scholarly journals Turnover intentions, training and motivations among Australian union staff

2021 ◽  
pp. 0143831X2110172
Author(s):  
Nick Brander-Peetz ◽  
David Peetz ◽  
Paula Brough
Keyword(s):  
Online Survey ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Intention To Leave ◽  
Theory And Practice ◽  
Organisational Support ◽  
Intrinsic Motivations ◽  
Perceived Organisational Support ◽  
The Impact ◽  
Labour Market Mobility

Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

scholarly journals Investigating the impact of a combined approach of perceived organisational support for strengths use and deficit correction on employee outcomes

2018 ◽  
Vol 16 ◽  
Author(s):  
Crizelle Els ◽  
Karina Mostert ◽  
Marianne Van Woerkom
Keyword(s):  
Job Satisfaction ◽  
Empirical Evidence ◽  
Work Engagement ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Combined Approach ◽  
Strengths Use ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact

Orientation: The positive psychology paradigm suggests a balanced focus on employee strengths and deficits. However, an overemphasis on strengths has raised questions regarding the value of a focus on strengths use, deficit improvement or a combined approach with a balanced focus on both.Research purpose: The primary objective was to examine whether perceived organisational support (POS) for strengths use, POS for deficit improvement or a combined approach would be the strongest predictor of work engagement, learning, job satisfaction and turnover intention.Motivation for the study: In the literature, there is little empirical evidence to support an approach where both employees’ strengths are used and their deficits improved.Research design, approach and method: This study was conducted among 266 teachers from four public schools in the Western Cape. A cross-sectional survey design was used.Main findings: The results suggest that both strengths use and deficit improvement are important predictors of work engagement, learning, job satisfaction and turnover intention. Learning was higher and turnover intention lower for individuals experiencing a combined approach compared to those believing that their school did not support them in either using their strengths or improving their deficits. Furthermore, a combined approach was associated with higher job satisfaction than a strengths-based approach, and a deficit-based approach was shown to be associated with higher levels of work engagement and lower turnover intentions compared to an environment where neither employees’ strengths nor deficits were addressed.Practical or managerial implications: The results urge organisations to invest an equal amount of resources in their employees’ strengths and deficits, as opposed to neglecting either one. Such a combined approach may be associated with increased work engagement, learning and job satisfaction and lower turnover intention.Contribution: This study provides empirical evidence that supports a combined approach where both employees’ strengths are used and their deficits developed.

Management, bullying and the work outcomes of Australian paramilitary

2016 ◽  
Vol 50 (3) ◽  
pp. 341-359 ◽  
Author(s):  
Yvonne Brunetto ◽  
Matthew Xerri ◽  
Kate Shacklock ◽  
Ben Farr-Wharton ◽  
Rod Farr-Wharton
Keyword(s):  
Police Officers ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Self Report ◽  
Work Outcomes ◽  
Psychological Wellbeing ◽  
Management Support ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact

This study compared the impact of perceived organisational support from management upon bullying of soldiers and police officers and their work outcomes (wellbeing, affective commitment and turnover intentions). Data from self-report surveys from 99 army personnel and 193 police officers were analysed using SEM. The results indicate that significant paths between most variables and perceived organisational support explained 6% of bullying (comprising intimidation and personal attacks). Together, (a) perceived organisational support and bullying explained almost a third (28%) of psychological wellbeing, (b) perceived organisational support, bullying and psychological wellbeing explained over two-thirds (68%) of affective commitment, and (c) bullying and affective commitment explained over half (53%) of turnover intentions. Also, bullying partially mediated the relationship between perceived organisational support and affective commitment. There were no significant differences between the two cohorts, except for perceived organisational support from management. Implications include that soldiers and police officers are likely to experience better workplace performance if management support is improved. Both soldiers and police undertake emotionally difficult tasks at times, and without adequate support, the stress of their jobs is likely to negatively impact their wellbeing and commitment. Poor perceived management support is not sustainable in the long-term without negative employee consequences.

Exploring donor's intention in charitable crowdfunding: intrinsic and extrinsic motivations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yuangao Chen ◽  
Ruyi Dai ◽  
Lu Wang ◽  
Shuiqing Yang ◽  
Yixiao Li ◽  
...  
Keyword(s):  
Structural Equation ◽  
Online Survey ◽  
Ease Of Use ◽  
Theory And Practice ◽  
Self Determination ◽  
Equation Modeling ◽  
Perceived Ease Of Use ◽  
Content Type ◽  
Positive Effects ◽  
Intrinsic Motivations

PurposeThis study adopts self-determination theory and stimulus-organism-response framework to develop a model that explores the motivations of such donors by considering their self-determination needs and extrinsic and intrinsic motivations.Design/methodology/approachBased on online survey data collected from 436 crowdfunding donors in China, this study follows a structural equation modeling analysis to test hypotheses.FindingsThe results indicate that perceived ease of use, perceived self-efficacy and social connection have positive effects on the donation intentions of backers through a combination of extrinsic and intrinsic motivations.Originality/valueThe findings shed light on various extrinsic and intrinsic motivations advancing knowledge of individual fund motivation in donation-based crowdfunding and provide guidelines for the development of donation-based crowdfunding theory and practice.

scholarly journals Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

2018 ◽  
Vol 49 (4) ◽  
pp. 482-494 ◽  
Author(s):  
Meghna Sabharwal ◽  
Helisse Levine ◽  
Maria D’Agostino ◽  
Tiffany Nguyen
Keyword(s):  
Federal Government ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Theory And Practice ◽  
Turnover Rates ◽  
Workplace Practices ◽  
The Impact ◽  
The U.S ◽  
Workplace Inclusion ◽  
The Invisible

The federal government lags behind in progressive civil rights policies in regard to universal workplace antidiscrimination laws for lesbian, gay, bisexual, and transgender (LGBT) Americans. The slow progress matters to inclusionary workplace practices and the theory and practice of public administration generally, as recognition of LGBT rights and protection are constitutive of representative bureaucracy and promoting social equity. This study examines the turnover intention rates of self-identified LGBT employees in the U.S. federal government. Using the Office of Personnel Management’s inclusion quotient (IQ), and 2015 Federal Employee Viewpoint Survey (FEVS), we identify links in the relationships between workplace inclusion and turnover outcomes among LGBT individuals. We also examine the impact of agency type on LGBT turnover rates based on Lowi’s agency classification type. Key findings suggest that LGBT employees express higher turnover intentions than those that identify as heterosexuals/straight, and LGBT employees who perceive their agencies as redistributive or communal are less likely to experience turnover intentions. However, an open and supportive workplace environment had a positive impact on turnover, suggesting that to implement effective structural change in an organization’s culture of inclusion, public sector managers must do more than merely “talk the talk.” This finding is also suggestive of LGBT employees’ desire to avoid the stigma of being LGBT and hide their identities. Institutions must heed the invisible and visible identities of their employees to be truly inclusive. Workplace practices that acknowledge the invisible and visible identities of their employees are a positive step toward real workplace inclusion.

scholarly journals Evaluating the integration of research-based internship with sustainable environmental thinking

2021 ◽  
Vol 881 (1) ◽  
pp. 012014
Author(s):  
F Septiandiani ◽  
A Nurzukhrufa ◽  
H Munirwan ◽  
A Setiawan
Keyword(s):  
Learning Process ◽  
Environmental Sustainability ◽  
Online Survey ◽  
Theory And Practice ◽  
Exploratory Research ◽  
Research Project ◽  
Study Program ◽  
Institute Of Technology ◽  
Environment Sustainability ◽  
The Impact

Abstract The integration of theory and practice in the learning process has become the foundation of architectural education. In learning a sustainable environment, direct involvement of students in the environment to increase awareness of sustainable development is fundamental. Internship is a learning process where students can develop themselves outside of lecture hours. The impact of the COVID-19 storm demanded new education methods in the learning process. The architecture study program of the Sumatra Institute of Technology (ITERA) has started an internship on a research project for the past 1 year. This paper aims to investigate the extent of students’ awareness in terms of environment sustainability while they undertake the research-based internship. While the research objectives are: to examine the attitude of students in delivering sustainable thinking; to investigate the sustainability knowledge that obtained by the students during the internship, and to acknowledge the student skills regarding environment sustainability thinking This exploratory research uses content analysis method and conduct an online survey from students involved in the internship. It is concluded that the internship through research project improve social skills, context analysis and environmental awareness, but there is a need for improvement in the delivery of lectures related to real strategies and implementation in realizing environmental sustainability.

scholarly journals The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees

2015 ◽  
Vol 31 (5) ◽  
pp. 1767 ◽  
Author(s):  
Liesel Du Plessis ◽  
Nicolene Barkhuizen ◽  
Karel Stanz ◽  
Nico Schutte
Keyword(s):  
Generation Y ◽  
Management Practices ◽  
Supervisor Support ◽  
Talent Management ◽  
Intention To Quit ◽  
Convenience Sample ◽  
Perceived Supervisor Support ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact

<p>Organisations are facing significant challenges to retain Generation Y employees. Research shows that, once these individuals are employed, they are not likely to remain in that position for very long. Organisations therefore need to find innovative solutions to retain this group of employees. The purpose of this research was to determine the causal relationship between management support towards talent management and the impact thereof on the turnover intentions of Generation Y employees. The Human Capital Index, Perceived Organisational Support Questionnaire, Perceived Organisational Support and Intention to Quit questionnaires were administered among a convenience sample of generation Y employees (N=135). The results showed that Perceived Organisational Support is significantly related to Talent management practices, Perceived Supervisor Support and Intention to Quit. Perceived Supervisor Support is significantly related to Talent management practices and Intention to Quit. Talent management practices are significantly related to intention to quit. Recommendations are made.</p>

scholarly journals Turnover Intentions and Job Hopping among Millennials in Serbia

2018 ◽  
Vol 24 (1) ◽  
pp. 53
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic
Keyword(s):  
Job Satisfaction ◽  
Generation Y ◽  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Research Question ◽  
Relevant Literature ◽  
Intention To Leave ◽  
Eastern European Countries ◽  
Core Idea

Research Question: The purpose of this paper is to determine whether the number of jobs the Millennial generation intend to change during their career is larger than that of previous generations; to compare the Millennials’ intention to leave their current job to the previous generations’, and also to examine the relation between the Millennials’ turnover intention and their job satisfaction. Motivation: Millennials keep their resumes updated and have a reputation to be job hoppers (Shaw & Fairhurst, 2008; Meier& Crocker, 2010). Moreover, their job hopping has been an unprecedented problem for the employers (Tulgan 2015) and they are reported to have higher turnover intention rate than other generations (Kowske, Rasch & Wiley 2013; Deloitte, 2011; Twenge, 2010; Sujansky & Ferri-Reed, 2009). Additionally, it is generally accepted that job satisfaction and employee turnover intention are negatively related (Mobley 1977; Susskind et al. 2000; Schwepker 2001). Having in mind a lack of relevant literature as well as research in Eastern European countries, our goal was to explore if the same can be concluded for the Millennials in Serbia. Idea: The core idea of this paper was to empirically evaluate the relationship between the stated variables. Data: The analysis was conducted during 2017 in Serbia using a questionnaire which was made in the form of an online survey and distributed by email and posted on social networking websites. A total of 802 valid responses were received. Tools: Statistical analyses of all collected data were used to draw conclusions. Findings: The results of the study confirmed that the intention of the respondents to change a larger number of jobs in their career increases as we move towards the youngest generation in the workplace. Generation Y was found to be the only generation that has a higher percentage of those who think that they will quit the current job in the next two years than those who expect the opposite. The analysis confirmed that turnover intention increases with job dissatisfaction - the greater their job satisfaction is, the less Millennials will want to change their current employer in the next two years. Contribution: This paper expands existing research related to the turnover intentions and job hopping of Millennials and provides recommendations for organizations for retaining the members of Generation Y.

scholarly journals Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis

2020 ◽  
Vol 12 (3) ◽  
pp. 954 ◽  
Author(s):  
Mehmet Nurettin Uğural ◽  
Heyecan Giritli ◽  
Mariusz Urbański
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Mediating Effect ◽  
The Self ◽  
Equation Modeling ◽  
Self Construal ◽  
The Impact

The voluntary turnover rate of qualified professionals is both a critical issue and a priority issue that affects organizations in different ways. The construction industry has a set of very specific and unique characteristics that demarcates it from all other sectors. This situation is related with strong precariousness and employee turnover, as well as the extensive practice of subcontracting. Furthermore, the construction sector, with its project-based production, is more vulnerable to voluntary turnover intention. Therefore, we aimed, in this study, to determine the key factors that contribute to the voluntary turnover intentions of qualified construction professionals. In this paper, the impact of individual-level value orientations on turnover intention in the construction settings, focusing on the mediating effect of external prestige and organizational identification, are investigated. Structural Equation Modeling (SEM) is employed to estimate the causal relationships between the turnover intention and other research variables. The analyses are based on questionnaire responses from 441 construction professionals living in Istanbul. The findings indicate that an individual difference in the self-construal is related to turnover intention indirectly by virtue of employees’ perceptions of organizational prestige. Organizational identification also partially mediated the relationship between the self-construal and the turnover intention.

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