Turnover Intention Research Papers - Academia.edu (original) (raw)

Recently introduced and conceptualized ethical leadership was examined in one sector of hospitality industry in this study. Scholars believe that by becoming role models in terms of conducting ethical codes of conducts in behaviors and decision making-process, leaders are able to enhance and influence different outcomes in their respective organization. To empirically examining the productive influence of this particular leadership, employee’s behavioral outcomes were investigated. Using 117 data revealed that when leaders are considered to be role models in their respective organizations, their followers tend to be satisfied and committed, in which would result in diminishing their intention to leave the organizations.

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- Job Satisfaction, Multidisciplinary, Turnover Intention, Ethical Leadership

The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their manager...

This article primarily aimed to examine the level of influence by Perceived Person Environment Fit Scale (PPEFS) on Employees’ Turnover Intention with their present employers through analyzing the predictors of Perceived Person-Environment Fit Scale (PPEFS), i.e. Person-Supervisor Fit Scale (PSFS), Person-Group Fit Scale (PGFS), PersonOrganization Fit Scale (POFS) and Person-Job Fit Scale (PJFS). Data are collected from 332 employees, has been tested with KMO sampling adequacy (0.862) and Bartlett’s sphericity test (p = 0.000). Data Analysis has been done through Descriptive Statistics, Analysis of Variance (ANOVA), Friedman Rank Test and Structural Equation Model. Results were revealed that the PPEFS is significantly predicted by PSFS, PGFS, POFS and PJFS. Further, results were revealed that Perceived Person-Environment Fit Scale is influencing Employees’ Turnover Intention with their present employers.

- by Reeves Wesley
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- Psychology, Person Environment Fit, Social Science Research Network, Turnover

Bu çalışmanın amacı, otelcilik sektöründe çalışan personelin otellerindeki eğitim uygulamaları ve örgütsel iletişime ilişkin algılarını ortaya koyarak, işten ayrılma niyetlerini belirlemek ve eğitim uygulamaları ile örgütsel iletişimin işten ayrılma niyeti üzerindeki etkilerini araştırmaktır. Bu amaçla öncelikle konuya ilişkin yerli ve yabancı literatür taranarak kavramsal çerçeve oluşturulmuştur. Daha sonra otel işletmelerindeki eğitim uygulamaları ve örgütsel iletişimin işten ayrılma niyetine olan etkisini araştırmak üzere, Turizm Bakanlığına bağlı turizm işletme belgeli Gaziantep ilinde faaliyet gösteren yıldızlı otel işletmelerinde çalışan 150 personel üzerinde bir alan araştırması yapılmıştır. Elde edilen veriler SPSS programında analiz edilerek araştırmanın hipotezleri test edilmiştir. Araştırma sonucunda otel işletmelerinin eğitim uygulamaları ile örgütsel iletişimin, işten ayrılma niyeti üzerinde pozitif ve anlamlı etkiye sahip olduğu tespit edilmiştir.

- by patrick eke
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- Social Justice, Human Resources, Transactional Leadership, Economy
- by Carlie Richards
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- Organizational Behavior, Psychology, Anxiety Disorders, Depression

Nghiên cứu này nhằm đánh giá ảnh hưởng của lãnh đạo có trách nhiệm và môi trường đạo đực đến ý định nghỉ việc của nhân viên Ngân hàng Vietcombank tại Quảng Ngãi. Nghiên cứu được thực hiện thông qua Mô hình phương trình cấu trúc bình phương nhỏ nhất (PLS-SEM) với số liệu khảo sát từ 208 nhân viên Vietcombank. Kết quả cho thấy mối quan hệ tích cực giữa lãnh đạo có trách nhiệm và môi trường đạo đức; môi trường đạo đức có ảnh hưởng nghịch chiều đến ý định nghỉ việc của nhân viên. Bên cạnh đó kết quả còn cho thấy lãnh đạo có trách nhiệm ảnh hưởng nghịch chiều một cách gián tiếp đến ý định nghỉ việc của nhân viên thông qua môi trường đạo đức. Dựa trên kết quả nghiên cứu, nhóm tác giả đề ra một số hàm ý giúp các nhà quản lý nâng cao năng lực lãnh đạo có trách nhiệm, củng cố môi trường đạo đức vững mạnh nhằm giảm ý định nghỉ việc của nhân viên.

- by Farshad aslani
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- Job Satisfaction, Work Life Balance, Turnover Intention, Continuance Commitment

Purpose The purpose of this study was to investigate work-family conflict's (WFC) mediating role and psychological resilience's (PR) moderating role on the perceived supervisor support (SS) of yacht captains and their turnover intentions (TI) during the COVID-19 pandemic Design/methodology/approach The authors followed a quantitative approach and conducted a questionnaire survey of 320 Turkish yacht captains The data were analyzed using SPSS 22 (Process macro v3 4) and AMOS 22 statistics package programs Findings Perceived SS has direct and indirect effects on TI with WFC being the intermediate variable WFC's effect on TI varies according to the yacht captains' levels of PR Practical implications This study empirically uncovered the impact of supervisor support and PR levels, the most important factors for ensuring hospitality employees exhibit positive organizational attitudes and behaviors This study shows that the success of yacht captains in this stressful work e...

- by Murat Yorulmaz
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- Marketing, Tourism, Turnover Intention, Psychological Resilience
- by Babak Banejad
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- Organizational Behavior, Business Ethics, Psychology, Social economics

Background: turnover is a widespread and costly problem within the healthcare industry in both Arab and non-Arabcountries. It decreases customer satisfaction, future revenue growth, productivity and profitability. Integrating research findings across studies is necessary to identify the most important causal factors so interventions aimed at reducing turnover in the healthcare field can be properly targeted. Aim: The present research aimed to explore the impact of the inappropriate utilization of hospital resources on nurse's turnover intentions in Arab as well as non-Arab countries using a meta-analysis. Methodology: The literature search covered articles that had been published from1971 to 2010. The electronic portion of the search covered eight computer databases. A set of inclusion criteria were established to retaine 118 studies with unique samples given for the purpose of the current meta-analysis. Three graduate students were trained to code, review the databases and data entry processes. After training, coding disagreements and discrepancies were resolved through consensus among coders and authors. Agreement among raters was 92%. Results:the relationship between age and the turnover intention for the organization is stable between studies done in Arab and non-Arab countries, as the confidence intervals overlapped. Location did appear to be a moderator with regards to some of the other attitudinal reactions. First, the relationship between job satisfaction and turnover intentions for an organization were stronger in the Arab countries than non-Arab countries. However, the opposite appears to be true for satisfaction with pay. Estimates indicate that affective commitment has a stronger relationship with the intent to turnover for an organization for the studies done in non-Arab countries than for those in Arab countries. However, the data indicate the opposite for organizational commitment, with this relationship being stronger for Arab countries than for non-Arab countries. Conclusion: job satisfaction and general organizational commitment are the strongest predictors of turnover intension. For the most part, people who experience dissatisfaction and are less committed to their organization are more likely to consider alternative employment as well as be more likely to voluntarily leave the organization. Recommendations (practical implications): Managers need to monitor the morale and commitment of their team members. Many factors are likely to have an impact on both satisfaction and commitment levels. Role states such as ambiguity, job strain, and burnout are likely to decrease both satisfaction and commitment. Therefore, managers should make efforts to clearly define work roles for employees.

- by Hanan Alkorashy
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- Organizational Culture, Organizational Commitment, Employee Turnover, Commitment
- by Sandhya Syama
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- Leadership, Human Resource Management, Empowerment, Human Resources

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 threeelement 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.

- by Rizwan Raheem Ahmed and +1
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- Subjective Well-Being, Organizational Commitment, Job Stress (Psychology), Job stress
- by Christian Maier
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- New Media, Digital Media, Stress, Facebook
- by 信行陳
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- Turnover Intention
- by WIRDA OSMAN
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- Personality, Economic conditions, Turnover Intention

India is an emerging market in the field of hospitality; a number of international players are willing to invest in Indian market, because of the growth potential & huge availability of skilled & trained manpower. As a result the hospitality sector has tremendous employment opportunities in hotel sector in India. According to report of National Skill Development Corporation 2011, the requirement of human resource in hotel industry in India will be 27, 72000 by the year 2022. But, on the other hand the hotel industry is suffering from a number of problems these are market size, competition, government policies and human resource related issues. Employee turnover is also one of them. Comparison Trend Survey-2013-14 finds that the average rate of employee turnover in hospitality industry is 13%, which indicates that after having so much opportunity the industry is still suffering from the problem of employee turnover. The present study focuses on the issue of employee turnover in housekeeping department in the hotel industry of Delhi and Rajasthan & tries to find out the various reasons and remedies of employee turnover. Further, these results & presented in systematic manner with the help of 8D model of problem solving.

- by Dr. Surjeet Kumar and +1
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- Hospitality Management, Human Resource Management, Hospitality, Employee Turnover

In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attachment Theory to test a model predicting turnover intentions among 131 working adults in a variety of industries. Consistent with TWA, the results revealed that needs–supplies (N-S) fit was
positively related to job satisfaction and that job satisfaction partially mediated the relationship between N-S fit and turnover intentions from the current job. Anxious and avoidant attachment did not have direct effects on TWA constructs, but the relationship between fit perceptions and job satisfaction
was moderated by avoidant attachment such that the relationship was weaker for highly avoidant employees. We discuss the implications of these results for future vocational research on work adjustment and the effects of attachment dynamics in the workplace.

- by Jason Dahling
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- Job Satisfaction, Attachment Theory, Employee Turnover, Turnover

The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.

In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.

Training and development enables to develop skills and competencies necessary to enhance bottom-line results for their organization. It is a key ingredient for organizational performance improvement. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. Training and Development helps in increasing the job knowledge and skills of employees at each level and helps to expand the horizons of human intellect and an overall personality of the employees. This paper analyses the link between various Training and Development programs organized in Larsen &Toubro Group of Companies and their impacts on employee satisfaction and performance. Data for the paper have been collected through primary source that are from questionnaire, surveys. There were two variables: Training and Development (independent) and Employees satisfaction and performance (dependent). The goal was to see whether Training and development has an impact on employee’s satisfaction and performance

This study aimed to study the drivers of employee turnover within the context of companies that already use tools to control access to systems and/or use of the internet. Based on previous research and through new research prepared by the author, a quantitative comparison between the researches results was built to confirm the motivators that lead employees to seek new job opportunities, not taking into account the current work time and its history that may have built in the company. With the analysis and elaboration of the rationale were created two solution proposals that involve monitoring the information generated through the access and actions of employees. The solutions are based on applying filters and alarms, to build information histories and to support decisions involving retention and attraction of talent. Through a sequential strategy, the study presents the main activities and deadline estimates for the implementation of the proposals. To measure the results obtained, four indicators are presented that cover all the management needs of turnover and people acquisition indexes. At the end of the study, proposals for evolution and possible integrations with other data sources not covered by this study are made.

Purpose: The purpose of this paper is to address three of the theoretical and empirical questions on two main leadership styles-transformational and transactional leadership-what effect both transformational and transactional leadership have on employees' turnover intentions of executives working in Small and Medium IT/ITES organizations of north Indian region, what is the direct effect of implementation of knowledge management process (KMP) on employee turnover intentions, and what role it plays in between leadership styles (transactional and transformational) and turnover intentions. Design/Methodology/Approach: A cross-sectional exploratory study was conducted to determine the concepts and relationships. Standardized questionnaires were used to collect data from sample of 250 employees working at executive level from 20 small and medium Indian IT/ ITES organization situated in north Indian region [Delhi (3), Haryana, (7) UP (6), and Punjab (4)] on the basis of financial turnover (Rs. 50-100 Cr.) and size of the organization from 50 to 100 employees. Data were analysed by using SPSS-23 with Hayes Process Plugin and Amos-21software. Findings: A significant negative relation of transactional leadership style and transformational leadership with employee turnover intentions was observed. Also, both the leadership styles were positively associated with KMP and KMP was again negatively linked with employee turnover intentions. Mediation analysis also indicated the full mediation of KMP but only for transformational leaders and played no role in case of transactional leadership. The effects were significant at 95% of confidence level. Practical Implications: Employers struggling with turnover intentions must emphasize on hiring effective leaders who can efficiently implement proper knowledge management systems, which include creating, sharing, absorbing, and receptivity of knowledge for executives.

Most factory studies focus only on minimal safety and health at work or on “compliance audits with minimal standards”. Compliance audits typically aim for achieving minimum standards versus striving for excellence. The audit criteria are set to tackle violations only rather than to understand process of improvement, efficiencies, and the effectiveness of corrective actions.
While the relationship between health and work is not new, the measurement of health and well-being as basic goals of work, in line with business outcomes, is a new bar for social impact and global health. We posit that a transparent evaluation of workforce well-being and factory conditions, which draws directly from the experience of representative sample of all workers instead of an external auditor, has the potential to revolutionize the current compliance audit procedures that commonly lack objectivity, a more representative view of work on the factory floor, and an understanding of the linkages between drivers and outcomes of worker well-being in factory operations.
We designed a comprehensive worker survey to monitor well-being in supply factories. Survey results provide buyers, suppliers and workers with a snapshot of the average worker experience of well-being and factory conditions (compared to simple auditor reports). Applying definitions of well-being at work that draw from decades of research on occupational health and safety, work stress and job strain, well-being and socially supportive communities, we aimed to conduct a comprehensive assessment of worker needs. Further, worker health and well-being were considered in relation to various business outcomes, such as turnover and job satisfaction. From this perspective, we explored the potential dependencies between worker needs and business needs at the factory level.
Our study shows that by setting out a metric for continuous process improvement that includes workers’ voice, buyers and suppliers all standing to gain – especially in the most vulnerable workforces and regions of the globe – business can choose to be a force for good by changing expectations on the factory floor.

- by Dorota Weziak-Bialowolska and +1
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- Supply Chain Management, Job Satisfaction, Well-Being, Wellbeing

Employee engagement and workplace well-being are two important factors that can affect to turnover intention. The purpose of this study was to analyze how much influence engagement (X1) and workplace well-being (X2) on employee turnover intentions (Y) at Public Accounting Firm ABC & Partners in Jakarta. This study used quantitative method and the research tool used questionnaires of employee engagement and workplace wellbeing on turnover intention were spread to 70 respondent. Data analysis is using multiple linear analysis with additional supported application SPSS 20. The result showed that X1 has score-t hitung <-t tabel (-2,346 <-1,996) which is partially affected Y. X2 has score-t hitung <-t tabel (-2,628 <-1,996) which is partially affected Y. X1 and X2 have score F hitung > F tabel (7,458 > 3,134) which is simultaneously affected Y. The higher engagement and workplace well-being of an employee, the better they will work and turnover intentions of employees in the organization will be decrease.

- by stefanus sadana
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- Employee Turnover, Job Turn Over, Turnover, Turnover Intention
- by Kirana Purwaningrum
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- Talent management, Employee engagement, Turnover Intention

This quantitative research study, based on primary data, aims to identify the relationship and signification of the job embeddedness and organisation commitment on employees’ turnover intention in the hotel industry in Pakistan. The data was collected from five hotels based in twin metropolitan cities of Pakistan (Rawalpindi and Islamabad), and equal opportunity to participate was provided to both males and females. The convenience random dappling strategy was used to opt the data. The current study identified that organisational commitment has a significant relationship with job satisfaction, showing data as (ΔR2 = .736 at p < 0.01), while a significant and positive relationship of job embeddedness and job satisfaction has been identified, with highly correlated values between the variables. There has been mediation impact supported by the results of the study, which says that organisational commitment and job embeddedness is significant and highly inverse with (β=-0.396 at p< 0.05) against employees’ turnover intention. Thus, in the hotel industry of Pakistan, job satisfaction highly mediates the prelateship of the embeddedness and commitment with the turnover intention.

According to Robert Mathis and John Jackson, - human resource management experts, psychological contact is that unwritten expectations employees and employers have about the nature of their work relationships.” Psychological contracts are nothing new and all who are engaged in the working world have entered into a "contract" in one form or another. Balogun, A. G. (2012) posited that agreements can be lawful or psychological in characteristics. Maintaining that Psychological contracts appear when people believe that their employer has guaranteed to offer them with certain incentive in exchange for the efforts they make to the organization. The objectives and responsibilities are not limited to the quantity of the activity that has to be done and the quantity of pay that will be obtained in exchange (Judge & T. A, 2001). The Psychological contract breach is required to be favorably relevant to employees’ intention to quit behavior (Newel and Dopson, 2006). An organization failing to honor the Psychological contract results in job dissatisfaction and decrease organizational dedication (Valentine, & Kidwell, 2011). Breaches of the Psychological contract are expected to outcome in opinions of discrimination (Morrison & Robinson, 1997) and such opinions may cause to the worker ending the affiliation because he will think that continuing the relation is not sure to be valuable for him. Psychological contract breaches are favorably relevant to worker intention to quiet from the job (Valentine, & Kidwell, 2011).

In this study, we synthesize, from the attitude and turnover literatures, a framework of eight (8) distinctive motives, or “Forces”. We then illustrate how the “8 Forces” framework can be utilized by turnover researchers as clarification of reported reasons for turnover, as causal mediators of turnover predictors, and as factors related to the type of turnover decision process. Finally, we discuss further implications of this framework.

- by Carl Maertz and +1
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- Organizational Behavior, Employee Motivation, Employee Turnover, Turnover Intention

This study empirically examines the differentiating
impact of challenge-hindrance stressors on turnover intention through job satisfaction in IT industry of Pakistan. Moreover, perceived job alternatives were tested as a moderator in the relationship between
job satisfaction and turnover intention. Primary data was collected
from 186 randomly selected IT professionals, working in project based IT organizations of Islamabad and Rawalpindi. Results
indicated significant: (1) positive relationship between challenge
stressors and job satisfaction, (2) negative relationship between
hindrance stressors and job satisfaction, (3) negative relationship between job satisfaction and turnover intention, (4) Job satisfaction fully mediates the relationship between challenge stressor and turnover intention, (5) Job satisfaction partially mediates the relationship between hindrance stressor and turnover intention. However, it was observed that perceived job alternatives do not have any moderating effect. Proper balancing of two stressors may help top management to increase the job satisfaction and reduce the turnover intention of IT professionals.

- by Tooba Qasim
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- Human Resource Management, Job Satisfaction, Stress Management, Well-Being

This paper explores the factors that contribute to high employee turnover at one Jamaican call center with a view to recommending strategies which may be implemented to increase staff retention. The study reviews literature on the topic, discusses the results of a phenomenological study on the case organization and presents the implications of the findings.

- by Claudia Buckley
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- Jamaica, Human Resources, Turnover, Call Center

Gender-based discrimination is a world-wide -inequality, diversity, and exclusion- issue. Gender discrimination toward women is a never-ending story in every aspect of the workplace. Thus, this cross- sectional study is planned to glance at gender-based discrimination perceptions of Turkish female employees to evaluate its work-related consequences. Previous studies have found that female employees often experience gender-based discrimination related to important organizational outcomes. This cross-sectional study examines the relationship between perceived gender discrimination and turnover intention and tests whether career satisfaction has a mediating role in the relationship between perceived gender discrimination and turnover intention. The research sample consists of 256 white collar female employees working in different industrial areas including finance, chemical, health, education, transportation, logistics and communication in Turkey. As predicted, the research findings indicated that perceived gender discrimination and turnover intention is positively related and career satisfaction has partial mediating role in this relationship. Based on the results, directions for future research were presented and in addition, the practical implications were discussed.

- by Arzu Sert-Özen
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- Gender Studies, Gender Discrimination, Career Satisfaction, Turnover Intention

Today an individual's career is no longer tied to a single organization, as career changes and job mobility have become common phenomena. To be successful in one's career, employees today have to balance the relationship between their desire for career growth and their attitudes toward their current organizations. This study examined the direct effect of organizational career growth on employees' turnover intention, as well as the moderating influence of demographic variables. The relationship is examined among employees of Nepalese Private Commercial Banks. This study empirical support the Weng et al. 2010 study of organizational career growth conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. This study failed to confirm the four dimensional model, as an alternative the study proposed three factor model, clubbing together Promotion Speed and Remuneration Growth to one latent variable. Data was acquired from 290 banking employees of Nepal. The results indicates the organizational career growth dimensions negatively related to employees' turnover intentions. Furthermore, none of the demographic variables (Gender, Age, Education, Marital Status and Position) are significantly moderating the phenomenon. It was also found that Promotion Speed and Remuneration Growth is the foremost factors that have direct high impact on Employees' Turnover Intentions, followed by Career Growth Progress in Nepalese context. In Nepalese context, organisations should emphasize more towards Promotion Speed and Remuneration Growth of the employees for retaining them to the organisation and encourage the employees to contribute towards the effectiveness and productivity of these organisations (banks).

- by Jef Adriaenssens and +1
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- Nursing, Job Satisfaction, Social Support, Fatigue

Researchers in public administration for the past few decades are interested in exploring how public service motivation (PSM) influences turnover intentions. This study puts the theory of PSM to test in a different cultural context and explores the relationship between PSM and leadership on turnover intentions via person-organization fit (P-O fit) in public sector employees from Trinidad and Tobago and Barbados. Results of structural equation modeling indicate a significant negative relationship between senior leadership and turnover intentions, but a positive and significant relationship between PSM and turnover intentions. The positive effects of PSM on turnover are different from the Western models of motivation in the public sector. Results also show a partial mediation of PSM and turnover intentions via P-O fit. This research highlights the need for studying leadership, motivation, and turnover by utilizing a cultural and value lens to examine and understand employee behaviors in public organizations outside of North America.

- by Meghna Sabharwal and +1
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- Public Administration, Public Service Motivation, Turnover Intention, Person Organization Fit

Abstract
The aim of the study is to determine the relationship and effect between the life satisfaction of civil aviation workers, job stress and turnover intention. In this context, data were collected from 115 people working at Kars Harakani Airport and analyzes were carried out through SPSS and AMOS programs. In this context, data were collected from 115 people working at Kars Harakani Airport, and assessments were made through SPSS and AMOS programs. There are significant negative relationship between life satisfaction and job stress (r:-0.427), significant negative relationship between life satisfaction and turnover intentions (r:-0.333), significant positive relationship between job stress and turnover intentions (r:- 0.638). Work stress of employees has a negative
effect of 40.1% on their life satisfaction. Intention to quit has a negative effect of 31.1% on life satisfaction. Based on this, it can be stated that life satisfaction is a factor that reduces job stress and the intention to quit. It has been observed that intention to quit has a 63.4% positive effect on job stress. It was found that life satisfaction in environments where job stress and intention to quit work together negatively affect
these variables (33.9%).
Keywords: Civil Aviation, Life Satisfaction, Job Stress, Turnover Intentions

- by Tayfun Yıldız
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- Job Stress (Psychology), Life Satisfaction, Turnover Intention

THIS IS NATURE SIGNALING THE END OF DUALITY THIS IS HUGE - CHANGE THE ENTIRETY OF CREATION - NO DUALITY ANYWHERE. IT IS VERY CLEARLY A PREDETERMINED ADVANCEMENT OF HUMAN CONSCIOUSNESS - THIS BUBBLE IS TOO WELL DESIGNED - EUPHORIA... more

THIS IS NATURE SIGNALING THE END OF DUALITY
THIS IS HUGE - CHANGE THE ENTIRETY OF CREATION - NO DUALITY ANYWHERE.
IT IS VERY CLEARLY A PREDETERMINED ADVANCEMENT OF HUMAN CONSCIOUSNESS - THIS BUBBLE IS TOO WELL DESIGNED - EUPHORIA CANCELS KARMA

- by MIKE EMERY
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- Earth Sciences, Soil Science, Consciousness (Psychology), Water

The frequency at which teachers leave the teaching profession is significantly higher than the corresponding rate in any other domain. Studies have shown that teaching is a stressful career, which often lead to teacher burnout and hence turnover. The purpose of this study was to explore the impact of selected factors from the literature on teachers’ turnover in schools. The selected factors included: (a) leadership both transformational and transactional; (b) career stress; and (c) personality characteristics. Surveying was employed to collect data from 176 teachers, such that almost 75% of those teachers were teaching in private schools and approximately 25% were enrolled in public schools. SPSS 18.0 was employed to support descriptive and analytical statistical analysis of data. Findings of this study indicate that (a) Leadership style has significant influence on career stress; (b) Career stress bears positive relationship with turnover intention; (c) Leadership style has negative influence on turnover intention; (d) Personality characteristic has no moderating effect on the relationship between leadership style and career stress; (e) Personality characteristic brings no moderating effect on the relationship between career stress and turnover intention; (f) Career stress possesses a mediation effect on the relationship between leadership style and turnover intention.

ในสภาพแวดล้อมของการทางานในปัจจุบันที่การลาออกจากงานเกิดขึ้นได้บ่อยครั้งและง่ายดาย ทฤษฎีการฝังตรึงในงาน จึงเป็นทฤษฎีหนึ่งที่กาลังได้รับความนิยมในการศึกษาเกี่ยวกับการรักษาไว้ซึ่งพนักงาน จากการทบทวนวรรณกรรมพบว่า ทฤษฎีการฝังตรึงในงานสามารถทานายการลาออกของพนักงานได้ดีกว่าทฤษฎีดั้งเดิม เช่น ความพึงพอใจในงานและความผูกพันต่อองค์การ โดยทฤษฎีการฝังตรึงในงานนั้น เปลี่ยนมุมมองในการมองการลาออกของพนักงานจากการมุ่งหาสาเหตุที่ส่งผลให้พนักงานลาออก ไปเป็นปัจจัยที่ส่งผลให้พนักงานยังคงอยู่กับองค์การ และมุ่งเน้นหาปัจจัยที่รั้งไม่ให้พนักงานลาออกจากงานปัจจุบัน โดยวิเคราะห์จาก 3 ปัจจัย ได้แก่ ความลงตัว ความเชื่อมโยง และสิ่งที่ต้องเสียสละ อย่างไรก็ตามการทบทวนวรรณกรรมทฤษฎีการฝังตรึงในงานและบทความงานวิจัยฉบับภาษาไทยยังมีปริมาณน้อย บทความนี้จึงเขียนขึ้นเพื่อวัตถุประสงค์ทบทวนวรรณกรรมที่เกี่ยวข้องกับทฤษฎีพื้นฐานของการฝังตรึงในงาน กาหนดชื่อทฤษฎีและตัวแปรเพื่อความสอดคล้องในการใช้งาน และมุ่งหวังให้ผู้อ่านสามารถนาความรู้ไปสู่การต่อยอดในการพัฒนางานวิจัยใหม่ๆ ตลอดจนสามารถนาไปใช้อ้างอิงต่อได้ในอนาคต

การวิจัยครั้งนี้มีวัตถุประสงค์เพื่อศึกษาความสัมพันธ์เชิงสาเหตุระหว่างการรับรู้งานทางเลือกและความพึงพอใจในงานที่ส่งอิทธิพลทั้งทางตรงและทางอ้อมต่อความตั้งใจในการลาออกของพนักงาน โดยกลุ่มตัวอย่างที่ใช้ในการศึกษาครั้งนี้คือพนักงานที่ปฏิบัติงานในองค์การเอกชนในกลุ่มธุรกิจผู้ให้บริการสินค้าอุปโภคและบริโภค จากกลุ่มตัวอย่างทั้งสิ้น 362 คน เครื่องมือที่ใช้ในการวิจัย ได้แก่ แบบสอบถามที่ใช้วัดตัวแปรที่ศึกษา และการวิเคราะห์อิทธิพลเชิงสาเหตุด้วยโปรแกรมทางสถิติ SPSS และ AMOS โดยการทดสอบสมมติฐานด้วยโมเดลเชิงโครงสร้าง (Structural Equation Model: SEM) โดยพบว่า ความพึงพอใจในงานมีอิทธิพลทางตรงเชิงลบต่อความตั้งใจในการลาออก (r = -.577) การรับรู้งานทางเลือกมีอิทธิพลทางตรงเชิงบวกต่อความตั้งใจในการลาออก (r = .350) อย่างมีนัยสำคัญทางสถิติที่ระดับ 0.01 นอกจากนี้ยังพบว่าการรับรู้งานทางเลือกมีอิทธิพลทางอ้อมโดยส่งผ่านความพึงพอใจในงานส่งผลต่อความตั้งใจในการลาออกของพนักงาน โดยความพึงพอใจในงานเป็นตัวแปรส่งผ่านแบบบางส่วน (Partial Mediator) ที่ช่วยอธิบายและมีความสำคัญต่อการเปลี่ยนแปลงขนาดอิทธิพลของการรับรู้งานทางเลือกที่มีต่อความตั้งใจในการลาออก

This study explored issues on job satisfaction among secondary school teachers on one hand and intention to leave the profession in relation to varying age-groups. A Minnesota Satisfaction Questionnaire (MSQ) and Intention to Leave Scale was administered to 400 teachers from Musoma municipality in July-August, 2013. A total of 340 respondents (a response rate of 85%) returned the questionnaires which were used for analysis. Teachers aged 25-40 years indicated low level of satisfaction and higher intention to leave the profession compared to teachers aged 40-60+ years. Respondents also indicated the lack of freedom to perform their duties, utilization of their skills, and the way they get along with other co-workers as contributing to their job dissatisfaction. The study results provide a picture on how teachers vary in their satisfaction with the job and suggest for a counter strategy to enhance their job satisfaction with respect to age variations.

Employee turnover is harmful to the running of organisations because it affects efficiency, productivity, profitability, and innovativeness, when it occurs in the workplace. Public service departments in South Africa have been struggling with the issue of holding skilled employees, as they have been moving to better paying corporate organisations in the private sector. When employees depart from an organisation, the remaining employees tend to perform additional work until another employee is recruited. The study aims to identify factors causing employee turnover in the public service, using the KwaZulu-Natal Department of Arts and Culture as a reference point. It provides recommendations on how to reduce employee turnover. This was a quantitative study which adopted a descriptive survey research design. For data collection, a structured questionnaire was used that comprised closedended questions. 127 KwaZulu-Natal Department of Arts and Culture (KZNDAC) employees participated in the study. Statistical Package for Social Sciences (SPSS) was used to analyse data. The findings show that the causes of employee turnover at the KZNDAC are a lack of career advancement, lack of promotion, unsatisfactory salary, unsatisfactory working conditions, and work stress. The study concluded with establishing a number of recommendations to the KZNDAC top management, so that

- by Kwazi Majola
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- Employee Turnover, Public Services, Turnover Intention, Active Employment Policies

░ ABSTRACT: In Academic Staff retention is one of the challenges facing several University in both the developed and developing countries of the world. The purpose of this study is to investigate the determinants of Academic Staff Turnover Intention in case of Bonga University. The study measured determinants and its relation with Turnover intention in the Bonga University. The sample consisted of 157 respondents' selected based on random sampling procedure. Primary data were collected by using 5-point Likert scale questionnaire. The result of the study showed that determinants; External factors have strong influence on Academic Staff Turnover Intention and weak impact with personal and Internal factors to Turnover Intention at Bonga University. The correlation results indicate that there is a positive correlation between the determinants and Turnover Intention. The results of the regression test showed that External factors have significant on Turnover intention. Thus, the determinants affect turnover intention that have not improve in order to maximizing academic programs and working conditions, working with city administration in order to facilitate better living and recreation centres, solving house problem staff and facilitating good education for children. The prevalence of academic staff intending to leave was found to be moderate and as a result, Before the intention is going to high rate take action in order to fill gaps of external factors the result presented and there should be staff retention mechanisms in place to improve the work environment and remuneration methods to retain senior and skilled academicians. Generally, based on the above findings the researchers were forward the possible recommendation and future research direction.

- by FOREX Publication and +1
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- Turnover Intention, External Environment Factors, Personality Factors
- by Raham Badshah
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- Organizational Behavior, Education, Organizational Commitment, Job Satisfaction