Relevant bibliographies by topics / Intention to leave

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Intention to leave'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 July 2025

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Journal articles on the topic "Intention to leave"

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Qian, Hu, and Mohd Koharuddin Bin Mohd Balwi. "Understanding the Complexity of Intention to Stay: Influencing Factors and Strategic Insights for Enhancing Employee Retention." Advances in Economics, Management and Political Sciences 93, no. 1 (2024): 129–35. http://dx.doi.org/10.54254/2754-1169/93/20241126.

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Based on a comprehensive literature review, this paper clarifies that intention to stay is a multifaceted phenomenon shaped by individual characteristics, organizational environment, and external market conditions, it is not simply the opposite of intention to leave. While intention to leave focuses on why employees leave, intention to stay emphasizes positive connections and long-term commitments with the organization. For effective human resource policies and retention strategies, it is crucial to analyze intention to stay separately from intention to leave, this distinction helps in underst
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Steil, Andrea Valéria, Gertrudes Aparecida Dandolini, João Artur de Souza, Denise de Cuffa, and Rejane Costa. "Behavioral Intentions and Retention of Technical and Scientific Staff in Research and Development Organizations." International Journal of Human Capital and Information Technology Professionals 9, no. 2 (2018): 16–31. http://dx.doi.org/10.4018/ijhcitp.2018040102.

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Different reasons influence intentions of technical and scientific professionals to stay or leave their current jobs, impacting the ability of companies to retain these professionals. This paper identified the antecedents of intentions to leave, intentions to stay, and retention of such technical and scientific professionals in private research and development organizations from the Greater Florianópolis, Santa Catarina, Brazil. Data was collected via online questionnaires between December, 2014 and March, 2015. Job satisfaction and supervisory support were negatively related to the intention
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Febriani, Rizki, Siti Nurhasanah, and Arif Rahman Hakim. "Relationships between demographic factors, job satisfaction, and intention to leave among women employees in Indonesia." Problems and Perspectives in Management 22, no. 1 (2023): 1–12. http://dx.doi.org/10.21511/ppm.22(1).2024.01.

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Job satisfaction is essential for improving company’s performance because the more satisfied employees are, the higher their work performance. The intention to leave has recently become a hot topic related to employees’ desire to leave the company. Such intentions can undoubtedly harm the company. This study aims to analyze the effect of demographic variables on employee job satisfaction and intention to leave. The sample includes 427 female employees in manufacturing companies in Indonesia. SEM-PLS with Smart-PLS software was used as the analysis method. Research findings show that demographi
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Hara, Yukari, Kyoko Asakura, and Takashi Asakura. "The Impact of Changes in Professional Autonomy and Occupational Commitment on Nurses’ Intention to Leave: A Two-Wave Longitudinal Study in Japan." International Journal of Environmental Research and Public Health 17, no. 17 (2020): 6120. http://dx.doi.org/10.3390/ijerph17176120.

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This study aimed to investigate changes in nurses’ attitudes toward professional autonomy and occupational commitment over time, and their effect on nurses’ intentions to leave, using a two-wave longitudinal design. Anonymous, self-report questionnaires were distributed to all nurses working at 28 hospitals in western Japan on two separate occasions (n = 1778). Multivariate analysis using a generalized estimation equation was conducted, with the intention to leave at Time 2 as the dependent variable, and the changing secular trends in all subscales of attitudes toward professional autonomy and
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Neves, Teresa, Pedro Parreira, Vitor Rodrigues, and João Graveto. "Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals." International Journal of Environmental Research and Public Health 19, no. 4 (2022): 2470. http://dx.doi.org/10.3390/ijerph19042470.

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Intention to leave is influenced by the commitment and individual and structural factors. It is a critical dimension in health systems due to the shortage of professionals and the potential impact on the quality of care. The present paper: (i) characterizes organizational commitment and intention to leave; (ii) analyzes the relationship between structural factors (such as, work environment and nurse staffing), individual factors (age), and nurses’ organizational commitments and intention to leave; and (iii) analyzes the differences in the intention to leave and in the organizational commitment
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Taskiran, Erkan. "The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave." International Journal of Business and Management 12, no. 11 (2017): 73. http://dx.doi.org/10.5539/ijbm.v12n11p73.

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The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees’ turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gath
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van der Heijden, Beatrice I. J. M., Karen van Dam, and Hans Martin Hasselhorn. "Intention to leave nursing." Career Development International 14, no. 7 (2009): 616–35. http://dx.doi.org/10.1108/13620430911005681.

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Koch, Peter, Max Zilezinski, Kevin Schulte, Reinhard Strametz, Albert Nienhaus, and Matthias Raspe. "How Perceived Quality of Care and Job Satisfaction Are Associated with Intention to Leave the Profession in Young Nurses and Physicians." International Journal of Environmental Research and Public Health 17, no. 8 (2020): 2714. http://dx.doi.org/10.3390/ijerph17082714.

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German hospitals are now confronted with major challenges from both shortages and fluctuations in the numbers of physicians and nurses. This makes it even more important that physicians and nurses do not prematurely leave patient care. The objective of the present study was to improve our understanding of the factors that trigger intentions to leave the profession. For this purpose, data from 1060 young physicians and nurses in hospital care were analysed. Intentions to leave the profession was assessed with the Copenhagen Psychosocial Questionnaire (COPSOQ). In the first step, the association
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Yıldırım, Yavuz Tansoy, and Gülşah Uçar. "THE EFFECT OF PERCEİVED CORPORATE REPUTATİON ON EMPLOYEES' INTENTİON TO LEAVE." Yönetim ve Ekonomi Araştırmaları Dergisi 23, no. 2 (2025): 26–48. https://doi.org/10.11611/yead.1699893.

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This study aims to examine the relationship between perceived corporate reputation and employees' intention to leave, as well as the impact level of this relationship. For this purpose, research was conducted at a private factory operating in the tin can/packaging sector in the Bandirma district of Balikesir, Turkey. The study was carried out with a sample of 125 employees, including both workers and managerial staff. The survey used in the study consists of three sections: personal information, corporate reputation scale, and intention to leave scale. The findings indicate a positive relation
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Bello, Janine Silva Alves, and Andrea Valéria Steil. "Intent to Leave Versus Intent to Stay in Technology Organizations." International Journal of Human Capital and Information Technology Professionals 11, no. 2 (2020): 79–90. http://dx.doi.org/10.4018/ijhcitp.2020040106.

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The intention to leave a job and the intention to stay at the job are considered the best predictors of staff turnover or retention. Based on this assumption, this study is aimed at analyzing the relationship between demographic variables (employee age, gender, marital status, kinship responsibility, education level), attitudinal variables (job satisfaction, affective commitment to organization, carrier commitment) and behavioral intentions (employees' intention to leave the job and employees' intention to stay at the job). From June to December 2016, on-line questionnaires were applied to kno
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Dissertations / Theses on the topic "Intention to leave"

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Khwela, Nonjabulo Pruttia Amanda. "Leadership expectations, engagement and intention to leave / Amanda Khwela." Thesis, North-West University, 2011. http://hdl.handle.net/10394/10286.

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Due to globalisation and resulting work mobility, organisations are forced to compete for talented people. As a result organisations are starting to realise the importance of their human capital, human capital is viewed as the greatest contributor to organisational success. This is evident through the war for talent throughout the world. All organisations are fighting to have the best people as it is believed that talented people add value to the bottom line of the business and give the business a competitive edge. In an attempt to retain talented people, the needs and expectations of these pe
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Ahmad, Azlinzuraini. "Predicting intention to leave among professional workers in Malaysia." Thesis, University of Leeds, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.589039.

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Research into employee turnover has been published in previous decades, although more empirical evidence and dissemination of practical information is needed to further illuminate the relationship between work-life balance and intention to leave. There is considerably less research on this topic as it has only been discussed in theoretical terms (i.e. Grzywacz & Carlson, 2007; Morris & Madsen, 2007; Peterson, 2004), particularly in the context of a developing country such as Malaysia. The present study provides empirical evidence and an exploration of these issues within the Malaysian context
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Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.

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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and manag
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Williams, Brendan Edward. "Job Satisfaction, Organizational Culture, and British Nurses' Intention to Leave Employment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1952.

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In spite of decades of research, concerning nurse's intention to leave their employer (ITL), in 2011, 31.2% of the British nurses surveyed indicated they had formed an ITL. Grounded in reasoned action theory as developed by Ajzen and Fishbein, the purpose of the correlational study was to provide hospital managers with information regarding the relationship among nurse's job satisfaction (JS), organizational culture (OC), and ITL. The archival data from the 2011 NHS Staff Survey included responses from nurses (n = 21,257) across the British National Health Service. The Spearman's rho correlate
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Bhatta, Sabitri. "Understanding the Intention to Leave the Job among U. S. Home Health Aides." Miami University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=miami1420581160.

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De, Vos Nele. "Generations and intention to leave current job : Belgian nurses in the workplace." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21704.

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This master thesis aims to identify work-related factors making Belgian nurses consider leaving their job voluntary and to compare the work-related factors across different generations. The purpose of this master thesis has a descriptive nature of research. The research approach chosen is a deductive approach and the research design chosen is a quantitative research design. Cluster sampling in combination with simple random sampling was used as sampling technique. 128 nurses were surveyed from April to May 2016. Nurses who reported to leave the organization due to retirement reasons, temporary
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com, psychologist@141, and Dawn Valerie van Loggerenberg. "Australian volunteers in the health sector: Antecedents to volunteers’ intention to leave." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20090409.113755.

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This study focused on the Australian health sector, examining the factors that influence the intention of volunteers to leave their employing organizations. There is a general scarcity of research concerning volunteer work, and understanding health sector volunteers is particularly important due to the significance of their contribution in Australia. In exploring volunteer work, this study has utilized a variant of the Mathieu and Zajac (1990) model of organizational commitment. In the health sector much of the work performed by volunteers is very similar to that done by paid employees. In add
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Van, Loggerenberg Valerie. "Australian volunteers in the health sector : antecedents to volunteers' intention to leave /." Murdoch University Digital Theses Program, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20090409.113755.

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Botsford, Whitney E. "Psychological contracts of mothers does breach explain intention to leave the workforce? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4526.

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Thesis (Ph.D.)--George Mason University, 2009.<br>Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.
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van, Loggerenberg Dawn Valerie. "Australian volunteers in the health sector: antecedents to volunteers' intention to leave." Thesis, van Loggerenberg, Dawn Valerie (2008) Australian volunteers in the health sector: antecedents to volunteers' intention to leave. Professional Doctorate thesis, Murdoch University, 2008. https://researchrepository.murdoch.edu.au/id/eprint/477/.

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This study focused on the Australian health sector, examining the factors that influence the intention of volunteers to leave their employing organizations. There is a general scarcity of research concerning volunteer work, and understanding health sector volunteers is particularly important due to the significance of their contribution in Australia. In exploring volunteer work, this study has utilized a variant of the Mathieu and Zajac (1990) model of organizational commitment. In the health sector much of the work performed by volunteers is very similar to that done by paid employees. In add
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Books on the topic "Intention to leave"

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Moldoveanu, Mirela. Challenges and Limitations of Using an Online Survey in Social Sciences: Recruiting Qualified Respondents to Investigate the Job Satisfaction and Intention to Leave of Millennial Employees. SAGE Publications, Ltd., 2022. http://dx.doi.org/10.4135/9781529600919.

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D, Bruner Kurt, ed. Your heritage: How to be intentional about the legacy you leave. Cook Communications, 1999.

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Ridout, Katherine. Correlates with the intention to leave the nursing profession. NELP, 1988.

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Zuraikat, Nashat Merree. DETERMINANTS OF INTENTION TO LEAVE AMONG HOSPITAL REGISTERED NURSES. 1987.

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Panayi, Kyriaki. Final project: The factors affecting employee turnover and intention to leave. 2000.

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Holland, Catherine Blackwell. THE INFLUENCE OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON INTENTION TO LEAVE OF NURSE EDUCATORS. 1992.

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Ross G, Anderson. Ch.2 Formation and authority of agents, Formation II: Arts 2.1.6–2.1.14—Acceptance, Art.2.1.14. Oxford University Press, 2015. http://dx.doi.org/10.1093/law/9780198702627.003.0030.

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This commentary focuses on Article 2.1.14 of the UNIDROIT Principles of International Commercial Contracts (PICC) concerning contracts with terms deliberately left open. Art 2.1.14 permits the contract to have effect notwithstanding the fact that particular terms have been left open for future agreement. If the parties intend to conclude a contract, the fact that they intentionally leave a term to be agreed upon in further negotiations or to be determined by a third person does not prevent a contract from coming into existence. This commentary discusses present intention to be bound despite op
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The Heritage: How to Be Intentional About the Legacy You Leave. Chariot Victor Publishing, 1996.

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Your Heritage: How to Be Intentional about the Legacy You Leave. Victor, 1996.

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Fetrick, Ann Walden. RETURN TO WORK INTENTIONS AND HEALTH STATUS OF POSTPARTUM WOMEN OF FINLAND (MATERNITY LEAVE). 1994.

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Book chapters on the topic "Intention to leave"

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King, Sally. "Menstrual Leave: Good Intention, Poor Solution." In Aligning Perspectives on Health, Safety and Well-Being. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-53269-7_9.

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Wang, Shihan. "Turnover intention: The causes of employees' propensity to leave." In Exploring the Financial Landscape in the Digital Age. CRC Press, 2024. http://dx.doi.org/10.1201/9781003508816-83.

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Contreras, Porfirio Tamayo. "The Intention to Leave: A Precursor of Staff Turnover." In Management and Industrial Engineering. Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-54485-9_3.

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Omar, Safiah, and Fauziah Noordin. "Career Commitment and Intention to Leave Among ICT Professionals in Malaysia." In Proceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014). Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-287-426-9_27.

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Melendez-Anzures, Frank E., Christian S. Grijalva-Quiñonez, Angeles Dominguez, Guillermo M. Chans, and Genaro Zavala. "Students’ Intention to Leave STEM Careers: Gender and Academic Scholarship Impact." In Lecture Notes in Educational Technology. Springer Nature Singapore, 2025. https://doi.org/10.1007/978-981-96-5658-5_57.

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Basak, Ecem, Esin Ekmekci, Yagmur Bayram, and Yasemin Bas. "Factors Affecting the Intention to Leave Among White-Collar Employees in Turkey." In Transactions on Engineering Technologies. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-017-9115-1_49.

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Omar, Safiah, and Fauziah Noordin. "Work Happiness and Intention to Leave of ICT Professionals in Malaysia: An Exploratory Study." In Proceedings of the Colloquium on Administrative Science and Technology. Springer Singapore, 2014. http://dx.doi.org/10.1007/978-981-4585-45-3_8.

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Zhao, Chen, and Zhonghua Gao. "Why Do They Leave? The Mechanism Linking Employees’ Psychological Capital to Their Turnover Intention." In Proceedings of the Eighth International Conference on Management Science and Engineering Management. Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-55122-2_80.

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Permarupan, P. Yukthamarani, Roselina Ahmad Saufi, Samsidine Aidara, Noorshella Binti Che Nawi, Noor Raihani Binti Zainol, and Braveena Jothi. "Human Resource Management Practices Toward Job Satisfaction and Employee Intention to Leave Academic Institutions." In Technical and Vocational Education and Training: Issues, Concerns and Prospects. Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-6909-8_47.

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Kambuaya, Frengky. "Work Environment Mediates the Influence of Workload and Career Development on Intention to Leave." In Proceedings of the 8th International Conference on Accounting, Management, and Economics (ICAME 2023). Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-400-6_62.

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Conference papers on the topic "Intention to leave"

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Pierce, Heather, Lin Perry, Robyn Gallagher, and Pauline Chiarelli. "594 Urinary incontinence and intention to leave current job." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1505.

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""PROFESSIONAL REDUCTION AND EMOTIONAL EXHAUSTION PREDICT INTENTION TO LEAVE"." In International Psychological Applications Conference and Trends. inScience Press, 2023. http://dx.doi.org/10.36315/2023inpact046.

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Li, Shao-Yu, Pei-Kuan Lin, and Hien Thi Thu Nguyen. "Determinants Affecting Staff Intention to Leave in Public Nursing Care Sectors." In International Conference on Humanity and Social Science (ICHSS2016). WORLD SCIENTIFIC, 2017. http://dx.doi.org/10.1142/9789813208506_0010.

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Kakar, Abdul Samad, Roselina Ahmad Saufi, and Harcharanjit Singh. "Understanding linkage between human resource management practices and intention to leave." In the 2018 International Conference. ACM Press, 2018. http://dx.doi.org/10.1145/3277139.3277166.

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Saraç, Mehlika, and Reeta Raina. "ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE : THE MODERATING ROLE OF UNCERTAINTY AVOIDANCE." In 38th International Academic Conference, Prague. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.038.036.

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Güler, Nihal. "Happiness and Intention to Leave of Z Generation in terms of IHRP." In ISMC 2019 - 15th International Strategic Management Conference. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.10.02.28.

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Bozkurt, Özlem Çetinkaya. "Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being." In ISMC 2017 13th International Strategic Management Conference. Cognitive-Crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.12.02.19.

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Adiguzel, Zafer. "A Study Of Psychological Contract Violation, Organizational Trust, Intention To Leave Work." In ISMC 2017 13th International Strategic Management Conference. Cognitive-Crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.12.02.22.

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Vevoda, Jiri. "MOBBING, PSYCHOLOGICAL SAFETY AND INTENTION TO LEAVE: A PILOT STUDY IN HEALTHCARE." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/3.3/s12.055.

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, Ting En, Hsiung, Chong , Tong Ming, Tan , Zhi Lin, and Chen , Po Hung. "INVESTIGATING THE INFLUENCE OF AUTHORITARIAN LEADERSHIP AND SUPERVISOR SATISFACTION ON TURNOVER INTENTION: THE MODERATING ROLE OF EMPLOYEE UPBRINGING." In London –International Conference on Social Science & Humanities, 20-21 February 2024. Global Research & Development Services, 2024. http://dx.doi.org/10.20319/icssh.2024.202203.

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Authoritarian leadership is prevalent in the Asian region, and previous research has found a positive correlation between authoritarian leadership and employees' intention to leave their jobs. However, there are employees in the workplace who can adapt to such supervisors. Therefore, we approach this study from the perspective of "fit theory" to explore whether employees with authoritarian family upbringing can match with authoritarian leadership. This study aims to investigate the impact of authoritarian leadership on employees' intention to leave, with supervisor satisfaction as the mediator
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Reports on the topic "Intention to leave"

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Ferreira, Nuno, Judith Townend, William McCready, Erika Carrière, Hannah Farkas, and Samantha Robinson. Developing a cost-free legal advice service for asylum seekers and migrants in Brighton and Hove. University of Sussex Migration Law Clinic, 2022. http://dx.doi.org/10.20919/wptu7861.

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In 2018, a team of University of Sussex undergraduate law students working under the supervision of academic staff, conducted the Migration Law Clinic Pilot Study. This was in response to growing and grave concerns about the lack of availability of legal support and services for those seeking asylum and other forms of leave to remain in the UK. These concerns have only heightened in the intervening period: most recently, in response to the government’s publication of a draft Bill of Rights to repeal and replace the Human Rights Act 1998, which would make it much more difficult for potential de
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