Organizational Factors Impacting Turnover and Turnover Intentions

This study aims to examine the relationship between turnover intention and some organisational factors among professional academics at Jordanian Government Universities. Namely the organisational factors include job satisfaction, work exhaustion, occupational health and safety management and organisational culture. A sample of 250 participants was extracted from different Jordanian universities. The participants were limited to academics in Jordan who are working in any government Jordanian University. Statistical analysis was conducted by using SPSS 23. Previous literature was also used to design a structured questionnaire. A total of 250 questionnaires were given out and 250 questionnaires were collected back. The study then conducted correlation and regression analysis to determine the relationship between the independent and the dependent variables. The models for multiple regression offer support for the relationship between turnover intention and organizational factors. The results revealed that the all the exogenous variables had a significant effect on the endogenous variable. Based on these results, the study implies that managers need to acknowledge the importance of examining the factors that reduce the turnover intentions of the employees and improve the commitment level for their employees.

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The effects of organizational factors, psychological need satisfaction and thwarting, and affective commitment on workers’ well-being and turnover intentions

Le travail humain ◽

10.3917/th.782.0119 ◽

2015 ◽

Vol 78 (2) ◽

pp. 119 ◽

Cited By ~ 19

Author(s):

Nicolas Gillet ◽

Jacques Forest ◽

Charles Benabou ◽

Kathleen Bentein

Keyword(s):

Affective Commitment ◽

Turnover Intentions ◽

Organizational Factors ◽

Well Being ◽

Need Satisfaction ◽

Psychological Need ◽

Psychological Need Satisfaction

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Models of Workplace Incivility: The Relationships to Instigated Incivility and Negative Outcomes

BioMed Research International ◽

10.1155/2015/920239 ◽

2015 ◽

Vol 2015 ◽

pp. 1-10 ◽

Cited By ~ 24

Author(s):

Kristoffer Holm ◽

Eva Torkelson ◽

Martin Bäckström

Keyword(s):

Social Support ◽

Structural Equation ◽

Turnover Intentions ◽

Job Demands ◽

Organizational Factors ◽

Well Being ◽

Workplace Incivility ◽

Negative Outcomes ◽

Online Questionnaire ◽

Sleeping Problems

The aim of the study was to investigate workplace incivility as a social process, examining its components and relationships to both instigated incivility and negative outcomes in the form of well-being, job satisfaction, turnover intentions, and sleeping problems. The different components of incivility that were examined were experienced and witnessed incivility from coworkers as well as supervisors. In addition, the organizational factors, social support, control, and job demands, were included in the models. A total of 2871 (2058 women and 813 men) employees who were connected to the Swedish Hotel and Restaurant Workers Union completed an online questionnaire. Overall, the results from structural equation modelling indicate that whereas instigated incivility to a large extent was explained by witnessing coworker incivility, negative outcomes were to a high degree explained by experienced supervisor incivility via mediation through perceived low social support, low control, and high job demands. Unexpectedly, the relationships between incivility (experienced coworker and supervisor incivility, as well as witnessed supervisor incivility) and instigated incivility were moderated by perceived high control and high social support. The results highlight the importance of including different components of workplace incivility and organizational factors in future studies of the area.

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Factors relating to teachers’ intention to change school: A multilevel perspective

Policy Futures in Education ◽

10.1177/1478210318822184 ◽

2019 ◽

Vol 17 (3) ◽

pp. 318-338 ◽

Cited By ~ 1

Author(s):

Lixia Qin

Keyword(s):

Public Schools ◽

Multilevel Models ◽

Turnover Intentions ◽

Organizational Factors ◽

Turnover Rates ◽

High Turnover ◽

Teacher Supply ◽

The Us ◽

Individual Variables ◽

The Individual

The high turnover rates in public schools, especially in those hard-to-staff schools, remains a growing problem and has become the largest component of teacher supply problems in the US school system. The purpose of the study was to examine the individual and school organizational factors that were associated with teachers’ intentions to change school by using the dataset of the US TALIS 2013 administrated by the Organisation for Economic Co-operation and Development. The results of the multilevel models showed that although the variance in teacher turnover intentions was, to a substantial degree, explained by the individual variables, the school organizational-specific effects have notably contributed to the outcome as well. Additionally, the analysis of the cross-level interaction has detected both direct and indirect effects of disadvantaged schools on teacher transfer intention. The implications for teacher retention policies have been discussed as well.

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Effects of Perceived Organizational Factors on Role Stress-Job Attitude Relationships

Journal of Management ◽

10.1177/014920638801400105 ◽

1988 ◽

Vol 14 (1) ◽

pp. 41-58 ◽

Cited By ~ 35

Author(s):

James H. Leigh ◽

George H. Lucas ◽

Richard W. Woodman

Keyword(s):

Role Conflict ◽

Turnover Intentions ◽

Organizational Factors ◽

Role Stress ◽

Management Control ◽

Psychological Climate ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Job Attitude ◽

The Impact

The purpose of this study was to examine the impact of two per-ceived organizational indicants-psychological climate and percep-tions of the management control system-on the often-studied rela-tionships of role conflict and ambiguity with job satisfaction and intentions to change jobs. Based on a cross-sectional survey of 423 marketing professionals, it was determined that these two perceived organizationalfactors predominantly accountedfor the shared varia-bility inherent in the relationships considered and in certain instances resulted in a change in the direction of the correlation. In particular, the relationships of role conflict and ambiguity with pay and promo-tion satisfaction and with turnover intentions were the most heavily af-fected ones. The relationships of role ambiguity with overall satisfac-tion and with work itself were also affected. Falsification analyses revealed that the findings hold across various sample segments and that role perceptions and job attitudes are directly tied to perceptions about the broader organization. The implications and research direc-tions of these results for the study of role stress correlates are consid-ered.

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Tailored interventions to support the implementation of the German national guideline on screening, diagnosis and treatment of alcohol-related disorders: a project protocol

SUCHT - Zeitschrift für Wissenschaft und Praxis / Journal of Addiction Research and Practice ◽

10.1024/0939-5911/a000629 ◽

2019 ◽

Vol 65 (6) ◽

pp. 373-381 ◽

Cited By ~ 2

Author(s):

Bernd Schulte ◽

Christina Lindemann ◽

Angela Buchholz ◽

Anke Rosahl ◽

Martin Härter ◽

...

Keyword(s):

Alcohol Use ◽

Guideline Implementation ◽

Implementation Strategies ◽

Organizational Factors ◽

Diagnosis And Treatment ◽

Primary Data ◽

Routine Practice ◽

Evidence Based ◽

Advisory Boards ◽

Prevention And Treatment

Abstract. Background: The German Guideline on Screening, Diagnosis and Treatment of Alcohol Use Disorders aims to increase the uptake of evidence-based interventions for the early identification, diagnosis, prevention and treatment of alcohol-related disorders in relevant healthcare settings. To date, dissemination has not been accompanied by a guideline implementation strategy. The aim of this study is to develop tailored guideline implementation strategies and to field-test these in relevant medical and psycho-social settings in the city of Bremen, Germany. Methods: The study will conduct an impact and needs assessment of healthcare provision for alcohol use orders in Bremen, drawing on a range of secondary and primary data to: evaluate existing healthcare services; model the potential impact of improved care on public health outcomes; and identify potential barriers and facilitators to implementing evidence-based guidelines. Community advisory boards will be established for the selection of single-component or multi-faceted guideline implementation strategies. The tailoring approach considers guideline, provider and organizational factors shaping implementation. In field tests quality outcome indicators of the delivery of evidence-based interventions will be evaluated accompanied by a process evaluation to examine patient, provider and organizational factors. Outlook: This project will support the translation of guideline recommendations for the identification, prevention and treatment of AUD in routine practice and therefore contributes to the reduction of alcohol-related burden in Germany. The project is running since October 2017 and will provide its main outcomes by end of 2020. Project results will be published in scientific journals and presented at national and international conferences.

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How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000261 ◽

2020 ◽

pp. 1-12

Author(s):

Sebastian Holzwarth ◽

George Gunnesch-Luca ◽

Roman Soucek ◽

Klaus Moser

Keyword(s):

Organizational Communication ◽

Turnover Intention ◽

Structural Equation ◽

Affective Commitment ◽

Turnover Intentions ◽

Equation Modeling ◽

Cross Sectional ◽

Confirmatory Factor ◽

Communication In Organizations ◽

Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

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