Effects of met expectations, trust, job satisfaction, and commitment on faculty turnover intentions in the United Arab Emirates (UAE)

Purpose The purpose of this paper is to explore why audit assistants leave the audit profession. By including both the perceptions held by audit assistants that left the audit profession and the perceptions of audit assistants still working in the audit profession, this study aims to explore how determinants of job satisfaction are associated with decisions to leave the audit profession. Design/methodology/approach To explore the association between determinants of job satisfaction and decisions to leave, a survey was developed based on a literature review of determinants of job satisfaction. The survey was sent to both current and former Swedish audit assistants. The subsequent analysis was based on 231 complete surveys, of which 78 were from former audit assistants. Findings The main finding of this study is that there is a negative association between the choice to leave the profession and audit assistants’ perceptions of the profession and between the choice to leave and work-life balance. Another finding was that met expectations and Big 4 were found to be positively associated with career change. Originality/value By approaching both current and former audit assistants, this study contributes to the literature on audit employee turnover by exploring determinants of actual career change, rather than turnover intentions. It also contributes by identifying and testing a variable not previously used as a determinant of job satisfaction, namely, perceptions of the audit profession.

Download Full-text

Relationships among diversity attitudes, job satisfaction, and turnover intentions

PsycEXTRA Dataset ◽

10.1037/e518442013-601 ◽

2008 ◽

Author(s):

Yueh-Chun Kang

Keyword(s):

Job Satisfaction ◽

Turnover Intentions

Download Full-text

Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

International Journal of Emerging Research in Management and Technology ◽

10.23956/ijermt.v6i10.74 ◽

2017 ◽

Vol 6 (10) ◽

pp. 105

Author(s):

Basma Kashmoola ◽

Fais Ahmad ◽

Yeoh Khar Kheng

Keyword(s):

Job Satisfaction ◽

United Arab Emirates ◽

Intent To Leave ◽

Supply And Demand ◽

Intention To Leave ◽

Work Load ◽

Tourism Industry ◽

Medium Size ◽

Construction Companies ◽

Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000. In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry. The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention. To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies. Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

Download Full-text

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL ◽

10.24191/abrij.v5i1.9998 ◽

2019 ◽

Vol 5 (1) ◽

pp. 124

Author(s):

Mohamed Buhari Mufitha ◽

Su Teng Lee ◽

Chen Chen Yong

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Turnover Intentions ◽

Equation Model ◽

Professional Commitment ◽

Turnover Rates ◽

It Professionals ◽

Professional Advancement ◽

Software Engineers ◽

Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

Download Full-text

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

European Journal of Multidisciplinary Studies ◽

10.26417/ejms.v5i1.p370-383 ◽

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.

Download Full-text

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

Management Insight - The Journal of Incisive Analysers ◽

10.21844/mijia.v12i02.6974 ◽

2016 ◽

Vol 12 (02) ◽

Cited By ~ 1

Author(s):

Reeta Yadav

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intentions ◽

Research Work ◽

Citizenship Behavior ◽

Future Research ◽

Antecedents And Consequences ◽

And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

Download Full-text