scholarly journals Effectiveness Of Supervision On Work Engagement And Turnover Intention Of Care Managers in Japan

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 850-851
Author(s):  
Ryosuke Hata
Keyword(s):  
Work Engagement ◽  
Assisted Living ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Group Supervision ◽  
High Turnover ◽  
Term Care ◽  
Positive Effects ◽  
Individual Supervision ◽  
Care Managers

Abstract In Japan, care managers engage frail older adults to support their assisted living in long term care insurance system. However, due to the lack of some or all supervision, many care managers face problems such as low work engagement and high turnover rate. This study aims to examine what types of supervision have positive effects on work engagement and turnover intensions of care managers in Japan. The sample of 241 care managers were asked whether they have received individual supervision in the workplace (ISVW), individual supervision in the community (ISVC), group supervision in the workplace (GSVW), or group supervision in the community (GSVC). Independent samples t-tests and one-way ANOVAs were conducted to examine the effectiveness of each types of supervision on work engagement and turnover intension. T-tests showed that only GSVW was significantly related to work engagement (t=-2.06, p<0.05). Whereas, only ISVW had a significant effect on turnover intensions (t=2.37, p<0.05). One-way ANOVAs revealed that 28 care managers receiving GSV had significantly higher work engagement than 92 care managers who did not receive any SV (F=5.33, p<0.01). 40 care managers receiving both ISV and GSV showed significantly lower turnover intentions than 92 care managers who received neither ISV nor GSV (F=2.84, p<0.05). Since the results have implications for the importance of supervisions to enhance work engagement or to reduce turnover intension of care managers, a larger sample will need to confirm these effects.

The effects of authentic leadership on turnover intention

2015 ◽  
Vol 36 (8) ◽  
pp. 955-971 ◽  
Author(s):  
Garazi Azanza ◽  
Juan A. Moriano ◽  
Fernando Molero ◽  
Jean-Pierre Lévy Mangin
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Turnover Intentions ◽  
Work Group ◽  
Group Identification ◽  
Equation Modeling ◽  
Content Type ◽  
Positive Effects

Purpose – The purpose of this paper is to examine the relationship between employees’ perception of authentic leadership and their turnover intention as mediated by employees’ work-group identification (WID) and work engagement. Design/methodology/approach – Structural equation modeling was used to analyze the data from 623 Spanish employees. Findings – Results show that authentic leadership has a negative effect on turnover intention and positive effects on work engagement and WID. The direct relationship between authentic leadership and turnover intention was found to be partially mediated by employees’ work engagement. Practical implications – One of the strongest implications that may be drawn from this study is that authentic leaders can influence employees’ turnover intentions by positively enhancing their engagement. Thus, the study highlights authentic leadership as a key element for retaining valuable employees through the promotion of employees’ work engagement. Originality/value – To the authors’ knowledge, this study is the first to analyze the association between authentic leadership and turnover intention and the meditational effect of work engagement and WID.

Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator

2017 ◽  
Vol 121 (2) ◽  
pp. 375-392 ◽  
Author(s):  
Melinde Coetzee ◽  
Jeannette van Dyk
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Social Cognitive ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
High Turnover ◽  
Cross Sectional

Employees’ turnover intentions may entail expensive consequences for companies. The study examined the mediating effect of work engagement in the relationship between workplace bullying and turnover intention. Using a cross-sectional sample of 373 employees, structural equation modeling and mediation analysis showed that perceptions of work- and person-related bullying were linked to low levels of vigor and dedication which in turn were associated with high turnover intention. Work engagement partially mediated the effect of high workplace bullying on high turnover intention. The results were interpreted from a social cognitive perspective and recommendations for practice were made.

scholarly journals Predictor of Turnover Intention of Register Nurses: Job Satisfaction or Work Engagement?

2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Yolanda Edwards-Dandridge ◽  
Brandon D Simmons ◽  
Douglas G Campbell
Keyword(s):  
Job Satisfaction ◽  
New York ◽  
Registered Nurses ◽  
Work Engagement ◽  
Turnover Intention ◽  
The Body ◽  
Full Time ◽  
Healthcare Organizations ◽  
High Turnover ◽  
Nurse Turnover

Both employee job satisfaction (JS) and employee work engagement (WE) have been examined as possible predictors of employees’ intention to voluntarily leave a specific job or company, known as turnover intention (TI). While the body of knowledge has grown concerning the nature of TI, there remains the unsettled question of which of the two concepts most accurately predicates TI. The high turnover rate of registered nurses (RNs) in hospitals in the U.S. presented an opportunity to examine if JS and WE predict, and to what degree, among RNs. For this quantitative correlational research probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, <em>F</em> (5,154) = 12.008, <em>p</em> R<sup>2</sup> = 287.The findings indicate that leaders of healthcare organizations, might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, TI may be lower by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a more satisfying workplace. A more stable RN workforce could reduce healthcare disruptions in communities.

scholarly journals The moderating impact of resilience on the relationship between workplace incivility and turnover intentions: a proposed study in Dubai retail SME’s

2017 ◽  
Vol 1 (1) ◽  
pp. 236-243
Author(s):  
Yasin Shahryari ◽  
Kamarul Zaman Ahmad
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
High Turnover ◽  
Mediating Role ◽  
Employee Turnover Intention

This is a theoretical paper that aims to explore the determinants of employee turnover intention among retail SMEs in Dubai in terms of incivility (customer, coworker, supervisor) and the mediating role of emotional exhaustion with the moderating effect of resilience. The retail industry in Dubai will be one of the main beneficiaries of the study since it appears that they suffer high turnover intention and cost. Managements and owners of retail SMEs in Dubai would be able to get a better idea of the determinants of employee turnover intention and workplace incivility through the analysis and recommendations developed by the research. Data would be gathered from participants (i.e. employees of retail SMEs in Dubai) who have direct contact with customers, coworkers and supervisors/ management. Viewed in this manner, data gathered would be analyzed in two stages, using descriptive statistics and structural equation modeling using computer software including, SPSS/STATA, AMOS/ Smart-PLS. This paper would elaborate the literature on turnover intention and incivility Subsequently, the research will illustrate the mediating role emotional exhaustion and the moderation effect of resilience among retail SMEs employees in Dubai. Keywords: Incivility, Turnover intentions, Resilience, SMEs

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

scholarly journals PENGARUH WORK – LIFE BALANCE, KEPUASAN KERJA DAN WORK ENGAGEMENT TERHADAP TURNOVER INTENTIONS DENGAN MENTORING SEBAGAI VARIABEL MODERATING PADA KARYAWAN HOTEL DAFAM SEMARANG

2019 ◽  
Vol 12 (1) ◽  
pp. 17
Author(s):  
Bernardus Ferry Wahyu Laksono ◽  
Paulus Wardoyo
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Font Size ◽  
High Turnover ◽  
Life Balance

<div>Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work – life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work – life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.</div><div>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</div><div>Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work – Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang. </div><div> </div><div> </div><div><div>Turnover intentions are avoided by an organization, because the turnover phenomenon has significant costs and other negative consequences for each organization. This study wanted to know the effect of work-life balance, job satisfaction, work engagement on turnover intentions, and also the effect of work-life balance, job satisfaction, work engagement which was moderated by mentoring towards turnover intentions.</div><div>The research method used is to use a quantitative approach. The method of data collection in this study is the questionnaire method, and the scale of data collection with the Likert scale. The data is then analyzed using the smart-PLS version 3.2.7 application.</div><div>There is a significant negative effect of each independent variable. This shows that each variable both Work - Life Balance, Job Satisfaction, Work Engagement, and Mentoring have contributed to suppressing the high turnover intensity at Dafam Hotel Semarang.</div></div><h1><em>Turnover intentions</em> merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> terhadap <em>turnover intentions</em>, dan juga pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> yang dimoderasi oleh <em>mentoring</em> terhadap <em>turnover intentions</em>.</h1><h1>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala<em> likert</em>. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</h1><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: 'Arno Pro','serif'; mso-fareast-font-family: Calibri; mso-bidi-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;" lang="EN-US">Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik <em>Work – Life Balance</em>, Kepuasan Kerja, <em>Work Engagement</em>, dan <em>Mentoring</em> telah berkontribusi menekan tingginya <em>Turnover Intentions</em> di Hotel Dafam Semarang. </span>

scholarly journals Moderating emotional intelligence and religiusity on the effect of burnout on turnover intentions of tax consultant employees in Bali

2022 ◽  
Vol 6 ◽  
Author(s):  
Luh Citra Wirya Astuti ◽  
A A N B Dwirandra ◽  
Ida Bagus Putra Astika ◽  
I Gde Ary Wirajaya
Keyword(s):  
Emotional Intelligence ◽  
Data Analysis ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
High Turnover ◽  
Moderating Variables ◽  
Data Analysis Technique ◽  
Analysis Technique ◽  
High Emotional Intelligence

The purpose of this study was to analyze the effect of burnout on the turnover intentions of tax consultant employees in Bali with emotional intelligence and religiosity as moderating variables. The location of the research was carried out at the Tax Consultant Office in the Bali Region as a representation of the Tax Consultant Office in Indonesia, which was registered with the Indonesian Tax Consultant Association (IKPI) in 2021 which was obtained through the websitewww.ikpi.or.id. The population in this study are all employees who work at the Tax Consultant Office registered at IKPI Bali Branch. The data analysis technique used the MRA test. The results of the study indicate that burnout has a positive and significant effect on turnover intention or in other words, increased burnout will increase turnover intention. The higher emotional intelligence is not able to reduce the high turnover intention due to the increased burnout of tax consultant employees. The interaction between burnout and emotional intelligence has a negative and significant effect on turnover intention or in other words, high emotional intelligence will reduce turnover intention due to increased burnout.

scholarly journals Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study

2014 ◽  
Vol 14 (1) ◽  
Author(s):  
Ndayiziveyi Takawira ◽  
Melinde Coetzee ◽  
Dries Schreuder
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Work Engagement ◽  
Turnover Intention ◽  
Academic Staff ◽  
Education Institution ◽  
Job Embeddedness ◽  
High Turnover ◽  
Cross Sectional ◽  
Managerial Implications

Orientation: The world economy is becoming increasingly knowledge driven, and intellectual capital is now considered as a human resource that affords organisations a competitive advantage. A high turnover rate in higher education and the importance of retaining staff are concerns that have resulted in increased interest in psychological variables, such as job embeddedness and work engagement that may influence employee retention.Research purpose: The objective of this study was to explore the relationship between job embeddedness, work engagement and turnover intention of staff in a higher education institution.Motivation for the study: Research on how employees’ job embeddedness and work engagement influence their turnover intention is important in the light of organisational concerns about retaining knowledgeable staff in the current higher education environment.Research design, approach and method: A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 153) of academic and non-academic staff in a South African higher education institution.Main findings: Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisational links and dedication significantly and negatively predict turnover intention.Practical/managerial implications: When designing retention strategies, management and human resource practitioners need to recognise how job embeddedness and work engagement influence the turnover intention of higher education staff.Contribution: These findings contribute valuable new knowledge that can be applied in the retention of staff in the higher education environment.

Job and Work Environment Predictors of Turnover Intention in Long-Term Care Facilities

2002 ◽  
Vol 46 (15) ◽  
pp. 1399-1403
Author(s):  
Ben-Tzion Karsh ◽  
Bridget Booske ◽  
Francois Sainfort
Keyword(s):  
Quality Improvement ◽  
Nursing Home ◽  
Nursing Homes ◽  
Work Environment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Organization ◽  
Specific Work ◽  
Term Care

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement (QI) activities, and facility quality improvement environment predicted turnover intention in nursing homes. 6584 nursing home employees from seventy-six nursing homes in a midwestern state participated. A self-administered survey was used to collect the data. The results suggest that specific work organization factors, such as workload and work scheduling, can be manipulated to affect turnover intentions. The implications for retaining nursing home employees are discussed.

The moderating role of tenure on the effects of job insecurity and employability on turnover intentions and absenteeism

2019 ◽  
Vol 32 (3) ◽  
pp. 305-325
Author(s):  
Federico R. León ◽  
Oswaldo Morales
Keyword(s):  
Turnover Intention ◽  
Linear Models ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Call Centre ◽  
Job Tenure ◽  
High Turnover ◽  
Content Type ◽  
Intact Group

Purpose The purpose of this paper is to provide evidence on the role of tenure as a moderator of the effects of job insecurity (JI) and employability on turnover intentions and absenteeism and will demonstrate its importance in personnel research and theorization. Design/methodology/approach Data from a sample of client service representatives of a Peruvian call centre (n=268) were analysed. Tests of hypotheses targeted the intact group as a whole and divided into short (3–10 months), medium (11–14 months) and long job tenure groups (15–37 months). Findings Results of general linear models revealed that the effects of JI on turnover intention observed in the intact group were aligned with those seen within each of the tenure groups. However, this was not the case for the effects of JI on absenteeism or the effects of employability on turnover intention and absenteeism. A comparison of results of various regression models indicated that the effects of JI and employability on absenteeism differed in meaningful ways across the intact group and the tenure groups. Research limitations/implications The evidence does not reveal whether the observed differences stem from dynamic personnel selection processes or whether they express different relationships between the variables at various stages of an employee’s trajectory in an organization. Practical implications Human resource managers at call centres will be stimulated to re-evaluate the costs and benefits of promoting tenure, and journal editors will have to consider requesting the inclusion of tenure as a variable in studies focussing on organizations with high turnover. Originality/value This study is the first to prove that the effects of JI and employability on turnover intention and absenteeism vary across job tenure levels. It also shows the importance of addressing tenure in personnel research and theorization.

Sign in / Sign up

Export Citation Format

Share Document