Factors Driving Employeesʼ Intention to Stay

Abstract. This study investigates factors influencing employeesʼ intention to stay. Therefore, we developed and analyzed a retention model relating to the voluntary turnover model ( Allen et al., 2010 ). We assume that the decision processes for retention and turnover might be similar. Differences can be found in the initiating factors (the drivers for leaving and staying). We combine empirically evident retention drivers, which are weighted regarding their implementation in the organization, with process variables from the turnover model. The model is tested with a sample of 881 German employees using structural equation modeling. Results show a significant indirect effect of the retention drivers on the intention to stay. The influence is mediated by the key attitudes job satisfaction and affective commitment. A psychological contract breach influences the relationship between job satisfaction and intention to stay, but not between affective commitment and intention to stay. We integrated research from Human Resource Management (HRM) into the framework of voluntary turnover.

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Organizational Empowerment and Turnover intensions:A mediation of Job Satisfaction and Affective Commitment. A Case of Hattar industries, Pakistan

Journal of Management Info ◽

10.31580/jmi.v6i2.507 ◽

2019 ◽

Vol 6 (2) ◽

pp. 1-6

Author(s):

Mehwish Iftikhar ◽

Sheraz Khan

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Affective Commitment ◽

Middle Level ◽

Primary Data ◽

Equation Modeling ◽

Clear Understanding ◽

Complex Process ◽

Managerial Implications ◽

Organizational Empowerment

Empowerment has never been something handed from one person to another or passed from employer to employee but it is a complex process, which needs a vivid vision and clear understanding for managers and employees. It is a technique and tool for the retention of employees.This quantitative study is done to examine the affect of organisational empowerment on turnover intensions by way of mediation of job satisfaction and affective commitment.Direct and indirect affects of variables are examined while conducting the study among employees of Hattar industries located in Punjab, Pakistan.Cross sectional design is addopted and primary data is collected through standardised questionnaires on five point likert scale. A total of 220 employees working at middle level management of Hattar industries, were chosen randomly. Correlation is applied in order to findout the strength of relationship between variables.The data was analysed on the basis of SEM (structural equation modeling) technique by using AMOS. Findings depicted the positive relationship between organizational empowerment with the variables job satisfaction and affective commitment. The result also indicates that there is a significant mediating influence of job satisfaction and affective commitment in the relationship between organizational empowerment and turnover intensions. Practical/managerial implications of this study revealed that organizations should foster to give empowerment to their workers if they want to retain them so that, they will be satisfied enough, will remain committed to work and will have lower intensions to leave the job that will better contribute in boosting up the overall performance of the organization.

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Effect of the practice environment of nurses on job outcomes and safety climate

Revista Latino-Americana de Enfermagem ◽

10.1590/1518-8345.2633.3056 ◽

2018 ◽

Vol 26 (0) ◽

Cited By ~ 2

Author(s):

Gisele Hespanhol Dorigan ◽

Edinêis de Brito Guirardello

Keyword(s):

Job Satisfaction ◽

Theoretical Model ◽

Structural Equation ◽

Safety Climate ◽

Burnout Syndrome ◽

Equation Modeling ◽

Strong Impact ◽

Practice Environment ◽

Intention To Stay ◽

Manage Care

ABSTRACT Objective: to propose and analyze a theoretical model to measure the effect of nurses’ perceptions about the practice environment on safety climate, job satisfaction, intention to stay employed and in the profession, and burnout syndrome. Method: correlational study with probabilistic sample of 465 nurses. In the theoretical model, the dimensions of the nursing practice environment were considered as independent variables and job satisfaction, safety climate, intention to stay employed and in the profession, and burnout were considered the outcome variables. Structural Equation Modeling was the method used in the analysis. Results: small adjustments were made in the model and the dimensions of practice environment predicted job satisfaction (R2 = 43%), safety climate (R2 = 42%) and burnout (R2 = 36%), as well as the intention to stay in the job (R2 = 22%) and in the profession (R2 = 17%). Conclusion: the practice environment showed a strong impact on job satisfaction, safety climate and burnout, with a moderate impact on the intention to stay in the institution and in the profession. The findings can be used to manage care in health institutions, focusing on promoting nurse retention and improving the safety climate.

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The Role of Physiological Contract Breach on Employee Reactions: Moderating Role of Organizational Trust

Pakistan Journal of Humanities and Social Sciences ◽

10.52131/pjhss.2019.0702.0083 ◽

2019 ◽

Vol 7 (2) ◽

pp. 233-244

Author(s):

Sumaira Rehman ◽

Shahzad Ali ◽

Muhammad Sajjad Hussain ◽

Aamir Zamir Kamboh

Keyword(s):

Job Satisfaction ◽

Organizational Behavior ◽

Psychological Contract ◽

Organizational Trust ◽

Equation Modeling ◽

Psychological Contract Breach ◽

Contract Breach ◽

Employee Reactions ◽

The Relationship

Psychological contract Breach (PCB) play a crucial role to shape employee reactions (ERs) Therefore; this study investigated the possessions of Psychological contract Breach on employee’s reactions (organizational behavior regarding citizenship, job satisfaction) under the moderation of organizational trust. Data were collected from 340 employees of the Health sector by using the technique of simple random sampling. Confirmatory factor analysis (CFA) technique has been used to check the validity of the data while structure equation modeling (SEM) technique has been used for test the relationship between variables. Our findings revealed that psychological contract breach had negative and significant relationships with employees’ reactions (organizational citizenship behavior, job satisfaction). Further, organizational trust is also significantly moderated on the relationship between PCB and employees’ reactions (organizational behavior regarding citizenship, job satisfaction).

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Workplace Perceptions and Workplace Incivility in Egypt

Social Issues in the Workplace ◽

10.4018/978-1-5225-3917-9.ch039 ◽

2017 ◽

pp. 755-775 ◽

Cited By ~ 1

Author(s):

Mamdouh Zaky Ewis

Keyword(s):

Organizational Support ◽

Psychological Contract ◽

Structural Equation ◽

Interactional Justice ◽

Workplace Incivility ◽

Equation Modeling ◽

Contract Breach ◽

Organizational Cynicism ◽

Administrative Employees ◽

The Relationship

Using a sample of two hundred and ninety two administrative employees from five universities in Egypt completed the survey, the survey response rate was 58.4%, this study examined whether organizational cynicism mediated the effects of workplace perceptions represented in distributive, procedural, interactional justice (DJ, PJ and IJ), perceived organizational support (POS), and Perceived of Psychological Contract Breach (PPCB) on workplace incivility. DJ, PJ, IJ and POS were found to significantly and negatively influence both organization cynicism and workplace incivility. PPCB was found to significantly and positively influence both organization cynicism and workplace incivility. Results from Structural Equation Modeling (SEM) also showed that organizational cynicism partially mediates the relationship among DJ, PJ, IJ, POS, and PPCB and workplace incivility. Implications for research and practice of our findings are discussed.

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Enhancing intention to stay among software professionals

Academia Revista Latinoamericana de Administración ◽

10.1108/arla-11-2017-0319 ◽

2018 ◽

Vol 31 (3) ◽

pp. 569-584 ◽

Cited By ~ 1

Author(s):

Arti Gupta ◽

Vrijendra Singh

Keyword(s):

Organizational Justice ◽

Structural Equation ◽

Affective Commitment ◽

Interactional Justice ◽

Middle Level ◽

Equation Modeling ◽

Intention To Stay ◽

Content Type ◽

Software Professionals

Purpose Despite the importance of employees’ perception of organizational justice and its impact on intention to stay, various loopholes have been identified that do not justify this relationship. The purpose of this paper is to posit a model, which postulates the effect of procedural and interactional justice on distributive justice, which further impact employees’ intention to stay. Subsequently, it also investigates the mediating role of employees’ affective commitment. Design/methodology/approach A questionnaire was prepared and a survey was conducted on 500 junior and middle-level software professionals. Structural equation modeling was employed to examine the proposed model. Findings The study concludes the positive effect of distributive, procedural and interactional justice on employees’ intention to stay. Moreover, the addition of affective commitment as a mediator, displayed an indirect influence of organizational justice on intention to stay. Research limitations/implications This study proposes a model to boost organizational justice to encourage employees’ intention to stay in an organization. Furthermore, considering the role of organizational commitment in enhancing intention to stay would be fruitful to the stakeholders in the IT industry. Originality/value No study has been reported in the context of the role of organizational justice on intention to stay while testing the contribution of affective commitment as a mediator, within a single framework. This study elucidates the influence of distributive, procedural and interactional justice on employees’ intention to stay in IT organizations.

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The role of psychological empowerment and job satisfaction on turnover intentions directly and indirectly through affective commitment on registered nurses in healthcare industry of twin cities (Islamabad and Rawalpindi) of Pakistan

International Journal of Engineering & Technology ◽

10.14419/ijet.v9i2.30270 ◽

2020 ◽

Vol 9 (2) ◽

pp. 314

Author(s):

Nosheen Rafiq ◽

Dr. Syed Haider Ali Shah ◽

Shakeel Sajjad ◽

Saleh Ahmed Salem Alyafei

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Affective Commitment ◽

Turnover Intentions ◽

Service Industry ◽

Psychological Empowerment ◽

Equation Modeling ◽

Twin Cities ◽

Healthcare Industry

The shift from financial capital to the human capital has brought a significant change in the workplace and market. The role of nurses is getting crucial day by day and there is great need of retention of nurses in order to sustain the smooth operation of hospitals. Nurses’ turnover has gained much importance and has become a concern for the hospitals. Psychological empowerment plays a vital role in retention of the employees and in return leads to success of the organization. Proper psychological empowerment and job satisfaction build such an environment that leads to develop people and enhance their affective commitment in industry like service industry, particularly in healthcare industry where the first impression of an organization is portrayed by their nurses. Researchers and practitioners have paid much of their attention to understand this phenomenon. The aim of the study is to investigate the role of psychological empowerment and job satisfaction on nurses’ turnover intentions directly and indirectly through affective commitment. This study filled the gap by investigating such relationships in healthcare industry which has previously neglected, particularly at nurses level. A total of 520 questionnaires have been distributed in registered public and private hospitals located in twin cities of Pakistan. Structural Equation Modeling (SEM, AMOS) was employed to test hypotheses. This study showed relationships and interesting findings with mediation analysis. Findings of this study are important for top management of hospitals. In order to retain nurses, this study offers the theoretical and practical implications which could be used to enhance the affective commitment of nurses and reduce the turnover intentions.

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Peran Employee Relationship Proneness Terhadap Sikap Dan Perilaku Loyalitas Karyawan Rumah Sakit Islam Ibnu Sina Pekanbaru

Jurnal Daya Saing ◽

10.35446/dayasaing.v2i1.41 ◽

2016 ◽

Vol 2 (1) ◽

pp. 18-29

Author(s):

Zulia Khairani

Keyword(s):

Significant Role ◽

Structural Equation ◽

Affective Commitment ◽

Equation Modeling ◽

Employee Relations ◽

Normative Commitment ◽

Intention To Stay ◽

Positive Role ◽

Employee Relationship ◽

The Impact

Abstract: This study is aimed at understanding and discovering the influence of employee relations towards the loyalty attitude dimension. Furthermore, It also attempts to find out and comprehend the impact of loyalty attitude dimension of employee on each of the dimension. The data of this research was gathered by mean of questionnaires which were delivered to 130 respondent selected using purposive sampling. Structural Equation Modeling (SEM) had been used as the main analysis technique. The result of this study demonstrates that the tendency of employee relation has a significant positive role in building effective commitment. Conversely, it does not show any significant positive role on both calculative and normative commitment. In addition, It is also observed that affective commitment has only positive significant role in building intention to stay attitude. Meanwhile, calculative and normative commitment have resulted in insignificant positive role towards intention to stay. Each of the loyalty attitude dimensions; affective, calculative and normative commitments have no significant role towards positive variable dimensions (WOM), insensitivity towards benefit and complain. Keywords: Employee Relationship Proneness, attitude, behavior, loyality.

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The Effect of Organizational Justice on Employees’ Affective Commitment

Modern Applied Science ◽

10.5539/mas.v13n2p42 ◽

2019 ◽

Vol 13 (2) ◽

pp. 42 ◽

Cited By ~ 2

Author(s):

Taghrid S. Suifan

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Structural Equation ◽

Affective Commitment ◽

Developed Countries ◽

Vital Role ◽

Mediating Effect ◽

Three Dimensions ◽

Equation Modeling ◽

Future Research

This study aims to examine the indirect relationship between organizational justice and employees’ affective organizational commitment via the mediating effect of job satisfaction. In the research design, all three dimensions of organizational justice – distributional, procedural, and interactional – were considered. A questionnaire was distributed to 361 employees of pharmaceutical companies in Jordan, with a response rate of 93%. Data from the questionnaires were then analyzed and the study’s hypotheses were tested with structural equation modeling using Amos 20. The results confirmed that job satisfaction plays a mediating role between organizational justice and affective commitment. This accords with the findings of similar studies in developed countries, emphasizing the vital role of organizational justice in shaping employees’ behaviors and attitudes. This study is unique in investigating a concept that has been rarely explored in developing countries. It will help improve the scarcity of such research, especially in the Middle East. The study also urges that future research further tests this model in additional developing contexts to enable more generalized conclusions.

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Effects of ethical leadership, job satisfaction and affective commitment on the turnover intentions of accountants

Journal of Modelling in Management ◽

10.1108/jm2-04-2019-0091 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Nuri Gökhan Torlak ◽

Cemil Kuzey ◽

Muhammet Sait Dinç ◽

Ali Haydar Güngörmüş

Keyword(s):

Job Satisfaction ◽

Organizational Behavior ◽

Ethical Leadership ◽

Structural Equation ◽

Affective Commitment ◽

Online Survey ◽

Turnover Intentions ◽

Negative Association ◽

Equation Modeling ◽

Content Type

Purpose The paper aims to analyze the relationships between ethical leadership (EL), job satisfaction (JS), affective commitment (AC) and turnover intention (TI) that might make accountants quit withdrawal and become productive and useful in private organizations operating in Istanbul. Design/methodology/approach Data were collected through an online survey using a simple random sampling methodology, obtained from 153 accountants working in companies in Istanbul. The methodology included descriptive statistics, factor analysis, structural equation modeling and mediation analysis. Findings Concerning direct relationships between EL, JS, AC and TI, EL has significant positive associations with JS and AC, whereas EL has a significant negative association with TI. JS has a significant positive association with AC, whereas JS has a significant negative association with TI. Also, AC has a weak significant negative association with TI. Given indirect relationships among EL, JS, AC and TI, JS and AC mediate the relationship between EL and TI. Finally, a similarity is found when comparing Generation X and Generation Y in terms of overall JS, AC and TI. Research limitations/implications The study is limited solely to companies functioning in Istanbul and incorporates a low number of respondents. Therefore, the results cannot be considered to be accurate for the whole country. The study might guide both private and public organizations in which owners/managers develop strategic plans. Originality/value The study fills the gap in research on organizational behavior where little has existed until now that probes the EL–JS–AC–TI links in Turkey. A few studies measure the TIs of accountants. Furthermore, EL and AC are rarely evaluated in the field of accounting in Turkey.

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