DETERMINANTS OF EMPLOYEES' TURNOVER INTENTION

Financial and credit activity: problems of theory and practice, 2019

Today where global competition, rapid and continuous change are being experienced, it has become more difficult for enterprises to improve in production and management process, to increase efficiency and quality, to reduce costs, to move fast, to renew technology, to achieve flexible structure and to succeed by achieving superiority in the competition against its like. These efforts which seek to increase operational efficiency are necessary in order to provide competitive advantage today but insufficient. In order to provide and maintain competitive advantage, it is also necessary to make innovation, to make difference, or to use available resources-technology-knowledge in a way that will make a difference and produce new values. It is the human resources that will produce new values, make a difference and implement the strategies for the matter. However, the signs of negativity in human resources, such as high cost of human resources, labour turnover, job dissatisfaction, a decrea...

2018

Employee turnover leads to lowered productivity, decreased morale and work quality, and psychological effects associated with employee separation and replacement. Yet, it remains unknown why talented employees willingly withdraw from organizations. This uncertainty is worsened as studies; a) priorities organizational over individual predictors resulting in restriction in range in turnover measurement; b) focus on actual rather than intended turnover thereby limiting conceptual understanding of the turnover construct and its relationship with other variables and; c) produce inconsistent findings across cultures, contexts and industries despite a clear need for a unified perspective. The current study addressed these gaps by adopting the theory of planned behavior (TPB) framework to examine socio-cognitive factors in organizational trust and individual turnover intentions among bankers and energy employees in Jamaica. In a comparative study of n=369 [n<sub>bank</sub>= 264;...

MEST Journal, 2016

This study compares the job satisfaction and turnover intentions of private-and public-sector employees in Serbia. Questionnaires were used to collect data from employees of various private enterprises and one public organization. The results show that the general job satisfaction and turnover intentions of public employees are different from those of private employees'. Public employees in Serbia have higher extrinsic job satisfaction and lower turnover intentions compared to their counterparts in the private sector. This satisfaction derived from interpersonal relationship, work organization and information within the organization. The reasons for this result can be fostering fundamental values national culture. Classifying the order culture with a high degree of collectivism, not surprising Serbian workers need to close and harmonious relationships with colleagues, especially need for information within the organization which reducing their uncertainty, insecurity and foster feelings of identification with the organization.

KINERJA, 2020

This study aims to analyze the role of organizational trust and organizational justice in moderating the effect of job satisfaction on turnover intention. The population in this study are employees in several information technology companies in Jakarta. The research sample amounts to 195 respondents. Data collection method is done through a questionnaire. Data analysis method uses structural equation modeling-partial least square (SEM-PLS). The results of this study prove that job satisfaction a negative affect on turnover intention. Organizational trust does not affect turnover intention. The interaction of job satisfaction and organizational trust as a moderating variable affects turnover intention. Organizational justice has a negative effect on turnover intention. The interaction of job satisfaction and organizational justice as a moderating variable does not affect turnover intention.

Jurnal Aplikasi Manajemen

As an organization, hospitals should always make efforts to improve the performance of their employees because those employees will help the hospitals to attain their vision, mission, and goals. This research aims to analyze the effect of organizational climate on turnover intention in mediating organizational commitment and job satisfaction. The research type is a cross-sectional study with a quantitative approach. Data collection is done in one-time observation through a survey involving questionnaires. Items of the questionnaire are arranged on the Ordinal Likert Scale. The data analysis instrument is Variance Based Structural Equation Modelling (SEM), or Second-Order Partial Least Square Program (Smart PLS Version 2.0). The research subject or analysis unit is all employees at Mother-Child Health Hospital of Rembang. Population (N) of research includes all hospital employees, a total of 218 individuals. The employees are divided into clinical staff involved in health care servic...

ABSTRACT Private Security Agencies are organizations involved in providing security services, including security guards' training; these agencies are the ones that deploy security guards to client's premises. Security guards hold numerous responsibilities, such as responding to an emergency, guarding premises, patrolling, supervising, and surveying. There are roughly 500,000 licensed private security guards in the Philippines, number-wise, they outnumber the Armed Forces of the Philippines and the PNP's police personnel (Palabrica, 2016). Despite the large number, studies associated with Job Satisfaction and Turnover among security guards are uncommon in the Philippines. The purpose of this quantitative descriptive case study was to identify the retention factors that provided the most significant impact to retain security guard employees. Brickwall Security Agency is explicitly the subject of this research due to its consistently high turnover rates. The Herzberg Two-Factor Theory served as the conceptual framework for this study and it provided a baseline for developing retention strategies within the company of Brickwall Security Agency. The researcher used the Minnesota Satisfaction Questionnaire (MSQ) and the Michigan Organizational Assessment Turnover Intention Questionnaire (MOAQ) to measure the variables in this study. This research adopted a quantitative analysis which includes qualitative interviews and focused group discussions. A causal study and a multiple regression analysis were conducted to reveal the effects of job satisfaction on employee turnover intention. The study was performed utilizing the intrinsic (motivation) and extrinsic (hygiene) factors of job satisfaction. One hundred percent of the security guard employees of Brickwall Security Agency were the respondents of this research which consist of 229 people. The findings of this study unveiled that job satisfaction is negatively affecting turnover intention and for every unit increase in employees' job satisfaction, employees’ turnover intention decreases. The study limitations, implications, recommendations, and future research were also discussed in detail.

2012

This study conducts a survey on 1043 faculty member working for the Turkish state universities on the effect of the perception of organizational trust and organizational support on job quits and academic performances. We find that the perceptions of support and trust are significant variables in explaining intention to quit and individual performances. These results provide important findings for the university administrations to deal with these issues within the universities in which especially the employee turnover rate is very high.

Public sector reforms in many countries have been related to cost reductions, increased workload and similar issues. Ignoring the impact of reforms on employee job satisfaction may decrease employee engagement and the quality of service delivery. This paper aims to identify the main factors that determine the level of job satisfaction of public sector employees in a developing country and to find out which factors should be addressed first in order to decrease employee turnover. The survey conducted in 2015 included 365 respondents. For data analysis, partial least square structural equation modelling (PLS-SEM) technique is used to test the model and identify the most important factors relevant to turnover intentions. The results indicate a strong relationship between satisfaction factors and intentions to stay. Satisfaction partly mediates the association between career growth possibilities, work environment, attitude of a direct manager, pay as well as social security and intentions to stay. Growth has the strongest total effect on intentions to stay with a public sector organisation. Thus, taking into consideration the cost cuttings and economic situation, career growth and the reward system are the two factors, which should be addressed first. Moreover, pay is the most important factor for the attraction of younger generation employees to the public sector.

iJournals: International Journal of Social Relevance & Concern (IJSRC) ISSN-2347-9698, 2021

Globally, universities enhance economic productivity through teaching, research and outreach. Despite this contribution, retention of competent employees has become more challenging to managers of universities in Kenya as is indicated by a previous study that university academic and non-academic staff turnover is 12% and 11% respectively; which is way above the acceptable 5% for the functional staff. Whereas studies show that turnover is influenced by job satisfaction (JS), findings show inconclusive and contradictory results. The study sought to establish the relationship between job satisfaction and employee turnover intentions. Out of a population of 4,986 comprising academic and non-academic staff, a sample of 372 was drawn determined by Yamane‟s formula. Study results were: job satisfaction had a significant R2 =.769 (P=.000) indicating that it accounts for 76.9 % variance in turnover intentions. Job satisfaction elements namely recognition (β = -.372, p= .000); sense of achievement (β =.096, p=.081); job advancement opportunity (β = -.316, p= .000); growth and promotional opportunities (β = -.187, p= .004); responsibility (β = -.958, p= .000). The level of JS indicated by recognition, sense of achievement, job advancement opportunity, growth and promotional opportunities and responsibility was low and this led to high levels of turnover intentions. It is recommended that the public universities‟ efforts on job satisfaction be increased because high levels of job satisfaction decreases turnover intentions

This study is conducted to examine two issues. First, to examine the work environment factors that influence job satisfaction among executive level employees in the public sector organizations in Malaysia. Second, to examine the effect of job satisfaction on turnover intention. The data of this study have been collected through survey. The respondents are 212 executive level employees. The data have been analyzed using a structural equation modeling technique. In summary, there are five work environment factors that influence job satisfaction among executive level employees in this context. The factors include perceived organizational support, training, coworker support, participative leadership style and work stress. In addition, this study provides empirical evidence about the role of job satisfaction as a factor that can decrease turnover intention, especially among executive level employees in the public sector organizations in Malaysia.