Social Dynamics of Employee Turnover Rates : Past Employee Turnover Rates, Organizational Commitment, and Firm Performance

2021 ◽  
Vol 35 (1) ◽  
pp. 3-30
Author(s):  
Kiwook Kwon ◽  
◽  
Chiho Ok
Keyword(s):  
Organizational Commitment ◽  
Firm Performance ◽  
Employee Turnover ◽  
Social Dynamics ◽  
Turnover Rates

scholarly journals The Effect of Organizational Commitment and Job Satisfaction of Nurses on Anticipated Turnover

2016 ◽  
Author(s):  
Irfan Özcan ◽  
Gökhan Aba ◽  
Metin Ateş
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Health Services ◽  
Employee Turnover ◽  
Health Personnel ◽  
Turnover Rates ◽  
Private Hospitals ◽  
Intense Competition ◽  
Heavy Workload ◽  
Demographic Features

Today, there is an intense competition regarding the provision of private health services. In the context of such competition, it is important to provide that health personnel commit to their jobs and have job satisfaction in order for hospitals to thrive. However, perceptions and cognitions related to leaving employment are affected due to the specific features of health services and due to the heavy workload of personnel. The current study was conducted in order to determine the effect of organizational commitment and job satisfaction on employee turnover rates among health personnel. A total of 415 nurses who were employed in 5 private hospitals located in Istanbul completed questionnaires. In the study, expected employee turnover, organizational commitment, and job satisfaction scales were administered. Data was analyzed using the SPSS 17.0 software. It was found that expected employee turnover levels showed significant differences according to the demographic features of the nurses. In addition, employee turnover rates were negatively related to organizational commitment and job satisfaction. According to this, employee turnover levels decrease as organizational commitment and job satisfaction increase. Based on these results, it is recommended that hospital administrations should place importance on programs that aim to increase organizational commitment and job satisfaction among nurses in order to reduce employee turnover rates.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Impact of Green Supply Chain Management Practices on Employee Engagement and Organizational Commitment: Mediating Role of Firm Performance

2021 ◽  
pp. 097215092110185
Author(s):  
Krisana Visamitanan ◽  
Nuttapol Assarut
Keyword(s):  
Supply Chain ◽  
Organizational Commitment ◽  
Firm Performance ◽  
Employee Engagement ◽  
Operating Performance ◽  
Green Marketing ◽  
Green Supply Chain Management ◽  
Green Supply Chain ◽  
Chain Management ◽  
Warehousing And Distribution

This study extends the knowledge in green supply chain research by investigating the impacts of green supply chain management (GSCM) practices on employee engagement and organizational commitment through firm performance. The 268 respondents included in this study were employees of firms that implemented GSCM in Thailand. Our structural model was analysed using partial least squares structural equation model (PLS-SEM). The results revealed that only social and operating performance mediated the impact of four different GSCM practices on employee engagement and organizational commitment, including environmental education, green marketing and green warehousing and distribution which have positive effects, and green manufacturing which has a negative effect on firm performance. Though these four GSCM practices are reported to have a significant influence on environmental and marketing performance, these two aspects of performance failed to mediate the relationship of these practices with employee engagement and organizational commitment. The results suggest that in order to enhance employee engagement and organizational commitment, firms should invest more in GSCM practice drivers of social and operating performance. These include environmental education, green marketing and green warehousing and distribution. Thus, we explained more clearly the mechanisms under which GSCM practices influence employee engagement and organizational commitment.

Factors contributing to burnout among perfusionists in the United States

Perfusion ◽  
2011 ◽  
Vol 26 (6) ◽  
pp. 461-466 ◽  
Author(s):  
J Bui ◽  
A Hodge ◽  
A Shackelford ◽  
J Acsell
Keyword(s):  
Stress Level ◽  
Employee Turnover ◽  
Electronic Mail ◽  
Maslach Burnout Inventory ◽  
The United States ◽  
Current Level ◽  
Professional Burnout ◽  
Turnover Rates ◽  
Job Demand ◽  
As Stress

Introduction: As the job climate continues to change, many perfusionists are faced with high employee turnover rates, working longer hours, and increased stress related to more complex surgeries. Understanding the sources of professional burnout and stress may allow the formulation of a strategy to help prevent such negative outcomes. The purpose of this study was to determine the current level of stress and burnout among perfusionists. Methods: A questionnaire was constructed with the use of SurveyMonkey®. Invitations requesting participation in the survey were distributed by electronic mail to members of PerfList and PerfMail. To assess burnout, components of the well-established Maslach Burnout Inventory (MBI) tool were used. Results: At p<0.05, job demand variables such as stress level, conflict, call duties, hours worked, and case load were all shown to have a statistically significant relationship to burnout. Conclusion: The study found that, among the various factors, job demands were the most likely culprit contributing to burnout. Stress level and conflict, in particular, had the strongest association to burnout.

Exploring relationships among ethical climate types and organizational commitment

2017 ◽  
Vol 9 (1) ◽  
pp. 20-40 ◽  
Author(s):  
Japneet Kaur
Keyword(s):  
Organizational Commitment ◽  
Employee Turnover ◽  
Ethical Climate ◽  
Banking Sector ◽  
Banking Industry ◽  
Negative Impact ◽  
Predictive Ability ◽  
Content Type ◽  
The Relationship ◽  
Three Components

Purpose Indian banking sector is facing a number of challenges, and increasing number of corporate frauds and employee turnover are among the top list. Literature reveals that gaining insights about ethical climate may provide a possible solution and relief from the challenges being faced. This paper aims to contribute to the understanding of the prevalent various ethical climate types in the Indian banking industry. Furthermore, it presents interesting results by investigating the effect of five theorized ethical climate types on organizational commitment along with its three components in the banking sector. Design/methodology/approach This empirical research encompasses a descriptive research design. Sample uses 266 respondents from four prime banks of the Indian banking industry. Findings Statistical analyses unveiled that all five conceptualized ethical climate types are prevalent in the Indian banking industry. However, the perception of employees for caring climate was the highest among all others. In contrast to the results reported by Western studies, this research reveals a strong negative impact of instrumental climate on affective commitment. Furthermore, it has been seen that instrumental climate is a significant predictor for the three components of commitment (affective, continuance and normative). However, it fails to predict the overall organizational commitment construct. Likewise, opposed to findings of Western countries, law and code, rules and independent climate types have shown significant relationship and impact on organizational commitment for Indian banking sector employees. It has been found that different commitment components are predicted by a diverse mix of climate types in India. Practical implications Findings highlight varying strength of relationship and predictive ability of different ethical climate types with commitment. This helps in elucidating that managers and top executives should focus on building an ethical work environment to warrant high-level commitment among employees. Congruence between employee, manager and organizations’ perception of ethics is a pre-requisite for maintaining a long-term relationship among the parties. This study will enable understanding the role of ethical climate in reducing corporate frauds and employee turnover. Originality/value This research addresses a significant gap in literature by exploring the relationship between ethical climate and organizational commitment. The study uses data from the Indian banking industry which contributes to expanding knowledge of the relationship in the Indian context.

Employee Turnover in the Garment Industry in Bangladesh: An Organization-level Perspective

2018 ◽  
Vol 5 (2) ◽  
pp. 129-149 ◽  
Author(s):  
Gazi Hossain ◽  
Monowar Mahmood
Keyword(s):  
Employee Turnover ◽  
Health And Safety ◽  
Holistic Approach ◽  
Garment Industry ◽  
Annual Reports ◽  
Turnover Rates ◽  
Corporate Managers ◽  
Wage Rates ◽  
Wage Payment ◽  
Garment Factories

The main objective of this study is to identify the root causes of employee turnover in the garment industry in Bangladesh. The study employed a combination of case study and documentary research methods. Data and information were collected from eight garment factories through in-depth interviews, reviewing relevant documents, information extracting from annual reports and meetings minutes. The findings reveal wage rates, wage payment methods, training and development, career opportunities and occupational health and safety (OHS) as the main factors leading to high employee turnover in garment factories in Bangladesh. This study further explores the reasons for the variation in employee turnover rates among different garment factories. The findings advocate for a holistic approach adopting “multiple human resource practices” as a bundle to reduce employee turnover in the garment industry. Based on its empirical findings, this study provides recommendations that both corporate managers and government policy makers can follow to reduce employee turnover in the garment industry in Bangladesh.

The Economic Consequences of Financial Misreporting: Evidence from Employee Perspective

2021 ◽  
Author(s):  
Xinghua Gao ◽  
Yonghong Jia
Keyword(s):  
Firm Performance ◽  
Internal Control ◽  
Stock Prices ◽  
Employee Turnover ◽  
Labor Demand ◽  
Economic Consequences ◽  
Executive Turnover ◽  
Employee Perspective ◽  
Financial Misreporting ◽  
Employee Tenure

This study investigates the economic consequences of financial misreporting from the employee perspective. Specifically, we examine two employee reactions: (1) exiting from misreporting firms and (2) reducing holding of employer stock, in both the misreporting period and the post-restatement period. We find an increase in employee turnover and a decrease in employee holding of employer stock in the post-restatement period (restatement effect) and some evidence that employees start to react in the period of misreporting (misreporting effect). We also find some evidence that the misreporting effect varies with employee tenure in the misreporting period and the restatement effect varies with the severity of misreporting in the post-restatement period. We further show that our results are not driven by labor demand, increased likelihood of executive turnover, declining stock prices, internal control weakness disclosure, and poor firm performance.

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