Should I stay or should I go? The antecedents of turnover intention among police personnel

2020 ◽  
Vol 19 (1) ◽  
pp. 1-14 ◽  
Author(s):  
Fauzia Jabeen ◽  
Maryam Al Hashmi ◽  
Vinita Mishra
Keyword(s):  
United Arab Emirates ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Middle Eastern ◽  
Equation Modeling ◽  
Content Type ◽  
Police Personnel ◽  
Personnel Turnover

Purpose This study aims to explore the antecedents that may lead to turnover intentions among police personnel in the United Arab Emirates. Design/methodology/approach The data were collected from police personnel (n = 176) through a questionnaire survey, and structural equation modeling was used to test the relationships. Findings The findings revealed that the work-family conflict and job autonomy significantly correlate with turnover intentions. Alternatively, perceived organizational support does not predict turnover intentions. Research limitations/implications This research is limited by the study’s subjective assessment of police personnel turnover intentions through self-reported questionnaires. It provides implications for policymakers, organizational behavioral experts and those interested in formulating effective strategies to reduce turnover among police personnel. Originality/value This study offers a novel context as it assesses police personnel in an emerging Middle Eastern country. It provides insights to policymakers and academia concerning the factors strongly linked with police personnel turnover intentions and will help them formulate strategies for improving personnel satisfaction and advancing relationships between police and the community.

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.

Protecting healthcare through organizational support to reduce turnover intention

2018 ◽  
Vol 11 (1) ◽  
pp. 4-12 ◽  
Author(s):  
Talat Islam ◽  
Ghulam Ali ◽  
Ishfaq Ahmed
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type

Purpose Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps nurses to reduce their turnover intention (TI). Design/methodology/approach Data from 324 nurses were collected using a questionnaire-based survey on the basis of a convenience sampling technique. Findings The results generated using structural equation modeling have confirmed the mediating role of organizational commitment and citizenship behavior between perceived organizational support (POS) and TI. In addition, psychological contract (PC) breach was found to weaken the positive association between POS and citizenship behavior. Originality/value This study adds to the previous studies by incorporating organizational citizenship behavior as a mediator between POS and TI and PC breach as a moderator between POS and citizenship behavior using social exchange and job-demand-resource theories.

Modeling the impact of employee engagement and happiness on burnout and turnover intention among blue-collar workers at a manufacturing company

2019 ◽  
Vol 27 (2) ◽  
pp. 499-516 ◽  
Author(s):  
Nivethitha Santhanam ◽  
Sharan Srinivas
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Blue Collar ◽  
Equation Modeling ◽  
Content Type ◽  
Blue Collar Workers ◽  
Manufacturing Facilities ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention. Design/methodology/approach The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS. Findings The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males. Practical implications The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment. Originality/value This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.

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.

scholarly journals The interaction between supportive and unsupportive manager behaviors on employee work attitudes

2016 ◽  
Vol 45 (6) ◽  
pp. 1386-1402 ◽  
Author(s):  
Kevin Rui-Han Teoh ◽  
Iain Coyne ◽  
Dwayne Devonish ◽  
Phil Leather ◽  
Antonio Zarola
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Online Survey ◽  
Turnover Intentions ◽  
Good Practice ◽  
Equation Modeling ◽  
Content Type ◽  
Manager Behaviors

Purpose The purpose of this paper is to use social exchange theory (SET) to examine a model where supportive and unsupportive manager behaviors (SMB and UMB) interact to predict employees’ engagement, job satisfaction and turnover intention. Design/methodology/approach A cross-sectional online survey collected data from 252 UK-based employees of a global data management company. Findings Factor analysis confirmed manager behaviors to consist of two constructs: supportive and unsupportive behaviors. Structural equation modeling indicated SMB predicted job satisfaction and turnover intentions, but not engagement. Job satisfaction, but not engagement, mediated the SMB-turnover intention relationship. UMB only predicted job dissatisfaction. Neither job satisfaction nor engagement mediated the UMB-turnover intention relationship. UMB undermined the positive relationship between SMB and turnover intention. Practical implications The behaviors assessed can be integrated into various stages of a manager’s development process to serve as guidelines of good practice. Crucially, findings suggest managers can exhibit both supportive and unsupportive behaviors, and that consistency in behaviors is important. The study also provides evidence that supportive managers can help reduce turnover intention through job satisfaction. Originality/value SET was used as a framework for SMB, UMB and engagement. To the authors’ knowledge this is the first study to examine the interaction between SMB and UMB.

Are leaders defined by followers? Role of follower’s ILT and the mediating influence of LMX on follower outcomes

2016 ◽  
Vol 3 (1) ◽  
pp. 43-69 ◽  
Author(s):  
Doug L Rahn ◽  
I.M. Jawahar ◽  
Alex J. Scrimpshire ◽  
Thomas Stone
Keyword(s):  
Organizational Support ◽  
Organizational Identification ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Strong Support ◽  
Active Role ◽  
Equation Modeling ◽  
Research Model ◽  
Content Type

Purpose – The purpose of this paper is to cast followers in an active role, and proposes a research model in which follower’s implicit leadership theory (ILT) congruence (ILT congruence) influences perceptions of transformational leadership (TL) and the quality of leader-member exchange (LMX) relationship. In addition, the authors expect LMX to mediate the influence of ILT congruence and TL on outcomes. Design/methodology/approach – The research model was tested with data collected at three different points in time from 210 newly hired employees. Results of structural equation modeling provided strong support for the overall model. Findings – This study focussed on extending the understanding of leader-follower relationships. First, ILTs measured on the first day of employment shaped new entrants’ perceptions of TL measured 30 days after date of hire. Second, both ILT congruence and TL influenced the quality of LMX measured approximately 90 days from followers’ date of hire. As expected, LMX fully mediated the influence of ILT congruence and perceptions of TL on the dependent variables of turnover intentions, organizational identification and perceived organizational support (POS). Practical implications – Organizations should focus on measuring and developing LMX quality during the early phases of a follower’s socialization into the organization. Consistent with other research (Erdogan and Liden, 2002), LMX was a significant predictor of turnover intentions, organizational identification, and POS. Given the cost of turnover, organizations focussed on developing high quality LMX relationships could realize dramatic results. Originality/value – This study extends prior research by showing LMX fully mediates the influence of followers’ ILTs and transformational leader behaviors on POS, organizational identification and turnover intentions. By using data collected at three points in time from new employees, the authors demonstrated the effect of ILT congruence on the early development of LMX. Additionally, the results showed high ILT congruence leads followers to perceive their leaders as more transformational. Finally, data show the effects of ILT congruence and TL perceptions on turnover intentions, POS and organizational identification were fully mediated by LMX.

A model of workplace incivility, job burnout, turnover intentions, and job performance

2016 ◽  
Vol 35 (10) ◽  
pp. 1255-1265 ◽  
Author(s):  
Afzalur Rahim ◽  
Dana M. Cosby
Keyword(s):  
Job Performance ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Job Burnout ◽  
Equation Modeling ◽  
Survey Method ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to determine the relationships among workplace incivility, job burnout, turnover intentions, and job performance. Design/methodology/approach The authors used a dyad survey method to collect data. Structural equation modeling was employed to analyze the data. Findings Results showed that job burnout mediated the relationship between workplace incivility and turnover intention and that workplace incivility was negatively associated with job performance. In other words, participants experiencing higher levels of incivility reported greater levels of job burnout and subsequent increased turnover intention and lower levels of job performance. Originality/value The authors can find no other research that examines the relationship between workplace incivility and job performance.

Organizational support

2017 ◽  
Vol 39 (7) ◽  
pp. 918-934 ◽  
Author(s):  
Xiaoqian Ye ◽  
Ling Li ◽  
Xuejun Tan
Keyword(s):  
Multinational Corporations ◽  
Organizational Support ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Causal Explanations ◽  
Perceived Overqualification

Purpose Drawing on recent literature and empirical data, the purpose of this paper is to explore the relationships between perceived organizational support (POS), perceived overqualification (POQ) and turnover intentions (TI) in repatriates working in multinational corporations (MNCs). Design/methodology/approach Survey data were collected from 145 repatriates who had been contacted beforehand from MNCs in China. Structural equation modeling and hierarchical regression are used to examine the data. Findings It is shown that POQ and POS both affect repatriates TI, with POQ having the stronger effect, while POS plays a mediatory role between POQ and TI. Specifically, under the same POQ, repatriates TI will decrease as the POS increases. Research limitations/implications The study design is cross-sectional and based on self-reporting, which makes causal explanations of the results difficult. Practical implications POQ and POS are both shown to influence TI, with POQ having the greater effect. This means managers can offset the effect of repatriates POQ on TI by providing better support and assistance, which can help MNCs reduce repatriates TI and retain employees. Originality/value This paper examines the antecedents of TI, and adds valuable new insights to the literature on repatriation through its research data, offering further evidence that managers in transnational corporations should pay more attention to organizational support policy on repatriates in order to reduce their turnover.

The influence of fair supervision on employees’ emotional exhaustion and turnover intentions

2019 ◽  
Vol 42 (9) ◽  
pp. 1116-1132
Author(s):  
Ivy Kyei-Poku
Keyword(s):  
Distributive Justice ◽  
Emotional Exhaustion ◽  
Organizational Support ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Business Practices ◽  
Content Type ◽  
Mediating Mechanisms

PurposeDespite the importance of interactional fairness, it has been assessed less frequently in literature than has procedural and distributive justice. The effects of interactional fairness are at times stronger than the effects for procedural and distributive fairness, given that supervisors are prominent in any workplace environment and the chief source for interpreting information related to matters such as suitable business practices and goals needed by organizations. This study aims to examine the mediating mechanisms through which interactional justice influences emotional exhaustion and turnover intentions. Specifically, the hypothesis proposes that perceived organizational support and a sense of belongingness simultaneously mediates the relationship between interactional justice and emotional exhaustion, which in turn affects withdrawal cognitions.Design/methodology/approachThe author draws on the literature and studies on the link between organizational justice, stress and turnover to develop the hypotheses, collecting data from 141 employees of different organizations and occupations.FindingsResults of partial least squares structural equation modeling and Preacher and Hayes’ (2004) bootstrapping approach reveal that interactional justice is significantly positively associated with perceptions of organizational support and belongingness, which in turn is negatively associated with emotional exhaustion.Research limitations/implicationsInteractionally fair treatment engenders perceptions of organizational support and heightens a sense of belongingness, subsequently reducing the burden of physical and emotional fatigue on individuals and thereby freeing employees from engaging in turnover cognitions.Practical implicationsThe study underscores the importance of fair supervisors. Results suggest that fair supervisors help employees estimate the extent to which their organization is supportive. In addition, fair supervisors reassure subordinates that they are valued, which in turn lessens the experience of emotional exhaustion, giving organizations a competitive advantage due to the more favorable behavioral intentions held by employees.Originality/valueInteractional justice has been assessed less frequently in literature than has procedural and distributive justice. Research has overlooked the underlying process of how interactional justice reactions might motivate emotional exhaustion and turnover intentions responses. Thus, this study identifies an expanded group of mediators that link interactional justice to emotional exhaustion and turnover intentions.

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

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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