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Готові списки джерел за темами / Equity and Intention to leave / Статті в журналах

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Статті в журналах з теми "Equity and Intention to leave"

Автор: Grafiati

Опубліковано: 3 червня 2025

Оновлено: 31 липня 2025

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1

Snyman, Annette, Nadia Ferreira, and Alda Deas. "The psychological contract in relation to employment equity legislation and intention to leave in an open distance higher education institution." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 1 (2019): 72–92. http://dx.doi.org/10.25159/2520-3223/5884.

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In recognition of the injustices of South Africaâ€™s apartheid past, employers have a responsibility to ensure that employment equity practices are implemented, without harming important aspects of the employment relationship, such as the psychological contract and the intention to leave. The aim of this study was to determine the relationship between the psychological contract, employment equity legislation practices and the intention to leave (as measured by structured questionnaires comprising standardised scales) in an open distance higher education institution. In this regard, special att

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2

Snyman, Annette, Nadia Ferreira, and Alda Deas. "The psychological contract in relation to employment equity legislation and intention to leave in an open distance higher education institution." African Journal of Employee Relations 39, no. 1 (2019): 72–92. http://dx.doi.org/10.25159/2664-3731/5884.

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In recognition of the injustices of South Africaâ€™s apartheid past, employers have a responsibility to ensure that employment equity practices are implemented, without harming important aspects of the employment relationship, such as the psychological contract and the intention to leave. The aim of this study was to determine the relationship between the psychological contract, employment equity legislation practices and the intention to leave (as measured by structured questionnaires comprising standardised scales) in an open distance higher education institution. In this regard, special att

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3

Hamidanti, Isni Rabika, and Olivia Fachrunnisa. "Model Penurunan Intention to Leave Melalui Kerangka Kerja Penguatan Employee Engagement." Syntax Literate ; Jurnal Ilmiah Indonesia 9, no. 9 (2024): 4967–82. http://dx.doi.org/10.36418/syntax-literate.v9i9.16379.

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Penelitian merupakan literatur review yang menganalisis model peningkatan penurunan intention to leave melalui kerangka kerja penguatan employee engagement. Permasalahan dalam penelitian ini didasarkan adanya fenomena gap yaitu tingginya intention to leave tenaga kesehatan pada Klinik Pratama di Kota Semarang dan riset gap tentang upaya untuk menurunkan intention to leave. Pada penelitian ini hanya dilakukan penelitian untuk tenaga kesehatan Klinik Pratama Kapitasi 5000 se Kota Semarang. Penelitian ini menggunakan analisis Structural Equity Modelling (SEM), dengan menggunakan AMOS, untuk menge

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4

Putri, Elvani Anisa, and Agung Surya Dwianto. "IMPLEMENTATION OF EMPLOYER BRAND EQUITY AS AN EFFORT TO REDUCE INTENTION TO LEAVE AT PT GEMILANG PLASTAMA CEMERLANG." ANALISIS 13, no. 2 (2023): 403–25. http://dx.doi.org/10.37478/als.v13i2.3003.

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This study aims to analyse the effect of employer brand equity of PT Gemilang Plastama Cemerlang, namely social value, interest value, development value, application value, economic value. As well as the effect of employer brand equity on intention to leave. The research method used is associative quantitative research method, where the data collection method is done by distributing questionnaires. The population in this study were all Gen Z, totalling 100 people. Sample withdrawal is done by saturated sampling method. Data processing using SPSS version 26 software, with descriptive analysis a

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5

Liu, Ying, Yongping Yu, Xiaoying Zeng, and Yufei Li. "Linking Preschool Teachers’ Pay Equity and Turnover Intention in Chinese Public Kindergartens: The Mediating Role of Perceived Organizational Support and Job Satisfaction." Sustainability 15, no. 17 (2023): 13258. http://dx.doi.org/10.3390/su151713258.

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The turnover rate, income levels, and salary distribution among kindergarten teachers in China have gained increasing attention as these issues may negatively affect teacher quality. They largely impede the sustainable development of preschool education. This study aimed to explore the level of perceptions of pay equity among preschool teachers and examine the relationships among pay equity, turnover intention, perceived organizational support (POS), and job satisfaction. A survey was conducted with 2029 preschool teachers from Chinese public kindergartens, and descriptive analysis and covaria

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6

Liu, Hongyan, Dian Yu, and Hui Wang. "A review of the development of maternity leave policy in China over the past 70 years." China Population and Development Studies 3, no. 2 (2019): 172–87. http://dx.doi.org/10.1007/s42379-019-00038-1.

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AbstractThis study analyzes the changes in maternity leave policy in China during the past 70 years by reviewing the documents issued since 1949. During these years, the length of maternity leave increased from 56 days initially to 98 days, and finally to as much as 128 to 365 days. The sums paid to women taking maternity leave gradually increased and an insurance mechanism was introduced. There were changes in the intent and focus of policies: (1) A change in the intention of maternity leave policy from protecting the rights and interests of women only to protecting those of both women and ch

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7

Obianuju, Abgasi Emmanuela, Arachie Augustine, and Onyekwelu NJideka Phina. "CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE." International Journal of Management & Entrepreneurship Research 3, no. 4 (2021): 175–88. http://dx.doi.org/10.51594/ijmer.v3i4.219.

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Stagnation of employees in organizations especially in the civil service in developing countries is an existential issue, that is a potential determinant of intent to quit and actual turnover. Hence, the need to specifically determine the relationship between structural career plateauing (SCP) and turnover intentions of civil servants in South-East Nigeria. Herzberg’s Motivation-Hygiene Theory was used in anchoring the work. The study adopted a survey research design with a population of 2318 civil servants working in the selected States Secretariats. A sample of 328 was arrived at through the

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8

Chaudhary, Manoj Kumar, Madan Dhungana, Jagat Timilsina, and Asmita Dahal. "Glass Ceiling Perception and Its Role in Women Employees Turnover Intention in Insurance Industry." International Research Journal of MMC 6, no. 1 (2025): 157–74. https://doi.org/10.3126/irjmmc.v6i1.78050.

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This study examines the effect that glass ceiling perceptions have on female employees' intention to leave life insurance companies in the Kathmandu Valley. As part of a cross-sectional explanatory study design, data from 252 female employees was collected in January 2025 using a purposive sampling technique through a structured questionnaire. Employee relations, lack of organizational support, discriminatory promotion practices, and family obligations were all examined in relation to turnover intention. The results of the correlation study showed that employee relations, organizational suppor

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9

Cahyo Rosanto, Tibar, Surti Komala Sari, Yodi Supriyadi, Alip Rahman, and Diky Dikrurahman. "The Role of Brand Equity Mediates The Influence of Endorser Credibility and Brand Experience on Wardah Product Purchase Intention." Devotion : Journal of Research and Community Service 5, no. 8 (2024): 961–67. http://dx.doi.org/10.59188/devotion.v5i8.782.

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The use of e-commerce in trade has had a big impact on Indonesian society, especially in terms of very important legal issues. Legal protection in e-commerce is crucial to protect consumers who make buying and selling transactions via the internet. This development is driven by high demand and acceptance from the public, as evidenced by the emergence of various online stores such as Kaskus, Tokopedia, Bukalapak, Shopee, and Lazada. Rapid advances in technology have changed the method of buying and selling from physical stores to online transactions via the internet. E-commerce, as an informati

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Onyemah, Vincent, Jay P. Mulki, and Martha Rivera-Pesquera. "Salesperson turnover intention: a tale of two countries." International Journal of Bank Marketing 39, no. 6 (2021): 1003–24. http://dx.doi.org/10.1108/ijbm-10-2020-0533.

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PurposeA significant amount of research has shown that drivers of employee attitudes, and behaviors leading to outcome variables such as turnover intentions, are strongly influenced by national culture. This study focuses on the difference in relationships among some critical variables between two emerging economies with similar cultural indices.Design/methodology/approachSurvey questionnaire was used to collect responses from salespeople in two countries. Correlation analysis and structural equation modeling were used to provide support for the stated hypotheses.FindingsResults indicate that

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11

Tesi, Alessio, Daniela Di Santo, and Antonio Aiello. "The Pathway between Social Dominance Orientation and Drop out from Hierarchy-Attenuating Contexts: The Role of Moral Foundations and Person-Environment Misfit." Behavioral Sciences 13, no. 9 (2023): 712. http://dx.doi.org/10.3390/bs13090712.

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The present study examines the role of individuals’ preference for unequal intergroup relations in exacerbating a process of differential attrition from organizations that value intergroup equality (i.e., hierarchy-attenuating contexts). We proposed that people functioning within a well-recognized hierarchy-attenuating context (i.e., students of social work) who were higher on social dominance orientation (SDO) would be more likely to leave their institution through two pathways; first, people higher on SDO would have fewer moral concerns of social fairness and human harm-avoidance (i.e., indi

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12

Ma, Ting-Lan, Ting Dong, Michael Soh, et al. "Profiles of Military Medical Students’ Well-being, Burnout, and Retention." Military Medicine 188, Supplement_2 (2023): 35–42. http://dx.doi.org/10.1093/milmed/usac137.

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ABSTRACT Background Well-being concerns among medical students are more prevalent than their age-matched peers in the United States. It remains unknown, however, if individual differences in well-being exist among U.S. medical students serving in the military. In this study, we sought to identify profiles (i.e., subgroups) of well-being in military medical students and examine the associations between these well-being profiles and burnout, depression, and intended retention in military and medical fields. Methods Using a cross-sectional research design, we surveyed military medical students an

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13

Devries, Trudy, and Jacobi Elliott. "Equity Inclusion Diversity and Anti-Racism: Moving further, faster together." International Journal of Integrated Care 25 (April 9, 2025): 639. https://doi.org/10.5334/ijic.9476.

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Background: Equity, inclusion, diversity, and anti-racism (EIDAR) are goals for many organizations. However, not all have the human resources to devote the time and effort into this work. There is a wide spectrum of human and financial resources in our communities dedicated to equity – on one end there are dedicated equity teams and on the other end people are doing their full-time jobs and writing policies. This often leaves some organizations far behind in developing and executing EIDAR goals. Marginalized populations are also feeling fatigued with each organization separately engaging, with

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14

Namusoke, Getrude, Henry Kibedi, Jane Namusoke, Stephen Kambaza, and Carol Chosen Nakanwagi. "The role of Organisational Justice and Mentorship in Turnover Intentions of Non-Teaching Staff in Universities: The case of Kyambogo University, Uganda." East African Journal of Interdisciplinary Studies 7, no. 1 (2024): 216–30. http://dx.doi.org/10.37284/eajis.7.1.2047.

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Understanding that keeping knowledgeable and dedicated staff members is essential to an organization's success, Kyambogo University enhanced working conditions, added health insurance, and established possibilities for advancement. Regardless of these measures, some non-teaching staff intended to leave the organisation giving inequality in salaries and working conditions as key reasons. Guided by the equity theory, the study examined the influence of Organizational Justice and Employee Mentorship on turnover Intentions among non-teaching staff at KYU. Using a correlational survey design, data

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15

Blesic, Ivana, Татjana Pivac, Sanja Bozic, and Bojana Kalenjuk. "Job and family life of the women employedin the tourism of Vojvodina - conflicts and advantages." Zbornik Matice srpske za drustvene nauke, no. 167 (2018): 395–407. http://dx.doi.org/10.2298/zmsdn1867395b.

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Work and family are the two most important aspects of a woman?s life. The problem of mismatch between work and family intensifies and culminates in modern families in which both spouses are equally absent from the family. The employment of both spouses affects family life by preventing the fulfillment of family roles and obligations in the way that it had functioned before the massive participation of women in the labour market began. Increased interest in this issue started with the massive employment of women. Women become financially more independent than their husbands, have less time for

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16

Chin, Mohammad, Syed Azizi Wafa, and Ramraini Ali Hassan. "NIAT UNTUK MENINGGALKAN ORGANISASI, SISTEM KENAIKAN PANGKAT DAN KEPUASAN KERJA DI KALANGAN PENJAWAT AWAM PERSEKUTUAN YANG DILANTIK DI BAWAH SKIM PERKHIDMATAN TERTUTUP DI SABAH." Journal of the Asian Academy of Applied Business (JAAAB) 4 (September 4, 2018): 29. http://dx.doi.org/10.51200/jaaab.v0i0.1273.

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Penyelidikan ini meneroka hubungan antara kemajuan kerjaya, sistem kenaikan pangkat, sifat-sifat personaliti ke atas kepuasan kerja dan niat untuk meninggalkan organisasi di kalangan penjawat awam persekutuan yang dilantik di bawah â€œSkim Perkhidmatan Tertutupâ€ di Sabah, Malaysia. Walaupun terdapat beberapa kajian seperti ini yang telah dilaksanakan di sektor awam dan swasta, namun kajian khusus untuk penjawat awam yang dilantik di bawah â€œSkim Perkhidmatan Tertutupâ€ di sektor awam Malaysia masih kurang dilaksanakan. Sampel yang terlibat dalam kajian ini adalah terdiri daripada pegawai-p

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17

Cano Morales, Martha Lucia, Andrea Velandia-Morales, and Justin Major. "Adapting Psychosocial Scales to Measure Career Exit Factors in Colombian Women Engineers." International Conference on Gender Research 8, no. 1 (2025): 24–32. https://doi.org/10.34190/icgr.8.1.3230.

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Despite ongoing efforts to promote gender equality, women remain underrepresented in STEM fields such as engineering. This underrepresentation is evident not only in early career choices but also among professional women engineers who face significant barriers in their work environments, leading to higher rates of leaving the profession. While this issue has been extensively studied in various regions worldwide, there is a notable gap in research on the experiences and career exit intentions of women engineers in Latin America. Furthermore, a lack of Spanish-language scales with strong validit

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18

Macdonald, R. "Equity in study leave." BMJ 318, no. 7184 (1999): 2. http://dx.doi.org/10.1136/bmj.318.7184.2.

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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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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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21

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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22

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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23

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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24

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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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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26

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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Altunoğlu, Ali Ender, Özge Kocakula, and Ayşe Özer. "DEMOGRAPHIC DIFFERENCES MATTER ON JOB OUTCOMES: PSYCHOLOGICAL CONTRACT’S MEDIATING ROLE." Journal Business, Management and Economics Engineering 20, no. 01 (2022): 1–22. http://dx.doi.org/10.3846/bmee.2022.14895.

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Purpose – Drawing upon prior researches on the social exchange theory, we examine the effect of employee demographic variables on psychological contract fulfillment, which eventually influences employee’s job satisfaction, intention to leave, organizational citizenship behavior, cynicism, and task performance. Research methodology – Data from 274 employees of different manufacturing enterprises has been collected through the survey. Description and interpretation statistics are used through SPSS and also AMOS. Structural equality modeling is used to assess the psychological contract’s mediatin

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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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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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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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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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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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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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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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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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D., Muleya, Hlanganipai Ngirande, and Rachidi M.P. "Human resource practices as determinants of employees’ intention to leave: a study from a selected South African institution." Investment Management and Financial Innovations 13, no. 3 (2016): 403–9. http://dx.doi.org/10.21511/imfi.13(3-2).2016.13.

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The success of higher education institutions worldwide lies in the quality of their employees. The study investigated the influence of human resource practices on academic staff members’ intention to leave. The study which was conducted at a selected university in South Africa, consisted of (n = 35 males = 85.7% and female = 14.3%) who completed a questionnaire on their perceptions of human resource practices on employees’ intention to leave. Data was analyzed to determine the human resource practices which have significant influence on employees’ intention to leave. Findings from the correlat

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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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Juanda, Ade. "ANALISA PENGARUH ENDORSER TERHADAP BRAND EQUITY YANG BERDAMPAK PADA PROSES PURCHASE INTENTION KONSUMEN ONLINE SHOP." Jurnal Ekonomi dan Bisnis 3, no. 1 (2023): 1–11. http://dx.doi.org/10.56145/jurnalekonomidanbisnis.v3i1.66.

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Tujuan penelitian ini untuk mengetahui pengaruh celebrity endorser terhadap brand equity. brand equity terhadap purchase intention, celebrity endorser terhadap purchase intention, dan Celebrity Endorser terhadap Brand Equity yang memberikan dampak pada Purchase Intention. Penelitian ini menggunakan 100 responden online shop, menggunakan metode analisis jalur. Alat olah data menggunakan SPSS 22.0. Hasil penelitian menunjukkan Celebrity Endorser memiliki pengaruh signifikan terhadap Brand Equity konsumen online shop. Celebrity Endorser memiliki pengaruh signifikan terhadap Purchase Intention kon

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Pertiwi, Ni Made Marlynia Sukma, and Gine Das Prena. "Millennials and Z’s Intention to Leave: Leadership, Work Environment, Workload, Flexible Work, Job Satisfaction." Jurnal Aplikasi Manajemen 22, no. 2 (2024): 312–34. http://dx.doi.org/10.21776/ub.jam.2024.022.02.03.

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Intention to leave from millennial and z generation employees in the company is quite high. This will cause problems for the company's sustainability in the future. This research was conducted in the retail industry of WHSmith Indonesia which is spread across 3 regions of Bali, Jakarta and Makassar, which aims to investigate the factors that influence employee intention to leave, there are transformational leadership, work environment, workload, and flexible work arrangement using job satisfaction as a mediating variable. In this study using 168 millennial and z generation employees in WHSmith

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Lau, Patricia Yin Yin, Gary N. McLean, Bella Ya-Hui Lien, and Yen-Chen Hsu. "Self-rated and peer-rated organizational citizenship behavior, affective commitment, and intention to leave in a Malaysian context." Personnel Review 45, no. 3 (2016): 569–92. http://dx.doi.org/10.1108/pr-04-2014-0083.

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Purpose – The purpose of this paper is to determine if self-rated and peer-rated organizational citizenship behavior mediated the relationship between affective commitment and intention to leave in Malaysia. Design/methodology/approach – A survey yielded 516 responses from multiple locations in Malaysia across varied industries for a response rate of 64.5 percent. Validity based on confirmatory factor analysis and reliability were confirmed. Findings – Affective commitment influenced self- and peer-rated organizational citizenship behavior and intention to leave. Only self-rated organizational

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Theodora, Ellen, and Margaretha Pink Berlianto. "Antecedent and Consequences of a Brand Equity Beauty Clinic in Indonesia." Daengku: Journal of Humanities and Social Sciences Innovation 3, no. 1 (2022): 17–28. http://dx.doi.org/10.35877/454ri.daengku1378.

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This article explores how brand equity clinic De Votre Peau can mediate the effects of surveillance, social interaction, information sharing, compensation, and entertainment on the intention to return. Research of this kind is quantitative. Purposive sampling was utilized in the sampling technique, with 200 respondents total. According to the study's findings, brand equity is positively and significantly impacted by surveillance, social contact, entertainment, and information exchange. Brand equity is not positively or significantly impacted by compensation. Brand equity, surveillance, enterta

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Paille, Pascal, Nicolas Raineri, and Patrick J. Valeau. "Professional Employee Retention: Examining The Relationships Between Organizational Citizenship Behavior And Turnover Cognitions." Journal of Applied Business Research (JABR) 31, no. 4 (2015): 1437. http://dx.doi.org/10.19030/jabr.v31i4.9329.

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The purpose of this study is to examine the relationships between organizational citizenship behaviour, intention to search a job, intention to leave the organization, and the profession. Using a sample of social workers (N = 327), findings show that while intention to leave the employer is explained by helping, civic virtue and sportsmanship, intention to leave the profession is explained only by civic virtue and sportsmanship. The implications of the findings are discussed.

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Sunyoto, Danang, Yanuar Saksono, Nurwiyanta Nurwiyanta, and Krismonika Lubis. "PERAN PERILAKU KEWARGANEGARAAN ORGANISASI-INDIVIDU (OCB-I) PADA KINERJA KARYAWAN DAN NIAT UNTUK KELUAR DENGAN KETERIKATAKAN KARYAWAN SEBAGAI VARIABEL MEDIASI (STUDI KASUS DI ESTHY CAKE & BAKERY YOGYAKARTA)." JURNAL ILMIAH GLOBAL EDUCATION 4, no. 1 (2023): 384–96. http://dx.doi.org/10.55681/jige.v4i1.546.

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This study aims to examine the role of OCB-I on performance and intention to leave with employee engagement as mediation. Methodology/Samples/Approach–Method of data collection by questionnaire. Methods of data analysis using regression analysis with SPSS computer program. The population research model is 59 employees. Quantitative analysis approach. Research Results–Individuals' direct organizational citizenship behavior plays a positive role on employee engagement, performance, and intention to leave. Besides that, employee engagement plays a positive role on performance and intention to lea

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Karimi Rozveh, Ali, Leila Sayadi, Fatemeh Hajibabaee, and Suadad Sameer Issa Alzubaidi. "Relationship between intention to leave with job satisfaction and burnout of nurses in Iraq: A cross-sectional correlational study." Journal of Multidisciplinary Care 12, no. 1 (2023): 39–45. http://dx.doi.org/10.34172/jmdc.1222.

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Background and aims: Evidence shows that the intention to leave negatively impacts nurses, patients, and health care systems. This study investigated the relationship between intention to leave, job satisfaction, and nurses’ burnout in Basra, Iraq. Methods: This cross-sectional and descriptive study was conducted in three teaching hospitals in Basra from 2022-2023. The sample consisted of 238 nurses selected through convenience sampling. Data was collected using a demographic information form, intention to leave scale, Minnesota Satisfaction Questionnaire (MSQ), Copenhagen Burnout Questionnair

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Ahmadi, Sahar, and Azam Maleki. "The Relationship between Burnout and Intention to Leave Work among Midwives: The Long-Lasting Impacts of COVID-19." Journal of Healthcare Engineering 2022 (August 9, 2022): 1–7. http://dx.doi.org/10.1155/2022/8608732.

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Objective. It is important to evaluate the long-term effects of the COVID-19 pandemic on the intention of midwives to leave their jobs. The study examined the relationship between burnout and the intent to leave work among midwives who worked at Ayatollah Mousavi Hospital of Zanjan, one year after the COVID-19 outbreak. Method. In a descriptive-analytical study, the intention of 88 midwives to leave their jobs was evaluated, one year after the outbreak of COVID-19 disease in 2021. The midwives were selected using convenience sampling methods. Data were collected using the Maslach burnout quest

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P, Lamhot Keegan, Usep Suhud, and Andi M. Sadat. "Customer Purchase Intention in a Local Fast Food Restaurant: Testing the Role of Social Media Marketing Activities." Journal of Social Research 2, no. 7 (2023): 2348–61. http://dx.doi.org/10.55324/josr.v2i7.1180.

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The main aim of this study was to investigate the role of social media marketing activities on customer purchase intention in a local fast food restaurant. The independent variabel used in this study is social media marketing activities and the dependent variabel used in this study is purchase intention. The intervening variables used are value equity, brand equity, and relationship equity. Necessary data was gathered from the followers of social media via a quantitative online survey. Using a self administrated questionnaire, 250 respondents were asked to answer the survey employing convenien

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Cheng, Ching-Yu, Hsiu-Min Tsai, Chia-Hao Chang, and Shwu-Ru Liou. "New Graduate Nurses’ Clinical Competence, Clinical Stress, and Intention to Leave: A Longitudinal Study in Taiwan." Scientific World Journal 2014 (2014): 1–9. http://dx.doi.org/10.1155/2014/748389.

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This longitudinal research study aimed to develop a pregraduation clinical training program for nursing students before graduation and evaluate its effect on students’ self-perceived clinical competence, clinical stress, and intention to leave current job. A sample of 198 students returned the questionnaires before and after the program. They were followed up at 3, 6, and 12 months after graduation. Results showed that posttest clinical competence was significantly higher than pretest competence, positively related to clinical competence at 3 and 12 months, and negatively related to clinical s

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Li, Yun-Tao, Shi-Jun Chen, Kuo-Jui Lin, Gordon Chih-Ming Ku, Wen-Yang Kao, and I.-Shen Chen. "Relationships among Healthcare Providers’ Job Demands, Leisure Involvement, Emotional Exhaustion, and Leave Intention under the COVID-19 Pandemic." Healthcare 11, no. 1 (2022): 56. http://dx.doi.org/10.3390/healthcare11010056.

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The COVID-19 pandemic has caused many medical issues. It has tested the impact of healthcare providers' job demands, emotional exhaustion, and other pressures related to the impact on organizational leave intention. Accordingly, the purpose of this study was to verify the relationship between healthcare providers' job demands, leisure involvement, emotional exhaustion, and leave intention under the COVID-19 pandemic. The questionnaire survey was used to address the issue of the present study. Convenience sampling was utilized to recruit 440 healthcare providers with a validity rate of 95%. Col

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Mat Rifin, Halizah, and Mahmoud Danaee. "Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic." International Journal of Environmental Research and Public Health 19, no. 16 (2022): 10017. http://dx.doi.org/10.3390/ijerph191610017.

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Employee turnover could affect the organisation’s performance. Job dissatisfaction and burnout have been identified as factors influencing the intention to leave. Thus, this study aimed to determine the level of intent to leave, and predictors associated with intention to leave among medical researchers in Malaysia. A cross-sectional, stratified random sampling study was conducted among researchers in a research organisation under the Ministry of Health. Respondents answered an online questionnaire that included sociodemographic information, job dissatisfaction, burnout, and intention to leave

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