Review: Job satisfaction and intentions to leave of new nurses

2011 ◽  
Vol 16 (6) ◽  
pp. 549-550 ◽  
Author(s):  
Maja Djukic
Keyword(s):  
Job Satisfaction ◽  
New Nurses ◽  
Intentions To Leave

Job satisfaction and intentions to leave of new nurses

2011 ◽  
Vol 16 (6) ◽  
pp. 536-548 ◽  
Author(s):  
Jessica Peterson ◽  
Linda McGillis Hall ◽  
Linda O'Brien-Pallas ◽  
Rhonda Cockerill
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Self Efficacy ◽  
Job Demands ◽  
Intention To Leave ◽  
Cross Sectional ◽  
New Nurses ◽  
Intentions To Leave ◽  
New Graduates ◽  
Newly Graduated Nurses

Turnover of newly graduated nurses is of significant concern. There are continuing reports that new graduates struggle during the transition to the work setting. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job satisfaction and intention to leave of new nurses utilising Karasek's Job Demands-Control-Support model. A cross-sectional mailed survey was used to gather data. The sample comprised 232 new nurses working in acute care in Canada. Job demands, social support from both supervisors and coworkers and self-efficacy were significantly related to job dissatisfaction, while demands and support from coworkers were related to intention to leave the job. Identifying factors that contribute to the job satisfaction and intentions to leave of new nurses is a first step in developing interventions to assist nurses who are just beginning their careers.

The influence of job characteristics on IT and non-IT job professional’s turnover intentions

2015 ◽  
Vol 34 (6) ◽  
pp. 715-728 ◽  
Author(s):  
Aareni A Uruthirapathy ◽  
Gerald G. Grant
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Small Sample ◽  
Advisory Group ◽  
Shared Services ◽  
It Professionals ◽  
Job Outcomes ◽  
Content Type ◽  
Intentions To Leave

Purpose – Information technology (IT) professionals and their intentions to leave an organization have been studied by researchers; however, these studies do not compare the turnover intentions of IT professionals with non-IT professionals from the same institution. The purpose of this paper is to examine how IT and non-IT job professionals relate to motivational and social job characteristics and their impact on job satisfaction, job performance and turnover intentions. Design/methodology/approach – Data were collected from IT-shared services employees through a survey and quantitative analyses were performed. Findings – Among the motivational job characteristics, IT professionals experienced greater task significance than the non-IT job holders. With social job characteristics, IT professionals had greater outside interaction than the non-IT professionals. However, the non-IT professionals had greater intentions to leave the IT organization than the IT professionals. Additionally, the study examined the differences of the job characteristics and job outcomes among transactional, transformational, and professional advisory work groups. The professionals and advisory group differed from the other groups in terms of feedback from the job, job satisfaction, and turnover intentions. Research limitations/implications – The findings are based on a small sample. However, it highlights some unique differences in how IT and non-IT job occupants perceive job characteristics and job outcomes. Originality/value – This study compares job characteristics and job outcomes of IT and non-IT job occupations in the same IT work environment.

scholarly journals Manajemen Retensi dalam Upaya Mempertahankan Karyawan melalui Dorongan Kepuasan dan Komitmen

2019 ◽  
Vol 9 (2) ◽  
pp. 87-98
Author(s):  
RIZA BAHTIAR SULISTYAN ◽  
Emmy Ermawati ◽  
Kurniawan Yunus Ariyono
Keyword(s):  
Job Satisfaction ◽  
Conceptual Model ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
Employee Commitment ◽  
Intention To Leave ◽  
Intentions To Leave ◽  
Retention Management

Special attention needs to be paid by the company regarding the employee's intention to leave the organization. The purpose of this study is to develop a conceptual model to prove empirically how retention management can encourage job satisfaction and commitment so that employees do not intend to leave the organization. As many as 36 account officers in Lumajang Regency are willing to become respondents. The approach used is PLS. The results showed that retention management and employee satisfaction were directly able to reduce employee intentions to leave the organization. Employee commitment has not been able to reduce the intention of employees to leave the organization. It is more important to improve the management of employee retention and job satisfaction than their commitment as an effort to minimize the intention of employees leaving the organization.

Sign in / Sign up

Export Citation Format

Share Document