Momentary well-being matters: Daily fluctuations in hotel employees’ turnover intention

2021 ◽  
Vol 83 ◽  
pp. 104212
Author(s):  
Xiaolin Shi ◽  
Susan Gordon ◽  
Chun-Hung Tang
Keyword(s):  
Turnover Intention ◽  
Well Being ◽  
Hotel Employees

scholarly journals PENGARUH PSYCHOLOGICAL WELL-BEING DAN JOB EMBEDDEDNESS TERHADAP TURNOVER INTENTIONS

2018 ◽  
Vol 12 (1) ◽  
pp. 1-20
Author(s):  
Fahmi Ananda ◽  
Deasy Anggreini Pane
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Well Being ◽  
Job Embeddedness ◽  
Psychological Well Being

Penelitian ini bertujuan untuk mengetahui pengaruh psychological well-being dan job embeddedness terhadap turnover intention. Skala yang digunakan adalah skala turnover intention, skala psychological well-being dan skala job embeddedness. Subjek penelitian yang digunakan adalah 229 karyawan rumah sakit X. Data yang telah dikumpul diolah dengan menggunakan metode analisis berganda. Hasil analisis statistik menunjukkan bahwa psychological well-being dan job embeddedness berpengaruh negatif terhadap turnover intention. Dari hasil penelitian ini diharapkan pihak manajemen dapat mengelola psychological well-being dan job embeddedness sehingga dapat meminimalisir turnover intention.

Work Engagement: A meta-Analysis Using the Job Demands-Resources Model

2021 ◽  
pp. 003329412110519
Author(s):  
Greta Mazzetti ◽  
Enrique Robledo ◽  
Michela Vignoli ◽  
Gabriela Topa ◽  
Dina Guglielmi ◽  
...  
Keyword(s):  
Work Engagement ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
Well Being ◽  
Personal Resources ◽  
Research Reporting ◽  
Occupational Role ◽  
Volunteer Workers ◽  
Lower Effect

Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples ( k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources ( r = .45) and personal resources ( r = .48) was higher than for social resources ( r = .36) and for job resources ( r = .37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction ( r = .60) and commitment ( r = .63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.

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