Job Turnover Intentions Among Certified Pharmacy Technicians

2005 ◽  
Vol 45 (6) ◽  
pp. 676-683 ◽  
Author(s):  
Shane P. Desselle
Keyword(s):  
Turnover Intentions ◽  
Job Turnover ◽  
Pharmacy Technicians

scholarly journals A CONCEPTUAL STUDY OF JOB OPPORTUNITY IN JHARKAND

2021 ◽  
pp. 1-4
Author(s):  
Dr.Sanjay Prasad ◽  
Srinath Koley
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Turnover ◽  
Future Research ◽  
Oil Companies ◽  
Job Opportunity ◽  
Oil Sector ◽  
Conceptual Study ◽  
The Relationship

Job turnover has been a longstanding concern to academic researchers whereby numerous researchers have resulted in the classification of factors that cause turnover intentions among employees. Indian context has been well explored, but the literature remain scant on the issue in the context of Indian countries especially Libya. This study is an attempt to address the gap in literature and aimed at determining the relationship amid training, job satisfaction and alternative jobs on employee turnover in the Libyan oil sector. The correlation findings revealed that training has insignificant relationship with job turnover, whereas job satisfaction and alternative job are positively related to job turnover. Finally, recombination are made for future research and implications for Sail, Bhel and Many more oil companies to improve their practices. Performance. This discussion in literature provides the impetus to examine the relationship between training, job satisfaction, and job opportunity with job turnover in private Sectors. KEYWORDS: - job satisfaction, Sail, Bhel, turnover.

Workplace Support, Child Care, and Turnover Intentions among Employed Mothers of Infants

1996 ◽  
Vol 17 (3) ◽  
pp. 317-335 ◽  
Author(s):  
JENNIFER L. GLASS ◽  
SARAH BETH ESTES
Keyword(s):  
Child Care ◽  
Labor Force ◽  
Turnover Intentions ◽  
Personal Characteristics ◽  
Job Turnover ◽  
Workplace Support ◽  
Employed Mothers ◽  
Workplace Supports ◽  
Care Problems ◽  
Intentions To Change

This article looks at the determinants of job turnover among mothers of infants, using intentions to change jobs or exit the labor force assessed at 1 year postpartum among a sample of 246 employed mothers. Hypotheses were that exit intentions should be more influenced by household factors determining labor supply and other personal characteristics indicating job attachment. Additionally, whereas both types of turnover intentions should decrease as workplace supports for mothers increase, child care satisfaction should affect exit intentions more than intentions to change jobs. Results showed support for the notion that labor force exits are more strongly influenced by child care problems and measures of job attachment than are job changes, though models correcting for selectivity reveal that the child care problems are not directly influencing exit intentions. Supervisor and co-worker support impede intentions to both exit the labor force and change jobs. However, other dimensions of workplace support affected intentions to exit and intentions to change jobs differently.

scholarly journals MODEL KOMITMEN KARYAWAN BERBASIS JOB INSECURITY DAN KEPUASAN KERJA TERHADAP KEINGINAN BERPINDAH KERJA KARYAWAN BAGIAN PRODUKSI PADA PG. KA. TRANGKIL PATI

2017 ◽  
Vol 18 (1) ◽  
pp. 1
Author(s):  
Ahmad Thoifurrohim
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Employee Commitment ◽  
Positive Influence ◽  
Job Turnover ◽  
Negative Effects ◽  
Negative Effect ◽  
Permanent Employees ◽  
High Level

Substitution employees have positive and negative effects. However, most of the turnover brought unfavorable influence on the organization, namely the high level of turnover. The research aims to analyze the effects of job insecurity and job satisfaction of the desire to move production employees working with the commitment of employees as variable intervening. The population in this study is devoted only to permanent employees of the production of sugar factory. Kebon Agung Trangkil Pati. Referring to the formula Slovin and using purposive sampling techniques, the obtained sample size was 66 respondents. The results showed that job insecurity proved to be a significant negative effect on employee commitment, while job satisfaction has positive influence on employee commitment. Job insecurity is proven to have a positive and significant effect on turnover intentions work. Job satisfaction has a negative and significant impact on job turnover intentions. The results of the research commitment of employees are not able to become an intervening variable between job insecurity on job turnover intentions. Employee commitment to become intervening variable between job satisfaction and turnover intentions to work. The explanation can be interpreted that the higher the level of employee satisfaction, the more it will add to the high commitment of the employees to do something to support the company's success that it will reduce employees' desire to move work. Keywords: Job insecurity, job satisfaction, employee commitment and job turnover intentions.

Leader empowering behaviour: relationships with nurse and patient outcomes

2020 ◽  
Vol 33 (4) ◽  
pp. 397-415
Author(s):  
Karen Cziraki ◽  
Carol Wong ◽  
Michael Kerr ◽  
Joan Finegan
Keyword(s):  
Patient Care ◽  
Performance Management ◽  
Patient Outcomes ◽  
Turnover Intentions ◽  
Interprofessional Collaboration ◽  
Job Turnover ◽  
Content Type ◽  
Experienced Nurses ◽  
Quality Patient Care ◽  
The Impact

Purpose This study aims to test a model examining the impact of leader empowering behaviour on experienced nurses’ self-efficacy, interprofessional collaboration, job turnover intentions and adverse patient outcomes. Design/methodology/approach Structural equation modelling in Mplus was used to analyse cross-sectional survey data from experienced nurses in Alberta, Ontario, and Nova Scotia, Canada (n = 478). Findings The results supported the hypothesized model: (164) = 333.021, p = 0.000; RMSEA = 0.047; CFI = 0.965; TLI = 0.959; SRMR = 0.051. Indirect effects were observed between leader empowering behaviour and nurses’ assessment of adverse events and leader empowering behaviour and nurses’ job turnover intentions through interprofessional collaboration. Research limitations/implications Leader empowering behaviour plays a role in creating collaborative conditions that support quality patient care and the retention of experienced nurses. Practical implications The findings will be of interest to academic and hospital leaders as they consider strategies to retain experienced nurses, such as nurse manager selection, development and performance management systems. Originality/value The influx of new graduate nurses to the nursing profession and changing models of care requires the retention of experienced nurses in the workforce. The findings suggest that leader empowering behaviour and interprofessional collaboration are important factors in supporting quality patient care and stabilizing the nursing workforce.

scholarly journals Pengaruh Job Insecurity, Terhadap Keinginan Berpindah Kerja Dengan Kepuasan Kerja Dan Komitmen Organisasional Sebagai Variabel Intervening

2011 ◽  
Vol 3 (1) ◽  
pp. 66-85
Author(s):  
Gabriela Meta Paramastri Kuding ◽  
Ratnawati Kurnia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Job Turnover ◽  
Television Industry ◽  
Validity Testing ◽  
Convenience Sampling

   This study aims to obtain empirical evidence about the effect of job insecurity toward job turnover intentions with job satisfaction and organizational commitment as intervening variable   The samples in this study are employees who worked at the television industry in Jakarta. Sampling method used was convenience sampling. Tests used in this study are validity testing, reliability testing, the classic assumption testing, simple regression and path analysis testing.   Results of the first hypothesis toward showed that there was significant influence of job insecurity towards job turnover intentions. Result of this study showed that organizational commitment and job satisfaction were not intervening variable in the relations between job insecurity and job turnover intention. Keyword: job insecurity, organizational commitment, job satisfaction, turnover intentions of the employees

scholarly journals Job Turnover Intentions Among Pharmacy Faculty

2007 ◽  
Vol 71 (4) ◽  
pp. 62 ◽  
Author(s):  
Mark H. Conklin ◽  
Shane P. Desselle
Keyword(s):  
Turnover Intentions ◽  
Job Turnover

scholarly journals A 15-Year Ecological Comparison for the Hiring Dynamics of Minnesota Pharmacies between 2006 and 2020

Pharmacy ◽  
2021 ◽  
Vol 9 (2) ◽  
pp. 100
Author(s):  
Jon C. Schommer ◽  
Anthony W. Olson ◽  
SuHak Lee ◽  
Caroline A. Gaither ◽  
Stephen W. Schondelmeyer
Keyword(s):  
Value Chain ◽  
Descriptive Statistics ◽  
Hiring Practices ◽  
Job Turnover ◽  
Market Forces ◽  
Skill Sets ◽  
Pharmacy Technicians ◽  
Integrate Technology ◽  
Using Data ◽  
Lost Opportunity

Labor market forces in pharmacy are affected by frictional unemployment (job turnover), structural employment forces that require new skill sets for employees, and hiring practices that integrate technology or less costly labor such as pharmacy technicians. The objectives of this study were to describe hiring trends for both the pharmacist and technician workforces in licensed pharmacies on a biennial basis from 2006 through 2020 using data collected in Minnesota. Ecological comparisons were made between the survey years using descriptive statistics. For open-ended questions added to the 2020 survey, content analysis was applied. Demand for technicians increased which might be due to the expansion of their roles into activities that had been reserved for the pharmacist. Pharmacies reportedly would like to hire pharmacists to meet the demand for new services that pharmacists can provide. However, respondents articulated that this is not feasible under current economic pressures. This represents a lost opportunity for transformation in pharmacy that would establish pharmacists’ roles in the rapidly transforming health care value chain. We conclude that hiring dynamics in pharmacies are being driven more by economic and organizational shifts than meeting the demand for services that pharmacists can provide.

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