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Journal articles on the topic 'Intention to leave'

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

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1

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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2

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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Manalu, Sahala, Felik Sad Windu Wisnu Broto, and Ameilia Magdalena Kristiyani. "The Influence of Compensation, Work Environment, and Workload on Turnover Intention Phenomena at Royal Orchid Garden Hotel." International Journal of Business and Applied Economics 2, no. 4 (2023): 569–84. http://dx.doi.org/10.55927/ijbae.v2i4.5261.

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Turnover intention refers to the employee's voluntary or involuntary intention to leave the job. There are several variables that influence the level of intention to leave: compensation, work environment, and workload. The purpose of this study is to determine how compensation, work environment, and workload influence retirement intentions at the Royal Orchid Garden Hotel. The population and sample for this study are employees of the Royal Orchid Garden Hotel, and the sampling method used is nonprobability sampling. The number of study samples is 38, and data are collected by distributing ques
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Håkansson, Helena, Caroline Hasselgren, and Lotta Dellve. "Collective Versus Individual Influence at Work Procedural Autonomy, Individual Arrangements, and Intention to Leave Work in the Eldercare Sector." Scandinavian Journal of Work and Organizational Psychology 9, no. 1 (2024): 1. http://dx.doi.org/10.16993/sjwop.230.

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This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also control
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Yoeung, Sothan, Pov Chhoeuy, and Bunthoeun Sor. "The impact of employee empowerment on job satisfaction, job loyalty, and intention to leave from Private Schools in Siem Reap Province." University of South-East Asia Research Journal 1, no. 1 (2024): 01–22. http://dx.doi.org/10.70319/hjqm-vm50.

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The efficiency and effectiveness of the organization depend on empowering human resources, as well as on job satisfaction and job loyalty, which help reduce employee turnover. This research article aims to assess the impact of empowering employees on job satisfaction, job loyalty, and intention to leave, as well as to evaluate the effect of job satisfaction on job loyalty and intention to leave. We used a multi-stage sampling technique to select 295 respondents from 401 employees of three private schools in Siem Reap Province. The data obtained from participants was quantitative and analyzed u
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SULISTYAN, RIZA BAHTIAR, Emmy Ermawati, and Kurniawan Yunus Ariyono. "Manajemen Retensi dalam Upaya Mempertahankan Karyawan melalui Dorongan Kepuasan dan Komitmen." Wiga : Jurnal Penelitian Ilmu Ekonomi 9, no. 2 (2019): 87–98. http://dx.doi.org/10.30741/wiga.v9i2.464.

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Special attention needs to be paid by the company regarding the employee's intention to leave the organization. The purpose of this study is to develop a conceptual model to prove empirically how retention management can encourage job satisfaction and commitment so that employees do not intend to leave the organization. As many as 36 account officers in Lumajang Regency are willing to become respondents. The approach used is PLS. The results showed that retention management and employee satisfaction were directly able to reduce employee intentions to leave the organization. Employee commitment
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Rogozińska-Pawełczyk, Anna. "Work satisfaction and the relationship between the psychological contract and an employee’s intention to quit. The results of a survey of public administration employees in Poland." Journal of East European Management Studies 25, no. 2 (2020): 301–24. http://dx.doi.org/10.5771/0949-6181-2020-2-301.

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This study focused on demonstrating that the psychological contract influences employees’ intention to leave the organization. Both factors in the context of work satisfaction. It also examined: (1) whether there is a relationship between the psychological contract, work satisfaction and the intention to quit; (2) which variable (the psychological contract or work satisfaction) better predicts the intention to quit; (3) whether - and how - the type of the psychological contract differentiates the intensity of work satisfaction and the intention to quit. The questions were answered based on inf
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bin Ramlan, Mohamed Nazhif, Nursaadatun Nisak Ahmad, and Murni Zarina Mohamed Razali. "A Study of the Relationship Between Servant Leadership, Micro-Aggression and Intention to Leave in IT Sector: Employee Resilience as Mediating Variable." International Journal of Research and Innovation in Social Science VIII, no. XI (2024): 984–94. https://doi.org/10.47772/ijriss.2024.8110079.

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In Malaysia’s rapidly evolving Information Technology (IT) industry, marked by increasing cyber threats and a scarcity of skilled cybersecurity professionals, this study explores the intention to leave among IT professionals. At the intersection of servant leadership, microaggressions, and employee resilience, it aims to unravel these factors’ relationships and their collective impact on turnover intentions. Emphasizing the lack of studies on race- based microaggressions, particular attention is given to microaggressions as workplace adversity. The research examines servant leadership, microag
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Alanazi, Raeed, Ghareeb Bahari, Zahra Ali Alzahrani, et al. "Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention." Healthcare 11, no. 24 (2023): 3104. http://dx.doi.org/10.3390/healthcare11243104.

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Nursing turnover has emerged as an urgent concern with a substantial influence on the financial efficiency and quality of care in healthcare frameworks worldwide. This study determined important factors associated with nurses’ intentions to leave and what would bring them back. This was a cross-sectional, multisite study of nurses in three public hospitals. Convenience sampling was used to recruit 205 nurses from the selected hospitals. A questionnaire was used to measure demographic and professional background information, current job satisfaction, and the intention to leave work and return.
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De Simone, Silvia, Anna Planta, and Gianfranco Cicotto. "[The role of agent skills in the turnover intentions of nurses]." Giornale Italiano di Medicina del Lavoro ed Ergonomia 40, no. 4 (2025): 208–16. https://doi.org/10.4081/gimle.554.

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Voluntary turnover in the nursing profession is one of the main concerns in hospitals and it requests comprehensive research. This study contributes to explain the reasons related to turnover intention of nurses and provides causes for reflection to improve the working practice. 161 nurses and 13 nursing coordinators, working in the wards of two Italian hospitals, participated in the study. A self-report questionnaire was administered to them in order to analyze the relationship between agentic capacities (self-regulation, anticipation, vicarious learning, self-reflection) and the intentions t
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19

McLennan, Jim, Sean Cowlishaw, Douglas Paton, Ruth Beatson, and Glenn Elliott. "Predictors of south-eastern Australian householders' strengths of intentions to self-evacuate if a wildfire threatens: two theoretical models." International Journal of Wildland Fire 23, no. 8 (2014): 1176. http://dx.doi.org/10.1071/wf13219.

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Householder evacuation in the face of a wildfire threat is the survival option advocated by fire agencies. However, late evacuation is common and has resulted in loss of life. The primary aim of this study was to investigate potential predictors of householders’ strength of intention to leave early in response to a bushfire threat warning. A survey of 584 residents of bushfire-prone locations in south-eastern Australia was conducted. Theory of planned behaviour (TPB) and protection motivation theory (PMT) were used to explore predictors of strength of householders’ intentions to leave, or to s
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Laiho, Maarit, Terhi Tevameri, Mervi Vähätalo, Tomi J. Kallio, and Kati Suomi. "Healthcare professionals' intention to leave." International Journal of Management and Enterprise Development 22, no. 3 (2023): 245–69. http://dx.doi.org/10.1504/ijmed.2023.132685.

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Yo, Putu Melati Purbaningrat, and W. G. Supartha. "Effect of job stress, emotional weakness and job satisfaction on intention to leave." International research journal of management, IT and social sciences 6, no. 4 (2019): 97–106. http://dx.doi.org/10.21744/irjmis.v6n4.662.

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This study used variable job stress, job satisfaction, job exhaustion and intention to leave. Aim to examine the effect of job stress variables on intention to leave, job satisfaction on intention to leave, emotional exhaustion on intention to leave. Strengthened on the basis of the theory of discrepancy theory, two-factor theory and continuance commitment. This study uses saturated sampling, which is a total sample of 48 employees operating at Matahari Department Store, Lipo Mall, Kuta Mall. The method of data collection uses interviewees and questionnaires with primary and secondary data sou
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Owen, Katherine, Thomas Hopkins, Thomas Shortland, and Jeremy Dale. "GP retention in the UK: a worsening crisis. Findings from a cross-sectional survey." BMJ Open 9, no. 2 (2019): e026048. http://dx.doi.org/10.1136/bmjopen-2018-026048.

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ObjectiveTo investigate how recent national policy-led workforce interventions are affecting intentions to remain working as a general practitioner (GP).DesignOnline questionnaire survey with qualitative and quantitative questions.Setting and participantsAll GPs (1697) in Wessex region, an area in England for which previous GP career intention data from 2014 is available.Results929 (54.7%) participated. 59.4% reported that morale had reduced over the past two years, and 48.5% said they had brought forward their plans to leave general practice. Intention to leave/retire in the next 2 years incr
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Karakachian, Angela, Abigail Hebb, Joy Peters, Eric Vogelstein, James B. Schreiber, and Alison Colbert. "Moral Distress and Intention to Leave During COVID." JONA: The Journal of Nursing Administration 54, no. 2 (2024): 111–17. http://dx.doi.org/10.1097/nna.0000000000001390.

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OBJECTIVE The aim of this study was to investigate how the experience of caring for COVID-19 patients, nurses' moral distress, and the current practice environment impact nurses' intention to leave. BACKGROUND Caring for COVID-19 patients has been associated with an increase in nurses' moral distress and an increase in nurses' turnover. To date, research has focused on nurses' moral distress, the practice environment, and intentions to leave during the pandemic's peak. The current workplace climate, including those who stayed in their positions, has not been adequately assessed. METHODS This c
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Abugre, James B. "Relations at workplace, cynicism and intention to leave." International Journal of Organizational Analysis 25, no. 2 (2017): 198–216. http://dx.doi.org/10.1108/ijoa-09-2016-1068.

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Purpose Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these relations embed employees’ job and performance, rather than on the declining outcomes from such relations. This paper aims to integrate research on co-worker relations at workplace and cynicism with social exchange as a theoretical grounding to propose a process model that focuses on how employees’ positive relationship at workplace impacts negatively on their cynical behaviours in organisation leading to their
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Omar, Safiah, and Farzana Parveen Tajudeen. "The Influence of Career Adaptability and Career Commitment to Minimize Intention to Leave Among ICT Professionals." International Journal of Human Capital and Information Technology Professionals 11, no. 2 (2020): 23–38. http://dx.doi.org/10.4018/ijhcitp.2020040102.

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This research measures career adaptability among Malaysian ICT professionals using career adapt-abilities scale (CAAS). Career adaptability were analyzed for direct relationships with career commitment and intention to leave. Career commitment was also tested as mediator between career adaptability and intention to leave. Samples consist of 393 ICT professionals and data was analyzed using structural equation modeling (SEM). The results showed that career adaptability has positive influence on career commitment and negative influence on intention to leave. Career commitment was negatively rela
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Steil, Andrea Valéria, Denise de Cuffa, Gabriel Horn Iwaya, and Roberto Carlos dos Santos Pacheco. "Perceived learning opportunities, behavioral intentions and employee retention in technology organizations." Journal of Workplace Learning 32, no. 2 (2020): 147–59. http://dx.doi.org/10.1108/jwl-04-2019-0045.

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Purpose This study aims to identify the relation between perceived learning opportunities, behavioral intentions to voluntarily stay or leave technology organizations and employee retention within these organizations. Design/methodology/approach This is a survey of 440 employees of a technology organization. Findings Learning opportunities perceived by managers and technicians presented significant positive correlations with the intention to stay and significant negative correlations with the intention to leave the organization. No relation was identified between perceived learning opportuniti
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Matsuo, Maki, Eiko Suzuki, Yuko Takayama, Shigeko Shibata, and Kyoko Sato. "Influence of Striving for Work–Life Balance and Sense of Coherence on Intention to Leave Among Nurses: A 6-Month Prospective Survey." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 58 (January 2021): 004695802110051. http://dx.doi.org/10.1177/00469580211005192.

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The increase in the elderly population in need of healthcare services has led to a serious shortage in the nursing workforce. To retain a large nursing workforce, a strong work–life balance among nurses is needed along with a healthy work environment. This prospective study investigates the influence of work–life balance and sense of coherence on intention to leave among hospital nurses. A questionnaire survey was conducted with 2239 nurses as a baseline. The explanatory variables included striving for work–life balance behavior, a sense of coherence in terms of personal resources, and work-,
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Ayu, Dessya Putri, and Ria Chandra Kartika. "Pengaruh Person-Environment Fit, Kepuasan Kerja dan Komitmen Organisasional Terhadap Intention To Leave Pegawai." Jurnal Manajemen Kesehatan Yayasan RS.Dr. Soetomo 7, no. 2 (2021): 175. http://dx.doi.org/10.29241/jmk.v7i2.620.

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Perputaran tenaga kerja adalah keluar masuknya pegawai dalam suatu organisasi atau perusahaan karena alasan tertentu, baik sukarela maupun tidak sukarela. Tingginya tingkat perputaran kerja di RS Orthopedi & Traumatologi Surabaya sebesar 40% - 88% selama tahun 2012 hingga tahun 2015. Penelitian ini di lakukan untuk mengkaji pengaruh person-environment fit, kepuasan kerja, dan komitmen organisasi terhadap intention to leave pegawai. Penelitian ini merupakan penelitian observasional dengan pendekatan analitik dan desain cross sectional. Uji regresi linier berganda digunakan untuk menguji pen
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Alifah, Qattrunnada, and Dian Indiyati. "Pengaruh Job Burnout terhadap Turnover Intention pada Generasi Milenial Indonesia." Reslaj : Religion Education Social Laa Roiba Journal 6, no. 3 (2023): 1291–301. http://dx.doi.org/10.47467/reslaj.v6i3.5023.

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Employee intention to leave is an individual's attitude to leave the organization because of fatigue at work, so it makes the intention to leave the company. This study has the goal of knowing the conditions and effects of work fatigue on employee intention to leave in the millennial generation in Indonesia so that it can enrich understanding and thinking about the effect of work fatigue on employee intention to leave, as well as being a company reference in determining strategies to minimize the level of employee intention to leave. The method used is a causal descriptive technique with a qua
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Pio, Riane Johnly, Christoffel Kojo, and Sandra Inggrid Asaloei. "Konflik Kerja dan Stress Kerja dengan Efikasi Diri sebagai Variabel Moderasi terhadap Intention to Leave." Prosiding Seminar Nasional Forum Manajemen Indonesia - e-ISSN 3026-4499 2 (November 22, 2024): 297–316. http://dx.doi.org/10.47747/snfmi.v2i1.2317.

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This study aims to determine work conflict and work stress moderated by self-efficacy on the intention to leave employees working in banking in North Sulawesi province. The sample consisted of 448 respondents, using SEM-PLS as an analysis tool. The study's findings indicate that work conflict affects work stress and self-efficacy, but does not affect the intention to leave. Work stress affects self-efficacy, but does not affect the intention to leave. Self-efficacy affects the intention to leave, work conflict affects the intention to leave through self-efficacy, and work stress affects the in
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Al-Muallem, Nedaa, and Khaled Mohammed Al-Surimi. "Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study." BMJ Open 9, no. 9 (2019): e024448. http://dx.doi.org/10.1136/bmjopen-2018-024448.

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ObjectivesWe assessed job satisfaction, work commitment and intention to leave among pharmacists working in different healthcare settings in Saudi Arabia.DesignThis was a cross-sectional study utilising a previously validated questionnaire.SettingWe surveyed the workforce at different healthcare settings in Riyadh, Saudi Arabia.ParticipantsThe participants were pharmacists licensed by the Saudi Commission for Health Specialties.Outcome measuresWe examined job satisfaction, work commitment and intention to leave.ResultsIn total, 325 out of 515 pharmacists completed the questionnaire, yielding a
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Mujiati, Ni Wayan, and Anak Agung Sagung Kartika Dewi. "FAKTOR-FAKTOR YANG MENENTUKAN INTENSI TURNOVER KARYAWAN DALAM ORGANISASI." Forum Manajemen 14, no. 2 (2016): 56–63. http://dx.doi.org/10.61938/fm.v14i2.139.

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The event that often occurs in a system and human resource managementin some companies is how employees behave themselves. One of the employee’sbehavior is turnover intention which refers and led to employees to leave their job.This presentation will explore the factors that determine the turnover intentionof employees in organization. From the search results obtained, the factors thatdetermine turnover intention is; according to Mobley (1986) factors that determineturnover intention of employees divided into two: organizational factors andindividual factors. According to Mathis and John H.
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Eman, Alaqeli, and Omar Fathi. "Factors Influencing Nurses` Intention to Leave Their Job in Benghazi Medical Center." Alq J Med App Sci 5, no. 1 (2021): 26–32. https://doi.org/10.5281/zenodo.5725369.

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Aims: This study was conducted to identify factors that influence nurses’ intention to leave their job in Benghazi Medical Center (BMC), Libya. It was focused on the intrinsic and extrinsic factors of Herzberg’s theory that could affect the intention to leave the job. Based on the evidence in this field, there is an inverse relationship between job satisfaction and the intention to leave the job. Methods: A descriptive cross-sectional study was carried out. A nonprobability sampling technique was used. In total, 68 questionnaires were distributed and all of them were returned. SPSS
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Strömgren, Marcus. "Intention to leave among health care professionals: The importance of working conditions and social capital." Journal of Hospital Administration 6, no. 3 (2017): 58. http://dx.doi.org/10.5430/jha.v6n3p58.

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Hospitals in Sweden are redesigning their care processes to increase efficiency. However, related to these changes, there is a risk of increased staff intention to leave and turnover due to increased workload and work pace. The literature on work engagement and job demands and resources suggests that specific job resources can buffer negative effects; i.e., intention to leave because of job demands. Social capital is suggested to have the potential to be a resource associated with staff intention to leave. The aim of this study was to investigate the associations between social capital and int
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Choe, Hyung Sung. "Interpersonal Stress and Intention to Leave of Infant Teachers in Korea: Focusing on Moderating Effect of Organizational Support." Korean Association For Learner-Centered Curriculum And Instruction 25, no. 6 (2025): 469–80. https://doi.org/10.22251/jlcci.2025.25.6.469.

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Objectives This study investigated the relation between interpersonal stress and intention to leave of infant teachers in Korea, focusing on moderating effect of organizational support. Methods The participants were 261 infant teachers who agreed to participate in online survey. The measures included interpersonal stress questionnaires(Kim, 2012), organizational support questionnaires(Kim, 2017), and intention to leave questionnaires(Choe, 2015). The coefficients of correlation analysis were examined. Also, the moderating effects were examined through hierarchical regression, after controlling
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Muhammad Abi Ikhwanudin and Puspita Wulansari. "Pengaruh Pengembangan Karir dan Kompensasi Terhadap Turnover Intention Pada Generasi Z di Indonesia." Jurnal Riset Multidisiplin Edukasi 2, no. 2 (2025): 133–46. https://doi.org/10.71282/jurmie.v2i2.134.

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This study aims to analyze the influence of career development and compensation on turnover intention among Generation Z in Indonesia. The high turnover intention phenomenon within Generation Z has impacted company sustainability. This study examines the relationship between career development, compensation, and the intention to leave a job among young workers. The research employed a quantitative descriptive approach, surveying 215 respondents. The variables studied included career development, compensation, and turnover intention. Data analysis was conducted using the SEM-PLS method to test
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Shin, Soyoung, and Soungyoun Kwon. "A Study on the Relationship Between University Education Satisfaction Factors, Student Satisfaction, Leave of Absence and Dropout Intention." Korea University Institute of Educational Research 95 (May 31, 2025): 109–31. https://doi.org/10.24299/kier.2025.382.109.

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This study investigated the structural relationships between the university education satisfaction factors(classes, university life, educational environment, student support), student satisfaction, and intention to leave and dropout were examined using structural equation modeling(SEM). To this end, we conducted a survey of 3,616 undergraduate students at University H at the end of the second semester of the 2024 academic year, and analyzed the responses based on the collected data. The analysis showed that satisfaction with classes, university life, educational environment, and student suppor
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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 (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 mo
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Gaudenz, Clergia, Sabina De Geest, René Schwendimann, and Franziska Zúñiga. "Factors Associated With Care Workers’ Intention to Leave Employment in Nursing Homes: A Secondary Data Analysis of the Swiss Nursing Homes Human Resources Project." Journal of Applied Gerontology 38, no. 11 (2017): 1537–63. http://dx.doi.org/10.1177/0733464817721111.

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The emerging care personnel shortage in Swiss nursing homes is aggravated by high turnover rates. As intention to leave is a predictor of turnover, awareness of its associated factors is essential. This study applied a secondary data analysis to evaluate the prevalence and variability of 3,984 nursing home care workers’ intention to leave. Work environment factors and care worker outcomes were tested via multiple regression analysis. Although 56% of care workers reported intention to leave, prevalences varied widely between facilities. Overall, intention to leave showed strong inverse relation
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Albion, Majella J., Gerard J. Fogarty, Michael A. Machin, and Jeff Patrick. "Predicting absenteeism and turnover intentions in the health professions." Australian Health Review 32, no. 2 (2008): 271. http://dx.doi.org/10.1071/ah080271.

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Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism). Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files. Results: Two psychological states, quality o
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Insan, Andi Nur, Asnawar Asnawar, Muhammad Nur, and Masmarulan Masmarulan. "Green Human Resources Management on Turnover Intentions Mediated by Work Environment Employees." MIX: JURNAL ILMIAH MANAJEMEN 13, no. 1 (2023): 208. http://dx.doi.org/10.22441/jurnal_mix.2023.v13i1.014.

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Objectives: This research has the aim of knowing and analyzing the role of green human resources, including green recruitment and training, and the work environment that influences employee intention to leave. Employees at Sultan Hasanuddin International Airport Makassar.Methodology: In this study, 105 samples were used and samples were taken from employees at Sultan Hasanuddin International Airport, Makassar. PLS was the data analysis tool used.Finding: The results of this study are (1) There is a direct effect of recruitment on the employee's intention to leave; (2) green training has a dire
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Mashuri, Nimas Ayu, and Diajeng Puspa Arum Maharani. "THE RELATIONSHIP OF STAFF JOB SATISFACTION AND INTENTION TO LEAVE AT A HOSPITAL." Jurnal Administrasi Kesehatan Indonesia 7, no. 1 (2019): 81. http://dx.doi.org/10.20473/jaki.v7i1.2019.81-88.

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Background: Job dissatisfaction arises as a result of a mismatch between expectation and reality in the employment conditions of employees in an organization. Job dissatisfaction can lead to the intention of to leave. Employees with Intention to leave have the opportunity to do turnover of their organization.Aims: The purpose of this study is to determine the relationship between job satisfaction variable and intention to leave variable.Methods: This study used quantitative method with cross-sectional design. The samples were 52 staffs of the Surabaya Orthopaedic and Traumatology Hospital who
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Al-Kilani, Mohammad Hani. "The Influence of Organizational Justice on Intention to Leave: Examining the Mediating Role of Organizational Commitment and Job Satisfaction." Journal of Management and Strategy 8, no. 1 (2017): 18. http://dx.doi.org/10.5430/jms.v8n1p18.

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The current study was conducted on the employees of a Jordanian governmental department that has 240 employees, using a questionnaire. The number of the returned questionnaires was 150, achieving response rate of 62.5%. The influences of organizational justice, organizational commitment and job satisfaction on employees’ intention to leave their job were scrutinized and were supported. The mediating roles of organizational commitment and job satisfaction in the relationship between organizational justice and intention to leave were investigated and corroborated. As previous research supported
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Basso, Rossella Roberta, Valerio Della Bella, Jacopo Fiorini, and Alessandro Sili. "Exploring the Impact of Organizational Well-Being on Intention to Leave the Nursing Profession: a Scoping Review." infermieristica journal 3, no. 4 (2024): 239–50. https://doi.org/10.36253/if-3122.

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Introduction. In several countries, the desire among nurses to leave their profession is a significant concern. Recent studies highlight a relationship between the nursing working context and the intention to leave the profession, indicating that suboptimal working conditions significantly influence the willingness to remain a nurse. This literature review aims to define the relationship between nurses' organizational well-being and intention to leave the profession, analyzing which organizational well-being variables influence this decision. Materials and methods. A scoping review was conduct
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Winarko, Bagus Arif Dwi, and Hunik Sri Runing Sawitri. "The Influence of High Performance Work System, Burnout on Intention to Leave with Mentoring as a Moderating Variable." International Journal of Scientific Research and Management (IJSRM) 12, no. 08 (2024): 7230–41. http://dx.doi.org/10.18535/ijsrm/v12i08.em22.

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Introduction: The Covid-2019 pandemic has had a negative impact on burnout and at the same time employee job satisfaction has become a benchmark for intentions to leave. Challenges in human resource management for health workers are experiencing very rapid changes which result in demand for nursing staff, community socio-economic conditions, declining family health status, and increasing public awareness. HPWS as a tool for identifying employee productivity with comprehensive training/mentoring contributes to new performance challenges. Fatigue and stopping work is a threat to companies. The a
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Heczková, Jana, and prof MUDr et Mgr.Alan Bulava. "Nurses' intention to leave the profession." Urologie pro praxi 19, no. 2 (2018): 95–98. http://dx.doi.org/10.36290/uro.2018.065.

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Treuren, Gerrit J. M., and Elizabeth Frankish. "Pay Dissatisfaction and Intention to Leave." Nonprofit Management and Leadership 25, no. 1 (2014): 5–21. http://dx.doi.org/10.1002/nml.21108.

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Kallio, Tomi J., Mervi Vähätalo, Terhi Tevameri, Maarit Laiho, and Kati Suomi. "Health Care Professionals’ Intention to Leave." International Journal of Management and Enterprise Development 22, no. 1 (2023): 1—thisLastPage. http://dx.doi.org/10.1504/ijmed.2023.10056691.

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Jasiński, Arkadiusz M., and Romuald Derbis. "Work Stressors and Intention to Leave the Current Workplace and Profession: The Mediating Role of Negative Affect at Work." International Journal of Environmental Research and Public Health 19, no. 21 (2022): 13992. http://dx.doi.org/10.3390/ijerph192113992.

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The first aim of this study was to determine whether organisational constraints, interpersonal conflicts at work, workload and negative affect at work have a positive relationship with intention to leave a current job or profession. The second aim was to investigate whether negative affect at work mediates the relationship between work stressors and intention to leave a current job or profession. The study was a quantitative cross-sectional design in nature. Data were collected between March and April 2022. The sample consisted of 306 midwives working in the Polish public health service. The t
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Gregoriou, Ioanna, Evridiki Papastavrou, Andreas Charalambous, Eleftheria Economidou, Elpidoforos Soterakis Soteriades, and Anastasios Merkouris. "Organisational commitment, job satisfaction and intention to leave among physicians in the public health sector of Cyprus: a cross-sectional survey." BMJ Open 13, no. 5 (2023): e067527. http://dx.doi.org/10.1136/bmjopen-2022-067527.

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ObjectivesOrganisational commitment, job satisfaction and intention to leave constitute important characteristics of health professionals’ employment status. Our study aimed at investigating the level of organisational commitment, job satisfaction in association with intention to leave among physicians.DesignA cross-sectional study.SettingA survey was conducted using self-administered questionnaires (the Organizational Commitment Questionnaire and the Job Satisfaction Survey) among all physicians working in the public health sector of Cyprus (October 2016–January 2017).ParticipantsOut of 690 p
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