Bibliografie tematiche / And intention to job turnover

Letteratura scientifica selezionata sul tema "And intention to job turnover"

Autore: Grafiati

Pubblicato: 13 aprile 2024

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Articoli di riviste sul tema "And intention to job turnover":

Li, Yuting, e Rapinder Sawhney. "Empirical Analysis of Factors Impacting Turnover Intention among Manufacturing Workers". International Journal of Business and Management 14, n. 4 (8 marzo 2019): 1. http://dx.doi.org/10.5539/ijbm.v14n4p1.

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The purpose of this study was to investigate how turnover intention relates to job satisfaction, organizational commitment, leadership, job performance, and work-family conflict among manufacturing workers in Tennessee, USA. A causal model was proposed, and a turnover intention survey questionnaire for manufacturing workers was developed. The data were collected from manufacturing companies in the Tennessee area and analyzed by SPSS and structural equation modeling (SEM). The results of our study indicated that job satisfaction and organizational commitment negatively and significantly affected manufacturing workers’ turnover intentions, while work-family conflict positively and significantly affected turnover intentions. Although leadership indirectly influenced turnover intention, its effects on turnover intention were fully mediated by job satisfaction and organizational commitment. No effect of job performance on turnover intention was found in this study with manufacturing workers. The results suggested that policies for enhancing worker job satisfaction and organizational commitment, balancing work-family conflict, and improving leadership style should be proposed to reduce turnover intention.

Zhou, Jinquan, Bo Wendy GAO, Wenjin He e Gang He. "Do Young Employees Satisfy Their Job Under Work Stress and Work-Family Conflict? Evidence from Resorts in Macau". International Journal of Science and Society 4, n. 4 (15 dicembre 2022): 557–76. http://dx.doi.org/10.54783/ijsoc.v4i4.605.

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Young employees currently face vast work stress in their careers triggering conflict between work and family. This paper target to examine how work-family conflict affects job satisfaction and turnover intentions through work stress for younger employees. 450 questionnaires were collected from young dealers who work at six casinos in Macau. The findings show that work-family conflict (WFC) and family-work conflict (FWC) positively affect work stress and turnover intention, but do not directly influence job satisfaction. Work stress negatively affected job satisfaction and positively affected turnover intention, fully negatively mediated WFC and FWC towards job satisfaction, and part positive mediated WFC and FWC towards turnover intention. Work stress can directly influence turnover intention, and job satisfaction partially mediated work stress toward turnover intention. Finally, WFC and FWC will affect turnover intention through work stress on job satisfaction. We also proposed suggestions to improve job satisfaction for young dealers in casino management.

Januartha, A. A. Gede Agung, e I. G. A. Dewi Adnyani. "PENGARUH JOB INSECURITY DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN HOTEL". E-Jurnal Manajemen Universitas Udayana 8, n. 2 (3 dicembre 2018): 588. http://dx.doi.org/10.24843/ejmunud.2019.v08.i02.p01.

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Turnover intention will affect the performance and sustainability of the company for the future. The purpose of this research is to analyze the influence of job insecurity and job satisfaction toward turnover intention. The research was conducted at Hotel Grand Zuri Kuta, Badung regency, Bali. The number of respondents in use as many as 75 employees by using the census method. Data analysis method used is multiple linear regression analysis. Data collecting through, questionnaires and interviews. The results showed that job insecurity had positive and significant effect on turnovrer intention, and job satisfaction had negative and significant effect on turnover intention. To lower the turnover intention rate it is important to pay attention to safety and comfort in working. Therefore it is very necessary to minimize the threats of cyclical and psychological to employees because it will impact on performance and also a strong reference to minimize turnover intention. In addition to job security (job insecurity) job satisfaction is also a strong reference in mempenguruh intention turnover intention. Therefore it is very important to pay attention to job satisfaction from employees to high employee satisfaction level, thus will show the positive level of employees, both to the work and environment. Keywords: job insecurity, job satisfaction, intrntion turnover

Gu, Yuan, Dongbei Liu, Guoping Zheng, Chuanyong Yang, Zhen Dong e Eugene Y. J. Tee. "The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work". International Journal of Environmental Research and Public Health 17, n. 14 (21 luglio 2020): 5247. http://dx.doi.org/10.3390/ijerph17145247.

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This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

Indriyani, Dita, e Lista Meria. "Influence of Work Environment and Work Characteristics on Turnover Intention System with Mediation Role of Work Engagement". International Journal of Cyber and IT Service Management 2, n. 2 (2 settembre 2022): 127–38. http://dx.doi.org/10.34306/ijcitsm.v2i2.108.

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The millennial generation currently dominates human resources in the company. Millennial generation employees have many advantages, but millennials are considered less committed to their work, so they are synonymous with high turnover intentions. The research was conducted to know the effect of the work environment and job characteristics on the turnover intention with the mediating role of work engagement in millennial generation employees, work environment, and job characteristics as independent variables. Turnover intention is the dependent variable, and work engagement is a mediating variable. This study uses a survey method by distributing questionnaires where the respondents used 204 employees in the millennial generation with domiciles in the West Jakarta area. Then, the data was processed using the SEM-PLS method. The results showed that the work environment hurt turnover intention. Job characteristics do not affect turnover intention. Job engagement hurts turnover intention. The work environment has a positive effect on work engagement. Work characteristics have a positive effect on work engagement. Furthermore, work engagement mediates the relationship between the work environment and turnover intention. Job engagement also mediates the relationship between job characteristics and turnover intention.

Sutagana, I. Nyoman Tri, Rihfenti Ernayani, Festus Evly R. I. Liow, Cut Susan Octiva e Rianti Setyawasih. "Analisis Pengaruh Paket Remunerasi dan Stres Kerja terhadap Turnover Intention dengan Kepuasan Kerja sebagai Variabel Mediasi pada Karyawan". BUDGETING : Journal of Business, Management and Accounting 4, n. 1 (1 gennaio 2023): 183–203. http://dx.doi.org/10.31539/budgeting.v4i1.4687.

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This study explains the effect of work stress and remuneration packages on turnover intention, using job satisfaction as a mediator. The object of research is one of the companies engaged in the palm oil sector in Jakarta, PT Kruing Lestari Jaya. This study discusses the theory of the four research variables, namely work stress, remuneration packages, turnover intention, and job satisfaction. This study used quantitative methods through the distribution of questionnaires via Google Form to 48 respondents, which were then processed using the SPSS version 25.0 program using saturated sampling techniques for sampling data. The results showed that work stress has a significant effect on turnover intentions. Remuneration packages have a significant effect on turnover intention. Job satisfaction does not mediate work stress and turnover intention. Job satisfaction does not act as a buffer between the remuneration package and the turnover intention. From the results of the study, it can be concluded that direct influence has a greater value than indirect influence. The job satisfaction does not mediate the effect of the remuneration package on turnover intention at PT Kruing Lestari Jaya. Keywords : Job Satisfaction, Remuneration Package, Work Stress and Turnover Intention

Rembang, Marsella Alfreyni, e Sutarto Wijono. "JOB SATISFACTION AND TURNOVER INTENTION AT PT. X YOGYAKARTA". Journal of Social Research 2, n. 8 (24 luglio 2023): 2529–34. http://dx.doi.org/10.55324/josr.v2i8.1300.

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This quantitative study investigates the correlation between job satisfaction and turnover intention among employees at PT. X Yogyakarta. Utilizing a correlational design, the researchers sampled 48 participants aged between 21 to 48 years old, employing a saturated sampling technique. The research employed the Turnover Intention scale and the Job Satisfaction scale for measurement. The findings affirm a significant and negative relationship between job satisfaction and turnover intention among PT. X Yogyakarta's workforce. In other words, higher job satisfaction levels correspond to lower turnover intention, while lower job satisfaction leads to higher turnover intention. These results have crucial implications for the organization, emphasizing the importance of enhancing job satisfaction to mitigate turnover intentions. By understanding the inverse relationship between these two variables, PT. X Yogyakarta can devise targeted strategies and interventions to improve overall employee satisfaction, consequently reducing turnover rates. It is worth noting that the study's correlational design does not imply causation, and further research might explore the underlying factors that contribute to job satisfaction and turnover intention at PT. X Yogyakarta. Nevertheless, these findings offer valuable insights for the organization to foster a positive work environment, boost employee morale, and retain a committed and satisfied workforce.

Chusnul Kotimah, Evi e Rizkya Dwi Safitri. "Turnover intention pada karyawan telework: Tinjauan literatur sistematis". Cognicia 11, n. 2 (31 ottobre 2023): 112–20. http://dx.doi.org/10.22219/cognicia.v11i2.28932.

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The currently developing telework phenomenon has many impacts on employees, one of the impacts of implementing telework is turnover intention. This research was conducted with the aim of knowing the dynamics of telework employees who tend to turnover intention. The method used in this research is a systematic literature review referring to 15 journal articles obtained from the Google Scholar, Scopus, and PubMed databases. The results of the literature review that has been carried out show that telework related to turnover intention. Several things were found that showed a link between telework and turnover intentions, including: 1) Specific job characteristics of the telework gap felt by employees are additional drivers of turnover intentions and can be mediated by jealousy and job dissatisfaction. 2) Differences in perceptions of remote work from each employee's perspective may increase feelings of envy toward remote workers and job dissatisfaction, which in turn is associated with higher turnover intentions and poorer job performance. 3) The implications of remote work as a flexible work arrangement on work outcomes, highlighting the negative impact on employee well-being and behavior such as turnover intentions. Keywords: Employees, systematic literature review, telework, turnover intention

Apriani, Nilhar, e Zulkifli Musannip Efendi Siregar. "Factors Affecting Turnover Intention: A Literature Review". International Journal of Business, Technology and Organizational Behavior (IJBTOB) 3, n. 3 (29 giugno 2023): 224–31. http://dx.doi.org/10.52218/ijbtob.v3i3.277.

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There are many things that become the question why an employee leaves the organization or company where he works. This action is called turnover intention, namely the tendency or intention of employees to quit their job. Of course, this is an important issue for companies to find out the cause because employee turnover requires a large amount of money. The purpose of this literature review is to identify the factors that influence turnover intention. Methods Writing articles use the method of collecting data from literature studies (literature review) of national and international journals about employee turnover intentions. Article searches were carried out on the Google Scholar database using keywords. There were 15 articles reviewed. The results of the literature review conducted showed that there are many factors that influence turnover intention. Factors that trigger turnover intentions include aspects of work, job satisfaction, work stress, age, education level, work culture, work pressure, workload, marital status and job insecurity. Then the factors that can reduce turnover intentions are good leadership, internal and external work environment, high organizational commitment and low role conflict. Keywords: Turnover Intention, Turnover Intention Factor

Marcella, Jessica, e Mei Ie. "PENGARUH STRES KERJA, KEPUASAN KERJA DAN PENGEMBANGAN KARIR TERHADAP TURNOVER INTENTION KARYAWAN". Jurnal Muara Ilmu Ekonomi dan Bisnis 6, n. 1 (30 aprile 2022): 213. http://dx.doi.org/10.24912/jmieb.v6i1.18321.

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Organisasi harus mengurangi tingkat turnover intention pegawai dengan berfokus pada variable stres kerja, kepuasan kerja, serta pengembangan karir. Melalui tingginya tingkat turnover, badan usaha berisiko kehilangan staf yang kompeten, serta mampu membahayakan kinerja badan usaha. Turnover intention didefinisikan rasa ingin atau niat pekerja yang belum terpenuhi untuk berhenti kerja atau pindah ke tempat lain. Riset ini mempunyai tujuan guna mengetahui dampak stres kerja, kepuasan kerja, serta pengembangan karir bagi turnover antention karyawan PT XYZ. Peneliti mengirimkan survei ke semua pegawai yang telah bekerja untuk badan usaha, setidaknya selama satu tahun. Sampel pada riset sebanyak 65 responden menerapkan purposive sampling. Proses analisis data dikerjakan secara kuantitatif menggunakan Structural Equation Modeling (SEM), pengolagan data menggunakan aplikasi SmartPLS Versi 3.3.3. Temuan riset memperlihatkan meskipun stres kerja mempunyai dampak signifikan serta positive pada turnover intention di PT XYZ, kepuasan kerja serta pengembangan karir berdampak signifikan serta negative pada turnover intention. Temuan riset diprediksi akan memberikan manfaat nyata yang penting sebab mempunyai potensi guna menyelesaikan berbagai masalah terkait dengan stres kerja, kepuasan kerja, serta pengembangan karir pada turnover intention. Organizations should reduce employee turnover intention rates by focusing on variable job stress, job satisfaction, and career development. Through high turnover rates, business entities are at risk of losing competent staff, as well as being able to harm the performance of business entities. Turnover intention is defined by a worker's unfulfilled desire or intention to quit their job or move elsewhere. This research aims to determine the impact of job stress, job satisfaction, and career development for the turnover of pt XYZ employee authentication. Researchers sent surveys to all employees who had worked for a business entity, for at least one year. The sample in the study as many as 65 respondents applied purposive sampling. The data analysis process is done quantitatively using Structural Equation Modeling (SEM), data management using the SmartPLS Version 3.3.3 application. Research findings show that although work stress has a significant and positive impact on turnover intentions at PT XYZ, job satisfaction and career development have a significant and negative impact on turnover intentions. The research findings are predicted to provide important tangible benefits because they have the potential to solve various problems related to job stress, job satisfaction, and career development in turnover intentions.

Più fonti

Tesi sul tema "And intention to job turnover":

Sardão, Carolina de Pinho Soares. "Turnover intention em auditores". Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/21006.

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Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais
A intenção de saída (ou Turnover Intention - TI) é um fenómeno de grande relevância na gestão de recursos humanos, em particular, sentido nas firmas de auditoria que são marcadas pela existência de um elevado nível de rotação do seu staff. Desta forma, a identificação dos fatores indutores do TI torna-se um elemento fulcral no desenvolvimento de políticas ao nível do capital humano dessas empresas. O presente estudo analisa o efeito de cinco fatores (stress, suporte organizacional percecionado, sistema de incentivos, performance no trabalho e importância do cliente auditado) na TI dos colaboradores das firmas de auditoria portuguesas. Neste trabalho utilizámos o método PLS-SEM a uma amostra constituída por 83 individuos, cujos dados foram recolhidos através de um inquérito por questionário. Os resultados mostram que existe um efeito positivo do suporte organizacional na satisfação no trabalho e negativo da performance e satisfação no trabalho na TI. No entanto, os resultados sugerem uma relação negativa entre o stress e a satisfação no trabalho. Verificámos que o mesmo acontece dada a natureza jovem e pouco experiente da amostra, pelo que tarefas que induzem stress não são drivers de intenção de saída, mas sim oportunidades desafiantes e de crescimento para o jovem auditor. Concluímos também que não existem relações significativas entre a importância do cliente e satisfação no trabalho e TI.
Turnover intention (TI) is a phenomenon of great relevance in the management of human resources. Audit firms are marked by the existence of a high level of rotation of their staff. Thus, the identification of the factors that induce TI becomes a central element in the development of policies regarding the human capital of these companies. The present study analyzes the effect of five factors (stress, perceived organizational support, incentive system, job performance and client importance) on TI of employees of Portuguese audit firms. In this dissertation, we used the PLS-SEM method to a sample consisting of 83 individuals, whose data were collected through a questionnaire survey. The results show that there is a positive effect of organizational support on job satisfaction and a negative effect of performance and job satisfaction on TI. However, the results suggest a negative relationship between stress and job satisfaction. We found that the this happens due to the young and inexperienced nature of the sample. Therefore, tasks that induce stress are not drivers of intention to leave but challenging and growth opportunities for the young auditor. We also concluded that there are no significant relationships between client importance on job satisfaction and TI.
info:eu-repo/semantics/publishedVersion

Edwards-Dandridge, Yolanda. "Work Engagement, Job Satisfaction, and Nurse Turnover Intention". Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13427121.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen’s theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R² = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual’s intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

Edwards-Dandridge, Yolanda Marie. "Work Engagement, Job Satisfaction, and Nurse Turnover Intention". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6323.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen's theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R2 = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual's intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

Abate, Jason J. "Relationship between Generational Identity, Burnout, Job Satisfaction, Job Tenure, and Turnover Intention". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3131.

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High employee turnover rates are problematic in the retail banking industry because turnover increases the risk of costly regulatory compliance mistakes. The factors that predict turnover in this industry are not well understood, however. The purpose of this correlational study was to examine the relationship between the independent variables of job satisfaction, burnout, time on the job, generational identity, and the dependent variable of turnover intention for retail banking employees in the United States. Mannheim's theory of generations was the framework for this study. A random sample of 100 individuals from the banking industry responded to an online survey that combined elements of a job satisfaction survey by Babin and Boles, a turnover intention survey by Boshoff and Allen, and the Maslach Burnout Inventory. Results of the multiple linear regression analysis suggested statistically significant (p < .001) relationships between burnout and turnover intention ï?¨ï?¢ = 0.297) and between job satisfaction and turnover intention (ï?¢ = 0.683). These findings are congruent with research that shows that satisfied employees report less burnout and are more likely to remain in their job. Positive social change may occur because reduced employee turnover allows banks to serve businesses and consumers in local communities better and to accomplish their financial goals and objectives, thus potentially leading to improvements in community stability. Reduced employee turnover in turn increases the likelihood of positive contributions to economic activity, as well increased employment and improvements in the overall employment experience for retail banking employees through increased job satisfaction.

Liu, Yufan. "Investigating turnover intention among emergency communication specialists". [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001357.

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Vogelzang, Ciska (Francisca Monica). "The complexity of absenteeism and turnover intention: Direct, mediation and moderation effects". The University of Waikato, 2008. http://hdl.handle.net/10289/2428.

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Absenteeism and turnover in the workplace are complex phenomena that have implications for organisations and individuals alike. This study investigated the relationships of attitudinal factors with absenteeism and turnover intentions at a large healthcare organisation in the Bay of Plenty. A questionnaire completed by 407 employees had several measures such as job involvement, job satisfaction, organisational commitment (affective and continuance commitment), perceived organisational support, perceived supervisor support, work-to-family conflict, family-to-work conflict, team cohesion, regional identification and turnover intention. Absenteeism data were collected from personnel records. The results indicated a probable association of job satisfaction, work-to-family conflict and perceived supervisor support with absenteeism, while turnover intention was associated with all predictors except continuance commitment. Perceived organisational support partially mediated the relationship between perceived supervisor support and turnover intention. No moderator effects were found for job involvement, perceived supervisor support and team cohesion on relationships between work-to-family conflict and affective commitment/job satisfaction and perceived organisational support and affective commitment respectively, however strong main effects were shown for job involvement and team cohesion. The main finding is that organisations must understand how organisational and supervisor support increases job satisfaction and affective commitment and decreases work-to-family conflict, which lowers absenteeism and turnover intention. The detection of high levels of regional identification indicate the need to acknowledge this construct, particularly in relation to turnover intention.

Calecas, Kristina J. "Job Satisfaction, Employee Engagement, and Turnover Intention in Federal Employment". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6978.

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The U.S. Federal Government had a turnover of more than 3.6 billion employees in 2018. The purpose of this secondary data analysis was to use data drawn from the Federal Employee Viewpoint Survey to determine if there were a statistically significant relationship between job satisfaction, employee engagement, and turnover intention among U.S. Federal Government employees. The population for this study consisted of 598,003 individuals surveyed in 2018. The multiple linear regression results revealed a statistically significant relationship between job satisfaction, employee engagement, and turnover intention, F(2, 563,432) = 33,273, p <.001, R² = .106. Herzberg’s motivationhygiene theory and Adams’s equity theory were used as frameworks for this study. The study can be extended to more specific branches of the U.S. Federal Government. The study could impact social change by allowing human resource managers to change strategies related to retention to decrease turnover and retain knowledge in the U.S. Federal Government. Retention efforts could be translated to other industries to create long-term employment and increase overall employee job satisfaction.

Davidsson, Joakim. "Improving job retention in the Call center context : Exploring important factors that induce employee’s turnover intentions and how to decrease it". Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-137372.

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Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.

Jackson, Anita Estell. "The Impact of Human Resources on Nurses' Turnover Intention". ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7932.

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Nurse retention is of great concern to healthcare organizations including hospitals. With so many countries reporting a shortage in nursing personnel, healthcare organizations are now seeking ways to reduce this shortage. It is known that job satisfaction and turnover intention impact nurses' continued employment. However, the role of human resources (HR) impact on nurses' job satisfaction and turnover intention is unknown. The theoretical basis of this study came from the work of Bowen and Ostroff who argued the strength of HRM system regulates employee perceptions and outcomes within an organization. Therefore, the purpose of this study was to evaluate the impact HR service quality had on registered nurses' turnover intentions mediated by job satisfaction and moderated by gender, in a hospital setting within the state of Maryland. Data was collected from 83 registered nurses licensed in Maryland. A multiple regression analysis of data collected from HR service quality measures of responsiveness, reliability, and empathy in addition to gender, job satisfaction, and turnover intention revealed statistically nonsignificant results involving nurses' perceptions of HR service quality predicting turnover intention. Job satisfaction failed to mediate the relationship between HR service quality indicators and turnover intention, and gender failed to moderate the relationship between HR service quality indicators and turnover intention. Although the research revealed statistically nonsignificant findings, it adds to the body of literature regarding the topic of HR service quality. This study has social change implications by informing healthcare organizations about the significant role of HR service quality indicators and its impact on nursing job satisfaction and turnover intention.

Masindi, Thiathu. "The influence of job satisfaction and organisational commitment on turnover intention". Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1005.

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Dissertation submitted in partial fulfilment of the requirements for the degree Master of Technology: Business Administration in the Faculty of Business and Management Sciences at the Cape Peninsula University of Technology
The study identified elements of job satisfaction and organisational commitment and examines their influence on employees’ turnover intentions: to understand elements influencing turnover and the extent to which they correlate with job satisfaction and organisational commitment. This examination was done quantitatively using an online survey method to administer 247 likert scale questionnaires to randomly selected respondents. An impressive 107 responses representing 42.97% were received and analysed. The findings showed that positive relationship exists between job satisfaction and organisational commitment as well as the negative influence they have on turnover intention. The positive relationship suggests that increased level of job satisfaction (employee and supervisor relationship) and organisational commitment (affective commitment) leads to the reduction in turnover intention and vice versa. The study concludes that job satisfaction and organisational commitment indeed have an influence on employee turnover intention. While all elements have potential influence, the influence between (supervisor and affective commitment) is found to be stronger than other elements. It is understood that the two elements (supervisor and affective commitment) have higher propensity to influence employee turnover intention as found.

Più fonti

Libri sul tema "And intention to job turnover":

Liu, Connie Yin. Job performance, job satisfaction, and turnover intentions among salespeople. Leicester: De Montfort University, 1994.

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Eberhardt, Bruce J. Predictors of nursing staff turnover intentions in North Dakota nursing homes: Implications for management practice. Grand Forks, N.D: Bureau of Business and Economic Research, College of Business and Public Administration, University of North Dakota, 1990.

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García-Serrano, Carlos. On worker and job turnover. Colchester: ESRC Research Centre on Micro-social Change, 1996.

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Branch, Statistics Canada Analytical Studies. Job turnover in Canada's manufacturing sector. Ottawa, Ont: Statistics Canada, 1989.

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Canada, Statistics. Job turnover in Canada's manufacturing sector. [Ottawa, Ont.]: Analytical Studies Branch, Statistics Canada, 1989.

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Mincer, Jacob. Job training, wage growth, and labor turnover. Cambridge, MA: National Bureau of Economic Research, 1988.

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Cappelli, Peter. External job churning and internal job flexibility. Cambridge, MA: National Bureau of Economic Research, 2001.

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Neumark, David. Changes in job stability and job security: A collective effort to untangle, reconcile, and interpret the evidence. Cambridge, MA: National Bureau of Economic Research, 2000.

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Connolly, Helen. Do earnings subsidies affect job choice? Bonn, Germany: IZA, 2004.

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Canada, Statistics. Dimensions of labour market change in Canada: Intersectoral shifts, job and worker turnover. [Ottawa, Ont.]: Analytical Studies Branch, Statistics Canada, 1989.

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Capitoli di libri sul tema "And intention to job turnover":

Prillya, Laurasia Trya, Prihatin Lumbanraja e Meilita Tryana Sembiring. "Analysis of Job Satisfaction, Job Stress, and Job Insecurity on Employee Turnover Intention at a Manufacturing Company in the Industrial and Chemical Sector in North Sumatra". In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 664–71. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_83.

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AbstractThe study aims to analyze the effect of job satisfaction, job stress, and job insecurity on employee turnover intention at a Manufacturing Company in the Industrial and Chemical Sector in North Sumatra. The study was conducted on 96 employees at a Manufacturing Company in the Industrial and Chemical Sector in North Sumatra with a purposive sampling technique. The data collection technique used a survey method by distributing questionnaires and processed by SPSS. The analytical method used in this research was multiple linear regression analysis. The results indicate that job satisfaction has a significant positive effect on turnover intention, job stress has a negative effect on turnover intention, and job insecurity has a significant positive effect on turnover intention.

Prabowo, Adi Gumelar Cakra, Prihatin Lumbanraja e Rulianda Purnomo Wibowo. "The Influence of Leadership, Motivation and Reward on Turnover Intention with Job Satisfaction as an Intervening Variable". In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 638–47. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_80.

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AbstractOne form of employee behavior in the organization is the desire to resign (Turnover Intentions), which leads to the employee’s decision to resign from his job. The company under scrutiny is a distributor of agricultural & plantation fertilizers in the Deli Serdang area, with market areas covering Aceh (NAD), North Sumatra, West Sumatra, Riau, and Kalimantan. The study analyzed the influence of leadership, motivation, and reward on the turnover intention with job satisfaction as intervening variables. This research method was explanatory research with a quantitative approach. The research population of all employees in the company was 100 people. This research instrument used a questionnaire with SEM analysis technique based on variance, namely Partial Least Square. The sampling technique was proportionate stratified random sampling, permanent and contract employees. The findings of this study suggest that leadership has a favorable but not statistically significant impact on job satisfaction. Job satisfaction is influenced by motivation in a positive but non-significant way. Job satisfaction is influenced by reward in a positive but not statistically significant way. Turnover Intention is influenced by leadership in a favorable and important way. Turnover Intention is influenced by motivation in a favorable and important way. Turnover Intention is influenced by job satisfaction in a positive and significant way.

Segovia-Perez, Mónica, Brana Jianu e Iis Tussyadiah. "Assessing Turnover Intentions of Algorithmically Managed Hospitality Workers". In Information and Communication Technologies in Tourism 2023, 349–54. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-25752-0_39.

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AbstractEmployee turnover has been one of the main concerns facing the hospitality industry. This issue seems to be aggravated in artificial intelligence (AI) environment, where AI implementation is associated with pressure, job alienation, and labor replacement, increasing workers’ desire to quit their job. To analyze the relationship between AI awareness, job alienation, discrimination, and turnover intention, an online survey was distributed to hospitality employees (n = 450). From a series of independent-samples T-tests and regression analyses, this study found employees’ turnover intentions are significantly associated with employees’ concerns of being replaced by AI, perception of job alienation, and workplace discrimination. Importantly, current algorithmically managed workers tend to feel more powerless and discriminated against, and thus have higher turnover intentions. Recommendations for practice and future research are provided.

Ariwinata, Harmein Nasution e Linda Tri Murni Maas. "Analysis of Job Satisfaction on Employee Engagement Impacted on Turnover Intentions at PT Hilti Nusantara’s Account Manager". In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 520–28. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_66.

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AbstractThis research was conducted at PT Hilti Nusantara addressed at The Garden Center Building Level 3, Unit 3–11 Cilandak Commercial Estate, Cilandak KKO Street, Pasar Minggu, South Jakarta. This study aims to examine the Job Satisfaction on Employee Engagement Impacted on Turnover Intentions at PT Hilti Nusantara Account Manager. This research is a quantitative type of research that uses causality and inferential. The number of samples in this study was 43 respondents. In accordance with the hypothesis that has been formulated, inferential statistical data analysis was done using SmartPLS (Partial Least Square) software. Based on testing that has been done, the test of the significance of direct influence shows that the independent variable (Job Satisfaction) has a positive and significant effect on the improvement variable (Employee Engagement). Satisfaction with Pay, Satisfaction with Promotion, Satisfaction with co Worker, Satisfaction with Supervisor, and Satisfaction with Work itself can influence Employee Engagement by 38% and Turnover Intention by 64.5%.

Lu, Xueying, Jiajue Wang e Limin Zhao. "Relationship Between Emotional Intelligence, Job Burnout and Turnover Intention of Hotel Staff". In Tourism, Aviation and Hospitality Development During the COVID-19 Pandemic, 173–89. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-1661-8_11.

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de Beer, Leon T., Salomé Elizabeth Scholtz e Johanna Christina Rothmann. "Job Demands-Resources, Person-Job Fit and the Impact on Turnover Intention: Similar Across Professional and Administrative Job-Types?" In Psychology of Retention, 119–36. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_6.

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Wang, Yifan. "Training and Turnover Intention of Hotel Employees the Mediating Role of Job Satisfaction". In Proceedings of the 2022 7th International Conference on Modern Management and Education Technology (MMET 2022), 332–38. Paris: Atlantis Press SARL, 2022. http://dx.doi.org/10.2991/978-2-494069-51-0_46.

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(Gert) Roodt, Gerhard. "A Job Demands—Resources Framework for Explaining Turnover Intentions". In Psychology of Retention, 5–33. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_1.

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Febriani, Rizki, Achmad Mohyi e Eka Kadharpa. "The effect of COVID-19 to organizational changes and job satisfaction in turnover intention". In Social and Political Issues on Sustainable Development in the Post Covid-19 Crisis, 262–67. London: Routledge, 2022. http://dx.doi.org/10.1201/9781003263586-31.

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Nurbaeti e R. Wahyuningtyas. "The effect of job satisfaction and employee engagement on turnover intention on Indonesian sharia banks". In Sustainable Future: Trends, Strategies and Development, 120–23. London: Routledge, 2022. http://dx.doi.org/10.1201/9781003335832-31.

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Atti di convegni sul tema "And intention to job turnover":

Imran, Budiman, Siti Mariam, Fika Aryani e Abdul Haeba Ramli. "Job Stress, Job Satisfaction and Turnover Intention". In International Conference on Management, Accounting, and Economy (ICMAE 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200915.065.

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Ingsih, Kusni, Ana Kadarningsih e Nova Rijati. "Job Stress, Compensation, Job Dissatisfaction and Turnover Intention". In 2nd International Conference on Industry 4.0 and Artificial Intelligence (ICIAI 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/aisr.k.220201.013.

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Maryati, Tri, e Aditya Kusumayuda. "Empirical Study of Job Stress, Turnover Intention, and Job Involvement". In 4th International Conference on Sustainable Innovation 2020-Accounting and Management (ICoSIAMS 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aer.k.210121.008.

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Sari, Ria Nofita. "Job Stress Effect On Turnover Intention of Employees". In Proceedings of the 1st International Conference on Applied Economics and Social Science (ICAESS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icaess-19.2019.3.

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Choi, SeogJae. "Identifying the Job Characteristics Affecting Construction Firm Employee Turnover Intention". In Construction Research Congress 2024. Reston, VA: American Society of Civil Engineers, 2024. http://dx.doi.org/10.1061/9780784485286.059.

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Leovani, Ega, e Anselmus Inharjano. "Turnover Intention as an Impact of Job Insecurity Among Bank Employees". In Proceedings of the 3rd International Conference on Innovative Research Across Disciplines (ICIRAD 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200115.006.

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Teng, Michael. "The Relationship Between Job Autonomy And Social Support With Turnover Intention". In AIMC 2017 - Asia International Multidisciplinary Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.05.19.

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Djatmiko, Tri, Arif Partono Prasetio, Mega Nur Sofa e Dini Turipanam Alamanda. "Work Stress, Job Satisfaction, and Turnover Intention in Public Telecommunication Company". In Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icebef-18.2019.143.

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Emely, Bamy, e Perengki Susanto. "The Mediating Role of Job Performance in the Relationship Between Job Satisfaction and Turnover Intention". In The Fifth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA-5 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201126.106.

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Tatar, Berivan. "Delineating The Impact Of Organizational Dissent On Job Insecurity And Turnover Intention". In ICLTIBM 2017 - 7th International Conference on Leadership, Technology, Innovation And Business Management. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.12.03.7.

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Rapporti di organizzazioni sul tema "And intention to job turnover":

Lee, Stacy, e Jung Ha-Brookshire. How to Reduce Employee Turnover Intention in Retail Environment? Role of Off-the-Job Embeddedness. Ames: Iowa State University, Digital Repository, novembre 2015. http://dx.doi.org/10.31274/itaa_proceedings-180814-148.

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Mincer, Jacob. Job Training, Wage Growth, and Labor Turnover. Cambridge, MA: National Bureau of Economic Research, agosto 1988. http://dx.doi.org/10.3386/w2690.

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Weiss, Andrew. The Effect of Job Complexity on Job Satisfaction: Evidence From Turnover and Absenteeism. Cambridge, MA: National Bureau of Economic Research, aprile 1985. http://dx.doi.org/10.3386/w1597.

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Figueiredo, Ana Rita, Filomena Gaspar e Pedro ]. LucasFilomena Gaspar. Nursing practice environment influences on retention and turnover intention: an umbrella review protocol. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, dicembre 2023. http://dx.doi.org/10.37766/inplasy2023.11.0039.

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Grasso, David G. The Relationship Between Army CRNA Job Satisfaction and Turnover. Fort Belvoir, VA: Defense Technical Information Center, settembre 1998. http://dx.doi.org/10.21236/ad1011826.

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Gentry, William, e R. Glenn Hubbard. The Effects of Progressive Income Taxation on Job Turnover. Cambridge, MA: National Bureau of Economic Research, settembre 2002. http://dx.doi.org/10.3386/w9226.

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Menezes-Filho, Naercio Aquino, e Renata Narita. Labor Market Turnover and Inequality in Latin America. Inter-American Development Bank, ottobre 2023. http://dx.doi.org/10.18235/0005210.

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This paper describes the patterns of worker turnover in selected Latin American countries and their implications for wage inequality. It documents a higher positive annual wage growth rate for job to job changers compared to stayers, due to turnover capturing the immediate gains from search behavior in the short run. Younger workers benefit relatively more from the positive effects of job to job changes, as expected. We also show that transitions are relatively higher within the informal sector for most countries, and particularly so for workers without college education. Moreover, total job separations and transitions from formal into informal employment occur more often among low-skill and young individuals. Next, the paper analyzes wage growth by percentiles for all workers and job-to-job movers for each country over a more extended period. We find that job to job changes are inequality reducing in the short run, consistent with search gains associated with turnover exhausting more rapidly for high-paid workers. In contrast, we find that human capital effects dominate the search effects in the long run, as human capital accumulates over time. Thus, long-run wage growth is lower for job changers than for stayers, so that, while in the short run the search effects tend to dominate those of human capital, in the long run the opposite occurs. As unskilled workers change jobs more frequently, this suggests that job changes are inequality increasing in the long run. A potential explanation for limited wage growth in Latin American economies may include high informality rates. Policies to reduce wage inequality should focus on improving the conditions for positive turnover towards better investment and, thus, higher-quality jobs.

Coşar, A. Kerem, Nezih Guner e James Tybout. Firm Dynamics, Job Turnover, and Wage Distributions in an Open Economy. Cambridge, MA: National Bureau of Economic Research, settembre 2010. http://dx.doi.org/10.3386/w16326.

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Fee, Kyle D. Using Worker Flows to Assess the Stability of the Early Childcare and Education Workforce, 2010-2022. Federal Reserve Bank of Cleveland, gennaio 2024. http://dx.doi.org/10.26509/frbc-cd-20240119.

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Turnover is a particular problem among childcare workers and less so among preschool and kindergarten teachers. In 2022, turnover in childcare work was about 65 percent higher than in a typical job, while attrition among preschool and kindergarten teachers was on par with the typical occupation.

Mansfield, Layla. Bumps along the long and winding road: Factors related to truck driver turnover and job-induced tension. Portland State University Library, gennaio 2000. http://dx.doi.org/10.15760/etd.1874.

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