Assessing Employee Turnover Intentions Before/After BPR

1996 ◽  
pp. 131-153 ◽  
Author(s):  
Tor Guimaraes
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Employee Turnover Intentions

Effects of Manager's Attitudes on Employee Turnover Intentions

2011 ◽  
Author(s):  
Brian Flynn ◽  
Alan G. Walker ◽  
Stanley G. Harris
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Employee Turnover Intentions

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE

2021 ◽  
Vol 3 (4) ◽  
pp. 175-188
Author(s):  
Abgasi Emmanuela Obianuju ◽  
Arachie Augustine ◽  
Onyekwelu NJideka Phina
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Civil Service ◽  
Civil Servants ◽  
Sample Size Determination ◽  
P Value ◽  
Intent To Quit ◽  
Career Plateauing ◽  
Employee Turnover Intentions

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 application of Krejcie and Morgan sample size determination formula. The instrument for data collection was a structured questionnaire, whose reliability was ascertained using Cronbach Alpha statistics, with a coefficient of .872. The analysis of data was done using a combination of descriptive statistics and inferential statistics. The result indicated that SCP was significant in predicting turnover intentions (R-Squared = 0.916679; p-value = 0.0000< 0.05). The study concluded that turnover intention is a phenomenon that is influenced by SCP, as plateauing of employees increase, so also does the intention of the employees to quit. Sequel to this, among others, it was recommended that heads of civil service need to ensure that there is equity, fairness and consistency in the promotion of workers, to avoid a feeling of inequity and injustice, which might make the workers less committed and more inclined to leave.     Keywords: Career Plateauing, Employee Turnover Intentions, Structural Career Plateauing, Content Career Plateauing and Civil Service.

Deploying “connectors”: A control to manage employee turnover intentions?

2019 ◽  
Vol 79 ◽  
pp. 101059
Author(s):  
Romana L. Autrey ◽  
Tim D. Bauer ◽  
Kevin E. Jackson ◽  
Elena Klevsky
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Employee Turnover Intentions
Sign in / Sign up

Export Citation Format

Share Document