scholarly journals Investigating The Influence Of Financial Reward On Lagos State University Staff Turnover Intention

2016 ◽  
Vol 12 (10) ◽  
pp. 161
Author(s):  
Rasheed Olawale ◽  
Ibrahim Olanrewaju
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Pay Satisfaction ◽  
Staff Turnover ◽  
State University ◽  
University Management ◽  
Satisfaction Scale ◽  
Lagos State ◽  
The University ◽  
Self Administered Questionnaire

This study investigated the nature of relationship between turnover intention and financial rewards.Turnover intention can be linked to a situation where motivators are not put in place to get the best out of workers.Simple random sampling techniques was used to select 400 staff (male, n=250, female, n=150) of Lagos State University. A self-administered questionnaire was used to collect data from the participants using Pay Satisfaction Scale (PSS) adapted from the Spector’s Job Satisfaction Scale and the Turnover Intention Scale (TIS) from Mobley, Horner, and Hollingsworth (1978).Pearson’s Product Moment correlation coefficient was used to analyze the data gotten from the participants. One hypothesis was tested and it was found that there is a significant positive relationship between turnover intention and financial rewards.This study recommends that pay satisfaction of workers should be an uttermost concern for the university management so as to reduce staff turnover intentions.

scholarly journals ANTECEDENTS OF TURNOVER INTENTIONS: A STUDY OF KARACHI BUSINESS SCHOOLS

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Muhammad Ashraf ◽  
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Business Schools ◽  
Practical Implication ◽  
Knowledge Workers ◽  
Regression Analyses ◽  
Potential Market ◽  
The University

Purpose: This study mainly investigates the factors, like job satisfaction, affective commitment, perceived organizational support and distributive justice as antecedents of turnover intentions. Methodology: This study utilized the quantitative approach by distributing questionnaires to 200 employees working in leading business schools of Karachi, Pakistan. The correlation and regression analyses have been performed. Findings: The results of the study revealed that, all the predictors negatively correlated and influenced turnover intention. Practical Implication: The findings and framework of this study will be useful to the university organizations, in identifying the factors making the employees working with them to quit. Pakistan is believed to be the potential Market for Investment in Education. This empirical attempt can be used as kick-start for investment in this sector. By taking corrective measures the university organizations can retain knowledge workers, and avoid the anguishes of new hiring.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

2013 ◽  
Vol 41 (5) ◽  
pp. 843-859 ◽  
Author(s):  
Pao-Ling Chin ◽  
Min-Li Hung
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Insurance Industry ◽  
Psychological Contract Breach ◽  
Staff Turnover ◽  
Moderating Effects ◽  
Contract Breach ◽  
And Gender ◽  
The Relationship

We examined the relationship between psychological contract breach (PCB) and insurance industry workers' turnover intention. We also explored the moderating effects of adversity quotient (AQ) and gender on that relationship. The results showed that turnover intentions were positively affected by PCB, and AQ significantly moderated that relationship. In contrast, the moderating effect of gender was not found to be significant. To retain employees, the findings of this study should be taken into account when developing training programs. However, future researchers should concentrate on different aspects of AQ that may also be relevant to staff turnover.

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 Evaluation of Internal Audit Operations and the Efficiency of Educational Performance in Nigerian Universities (A Case Study of Ekiti State University, Nigeria)

2019 ◽  
Vol 5 (4) ◽  
pp. 49
Author(s):  
TAIWO Isaac Babatope ◽  
ADEGOKE Victoria Adewunmi
Keyword(s):  
Internal Audit ◽  
Policy Formulation ◽  
State University ◽  
University Management ◽  
Test Statistic ◽  
University System ◽  
Internal Auditors ◽  
Test Of Hypotheses ◽  
Level Of Significance ◽  
The University

This project was designed to investigate the relevance of internal audit operations in Nigerian universities to find out the extent to which an effective internal audit role has benefited the performance of the university system and how it could be used as an instrument to improve the management of the university. This was generated off by an unprecedented line up of corporate failures in the university system and how internal auditors have been belittled in the time of policy formulation and project implementation. The research employed survey research design by which data were generated through an administered questionnaire on the staff of the Internal Audit department as well as the review of available documents and records of the Ekiti State University. The data analysis used descriptive statistics and percentage analysis, and the hypotheses were tested using the t-test statistic. The research employed statistical package for social sciences (SPSS) software version 17.0 in the analysis of data and test of hypotheses which showed that internal audit operation has a relationship with the performance of the university system (t-cal = 17.306 > t-crit = 2.353 at 5% level of significance). The research is to contribute to new knowledge by describing the internal audit profile of the Nigerian Universities to assist the university management in policy formulation and execution of projects that will lead to a better chance to maintain world-class educational societies. The research conclusion was based on the findings that there is a significant relationship between the internal audit operations and the performance of the university system, and that the management must always seek the opinion and indulgence of the internal audit department before they engage in the formulation and implementation of any policy and execution of any project.

KEY FACTORS IN THE DEVELOPMENT OF UNIVERSITY MANAGEMENT INFORMATION SYSTEM BASED ON 1C:ENTERPRISE 8 PLATFORM

2019 ◽  
pp. 17-26
Author(s):  
V. S. Kedrin ◽  
A. V. Rodyukov
Keyword(s):  
Industrial Development ◽  
Educational Process ◽  
State University ◽  
University Management ◽  
Automated Control ◽  
Software Products ◽  
Educational Processes ◽  
Corporate System ◽  
Technological Platform ◽  
The University

The actual problems of the development and implementation of existing software products for solving he problems of automating the management of the educational activities of the university are considered on the example of Irkutsk State University. A twocircuit technological model for constructing a corporate system for accounting and management of the educational processes has been formed. The properties of the 1C: Enterprise 8 technological platform in the design of systems for the management of the educational process of the university has been considered. The necessary and sufficient system forming factors of the 1C: University for the creation of an integrated automated control system for the university in the context of the post-industrial development of the educational environment are indicated. Examples of the implementation of informatization projects in Irkutsk State University based on the specified properties and the formulated two-circuit model are given.

Chinese Employees' Work Values and Turnover Intentions in Multinational Companies: The Mediating Effect of Pay Satisfaction

2010 ◽  
Vol 38 (7) ◽  
pp. 871-894 ◽  
Author(s):  
Christina Yu-Ping Wang ◽  
Mei-Huei Chen ◽  
Bill Hyde ◽  
Lillian Hsieh
Keyword(s):  
Organizational Commitment ◽  
Multinational Corporations ◽  
Turnover Intention ◽  
Work Values ◽  
Turnover Intentions ◽  
Semiconductor Industry ◽  
Multinational Companies ◽  
Mediating Effect ◽  
Pay Satisfaction ◽  
Republic Of China

In this study the aim was to ascertain the effects of work values on pay satisfaction, organizational commitment, and turnover intention in a Chinese context. Pay satisfaction and work values were employed as determinants of organizational commitment and turnover intention. The mediating effect of pay satisfaction on work values and turnover intention was also examined. A total of 260 questionnaires were distributed to employees of selected multinational corporations in the semiconductor industry in Shanghai, in the People's Republic of China. The results indicated that pay satisfaction led to greater organizational commitment and lower turnover intention. Participants also indicated that their work values significantly affect normative commitment and turnover intention through pay satisfaction.

scholarly journals analysis of the use of Business Intelligence technologies as facilitators of university management

2013 ◽  
Vol 7 ◽  
Author(s):  
Liége Franken Ciupak ◽  
Clodis Boscarioli ◽  
Maria Elisabete Catarino
Keyword(s):  
Information Systems ◽  
Business Intelligence ◽  
User Satisfaction ◽  
Evaluation System ◽  
Average Score ◽  
Information Technology Management ◽  
State University ◽  
University Management ◽  
The University ◽  
Intelligence Development

The concept of Business Intelligence (BI) approaches several technologies that aim at arranging the extraction and visualization of information, and just like in a competitive company the university management must also update itself, therefore adopting the use of processes that aid and speed decision making. Information Systems (IS) are indispensable elements and should mean more than the processing of routine activities, thereby starting to contribute to a strategic vision. The Western State University of Paraná (UNIOESTE) has many IS, but its users still face difficulties in extracting information in the desired format. Thus, this paper reports the outcomes of a research developed during the dissertation of a Master's Degree on Information Technology Management which is aimed at researching BI technologies. More specifically the Online Analytical Processing (OLAP), as well as implementing an operation prototype that could facilitate the retrieval of information from the dean’s office for planning, whose sources are many UNIOESTE information systems. In order to reach that goal, an exploratory/descriptive research of the qualitative type was developed by means of a documentary and bibliographical research. A prototype with the Business Intelligence Development Studio (BIDS) tool, which is a component of Microsoft SQL Server 2008, here integrated with Excel 2010 spreadsheet editor for end-user interface, was developed and evaluated. As part of the evaluation system, the SUS questionnaire was used to measure user satisfaction, where the average score given by participants was 91.5 on a 0 to 100 scale, which means quite a positive evaluation.

scholarly journals Planejamento e avaliação: conexões entre o PDI, o Programa de Gestão Universitária e a Avaliação Institucional no âmbito da Universidade do Estado da Bahia / PLANNING AND EVALUATION: connections between the PDI, the University Management Program and the Institutional Evaluation within the scope of the State University of Bahia

2018 ◽  
Vol 3 (2) ◽  
pp. 12
Author(s):  
Ivan Luiz Novaes ◽  
Lidia Boaventura Pimenta
Keyword(s):  
Management Program ◽  
The State ◽  
State University ◽  
University Management ◽  
Institutional Evaluation ◽  
The University

Este artigo explora o planejamento e a avaliação no contexto da educação superior, com ênfase em conexões entre ambos para efeito de condução da gestão universitária. Abordamos a recente experiência da Universidade do Estado da Bahia (Uneb), na atualização do seu Plano de Desenvolvimento Institucional (PDI 2017 – 2022), a implantação e implementação do Programa de Gestão Universitária (ProGest 2018 – 2021) e suas conexões com os mecanismos de avaliação institucional utilizados nesta Universidade. A partir de alguns questionamentos, balizamos nossas reflexões com intuito de contribuir para estudos acerca dessa temática. Assim, partimos do pressuposto de que há estreitas conexões entre planejamento e avaliação no campo da gestão universitária. Isso nos levou à seguinte indagação: como os indicadores utilizados no processo de avaliação da educação superior podem subsidiar a elaboração do Plano de Desenvolvimento Institucional (PDI) da Universidade do Estado da Bahia? Utilizamos uma análise sucinta da legislação nacional e local acerca dessa temática, de modo a conduzir este estudo e apresentar, de maneira concisa, a experiência da Uneb na articulação entre o Plano de Desenvolvimento Institucional e o Programa de Gestão e seus mecanismos de avaliação.

scholarly journals PERAN KETERIKATAN KERJA SEBAGAI MEDIATOR EFIKASI DIRI DALAM MEMPREDIKSI INTENSI KERJA

2020 ◽  
Vol 4 (1) ◽  
pp. 165
Author(s):  
Kevin Djasa ◽  
P. Tommy Y.S. Suyasa ◽  
Bonar Hutapea
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Self Efficacy ◽  
University Management ◽  
Spearman Rank ◽  
Correlational Research ◽  
Intentions To Quit ◽  
The University ◽  
The Relationship

Lecturers are considered important workforce for a university or in any highgrade education institutions. University X had experienced a decrease in educational manpower due to system changes which creates a significant problem towards the university management in fulfilling the needs and demands of lecturers that are needed to accommodate the large ammount of students that are increasing exponentially. To address this problem, the university need to encourage lecturers who had high intentions to quit to be involved more in their professional practices and believe in their skills as a lecturer in the field of teaching, researching and community service. The aim of this research is to understand the role of Work Engagement as a mediator of Self-efficacy in predicting Turnover Intention of lecturers working in a university. This research is an analytic correlational research which uses quantitative approach of Non-experimental method. Data regarding levels of self-efficacy, work engagement and turnover intention of participants are collected via questionnaire links. The number of participants in this research were 163 lecturers. Self-efficacy and work engagement within the lecturers are categorized as high, besides that turnover intention within the lecturers are categorized as medium. The hypothesis testing used the Spearman Rank with a 95% trust level. Results show that self efficacy is significant towards turnover intention (r=-0,408; p<0,000). Results also show thatself-efficacy is significant towards work engagemen t(r=0,617; p<0,000). Work engagement fully mediated the relationship between self-efficacy and turnover intention. Dosen merupakan tenaga kerja penting dalam sebuah institusi pendidikan tinggi atau universitas. Universitas X mengalami penurunan dalam aspek sumber daya dosen akibat pergantian sistem baru sehingga menimbulkan permasalahan bagipengelolauniversitas dalam memenuhi tuntutan jumlah dosen yang cukup untuk mengakomodasi jumlah mahasiswa yang semakin banyak. Dalam rangka mengatasi masalah tersebut, universitas harus berupaya melibatkan dosen yang memiliki intensi keluar yang tinggi untuk lebih melibatkan mereka dalam praktek profesi dan meningkatkan keyakinan kemampuan mereka dalam mengajar, melakukan penelitian dan pengabdian pada masyarakat. Tujuan penelitian ini adalah untuk mengetahui peran keterikatan kerja sebagai mediator efikasi diri dalam memprediksi intensi kerja pada dosen yang bekerja di universitas. Penelitian ini merupakan penelitian deskriptif analitik korelasi dengan menggunakan pendekatan kuantitatif dengan metode non-experimental. Data tingkat efikasi diri, keterikatan kerja dan intensi kerja responden dikumpulkan dengan link kuesioner. Subyek penelitian berjumlah 163 dosen yang bekerja di Universitas X. Rata-rata tingkat efikasi diri dan keterikatan kerja dosen dalam kategori tinggi, sementara rata-rata tingkat intensi kerja dosen dalam kategori sedang. Uji hipotesis untuk setiap variabel menggunakan Spearman Rank dengan tingkat kepercayaan 95%. Hasil penelitian menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan intensi kerja (r = -0,408; p<0,000). Hasil penelitian juga menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan keterikatan kerja (r = 0,617; p<0,000). Kerikatan kerja memiliki peran signifikan sebagai mediator sempurna antara efikasi diri dan intensi kerja.

Sign in / Sign up

Export Citation Format

Share Document