Four questions were used to explore participants’ turnover intention, their motivation for studying nursing, their major satisfaction, and their clinical experience satisfaction. Descriptive and multiple logistic regression statistics were obtained using SPSS. Of the participants, 17.6% had turnover intention within 2 years of employment. Multiple logistic regression analysis indicates that clinical experience satisfaction is the only significant predictor. In the univariate analysis, nursing students who had turnover intentions were less likely to practice career preparation behaviors and had lower levels of vocational consciousness and social responsibility. To keep a proficient nursing workforce in the profession, professional commitments from universities and hospital institutions are needed to provide quality clinical learning experiences for nursing students. Further prospective study is needed to observe how Generation Z undergraduate students’ turnover intentions change and what factors influence this process.
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Lin, Wenhe, Yaohong Yang, and Qiujin Zheng. "Influence of professional women’s work and family conflict on the turnover intention in cultural enterprises — based on the mediating effect of managerial support and organizational family support." Acta Oeconomica 64, Supplement-2 (November 1, 2014): 213–27. http://dx.doi.org/10.1556/aoecon.64.2014.suppl.15.
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This study targets professional women of cultural enterprises in China as objective, applying SEM empirical analysis to investigate the relationship of professional women’s work and family conflicts and turnover intention. It also tries to verify whether work and family relationships (managerial support and organizational family support) are mediating effects between work and family conflicts and turnover intention. The results showed that the greater work and family conflict professional women are facing, the greater their tendency to leave, but managerial support in the work and family relationship will produce a mediating effect; however, no effect of organizational family support was proved. It is recommended that companies should pay attention to work and family conflicts of female staff, and apply managerial support to reduce turnover intention.
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Sow, Mouhamadou, Ambroise Ntamon, and Rosa Osuoha. "Relationship between Transformational Leadership and Employee Retention among Healthcare Professionals in the United States." Business and Economic Research 6, no. 2 (September 21, 2016): 235. http://dx.doi.org/10.5296/ber.v6i2.9831.
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With the endemic health care professional shortage seen both in the United States as well as globally, retaining staff is a high priority. Much like other organizations who rely on human capital, health care professionals are the most important resource for improving patient outcomes, and for achieving organizational performance. Leaders must effectively manage their employees in order to retain top talent and meet organizational goals. One reason for high turnover rates among healthcare professionals is the lack of recognition they are given by their leaders. With this in mind, the purpose of this study was to examine the relationship between transformational leadership components and turnover intentions of health care professionals. One hundred and twenty-seven healthcare professionals from the United States participated in the survey. Participants were recruited through a LinkedIn group of healthcare professionals. More than 100 healthcare professionals from the United States responded to an online survey that contained the Global Transformational Leadership Scale, The Turnover Intention Scale, and demographic questions to describe the sample. A correlational analysis was conducted to determine the type of relationship between the health care professional’s perceptions of their supervisors’ transformational leadership and their intent to turnover. The results of this study support the theory of transformational leadership. The health care professionals’ turnover intentions were negatively correlated with the transformational leadership components, which indicate that as their turnover intentions increased their positive rating of their supervisors’ transformational leadership behaviors decreased.
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Poku, Collins Atta, Ernestina Donkor, and Florence Naab. "Impacts of Nursing Work Environment on Turnover Intentions: The Mediating Role of Burnout in Ghana." Nursing Research and Practice 2022 (February 27, 2022): 1–9. http://dx.doi.org/10.1155/2022/1310508.
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Background. The nursing practice environment supports excellence and decent work and has the influence to entice and retain the quality nursing workforce. Appreciating the dynamics that affect the turnover intention of RNs offer reasonable solutions to the challenges of the nursing shortage, which directly influence the quality of nursing care. There is a paucity of information on the impacts of these concepts among RNs in Sub-Saharan African. The study therefore aimed at determining the impacts of work environment and burnout on turnover intentions among RNs in Ghana. Methods. A descriptive cross-sectional design using a simple random and proportionate stratified sampling with a sample of 232 RNs from Municipal and Regional Hospitals, Sunyani, West-Central part of Ghana completed validated instruments measuring work environment, burnout, and turnover intentions. Descriptive analysis was done to find out RNs’ perceptions of their work environment and turnover intentions. Mediation analysis by Baron and Kenny’s approach was used to determine the mediating effect of burnout on the relationship between the domains of PPE and the turnover intention of RNs. STROBE checklist was used as the reporting tool. Results. While most RNs had a positive perception about their work environment, greater number of them had turnover intentions. There were significant associations between some nursing work environment facets and turnover intention. The results also showed a statistically significant relationship between nurse-physician relation (β = .353, t = 5.476, p ≤ .001), nurse manager leadership (β = −0.485, t = −8.192, p ≤ .001), nursing foundation for quality care (β = .400, t = 7.059, p ≤ .001), staffing and resource adequacy on (β = 0.485, t = 8.183, p ≤ .001), and turnover intention as mediated by burnout. Conclusion. Burnout resulting from an unsafe work environment impact RNs’ turnover intention. This phenomenon can potentially affect the human resource management and quality of nursing care. Policy strategies aimed at ensuring a professional practice environment and decreased burnout can therefore improve retention of RNs at their workplace.
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Hidayah, Nur, and Hana Rizki Ananda. "Compensation, Career Development, and Job Satisfaction as the Antecedent of Nurse Turnover Intention." JMMR (Jurnal Medicoeticolegal dan Manajemen Rumah Sakit) 10, no. 2 (July 12, 2021): 139–47. http://dx.doi.org/10.18196/jmmr.v10i2.10631.
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The shortage of professional nurses in a hospital is to threaten service quality and patient safety. Inadequate compensation, no career development, and dissatisfaction can increase turnover intention. Increasing professional nurses' resilience is better than recruiting new nurses from an economic perspective. The research analyzed the effect of compensation and carrier development on job satisfaction and the impact on nurses' turnover intention in a private hospital in Yogyakarta, Indonesia. A quantitative research design with the cross-sectional approach was used. The sampling technique was simple random sampling. The samples consisted of 47 nurses who made a self-reported by filling out the questionnaire. Data analysis used Partial Least Square. The study found that compensation and career development had direct and significant effects on Turnover Intention. Moreover, compensation and career development also had indirect and significant Turnover Intention effects through job satisfaction as the intervening variable.
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Zhang, Huan, Lin Sun, and Qiujie Zhang. "How Workplace Social Capital Affects Turnover Intention: The Mediating Role of Job Satisfaction and Burnout." International Journal of Environmental Research and Public Health 19, no. 15 (August 4, 2022): 9587. http://dx.doi.org/10.3390/ijerph19159587.
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Committed social workers are significant to organizational performance and service quality; therefore, it is crucial to explore the contributing factors of turnover intention to enhance social workers’ commitment. To reduce social workers’ turnover intention, this study used the first national survey data (N = 5620) of social workers in China to find out the relationship between workplace social capital and turnover intention in public service and explore possible solutions. This study treated workplace social capital as a comprehensive measure that captured employees’ overall perceptions of their interpersonal relations in the public sector. It covered the impact of many other organizational factors on turnover intention, such as job embeddedness, social networks, social relations, communication, and organizational fairness. The results confirmed that workplace social capital had a significant negative impact on employees’ turnover intention. Workplace social capital could be a better predictor of employees’ turnover intention than a single organizational factor or a combination of several factors. These findings not only deepened the theoretical understanding of social capital within the organization and brought insight into how workplace social capital affected employees’ turnover but also promoted a formation of a holistic organizational perspective from the fragmented organizational factors. Results also showed that job burnout and job satisfaction mediated the relation between workplace social capital and turnover intention. Public service agencies should endeavor to foster an organizational climate of cooperation and trust, encourage teamwork and altruistic behaviors among coworkers to reduce emotional exhaustion, and strengthen the professional identity and professional value of social work.
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Rahman, Shaikh Moksadur. "Relationship between Job Satisfaction and Turnover Intention: Evidence from Bangladesh." Asian Business Review 10, no. 2 (June 10, 2020): 99—XX. http://dx.doi.org/10.18034/abr.v10i2.470.
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Nowadays job satisfaction and turnover intention are the most important and widely researched variables. Job satisfaction increases loyalty and professional commitment to the organization which leads to productivity. On the other hand, the turnover intention has serious negative consequences for effective organizational operations. The purpose of this exploratory study is to find out the relationship between job satisfaction and turnover intention of employees working in some selected sectors in Comilla, Bangladesh. The study considered a sample of 355 employees across various sectors to find out the different opinions about the levels of their satisfaction related factors and turnover intention. For the purpose of in-depth analysis, statistical tools, inter-correlation matrix, and multiple regression techniques had been used. The results indicate that there were a significant inverse relationship between job security-turnover intention, pay-turnover intention, and promotion-turnover intention. The results will help organizations understand how to address employees’ demands and concerns toward their jobs and discover successful ways of retaining them. This in turn will reduce the turnover rate and the associated costs.
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Porto Bellini, Carlo Gabriel, Prashant Palvia, Valter Moreno, Tim Jacks, and Alexandre Graeml. "Should I stay or should I go? A study of IT professionals during a national crisis." Information Technology & People 32, no. 6 (December 2, 2019): 1472–95. http://dx.doi.org/10.1108/itp-07-2017-0235.
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Purpose The purpose of this paper is to discuss two important behaviors related to job mobility in the IT profession, namely, changing jobs to move to another organization (turnover) and changing the profession entirely (turnaway), during a national crisis. Based on the theoretical foundation of the push–pull–mooring perspective, a research model is developed that includes professional self-efficacy (PSE), job insecurity (JI) and job satisfaction (JS) as important antecedents. Design/methodology/approach Using a positivist approach and a survey method, the authors analyzed data from IT professionals from different economic segments in Brazil. Data collection occurred in two distinctive moments of the largest crisis in modern Brazilian history – a pre-awareness moment (first half of year 2015) and a crisis-conscious moment (first half of year 2016). Findings The findings reveal that PSE negatively influences JI and positively influences JS, JI positively influences turnaway intention, and JS negatively influences both turnover intention and turnaway intention. The effect of the national crisis was observed in that it further accentuated the intention of IT professionals to leave the profession. Another effect was related to age, as older professionals are less willing to turn over but more willing to turn away. Research limitations/implications Besides developing a parsimonious model to study both the intention to leave the organization and the intention to leave the profession, the study sheds light on how IT professionals react to economic crises and how the reaction varies by age. Practical implications The study puts to question the common belief that IT professionals are secure in the job market due to high demand for their skills and investments made by organizations to keep them on the job. Employers must pay attention to JI and turnover/turnaway intentions. Originality/value This study is among the few to study JI and aspects of the theory of human migration in IT. It is also possibly the first to discuss the effects of a national crisis on the mobility patterns of IT professionals.
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Maier, Christian, Sven Laumer, Damien Joseph, Jens Mattke, and Tim Weitzel. "Turnback Intention: An Analysis of the Drivers of IT Professionals’ Intentions to Return to a Former Employer." MIS Quarterly 45, no. 4 (October 14, 2021): 1777–806. http://dx.doi.org/10.25300/misq/2021/16033.
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Recent statistics indicate that most organizations prefer to fill IT vacancies by rehiring IT professionals who previously worked in the organization. Less is known about what drives IT professionals to “turnback,” a term we define as returning to employment with a former employer. To explain this important and rarely considered IT job mobility behavior, we build on job embeddedness theory and on the concepts of shocks and job dissatisfaction from, among others, the unfolding model of voluntary turnover to develop the theory of IT professional turnback. We perform fuzzy-set qualitative comparative analysis (fsQCA) of data collected from 248 IT professionals to draw conclusions about the intention among IT professionals to return to work for a former employer, and develop a midrange theory. Our results reveal two configurations contributing to high turnback intention and three configurations contributing to low turnback intention. Our model distinguishes between work shocks, personal shocks, and IT work shocks. IT shocks are a new category of shocks specific to the IT profession. We contribute theoretically by theorizing a behavior relevant to IT professionals and explaining attributes driving turnback intention.
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Hospitals, Sectorial. "Professional Identity and Turnover Intention among Staff Nurses in Different." IOSR Journal of Nursing and Health Science 06, no. 04 (July 2017): 29–37. http://dx.doi.org/10.9790/1959-0604012937.
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林, 雯. "The Correlation between Preschool Teachers’ Professional Identity and Turnover Intention." Advances in Education 09, no. 06 (2019): 776–82. http://dx.doi.org/10.12677/ae.2019.96125.
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Chang, Hao‐Yuan, Tzu‐Ling Huang, Alice May‐Kuen Wong, Lun‐Hui Ho, Yeh‐Chun Juan, Yi‐Fang Chen, and Ching‐I Teng. "How career facilitators and barriers influence nurses’ professional turnover intention." Journal of Advanced Nursing 75, no. 12 (September 30, 2019): 3577–87. http://dx.doi.org/10.1111/jan.14191.
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Alshutwi, PhD, RN., Dr Sitah. "The Buffering Effect of Supervisor Support on the Relationship between Perceived Stress and Turnover Intention among Female Nurses in Saudi Arabia." International Journal of Innovative Research in Medical Science 6, no. 06 (June 4, 2021): 372–78. http://dx.doi.org/10.23958/ijirms/vol06-i06/1133.
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Background: The shortage of registered nurses is a worldwide concern; with many countries struggling to maintain adequate numbers of nurses. Many factors that contribute to nursing shortage have been studied, but the influence of work–family conflict has received little attention. Work–family conflict has been linked to a number of work-related consequences, including turnover intention among employees. The aim of this study was to evaluate the influence of supervisory support behaviours on the relationship among work–family conflict, Stress, and turnover intention. Sample: 113 nurses. Result: A significant positive correlation was found between work–family conflict and turnover intention. A negative correlation was found between supervisory support behaviours and turnover intention. Both work–family conflict and stress were associated with turnover intention; however, these associations were buffered (weaken), when nurses perceived higher supervisory support behaviours. Conclusion Supervisory support behaviours could be the tool to help married, female nurses play their professional role without compromising their family responsibilities. Nurses’ turnover is a complex issue that may require multiple prevention strategies; however, enhancing family supportive supervisor behaviors could be a key resource for maintaining a positive workplace environment and reducing turnover intention.
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Paille, Pascal, Nicolas Raineri, and Patrick J. Valeau. "Professional Employee Retention: Examining The Relationships Between Organizational Citizenship Behavior And Turnover Cognitions." Journal of Applied Business Research (JABR) 31, no. 4 (July 10, 2015): 1437. http://dx.doi.org/10.19030/jabr.v31i4.9329.
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The purpose of this study is to examine the relationships between organizational citizenship behaviour, intention to search a job, intention to leave the organization, and the profession. Using a sample of social workers (N = 327), findings show that while intention to leave the employer is explained by helping, civic virtue and sportsmanship, intention to leave the profession is explained only by civic virtue and sportsmanship. The implications of the findings are discussed.
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Tabur, Ayhan, Safa Elkefi, Abdurrahim Emhan, Cengiz Mengenci, Yasin Bez, and Onur Asan. "Anxiety, Burnout and Depression, Psychological Well-Being as Predictor of Healthcare Professionals’ Turnover during the COVID-19 Pandemic: Study in a Pandemic Hospital." Healthcare 10, no. 3 (March 14, 2022): 525. http://dx.doi.org/10.3390/healthcare10030525.
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Turnover of healthcare professionals’ is a rapidly growing human resource issue that affects healthcare systems. During the COVID-19 pandemic, healthcare professionals have faced stressful situations that have negatively impacted their psychological health. In this study, we explored impacts of the emotional wellbeing of healthcare professionals on their intention to quit their jobs. A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. In total, 345 questionaries were returned and used for the analysis. Respondents were healthcare professionals (nurses, doctors, midwives, technicians, etc.) working in a pandemic hospital in Turkey. A multivariable logistic regression model was used to predict the emotions that encouraged the respondents to intend to quit their jobs. Emotions including anxiety, burnout, and depression were measured using validated scales. We found that the COVID-19 situation increased the turnover intention, especially among doctors and nurses (ORnurse/midwife = 22.28 (2.78–41.25), p = 0.01; ORdoctors = 18.13 (2.22–2.27), p = 0.01) mediating the emotional pressure it was putting them under. Anxiety related to work-pressure and burnout especially were the main emotional predictors of turnover intention. The more severe the anxiety was, the more the professional considered quitting (ORmoderate = 18.96 (6.75–137.69), p = 0.005; ORsevere = 37.94 (2.46–107.40), p = 0.016). Only severe burnout, however, engendered such an intention among them (ORsevere = 13.05 (1.10–33.48), p = 0.000).
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Ekabu, Peter. "Professional Development Opportunities as a determinant of Turnover Intention: A case of teachers in Public Secondary Schools in Meru County, Kenya." Technium Social Sciences Journal 11 (August 24, 2020): 36–45. http://dx.doi.org/10.47577/tssj.v11i1.1500.
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The study sought to establish whether the availability or non-availability of professional development opportunities determine the turnover intention of teachers in public secondary schools in Meru County, Kenya. Descriptive survey design, where both qualitative and quantitative paradigms were employed. The study population comprised of 2582 secondary school teachers and principals in 367 public secondary schools. Stratified proportionate sampling and simple random sampling methods were used to pick 518 participants who included 503 secondary school teachers and 15 secondary school principals. Questionnaires were used to collect quantitative data from teachers while interview schedules were used to collect qualitative data from the sampled principals. The hypothesis was tested using the Pearson Product-Moment Correlation and chi-square goodness of fit. Computer software SPSS Version 21 aided in data analysis. An analysis of the Pearson product-moment correlation showed a negative correlation between professional development opportunities and the turn-over intention of teachers in secondary schools in Meru County. Equally, Chi-square results corroborated indicating a strong and significant association of professional development opportunities and turn-over intention of teachers in secondary schools in Meru County. The study concluded that a lack of professional development opportunities leads to low morale, low motivation, and high turnover intention of teachers in public secondary schools in Meru County. The study recommended that the education stakeholders including the schools’ Boards of Management, the Ministry of Education, and the Teachers Service Commission among others motivate teachers by regularly offering them professional development. This would enhance their pedagogical skills thus reducing turnover intention among teachers.
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Sozen, Cenk, Simge Samanci, Ismail Tokmak, Hakan Turgut, and Nejat Basim. "The Impacts of Friendship, Advice and Negative Ties on Intention To Leave: The case of nurses in a special branch hospital." Asia Pacific Journal of Health Management 16, no. 4 (December 13, 2021): 159–76. http://dx.doi.org/10.24083/apjhm.v16i4.651.
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OBJECTIVES: The high turnover rate of nurses has been a matter of debate among scholars. Nurses’ social interaction patterns and the social structure they are situated within may provide clues about possible causes of their high turnover intentions. This study aims to investigate the possible effects of negative and positive ties on the intention of turnover among nurses. DESIGN & SETTING: A hybrid research methodology was used. Social network analysis was used to reveal the positions of the nurses (n = 126) in the positive and negative networks. A statistical model was formed with varying types of centrality measures, intragroup conflict, and intention to leave variables. The data was collected from all the nurses working in a special branch hospital. RESULTS AND CONCLUSION: The findings of the study clearly indicate that negative interactions directly and indirectly affect the intention to leave, and the nurses demand professional support from their colleagues. The findings also show the existence of a fragmented social structure among nurses, which suggests the increased importance of brokerage roles. Managers should closely monitor the negative interactions among nurses, and they need to use conflict management techniques frequently to reduce hostile relations in the business environment. Managers should especially seek ways to increase altruistic tendencies among colleagues because nurses demand professional support ties more than friendship relations.
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Choi, Hanna, and Sujin Shin. "The Factors That Affect Turnover Intention According to Clinical Experience: A Focus on Organizational Justice and Nursing Core Competency." International Journal of Environmental Research and Public Health 19, no. 6 (March 16, 2022): 3515. http://dx.doi.org/10.3390/ijerph19063515.
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The purpose of this study was to investigate organizational justice and nursing core competency as factors that affect turnover intention among nurses. The participants comprised 153 nurses who worked at tertiary hospitals and general hospitals throughout South Korea. Turnover intention was measured using the Nurse Turnover Intention Scale. Organizational justice was measured using the Justice Scale, and nursing core competency was measured using the Korean Nursing Core Competency Scale. Data were collected via an online survey and analyzed using multiple regression. Among nurses with less than 3 years of clinical experience, a lower distributive justice score (β = −0.47, p < 0.001) was associated with high turnover intention. Among nurses with 3 to 6 years of clinical experience, a lower interactional justice score (β = −0.37, p = 0.042) and high nursing core competency (β = 0.31, p = 0.034) were associated with high turnover intention. The type of organizational justice that influenced turnover intention differed depending on clinical experience. These results highlight the need to understand the professional characteristics of nurses according to their clinical experience and to provide targeted organizational support and effective competency-based human resource management.
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Chang, Hao-Yuan, Tsung-Lan Chu, Yen-Ni Liao, Yin-Tzu Chang, and Ching-I. Teng. "How do career barriers and supports impact nurse professional commitment and professional turnover intention?" Journal of Nursing Management 27, no. 2 (September 10, 2018): 347–56. http://dx.doi.org/10.1111/jonm.12674.
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Choong, Yuen-Onn, Thiam-Yong Kuek ., and Eng-Keong Lee . "Job Satisfaction of Malaysian Nurses: A Causal Model." Journal of Economics and Behavioral Studies 4, no. 12 (December 15, 2012): 723–29. http://dx.doi.org/10.22610/jebs.v4i12.372.
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Turnover intention is a challenging issue for most of the developed and developing countries. Past studies revealed that there were two common approaches to enhance nurses’ retention. The first approach is focus on recruitment and selection activities as well as establishes more schools and colleges of nursing that will produce more nursing graduate. The second approach is to attract and retain more dedicated and quality professional nursing staff. Substantial studies have confirmed that job satisfaction as a major predictor of turnover intention. Therefore, this paper is mainly focus on identifying significant predictors of job satisfaction which will subsequently reduce turnover intention among staff nurses in Malaysia healthcare industry.
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Mardi, Mardi, Susi Indriani Sarka, and Kardoyo Kardoyo. "Determinants of Dysfunctional Audit Behavior in the Public Accounting Firms." Shirkah: Journal of Economics and Business 7, no. 1 (April 30, 2022): 33–48. http://dx.doi.org/10.22515/shirkah.v7i1.363.
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This study is an empirical examination of the determinants of dysfunctional audit behavior based on professional commitment and organizational commitment, as well as the turnover intention in a public accounting firm. Data were obtained from 100 auditors who have been registered as members of the Indonesian Institute of Certified Public Accountants (IICPA) with a minimum period of active duty of one year using online questionnaires. Data were analyzed using the Structural Equation Modelling with LISREL. This study concludes that organizational commitment and professional commitment have a negative effect on dysfunctional audit behavior and turnover intention. Commitment is crucial to avoiding dysfunctional audit behavior since persons who are committed are less likely to engage in such behavior. Conversely, the more the turnover intention, the higher the risk of dysfunctional audit behavior. Thus, it is suggested that auditors have emotional relationships, economic values, religious morals, and ethical attitudes when performing their duties as public accountants.
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Laker, Dennis R. "Job Search, Perceptions Of Alternative Employment And Turnover." Journal of Applied Business Research (JABR) 7, no. 1 (October 20, 2011): 6. http://dx.doi.org/10.19030/jabr.v7i1.6254.
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After the seminal study of turnover, by Mobley (1977), others (Hom, Griffeth, & Sellaro, 1984, Hom & Griffeth, 1988; Steers & Mowday, 1981) have placed a major emphasis upon perceptions of the external labor market (expected utility of search and evaluation of alternatives), intentions to search, actual job search activities and the results of that search upon the turnover decision. Yet, empirical research has tended to ignore the role that the job search plays in turnover. The present study operationalized the concepts of: perceptions of the external labor market, the individuals job search and the results of the job search upon the individuals decision to quit. Subjects were 106 alumni of a branch campus of a large Midwestern university. Respondents were employed in a variety of managerial and professional positions. Data were collected through phone interviews and turnover was assessed over a thirteen-month period Turnover was accurately predicted by the evaluation of alternatives, the intention to search, the expected utility of the search and thoughts of quitting. Each accounted for unique variance in the prediction of the intention to search, the expected utility of search and quitting, and thoughts of quitting.
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Kim, Taehyung, Jaehoon Jung, and Heekyun Park. "A study on factors influencing riot police turnover intention." Korean Association of Public Safety and Criminal Justice 31, no. 3 (September 30, 2022): 91–122. http://dx.doi.org/10.21181/kjpc.2022.31.3.91.
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Even in the face of COVID-19, the number of assemblies and demonstrations per year in which the police were mobilized was more than 10,000, which did not significantly decrease compared to the previous year. While the future assemblies and demonstrations are expected to increase further, the related duties were mainly dependent on conscripted police. If professional police officers with relatively high job competency replace conscripted police, the management of assemblies and demonstrations and security police duties will be performed more efficiently. However, the number of police officers replacing the conscripted police is only 30% of the conscripted police. If an existing or new professional police officers leave their job in a situation where the quota itself is absolutely insufficient, the damage will be passed on to the public.
Against this background, this study, conducted to analyze the factors affecting the turnover intention of riot police, verified the effects of job stress, job satisfaction, organizational commitment, and burnout on turnover intention through the analysis of previous studies. As a result of analyzing using survey data of 1,007 riot police belonging to the Seoul Metropolitan Police Agency’s Mobile Police Headquarters in 2021, it was found that, among demographic and sociological variables, gender, working period, and age have different effects on turnover intention. It was confirmed that the overall level of job stress, organizational commitment, and burnout also had a statistically significant effect on turnover intention according to the level. Based on this, some policy suggestions for managing the turnover intention of riot police were presented.
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Khan, Saadia, Muhammad Rizwan, Huma Nayab, Sidra Abbasi, Sidra-tu-Shifa Khakwani, and Aemin Nasir. "Understanding the effect of Job stress and Internal LOC with mediating role of Employee Commitment, Organizational Commitment and Job Satisfaction." Journal of Public Administration and Governance 3, no. 3 (September 10, 2013): 392. http://dx.doi.org/10.5296/jpag.v3i3.6228.
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Purpose – The challenge of attracting and retaining high performing employees is significant. Research in general has shown a link between Job stress, Job Satisfaction, Employee Commitment, Organizational commitment and personality factors (Internal LOC). This study aims to focus on examining the relationship between these variable with turnover intention.Design/methodology/approach – The sample comprised 180 professional staff across different organizations (Education sectors, Banking sector and Health sectors) of Punjab province of Pakistan. Following data collection, self-administered Questionnaire, using previous scale, is applied to conduct data analysis for Turnover Intention of employees.Findings – Results using regression analysis showed that, there is inverse relationship between job stress and turnover intention through mediating variables that are, job satisfaction, employee commitment, organization commitment. However, contrary to our predictions, test results indicated positive relation between Locus of control and Turnover Intention.
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Al-khrabsheh, Abdullah Abbas, Maisoon Abo-Murad, and Islam Bourini. "Effect of Organisational Factors on Employee Turnover Intention: An Empirical Study of Academic Professionals at Jordanian Government Universities." International Journal of Human Resource Studies 8, no. 2 (April 16, 2018): 164. http://dx.doi.org/10.5296/ijhrs.v8i2.12847.
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This study aims to examine the relationship between turnover intention and some organisational factors among professional academics at Jordanian Government Universities. Namely the organisational factors include job satisfaction, work exhaustion, occupational health and safety management and organisational culture. A sample of 250 participants was extracted from different Jordanian universities. The participants were limited to academics in Jordan who are working in any government Jordanian University. Statistical analysis was conducted by using SPSS 23. Previous literature was also used to design a structured questionnaire. A total of 250 questionnaires were given out and 250 questionnaires were collected back. The study then conducted correlation and regression analysis to determine the relationship between the independent and the dependent variables. The models for multiple regression offer support for the relationship between turnover intention and organizational factors. The results revealed that the all the exogenous variables had a significant effect on the endogenous variable. Based on these results, the study implies that managers need to acknowledge the importance of examining the factors that reduce the turnover intentions of the employees and improve the commitment level for their employees.
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Nawaz, Muhammad Shahid, Sulaman Hafeez Siddiqui, Rabia Rasheed, and Syed M. Javed Iqbal. "Managing Turnover Intentions among Faculty of Higher Education Using Human Resource Management and Career Growth Practices." Review of Economics and Development Studies 5, no. 1 (March 30, 2019): 109–24. http://dx.doi.org/10.26710/reads.v5i1.569.
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Academic institutions cannot survive and perform well without competent and committed academic staff. Therefore, it is important to address the issue of faculty members’ turnover. Focus of this study is to investigate the impact of human resource practices (salary, performance appraisal, training and development) and career growth (career goal progress, professional ability development, promotion speed, and remuneration growth) on faculty members’ turnover intention. The study has used a cross sectional survey data from a sample of 270 full time faculty members of universities in Pakistan. The Partial Least Square (PLS) two step path modeling was used to test the direct and indirect hypotheses. The results indicate that salary and performance appraisals are significantly and negatively related to turnover intention. Besides, it was found that out of four dimensions of career growth, only promotion speed and remuneration growth have significant direct relationship with turnover intention. With regards to mediated relationships, it was found that organizational commitment mediates the relationships between career growth (career goal progress, promotion speed, remuneration growth) and turnover intention. These findings suggest that in order to reduce turnover intention among faculty members, the higher education institutions must institutionalize human resource policies and practices that enhance career growth and employees’ development.
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Ohunakin, Folakemi, Anthonia Adeniji, and Olumuyiwa Oludayo. "PERCEPTION OF FRONTLINE EMPLOYEES TOWARDS CAREER GROWTH OPPORTUNITIES: IMPLICATIONS ON TURNOVER INTENTION." Business: Theory and Practice 19 (November 20, 2018): 278–87. http://dx.doi.org/10.3846/btp.2018.28.
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Retaining talented employees has become a major challenge confronting the management in hospitality industry. Researchers from different climes have advocated for adequate retention strategies such as career growth opportunities, for overcoming the alarming rate of employees’ turnover in hotel organisations. However, there is paucity of empirical study on career growth opportunities and employees’ turnover intention. To fill this gap, quantitative data were gathered with 327 copies of questionnaire, administered to the frontline employees working in twenty-two 5-star hotels in Nigeria. Structural equation modelling (SEM) was used to test the hypotheses, with descriptive statistics, path analysis, maximum likelihood estimates and goodness of fit indices. The results revealed that all the parameters for career growth opportunities used in this study, inversely interact with turnover intention among the respondents. The findings indicate that organisations should pay adequate attention to career goal progress, professional ability development, promotion speed and remuneration growth of their talented employees. It implies that, these factors are pivotal for saving the cost of hiring new entrants, reduce the rate of turnover intention/actual turnover, and retain experienced high performers in hotel industry. This research established the effects of career growth opportunities on turnover intention in Nigerian context.
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Xu, Ling, and Jianghua Liu. "The Turnover Intention among Grassroots Family Planning Staff in the Context of China’s Universal Two-Child Policy: A Case Study of the Xi’an City." International Journal of Environmental Research and Public Health 17, no. 22 (November 16, 2020): 8478. http://dx.doi.org/10.3390/ijerph17228478.
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The introduction of the universal two-child policy in 2016 marked a major social transition in China and raised a requirement for family planning services; however, the turnover in family planning staff poses a challenge to satisfying the requirement. Thus far, after implementation of the policy, there have been few surveys investigating turnover intention and the underlying motivations in grassroots family planning staff, the major component of China’s family planning system. A survey conducted in Xi’an in 2019 shows that nearly one in three grassroots members had an explicit or implicit turnover intention. Basically consistent with our conceptual framework, the structural equation modeling further indicates that the affective organizational commitment had the largest direct effect on turnover intention and also partly mediated effects of other significant factors (ranked by the size of total effect): Age, specific job satisfactions (i.e., satisfactions with job prospects, relationship with colleagues, and working environment), frequency of working overtime, length of service, and opportunity of professional training. As predicted, turnover behavior in colleagues also directly affected turnover intention in such staff. The above findings have important policy implications for the sustainable development of family planning work in China.
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Asweni Krishnan and Sanil S Hishan. "Impact of motivation and job satisfaction on turnover: A case study of food additives producer Company." Journal of Management Info 8, no. 2 (August 31, 2021): 166–82. http://dx.doi.org/10.31580/jmi.v8i2.2068.
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In the current working environment, employee turnover focused as the main issue found in almost many organizations. Employees are the key to a company's productions and services. When employees are taken good care of by focusing on their needs, they will bring up the company’s performance. However, the increasing percentage of employee turnover makes the company pay more attention to motivation and job satisfaction. Thus, an organization strongly thinks that employee motivation and job satisfaction should reduce the employee turnover rate. This action research was conducted to analyze the current factors influencing motivation and job satisfaction that brings to turnover intention. This research also suggests professional leadership training as a planned intervention towards this company. This research was focused on estimating the outcome of the planned intervention to reduce employee turnover intention in the Company. This action research study was conducted using two frameworks which are Social Exchange Theory and Theory Planned Behaviors. The methodology used in this research was a mixed-method approach by taking two interviews with managers (Qualitative approach), while a questionnaire survey (Quantitative Approach) was conducted with 35 respondents. Thematic Analysis and Statistical Package for the Social Sciences (SPSS) were utilized to analyze the data. Before the intervention, motivation and job satisfaction among employees were evaluated as low, and turnover intention was high based on an interview with managers and pre-survey results. The positive effects of the professional leadership training as intervention organized in the Company initiated are notable in thematic analysis and post-training survey results retrieved from employees. Based on the research, professional leadership training will be recommended for future researchers.
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Kim, Su Jeong, Hyeon Ju Lee, and Yun Mi Lee. "Professional Self-Concept, Job Satisfaction and Turnover Intention of School Health Nurse." Korean Data Analysis Society 21, no. 1 (February 28, 2019): 531–42. http://dx.doi.org/10.37727/jkdas.2019.21.1.531.
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Shin, Seung In. "Organizational Socialization, Job Embeddedness and Turnover Intention - The Role of Professional Orientation -." Journal of Human Resource Management Research 29, no. 1 (March 31, 2022): 37–56. http://dx.doi.org/10.14396/jhrmr.2022.29.1.37.
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Pang, Y., H. Dan, H. Jung, N. Bae, and O. Kim. "Depressive symptoms, professional quality of life and turnover intention in Korean nurses." International Nursing Review 67, no. 3 (July 7, 2020): 387–94. http://dx.doi.org/10.1111/inr.12600.
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Nguyen, Quynh Anh, and Anh Dung Tran. "Job satisfaction and turnover intention of preventive medicine workers in northern Vietnam: Is there any relationship?" Health Services Insights 14 (January 2021): 117863292199517. http://dx.doi.org/10.1177/1178632921995172.
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To access the relationship between job satisfaction and turnover intention of preventive medicine workers in Vietnam, we conducted a cross-sectional study using a purposive convenience sample of 12 preventive medicine centers in 3 provinces of northern Vietnam (Hai Duong, a plain province, Yen Bai, a mountainous province, and Hanoi, the capital of Vietnam). Overall, 400 preventive medicine staff were invited to participate, and 383 questionnaires were analyzed (153 from 3 provincial centers and 230 from 9 district centers). All eligible participants completed the questionnaire, which included questions relating to general information, job satisfaction, intention to quit. We identified significant associations between turnover intention and personal factors, including age, marital status, education level, professional degree, and length of employment at the current center. The bivariate analysis also indicated that job satisfaction had an inverse relationship with turnover intention, as expected. The correlations varied between facets and overall job satisfaction, from −0.19 for community support to −0.37 for overall job satisfaction. These correlations remained significant after controlling for personal factors using hierarchical multiple regressions. The results indicated that facet and overall job satisfaction were significant predictors of turnover intention, while overall job satisfaction was the strongest predictor (β = 0.37, P < .001). This study could contribute to local system development and the international understanding of job satisfaction and turnover intention among preventive medicine workers. Addressing the aspects of job satisfaction that were found to have the lowest scores may help the preventive medicine system to retain staff.
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Owusu, Dominic, and Anthony K. Nkyi. "Impact of Occupational Stress and Burnout on Turnover Intentions among Senior High School Teachers in the Cape Coast Metropolis, Ghana." Journal of Education and Practice 5, no. 1 (February 12, 2021): 1–16. http://dx.doi.org/10.47941/jep.524.
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Purpose: Despite the increasing concern about occupational stress, burnout and turnover intentions in society and in social service organisations especially among teachers in schools, results give evidence that teachers encounter several grades of stress and burnout in their occupation. This causes teachers to sometimes or most times harbour the intention to leave their job for other occupations. This study assessed the impact of occupational stress and burnout on turnover intentions among senior high school teachers in the Cape Coast Metropolis, Ghana. The study again looked at the relationships that exist among occupational stress, burnout, job dissatisfaction and turnover intentions among Senior High School teachers in Cape Coast Metropolis.Methodology: The study employed the descriptive survey design and made use of both descriptive and inferential data analysis approaches. The population comprised teachers from the 15 Senior High Schools in the Cape Coast metropolis of the Central Region of Ghana. The study employed a multi-stage sampling technique. The study further employed a census method to include all the teachers from the ten selected schoolsResults: The study revealed that occupational stress and burn out had significant impact on turnover intention among Senior High School teachers in Cape Coast Metropolis. F (2, 517) = 9.898, p < 0.05. Also, the results of the study indicated that generally job dissatisfaction had statistically significant impact on turnover intention of the participants. F (1, 518) = 82.163 p < 0.05.Unique contribution to theory, policy, and practice: It was recommended that heads of senior high school institutions can organize effective programs such as a professional development programme for staff, organize workshops or talks on stress management, motivation, and awareness-raising for teachers. Teachers’ working conditions and wellbeing are adequate catered for by their employers. Schools should constantly design programme such as in-service training, workshops and reinforcing compensation package that would arouse and sustain teachers to stay on their job in spite of any daunting challenges that they may face.
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de Beer, Leon T. "Is There Utility in Specifying Professional Efficacy as an Outcome of Burnout in the Employee Health Impairment Process." International Journal of Environmental Research and Public Health 18, no. 12 (June 9, 2021): 6255. http://dx.doi.org/10.3390/ijerph18126255.
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The aim of this study was to investigate the utility of specifying professional efficacy as an outcome of burnout in the employee health impairment process of the job demands–resources model. The sample comprised a general, but purposive, sample of employees (n = 660). Specifically, participants needed to be at least 18 years of age and be employed in the formal sector. Structural equation modeling methods were applied to analyze the data with a mean- and variance-adjusted weighted least squares estimation. The results showed that the research model was a good fit to the data. Furthermore, the results showed that burnout had a statistically significant negative structural path to professional efficacy, but that professional efficacy in turn did not statistically significantly explain variance in either psychological distress or turnover intention beyond burnout. There were also no meaningful indirect effects, from emotional load to either psychological distress or turnover intention, of professional efficacy. All in all, the results showed that there was no practical utility in specifying professional efficacy as an outcome of burnout in the employee health impairment process of the job demands–resources model, except if professional efficacy is being investigated as an outcome for its own sake.
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Hu, Shi. "Understand the Turnover Intention among Kindergarten Teachers in Chinese Mainland." Journal Of Research, Policy & Practice of Teachers & Teacher Education 10, no. 1 (June 11, 2020): 96–110. http://dx.doi.org/10.37134/jrpptte.vol10.1.7.2020.
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In recent years, teachers in kindergarten from Chinese mainland face many new challenges after ECE promoting policy in 2010 by Chinses Ministry of Education. Therefore high-quality KG teachers with excellent job performance and long retention are necessary. However, due to the high workload and low salary the turnover intention among KG teachers in China is high. Once turnover happens, both direct cost and indirect cost would occur, which would bring negative influence on ECE quality. Due to the professional nature of KG teachers the replacement is hard therefore it is important to understand how to achieve retention of KG teachers. Therefore, workload and work-life conflict are identified as independent variables to predict the turnover intention among KG teachers in Chinese mainland mediated by job stress and moderated by family-supportive supervisor. At last, through data analysis by SmartPLS workload and work-life conflict are positively related to turnover intention among KG teachers in Chinese mainland mediated by job stress. However, family-supportive supervisor does not have a moderating effect on the relationship between workload, work-life conflict and job stress. This study gives new insights for understanding the factors that are related to turnover intention among KG teachers in Chinese mainland.
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Zheng, Guanghuai, Haijuan Liu, Yean Wang, and Beili Chen. "The Embedded Paradox of Organizational Turnover and Professional Autonomy." Research on Social Work Practice 31, no. 6 (January 28, 2021): 662–70. http://dx.doi.org/10.1177/1049731520984535.
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Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.
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Nasir, Fouzia, and Rizwan Raheem Ahmed. "Organizational Commitment and Job Burnout Effect on Turnover Intention Among Private Hospitals in Karachi." JISR management and social sciences & economics 17, no. 2 (December 31, 2019): 204–25. http://dx.doi.org/10.31384/jisrmsse/2019.17.2.13.
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The undertaken study aims to investigate the magnitude of burnout that affects the employees. This study also intends to explore the mediating effect of organizational commitment in a relationship between job burnout and turnover intention. The data sample comprises of 1152 respondents, which was collected from the doctors and nursing staff of different private hospital of Karachi through a structured questionnaire. For the analysis purposes, we have employed descriptive statistics, structural equation modeling, and confirmatory factor analysis. The modified model of this study showed both direct and indirect influence among variables of interest. The research constructs job burnout, and its dimension, namely: cynicism, emotional exhaustion, and professional efficacy have a direct effect on turnover intention. The organizational commitment, along with its three constructs, including affective commitment, continuous commitment, and normative commitment, has a mediating influence in a relationship of job burnout and turnover intention. Job burnout levels among employees of the healthcare sector also have a direct influence on organizational commitment.
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Busari, Abdul Halim, and Yasir Hayat Mughal. "Two Ways Interaction between Lower Order Terms of Left Brain and Right Brain Cognitive Style and Relationship between Satisfaction and Turnover Intention." International Journal of Information Systems and Social Change 8, no. 1 (January 2017): 71–83. http://dx.doi.org/10.4018/ijissc.2017010105.
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This paper argues that teacher's job satisfaction should also have an impact on turnover intention. In this paper identified teacher's level of job satisfaction and turnover intention of advance learning institutions in the Khyber Pakhtoon Khwa Province of the Pakistan and the moderating effect of the cognitive style. Questionnaires were used to gather the information and 502 completed questionnaires were collected back from the respondents. The questionnaire was comprised of JDI consisting of seven items on job satisfaction, turnover Intention questionnaire consisting of three items and five point Likert scale was used and for cognitive style CSI, the cognitive style index was used, the fourth section was comprised of the open ended questionnaire and fifth section was comprised of demographic variables. Hierarchical multiple regressions have been used to check how much variance satisfaction shows upon turnover intention and also it has been checked that how much variance Analytical and intuition cognitive style shows variance upon satisfaction and turnover intention of advance learning institutions of kpk province of Pakistan. The correlation results taken from bivariate Pearson correlation shows significant results which later on strengthen by the regression results. The regression results show that satisfaction shows variance upon turnover intention, this extended model of job satisfaction will be useful to bring the changes in the academician's satisfaction of Khyber Pakhtoon Khwa province of Pakistan. The findings of this study could be used to guide the advance learning institution's management and professional academicians build targeted learning activities around key components of the academician's job satisfaction, diagnose where people are in their journey, set personalize goals and provide feedback to management in the process of the development of policies for advance learning institutions academician's. In the context of the efficient and effective educational policy, a greater understanding of the academician's job satisfaction could facilitate the development of more effective policy, practice that would increase not only the job satisfaction of the academicians but decrease the turnover intention of the academician's.
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Supriati, Supriati. "PENGARUH PELATIHAN PENGEMBANGAN DAN KOMPENSASI TERHADAP TURNOVER INTENTION (STUDI KASUS DOSEN POLITEKNIK NEGERI BENGKALIS)." Inovbiz: Jurnal Inovasi Bisnis 6, no. 1 (July 31, 2018): 30. http://dx.doi.org/10.35314/inovbiz.v6i1.381.
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The turnover rate lowering of lecturers was caused by such efforts as the organizational commitment like training and development, compensation done by the management of Bengkalis Polytechnic to deal with problems related to turnover intention.The present research sought to find out and investigate the effect of training and development, compensation and work specification both simultaneously and partially on the turnover intention of the lecturers at Bengkalis Polytechnic to know the function of which independent variable was the most dominant to affect the turnover intention. The method was descriptive; whereas, the population included all 58 lecturers at Bengkalis Polytechnic. Using a saturated sampling technique, all population became the sample. The data were collected using a field study and library research such as observation, interview and questionnaire. To determine the degree of correlation and the effect of an independent variable on the dependent variable, a multiple linear regression model was used. The hypotheses were tested using a statistical analysis. The results show that the multiple correlation coefficient (R) was 0.799 with α > 0.05 and the determination coefficient (R2) was 58.6% meaning that 58.6% of the training and development, compensation and work specification had an effect on the turnover intention of the lecturers at Bengkalis Polytechnic. The Significance effect of the training and development, compensation and work specification on the turnover intention could be indicated that the value of F count was smaller than F table at alpha level t = 5%. The results indicates that F count = 27.854 was bigger than F table = 2.5397 at significance level α smaller than 0.05. From the calculation, null hypothesis was rejected meaning that training and development, compensation, and work specification had a significant effect on the turnover intention of the lecturers at Bengkalis Polytechnic. Partial test indicates that t – value of training and development variable was 3.670, professional variable was 3.39. This indicated that training and development and compensation had an effect on turnover intention of the lecturers.
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Parmar, Vishnu, Zahid Ali Channar, Rizwan Raheem Ahmed, Dalia Streimikiene, Munwar Hussain Pahi, and Justas Streimikis. "Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities." Oeconomia Copernicana 13, no. 1 (March 30, 2022): 251–86. http://dx.doi.org/10.24136/oc.2022.008.
Full textAbstract:
Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention. Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its three-element model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square ? structural equation approach ? PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees? turnover for other industries as well.