Understanding the Factors That Determine Registered Nurses’ Turnover Intentions

2014 ◽  
Vol 28 (2) ◽  
pp. 140-161 ◽  
Author(s):  
Joseph Osuji ◽  
Faith-Michael Uzoka ◽  
Flora Aladi ◽  
Mohammed El-Hussein
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Registered Nurses ◽  
Turnover Intention ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Care Organization ◽  
Significant Negative Effect ◽  
Negative Effect

Turnover among registered nurses (RNs) produces a negative impact on the health outcomes of any health care organization. It is also recognized universally as a problem in the nursing profession. Little is known about the turnover intentions and career orientations of RNs working in Calgary, Alberta, Canada. The aim of this study is to contribute to the knowledge of and to advance the discussion on the turnover of nursing professionals. The study population consisted of RNs employed in the five major hospitals in Calgary. There were 193 surveys returned, representing a response rate of 77.2%. The results show that age and education have a negative effect on turnover intention. Education was found to have a significant negative effect on career satisfaction but not on job satisfaction and organizational commitment. Length of service has a significant negative effect on turnover intention. Role ambiguity has significant highly negative effect on career satisfaction. Growth opportunity and supervisor support have a very significant positive effect on job satisfaction, career satisfaction, and organizational commitment. External career opportunities and organizational commitment do not seem to have a significant effect on turnover intention. Career satisfaction, on the other hand, had negative significant effects on turnover intention.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

scholarly journals Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Turnover Intention pada Karyawan Sales Promotion Girl dan Sales Promotion Boy Sogo Departement Store Bigmall Samarinda

FORUM EKONOMI ◽  
2018 ◽  
Vol 19 (2) ◽  
pp. 155
Author(s):  
Tya Ananda Rahmah ◽  
Syahruddin Y
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Department Store ◽  
T Test ◽  
Sales Promotion ◽  
Significant Negative Effect ◽  
Employee Turnover Intention ◽  
Negative Effect

This Research aim to analyze The Effect of Job Satisfaction and Organizational Commitment on Employee Turnover Intention In Sales Promotion Girl and Sales Promotion Boy SOGO Department Store BIGMALL Samarinda. The research sample consisted of 60 respondents. Election Procedure sample uses purposive sampling method. Data analysis techniques in this study using multiple linear regression analysis. Result of Hypothesis testing (1) Job satisfaction have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda, the t test values obtained at -5,346 and significant value job satisfaction 0.000 < 0.05. (2) Organizational commitment have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda, the t test values obtained by -3,125 and organizational commitment have significant value 0.003 < 0.05. Keywords: job satisfaction, organizational commitment, turnover intention.

scholarly journals The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanki Moon ◽  
Catarina Morais ◽  
Georgina Randsley de Moura ◽  
Ayse K. Uskul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Structure ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Structure Study ◽  
Workplace Deviance ◽  
Content Type ◽  
Deviant Behaviors

Purpose This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach Two studies (N = 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N = 272) manipulated deviant status and organizational structure. Study 2 (N = 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

scholarly journals Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

2020 ◽  
Vol 8 (10) ◽  
pp. 286-316
Author(s):  
Idham Wahyono ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Reality Testing ◽  
Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

scholarly journals PENGARUH KEPUASAN KERJA, KEADILAN ORGANISASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION KARYAWAN

2018 ◽  
Vol 7 (12) ◽  
pp. 6703
Author(s):  
Ni Luh Putu Tita Yanthi Agustini ◽  
Made Subudi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Target Population ◽  
Multiple Linear Regression Analysis ◽  
Employee Turnover Intention ◽  
Negative Effect

The purpose of this study is to determine the effect of job satisfaction, organizational justice, and organizational commitment to employee turnover intention. This research was conducted at PT. BPR Bali Dananiaga Denpasar. The total population in this study is 45 employees, and obtained the target population which is a sample of 34 employees with probability sampling method. Data collection was done through interviews and questionnaires. Data analysis technique used is multiple linear regression analysis. Based on the results of the analysis found that job satisfaction has a negative effect and significant employee turnover intention. These results prove that if the higher job satisfaction perceived by employees, the lower turnover intention employees. Organizational justice has a negative and significant effect on employee turnover intention. These results prove that the higher the employees feel the fairness of the organization the lower turnover intention employees. Organizational commitment has a negative and significant effect on employee turnover intention. These results prove that the higher the commitment in the company, it will be able to reduce employee turnover intention.

scholarly journals PERAN MEDIASI KEPUASAN KERJA PADA PENGARUH WORK-FAMILY CONFLICT TERHADAP TURNOVER INTENTION KUTABEX BEACH FRONT

2019 ◽  
Vol 8 (10) ◽  
pp. 6322
Author(s):  
Ni Putu Mia Silvyana ◽  
I Made Artha Wibawa
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Turnover Intention ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Work Family Conflict ◽  
Significant Negative Effect ◽  
Negative Effect ◽  
Work Family

The research was conducted at Kutabex Beach Front. The number of samples used was 56 female employees, with a purposive random sampling technique. Data collection was obtained from interviews and questionnaires. The data analysis technique used is structural equation model (SEM) using variance based with partial least square (PLS) 3.0 and variance accounted for (VAF) to test mediating variables. The results of this study found that work-family conflict had a significant negative effect on job satisfaction. Work-family conflict has a significant positive effect on turnover intention. Job satisfaction has a significant negative effect on turnover intention. Job satisfaction acts as a partial mediation on the effect of work-family conflict on turnover intention. The implications of this study are expected to reduce work-family conflict so that employees can feel job satisfaction and have no desire to leave the company. The limitations of this study can only be applied in the Kutabex Beach Front environment. Keywords: job satisfaction, work-family conflict, turnover intention

The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover

2015 ◽  
Vol 22 (1) ◽  
pp. 113-129 ◽  
Author(s):  
Cynthia Mathieu ◽  
Bruno Fabi ◽  
Richard Lacoursière ◽  
Louis Raymond
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Leadership Behavior ◽  
Well Being ◽  
Supervisor Leadership ◽  
Task Oriented ◽  
Large Enterprises

AbstractFew studies have presented structural turnover models including both job satisfaction and organizational commitment measures. Recent research suggests that perceived supervisor leadership may contribute to employee well-being, job satisfaction and organizational commitment. This study proposes a structural turnover intention model including supervisory behavior (person-oriented and task-oriented dimensions), job satisfaction and organizational commitment. Furthermore, the study proposes to test whether this model fits in both small- and medium-sized enterprises and in large enterprises. The sample included 763 employees from different types of organizations who have completed a measure of their perception of their supervisor’s behavior and self-administrated measures of job satisfaction, organizational commitment and turnover intention. Results show that person-oriented leadership behavior affects turnover intentions through job satisfaction and organizational commitment more than task-oriented leadership behavior. Only organizational commitment had a direct effect in explaining turnover intention. Finally, results indicate that the model is applicable both in small- and medium-sized enterprises and large enterprises.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

scholarly journals PENGARUH KARAKTERISTIK PERSONAL TERHADAP DYSFUNCTIONAL AUDIT BEHAVIOR

2020 ◽  
Vol 15 (1) ◽  
pp. 55
Author(s):  
Mellisa Arviana ◽  
Yvonne Augustine
Keyword(s):  
Organizational Commitment ◽  
Locus Of Control ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Personal Characteristics ◽  
Primary Data ◽  
Statistical Tool ◽  
Internal Auditors ◽  
Negative Effect

<pre><em>Dysfunctional audit behavior is any action taken in the implementation of the auditor's audit program that can reduce or degrade the quality of audits, either directly or indirectly. Auditor’s personal characteristics that affect the acceptance of dysfunctional audit behavior is the locus of control, organizational commitment, and turnover intentions. The purpose of this research was to determine the influence of auditors’ personal characteristics on acceptance of dysfunctional audit behavior. Data for this research is the primary data obtained through the process of filling out the questionnaire. The population for this research is the external auditors who work at various public accounting firm and internal auditors who work in various companies in Indonesia.. The hypothesis is tested by the multiple regression method using SPSS statistical tool version 22, the result of this research indicate that the locus of control has significant positive effect to the acceptance of dysfunctional audit behavior, organization commitment has negative effect to the acceptance of dysfunctional audit behavior, and organizational commitment has positive impact on behavior audit dysfunction with mediation turnover intention.</em></pre><p><em><br /></em></p>

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