The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction

2020 ◽

Vol 48 (2) ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Taotao Zhang ◽

Bingxiang Li

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Job Crafting ◽

Equation Modeling ◽

Employee Turnover Intention ◽

Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

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PERAN KETERIKATAN KERJA SEBAGAI MEDIATOR EFIKASI DIRI DALAM MEMPREDIKSI INTENSI KERJA

Jurnal Muara Ilmu Sosial, Humaniora, dan Seni ◽

10.24912/jmishumsen.v4i1.7564.2020 ◽

2020 ◽

Vol 4 (1) ◽

pp. 165

Author(s):

Kevin Djasa ◽

P. Tommy Y.S. Suyasa ◽

Bonar Hutapea

Keyword(s):

Work Engagement ◽

Turnover Intention ◽

Self Efficacy ◽

University Management ◽

Spearman Rank ◽

Correlational Research ◽

Intentions To Quit ◽

The University ◽

The Relationship

Lecturers are considered important workforce for a university or in any highgrade education institutions. University X had experienced a decrease in educational manpower due to system changes which creates a significant problem towards the university management in fulfilling the needs and demands of lecturers that are needed to accommodate the large ammount of students that are increasing exponentially. To address this problem, the university need to encourage lecturers who had high intentions to quit to be involved more in their professional practices and believe in their skills as a lecturer in the field of teaching, researching and community service. The aim of this research is to understand the role of Work Engagement as a mediator of Self-efficacy in predicting Turnover Intention of lecturers working in a university. This research is an analytic correlational research which uses quantitative approach of Non-experimental method. Data regarding levels of self-efficacy, work engagement and turnover intention of participants are collected via questionnaire links. The number of participants in this research were 163 lecturers. Self-efficacy and work engagement within the lecturers are categorized as high, besides that turnover intention within the lecturers are categorized as medium. The hypothesis testing used the Spearman Rank with a 95% trust level. Results show that self efficacy is significant towards turnover intention (r=-0,408; p<0,000). Results also show thatself-efficacy is significant towards work engagemen t(r=0,617; p<0,000). Work engagement fully mediated the relationship between self-efficacy and turnover intention. Dosen merupakan tenaga kerja penting dalam sebuah institusi pendidikan tinggi atau universitas. Universitas X mengalami penurunan dalam aspek sumber daya dosen akibat pergantian sistem baru sehingga menimbulkan permasalahan bagipengelolauniversitas dalam memenuhi tuntutan jumlah dosen yang cukup untuk mengakomodasi jumlah mahasiswa yang semakin banyak. Dalam rangka mengatasi masalah tersebut, universitas harus berupaya melibatkan dosen yang memiliki intensi keluar yang tinggi untuk lebih melibatkan mereka dalam praktek profesi dan meningkatkan keyakinan kemampuan mereka dalam mengajar, melakukan penelitian dan pengabdian pada masyarakat. Tujuan penelitian ini adalah untuk mengetahui peran keterikatan kerja sebagai mediator efikasi diri dalam memprediksi intensi kerja pada dosen yang bekerja di universitas. Penelitian ini merupakan penelitian deskriptif analitik korelasi dengan menggunakan pendekatan kuantitatif dengan metode non-experimental. Data tingkat efikasi diri, keterikatan kerja dan intensi kerja responden dikumpulkan dengan link kuesioner. Subyek penelitian berjumlah 163 dosen yang bekerja di Universitas X. Rata-rata tingkat efikasi diri dan keterikatan kerja dosen dalam kategori tinggi, sementara rata-rata tingkat intensi kerja dosen dalam kategori sedang. Uji hipotesis untuk setiap variabel menggunakan Spearman Rank dengan tingkat kepercayaan 95%. Hasil penelitian menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan intensi kerja (r = -0,408; p<0,000). Hasil penelitian juga menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan keterikatan kerja (r = 0,617; p<0,000). Kerikatan kerja memiliki peran signifikan sebagai mediator sempurna antara efikasi diri dan intensi kerja.

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Transformational Leadership and Work Engagement on Turnover Intention of Employees in the MNCs in Vietnam: The Moderating Role of Job Satisfaction and Organizational Size

Sumerianz Journal of Business Management and Marketing ◽

10.47752/sjbmm.43.91.104 ◽

2021 ◽

pp. 91-104

Author(s):

Anantha Raj A. Arokiasamy ◽

Tamah Alice

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Leadership Style ◽

Work Engagement ◽

Turnover Intention ◽

Positive Impact ◽

Organizational Size ◽

Organizational Settings ◽

Transformational Leadership Style

Specifically, this research paper aims to provide a more detailed understanding of how transformational leadership can influence employee’s morale and attrition intentions, using the exploration of job satisfaction and organizational size as a moderator. The survey included 652 employees from sixteen MNCs operating in Ho Chi Minh City, Vietnam. Data was analyzed using AMOS software package version 24.0. The results have shown that transformational leadership has a positive impact on work engagement and work engagement has a mitigating effect on turnover. In addition, it suggests that job commitment influences the connection between transformational leadership and the employee’s desire to make a transition. This study’s result will benefit the managers who wish to reduce employee turnover by leveraging on the transformational leadership style of management. In larger organizational settings, empirical evidence supports this theory. Both theories were afforded empiric support. Discussions, conceptual and administrative consequences, shortcomings, and potential guidance are also presented.

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The Relationship between Workplace Violence and Turnover Intention with a Mediating Role of Work Engagement and Job Satisfaction

Jinnah Business Review ◽

10.53369/zyoy5815 ◽

2021 ◽

Vol 9 (2) ◽

pp. 112-124

Author(s):

Rubina Yasmin ◽

◽

Namra Mubarak ◽

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Workplace Violence ◽

Turnover Intention ◽

Call Centers ◽

Cross Sectional ◽

Mediating Role ◽

Sectional Analysis ◽

The Relationship

The current study aimed at identifying the relationship between turnover intention and workplace violence with a mediating role of work engagement and job satisfaction. A structured questionnaire has been used as a tool. In order to test the relationship, data were collected from 150 employees working in call centers of Pakistan, as the rate of turnover intention is highest in call centers. A cross sectional analysis was used to find out the results. SPSS has been used to find the results. Results indicated that workplace violence has significant relationship with turnover intention, and work engagement and job satisfaction plays a mediating role in this relationship. This paper reveals insight into the relation among the concept of workplace violence, work engagement, job satisfaction and turnover intention and forms a novel study that has not been recently investigated. The examination uncovered that if there is violence at workplace it will reduce work engagement and job satisfaction, which will lead to turnover intention. We support replications and expansion of this examination to build the generalizability.

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