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The Effects of Burnout on Task Performance and Turnover Intention of New Generation of Skilled Workers  [PDF]
Gege Pan
Journal of Human Resource and Sustainability Studies (JHRSS) , 2017, DOI: 10.4236/jhrss.2017.53015
Abstract: Based on the matching questionnaire data of 223 employees on the car assembly line and 45 of their direct supervisors, this paper discusses the influence of new generation burnout on task performance and turnover intention and the mediating role of career commitment and the moderating effect of innovation orientation. The results reveal that burnout of young skilled employees has direct negative effect on their task performance. Career commitment of young people plays the partial mediation role in the positive relationship between burnout and turnover intention, while innovation orientation plays the negative moderation in the relationship between occupational commitment and turnover intention. Management implications of the study are to reduce burnout can effectively improve job performance. At the same time, enhancing the employees’ occupational commitment and innovative work values can effectively reduce the young employees’ turnover intention.
Investigating Occupational Commitment and Turnover Intention Relationship with Burnout Syndrome  [cached]
Aydem Ciftcioglu
Business and Economics Research Journal , 2011,
Abstract: This study investigates burnout components impact on accountant’s occupational commitment and occupational turnover intention interaction. The data used in this study was taken from randomly selected 162 accountants who are the members of Istanbul Chambers of Certified Public Accountants (ICCPA). The results reveal that only emotional exhaustion component of burnout has partial mediating effect between affective occupational commitment and occupational turnover intention.
The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa  [cached]
Lena-Mari van Schalkwyk,Crizelle Els,Ian Rothmann (Jr)
South African Journal of Human Resource Management , 2011, DOI: 10.4102/sajhrm.v9i1.384
Abstract: Orientation: Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation. Research purpose: To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa. Motivation for the study: Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention. Research design, approach and method: A cross-sectional survey approach with a quantitative research design was used (N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention. Main findings: Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention. Practical/managerial implications: This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged. Contribution/value-add: This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention. How to cite this article: Van Schalkwyk, L., Els, C., & Rothmann, S. (Jr). (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 9(1), Art. #384, 13 pages. http://dx.doi.org/10.4102/sajhrm.v9i1.384
The effects of midwives’ job satisfaction on burnout, intention to quit and turnover: a longitudinal study in Senegal
Dominique Rouleau, Pierre Fournier, Aline Philibert, Betty Mbengue, Alexandre Dumont
Human Resources for Health , 2012, DOI: 10.1186/1478-4491-10-9
Abstract: A cohort of 226 midwives from 22 hospitals across Senegal participated in this longitudinal study. Their job satisfaction was measured from December 2007 to February 2008 using a multifaceted instrument developed in West Africa. Three expected effects were measured two years later: burnout, intention to quit and turnover. Descriptive statistics were reported for the midwives who stayed and left their posts during the study period. A series of multiple regressions investigated the correlations between the nine facets of job satisfaction and each effect variable, while controlling for individual and institutional characteristics.Despite nearly two thirds (58.9%) of midwives reporting the intention to quit within a year (mainly to pursue new professional training), only 9% annual turnover was found in the study (41/226 over 2?years). Departures were largely voluntary (92%) and entirely domestic. Overall the midwives reported themselves moderately satisfied; least contented with their “remuneration” and “work environment” and most satisfied with the “morale” and “job security” facets of their work. On the three dimensions of the Maslach Burnout Inventory, very high levels of emotional exhaustion (80.0%) and depersonalization (57.8%) were reported, while levels of diminished personal accomplishment were low (12.4%). Burnout was identified in more than half of the sample (55%). Experiencing emotional exhaustion was inversely associated with “remuneration” and “task” satisfaction, actively job searching was associated with being dissatisfied with job “security” and voluntary quitting was associated with dissatisfaction with “continuing education”.This study found that although midwives seem to be experiencing burnout and unhappiness with their working conditions, they retain a strong sense of confidence and accomplishment in their work. It also suggests that strategies to retain them in their positions and in the profession should emphasize continuing education.
The relationship between job satisfaction, burnout, and turnover intention among physicians from urban state-owned medical institutions in Hubei, China: a cross-sectional study
Yimin Zhang, Xueshan Feng
BMC Health Services Research , 2011, DOI: 10.1186/1472-6963-11-235
Abstract: A cross-sectional survey was carried out in March 2010 in Hubei Province, central China. The questionnaires assessed sociodemographic characteristics, job satisfaction, burnout, and turnover intention. The job satisfaction and occupational burnout instruments were obtained by modifying the Chinese Physicians' Job Satisfaction Questionnaire (CPJSQ) and the Chinese Maslach Burnout Inventory (CMBI), respectively. Such statistical methods as one-way ANOVA, Pearson correlation, GLM-univariate and structural equation modeling were used.Of the 1600 physicians surveyed, 1451 provided valid responses. The respondents had medium scores (3.18 +/-0.73) on turnover intention, in which there was significant difference among the groups from three urban areas with different development levels. Turnover intention, which significantly and negatively related to all job-satisfaction subscales, positively related to each subscale of burnout syndrome. Work environment satisfaction (b = -0.074, p < 0.01), job rewards satisfaction (b = -0.073, p < 0.01), organizational management satisfaction (b = -0.146, p < 0.01), and emotional exhaustion (b = 0.135, p < 0.01) were identified as significant direct predictors of the turnover intention of physicians, with 41.2% of the variance explained unitedly, under the control of sociodemographic variables, among which gender, age, and years of service were always significant. However, job-itself satisfaction no longer became significant, with the estimated parameter on job rewards satisfaction smaller after burnout syndrome variables were included. As congregated latent concepts, job satisfaction had both significant direct effects (gamma21 = -0.32, p < 0.01) and indirect effects (gamma11 × beta21 = -0.13, p < 0.01) through occupational burnout (62% explained) as a mediator on turnover intention (47% explained).Our study reveals that several, but not all dimensions of both job satisfaction and burnout syndrome are relevant factors affecting physicians
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.
The validation of the turnover intention scale  [PDF]
Chris F.C. Bothma,Gert Roodt
South African Journal of Human Resource Management , 2013, DOI: 10.4102/sajhrm.v11i1.507
Abstract: Orientation: Turnover intention as a construct has attracted increased research attention in the recent past, but there are seemingly not many valid and reliable scales around to measure turnover intention.Research purpose: This study focused on the validation of a shortened, six-item version of the turnover intention scale (TIS-6).Motivation for the study: The research question of whether the TIS-6 is a reliable and a valid scale for measuring turnover intention and for predicting actual turnover was addressed in this study.Research design, approach and method: The study was based on a census-based sample (n= 2429) of employees in an information, communication and technology (ICT) sector company (N= 23 134) where the TIS-6 was used as one of the criterion variables. The leavers (those who left the company) in this sample were compared with the stayers (those who remained in the employ of the company) in this sample in respect of different variables used in the study.Main findings: It was established that the TIS-6 could measure turnover intentions reliably (α= 0.80). The TIS-6 could significantly distinguish between leavers and stayers (actual turnover), thereby confirming its criterion-predictive validity. The scale also established statistically significant differences between leavers and stayers in respect of a number of the remaining theoretical variables used in the study, thereby also confirming its differential validity. These comparisons were conducted for both the 4-month and the 4-year period after the survey was conducted.Practical/managerial implications: Turnover intention is related to a number of variables in the study which necessitates a reappraisal and a reconceptualisation of existing turnover intention models.Contribution/value-add: The TIS-6 can be used as a reliable and valid scale to assess turnover intentions and can therefore be used in research to validly and reliably assess turnover intentions or to predict actual turnover.
Work engagement, burnout and related constructs as predictors of turnover intentions  [cached]
Janine du Plooy,Gert Roodt
South African Journal of Industrial Psychology , 2010, DOI: 10.4102/sajip.v36i1.910
Abstract: Orientation: The focus of the study was to investigate the predictive relationship between the work engagement-burnout continuum and turnover intentions. Research purpose: The main purpose of the study was to determine whether work engagement, burnout, organisational citizenship behaviour (OCB) and work alienation are predictors of turnover intentions. Motivation for the study: Organisations operating within the 21st century face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process. Research design, approach and method: A secondary data analysis (SDA) was performed in a quantitative research tradition on the cross-sectional survey data collected from a large South African Information and Communication Technologies (ICT) sector company (n = 2429). Main findings: The results of the study confirmed the predictive model (work engagement, burnout, OCB and work alienation) of turnover intention. Specifically, work engagement and OCBs were significantly negatively related to turnover intention; whilst burnout and work alienation were significantly positively related to turnover intention. Several third-variable relationships, such as biographic and demographic variables, indicated statistical significance. Practical/managerial implications: Practical implications of the study could impact on human resource (HR) value-chain activities in the form of evidence-based and improved recruitment and selection procedures, employee retention strategies and training and development interventions. Issues concerning talent management could also be addressed. Contribution/value-add: The study described in this article took Industrial/Organisational (I/O) psychological concepts and linked them in unique combinations to establish better predictive validity of a new turnover intentions model. How to cite this article: Du Plooy, J., & Roodt, G. (2010). Work engagement, burnout and related constructs as predictors of turnover intentions. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #910, 13 pages. DOI: 10.4102/sajip.v36i1.910
Problems of sales force turnover and possible solutions
Tihana Poljak,Marija Toma?evi? Li?anin
Tr?i?te/Market , 2012,
Abstract: Fluctuation poses an extremely important problem in the field of sales management and, therefore, it is necessary to research continually its impact on the company as a whole. The aim of this paper is to determine the frequency of fluctuation among the sales staff and sales managers through empirical research while also determining the key factors contributing to a decision to leave the company. Results of research conducted on a sample of sales managers show their belief in the honesty of reasons reported by the sales staff for leaving the company, the importance of financial factors as well as numerous material and non-material instruments of motivation employed in order to keep the fluctuation under control because it creates expenses for the company and increases their own workload, among other reasons. Most sales staff reported a wish for career advancement as their primary motivation for changing jobs, claiming that they are prepared to inform their superiors of that decision without hiding the real reasons etc. From this research it is possible to observe both perspectives – that of sales managers as well as that of the sales staff they manage. Their perspectives contain certain differences, which are understandable considering their respective position within the organization but also reflect human bias.
Performance appraisal politics and employee turnover intention
Rusli Ahmad,Camelia Lemba,Wan Khairuzzaman Wan Ismail
Jurnal Kemanusiaan , 2010,
Abstract: This study examines the effect of performance appraisal politics on employee turnover intention. Past research shows that there is evidence that ratings of performance appraisal had often been manipulated for political purposes and motives. This research focuses on two elements or political motives influencing employee turnover intention: motivational and punishment motive. The study used survey research to gather 60 questionnaires from a private company. The findings show that there is a positive relationship between the independent variables (motivational motive and punishment motive) with dependent variable (employee turnover intention). Results of multiple regression analysis show that punishment motive have more effects towards employee turnover intention compared to motivational motive. The implications and recommendations of the study also were also discussed.
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