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The Impact of Police Work-Family Conflict on Turnover Intentions: The Roles of Organizational Support and Job Burnout  [PDF]
Jianglin Ke, Jialin Zhou, Wenhua Zhu
Open Journal of Social Sciences (JSS) , 2019, DOI: 10.4236/jss.2019.74001
Abstract: Work-family conflict is always considered to have a positive influence on job burnout and turnover intentions. But things may be different for Chinese police, who may be less likely to leave their job because of their firm beliefs and higher welfare. Considering this, we use Beijing police as the sample of our research, and explore the impact of work-family conflict on turnover intentions under the roles of organizational support and job burnout. By analyzing 316 valid questionnaires surveyed from the Beijing public security system, we get the following conclusions: work-family conflict and job burnout have a significant and positive correlation with turnover intentions; job burnout plays a partial mediating role in the relationship between work-family conflict and turnover intentions; organizational support plays a moderating role between work-family conflict and job burnout.
Career Plateuning and Work Attitudes: Moderating Effects of Mentoring with Nigerian Employees  [PDF]
Samuel O. SALAMI
Journal of International Social Research , 2010,
Abstract: This study examined the relation of career plateauing to job satisfaction, to organizational commitment, and turnover intentions and the moderating effects of mentoring on the relationships between career plateauing and the three dependent variables. Data were collected from 280 government employees in Nigeria who were more than 30 years old and came from a wide variety of organizations. Results of this study showed that career plateauing was negatively correlated with job satisfaction and organizational commitment and positively correlated with turnover intentions. Hierarchical multiple regression analyses indicated that mentoring played significant moderating role on the relationships between career plateauing and job satisfaction and turnover intentions. Based on the findings, the implications, limitations of this study and direction for future research were discussed.
Examining the Moderating Effects of Organizational Identification between Human Resource Practices and Employee Turnover Intentions in Indian Hospitality Industry
Nivethitha Santhanam, T. J Kamalanabhan, Lata Dyaram, Hans Ziegler
GSTF Journal on Business Review , 2015, DOI: 10.5176/2010-4804_4.1.349
Abstract: This paper presents an employee turnover intention model, which examines the effects of frontline employees’ perceptions of human resource practices (recruitment, selection, training, career growth opportunities, performance appraisal and compensation) on employee turnover intention in Indian hospitality firms. Using this model as a framework, the role of organizational identification in the aforementioned relationship is explored. Hierarchical linear regression analyses demonstrated that selection and compensation practices have significant effects on employee turnover intention. Organizational identification moderates the relationship between selection practices and employee turnover intention. The paper concludes with implications for managers in hospitality industry and some future research directions.
Investigating turnover intentions by role overload, job satisfaction and social support moderation
J Pienaar,C F Sieberhagen,K Mostert
South African Journal of Industrial Psychology , 2007, DOI: 10.4102/sajip.v33i2.378
Abstract: Gold mining in South Africa has played a significant role in the economic development of the country. However, the current economic, personnel and rationalisation pressures could imply a loss of production in this industry. The focus of this research fell on investigating the role that social support may play in the translation of employees’ role overload and job satisfaction on their intentions to leave the organisation. A cross-sectional survey design with a random sample was used (n = 206). Results indicate that job satisfaction is the most significant predictor of turnover intention, but that collegial support plays an important role in moderating the effects of role overload on turnover intention.
Organizational Commitment and Turnover Intentions: Impact of Employee’s Training in Private Sector of Saudi Arabia  [cached]
Khawaja Jehanzeb,Anwar Rasheed,Mazen F. Rasheed
International Journal of Business and Management , 2013, DOI: 10.5539/ijbm.v8n8p79
Abstract: The purpose of this paper is to investigate impacts of training on organizational commitment and turnover intentions in private sector of Saudi Arabia. The study seeks to focus the relationship between organizational commitment and turnover intentions of the employees. A literature review of organizational commitment and employee turnover provides the basis for the research model and hypotheses. A self-administered questionnaire was used, involving 251 respondents from leading private organizations of Saudi Arabia to collect data and testing the existing theory. The results provide strong support for the hypothesis that is the negative relationship between organizational commitment and turnover intention. Employees’ training is significantly correlated with organizational commitment, turnover intentions and the commitment-turnover relationship.The sample was limited to private organization in Saudi Arabia. It may not be appropriate to generalize the findings across other populations or settings. However, the sample can be viewed as a representative case typical of many other organizations in the same industry. The results provides insight into the impact of organizational commitment on turnover intentions in the specific private sector of Saudi Arabia, which might benefit for managers and policy makers of the concerned organizations and in general for the whole sector. The paper studies the problems that exist in the private sector of Saudi Arabia.
An Empirical Assessment of Hotel Departmental Managers Turnover Intentions: The Impact of Organizational Justice  [cached]
Salleh Mohd Radzi,Siti Zuraini Alan Ramley,Mohd Salehuddin,Zulhan Othman
International Journal of Business and Management , 2009, DOI: 10.5539/ijbm.v4n8p173
Abstract: This paper investigates the relationship between organizational justice (OJ) and turnover intentions (TI) among the lower and middle-level hotel departmental managers. Organizational justice, comprising three-dimensional measures of distributive justice (DJ), procedural justice (PJ), and interactional justice (IJ) was measured through inferential statistics. Distributive justice and procedural justice had a significant negative effect on managers’turnover intentions while interactional justice did not support the proposed relationship. The perceptions of fairness of reward allocation and procedure received in organizations prompt the lower and middle hotel departmental managers to reciprocate their turnover intention behaviour. These research findings offer some insight for the hotel top management into how to prevent their valuable managers from leaving the organization.
An Empirical Study of Turnover Intentions in Call Centre Industry of Pakistan  [PDF]
Muhammad Aamir Shafique Khan, Jianguo Du
Journal of Human Resource and Sustainability Studies (JHRSS) , 2014, DOI: 10.4236/jhrss.2014.24021
Abstract: All over the world organizations have realized that skilled labor and talented employees develop the organization for better incentives and for improvements. How to reduce employee’s turnover intention is a very critical challenge for today’s HR managers and supervisors. Pay better incentives, high salaries and employee’s motivational techniques have been useless and old practices of the human resource management. This study is conducted to understand the factors that directly affect the turnover intentions in call center industry of Pakistan. Sample size of 137 call centre agents from call centre industry of Pakistan were used to examine relationship between turnover intentions, workload, compensation and benefits and job conditions as well. Various factors manipulate turnover intentions, including: workload and type of work, salary and other benefits, Organizational climate and culture, supervision and interpersonal relationships, position, sovereignty, job conditions, entirely environment in the call centers, the nature of tasks to be performed and job outcomes.
A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions  [PDF]
Liyu Zhao, Jingchao Zhao
Open Journal of Social Sciences (JSS) , 2017, DOI: 10.4236/jss.2017.510019
Abstract:
There is a growing research interest in the topic of work engagement over the past years. In reference to Schauefeli, Salanova, Gonzalez-Roma & Bakker (2002) [1], work engagement is described as “a positive, fulfilling work-related state of mind that is characterized by vigor, dedication and absorption”. As compare to the researches based on the relationship between work engagement and organizational commitment and job performance, the existing researches on the relationship between work engagement and turnover intentions are far fewer. We theoretically discussed the relationship among work engagement, affective commitment and turnover intentions. Research results show that work engagement is negatively related to turnover intentions whereby affective commitment plays a regulating role. Affective commitment moderates the relationship between work engagement and turnover intentions whereby employees’ affective commitment is stronger and employees are more willing to invest effort in their work; hence, employees’ turnover intentions are reduced.
The Impact of Job Satisfaction and Some Demographic Variables on Employee Turnover Intentions  [cached]
Trust Kabungaidze,Nomakholwa Mahlatshana,Hlanganipai Ngirande
International Journal of Business Administration , 2013, DOI: 10.5430/ijba.v4n1p53
Abstract: Due to competition for scarce skills, the attraction and retention of teachers in rural schools is probably the biggest challenge in the education sector today. It is imperative for the education department to have knowledge of the impact of job satisfaction and some demographic variables on employee turnover intentions to improve the attraction and retention of teachers especially those with scarce skills. Self administered questionnaires were distributed to a sample of 300 teachers. A stratified sampling procedure was utilised. The data was subjected to a number of statistical analyses such as T-test of independent samples, Correlation, Chi-square and One way ANOVA. Results indicated that lack of job satisfaction influences the decision to quit the teaching profession. It also was found that age, tenure and specialization can predict employee turnover intentions. The findings of this research indicate that school authorities need to develop strategies to deal with the needs of those teachers who experience less job satisfaction and commitment. Proactive attention to this should demonstrate preparedness on the side of school administrators to address teacher concerns and thereby reduce absenteeism and attrition rates amongst teachers.
Unraveling the Relationship between Employees’ Perception to Organization and Turnover Intentions: Exploring the Mediating Effects of Trust to Organization  [cached]
Belal Al-Sakarnah,Faleh Abdelgader Alhawary
International Journal of Business and Management , 2009, DOI: 10.5539/ijbm.v4n10p177
Abstract: Staff turnover is a serious issue in the field of human resources management, Organizations of all kind must pay more attention to this phenomenon and must not be overlooked, so it is important to understand their needs and be able to satisfy it in order to reduce or may be strongly control the turnover. This study therefore was conducted to examine the main effects of employees’ perceived organizational support and external prestige on their turnover intentions, with the mediating effects of their trust to organization. Questionnaire was designed and administered to collect data from sample of 402 employees of various levels selected from different insurance companies in Jordan. The study findings show that employees with higher level of perceived organizational support and perceived external prestige may have higher level of trust towards the management of their company, and hence, less likely to leave the firm. Therefore, the key to maintain a stable workforce is to make employees perceive the support from the company, and become proud of their company. The direct and indirect effects of these constructs on turnover intention are analyzed by structural equation modeling (SEM). The findings of this study will assist top management in business organizations to better deal with the phenomena of staff turnover, finally, the limitations of the study, directions for future research, and implications of the results are discussed.
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