scholarly journals The Role of Competency and Succession Program to Retain Millennial Healthcare Workers (Case Study in Indonesian Small Scale Maternity Hospital)

2021 ◽  
Vol 6 (1) ◽  
pp. 198-205
Author(s):  
Mira Pratiwi ◽  
Sandra Dewi ◽  
. Hasyim
Keyword(s):  
Leadership Style ◽  
Turnover Intention ◽  
Healthcare Workers ◽  
Turnover Rate ◽  
Research Effort ◽  
Maternity Hospital ◽  
Small Scale ◽  
Leadership Traits ◽  
Turnover Rates ◽  
High Turnover

The turnover rates among millennial employees have become serious issue for many industries including healthcare industry. The negative economically outcome due to high turnover rate can vary from direct and indirect, tangible and intangible cost to the organization. The cause of high turnover rate has been explained in many literatures, which includes leadership as one of the factors. Many studies have been underlining the importance of leadership style in lowering the number of turnover. Albeit some of leadership style may be proven to be effective in certain organization, the shift of millennial characteristic pressed other scholars to analyze if current theories of leadership style may sufficient and fitting to millennial. Therefore, there has been a gap in the literature between leadership style and leadership traits. The purpose of this research is to study the relation between effective leadership traits for managing millennial and its’ impact to lower millennial healthcare workers turnover intention. Teamwork is an important aspect in millennial setting; therefore, it is used as moderator to imply if teamwork may strengthen the relation between the two previous variables. The study was held in a small-scale maternity hospital in Malang, Indonesia, with the population of 57 millennial employees. The results of this research effort may help to fill the gap in the literature about the relationship between leadership traits, teamwork, and employee’s turnover for millennial in the workplace; and will hopefully help the organization to understand better the millennial motives to stay, and to bridge understanding between employer and employees.

scholarly journals Mitigating Effect of Psychological Capital on Employees’ Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhen Yan ◽  
Zuraina D. Mansor ◽  
Wei C. Choo ◽  
Abdul R. Abdullah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Job Attitudes ◽  
The Other ◽  
Equation Modeling ◽  
High Turnover ◽  
Other Hand

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees’ turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on.

scholarly journals The Influence of Leadership, Motivation and Work Stress on Turnover Intention of PT. BCA Finance Karawang Branch

2021 ◽  
Vol 6 (4) ◽  
pp. 322-326
Author(s):  
Diki Nurdiansyah ◽  
. Parwoto ◽  
Ahmad Badawi Saluy
Keyword(s):  
Work Stress ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Structural Model ◽  
Negative Impact ◽  
Measurement Model ◽  
Sample Collection ◽  
High Turnover ◽  
Organizational Goals ◽  
Leadership Motivation

Human resources in a corporate organization is a unity that can not be separated to achieve organizational goals. The achievement of organizational goals can be seen from the performance of employees. Currently, the problem of high turnover intention has become a serious problem for many companies. The negative impact that is felt due to the occurrence of turnover intention in the company is on the quality and ability to replace employees who leave the company, so it takes time and new costs in recruiting new employees. Leadership is expected to be able to direct and motivate employees so that they can carry out their jobs well, and can control or reduce stress levels in employees. And can reduce the turnover rate can maximize employee performance. Therefore, based on the above background, this research takes the title “The Effect Of Leadership, Motivation And Work Stress On Turnover Intention Of Employees Of PT. XYZ Karawang Branch”. This type of research uses a quantitative approach, with a sample of 51 respondents with a sample collection technique that is saturated sampling technique. Evaluation of the Measurement Model (Outer Model) and Evaluation of the Structural Model (Inner Model) to test and prove the research hypothesis. The results of this study indicate that leadership and motivation have no significant effect on turnover intention, while work stress has a significant positive effect on turnover intention. In order to reduce the turnover rate, it is hoped that the leadership will provide an appropriate job description for each employee so that there is no oversize capacity on the ability and working hours of employees.

scholarly journals Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital

2021 ◽  
Vol 9 (1) ◽  
pp. 38-44
Author(s):  
Novi Amanda ◽  
Rina Anindita ◽  
M. Reza Hilmy
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Turnover Rates ◽  
Time Dimension ◽  
High Turnover ◽  
Workload Analysis

One of the high turnover rates in the hospital occurs in nurses. More attention is needed because turnover can be detrimental to the organization, in terms of cost, resources, and effectiveness of nursing. The research objective is to obtain empirical evidence whether there is an effect of compensation, job stress and job satisfaction on turnover intention at Ananda Bekasi Hospital in 2020. The research method is to use causality design based on the time dimension of one short study. The sample used was saturated sampling, that is, the entire population was sampled for 100 inpatient nurses. The data analysis method uses Multiple Linear Regression Analysis. The results found no negative and significant effect between compensation for turnover intention. There is a positive and significant effect between work stress on turnover intention. There is a negative and significant effect between job satisfaction on turnover intention, and there is an influence between compensation, job stress and job satisfaction on turnover intention. Research findings, that the variable that most influences turnover intention is work stress variable. Managerial implications are expected Ananda Bekasi Hospital to calculate salaries based on the remuneration system, the appropriate assignment system, conduct workload analysis and nurse career development

scholarly journals Diatoms diversify and turn over faster in freshwater than marine environments

2018 ◽  
Author(s):  
Teofil Nakov ◽  
Jeremy Michael Beaulieu ◽  
Andrew James Alverson
Keyword(s):  
Turnover Rate ◽  
Turnover Rates ◽  
High Turnover ◽  
Diversification Rates ◽  
Extinction Rates ◽  
State Dependent ◽  
Freshwater Diatoms ◽  
Marine Realm ◽  
Turn Over ◽  
Freshwater Environments

AbstractMany clades that span the marine-freshwater boundary are disproportionately more diverse in the younger, shorter-lived, and scarcer freshwater environments than they are in the marine realm. This disparity is thought to be related to differences in diversification rates between marine and freshwater lineages. However, marine and freshwaters are not ecologically homogeneous, so the study of diversification across the salinity divide should also account for other potentially interacting variables. In diatoms, freshwater and substrate-associated (benthic) lineages are several-fold more diverse than their marine and suspended (planktonic) counterparts. These imbalances provide an excellent system to understand whether these variables interact with diversification. Using multistate hidden-state speciation and extinction models we found that freshwater lineages diversify faster than marine lineages regardless of whether they inhabit the plankton or the benthos. Freshwater lineages also had higher turnover rates (speciation + extinction), suggesting that habitat transitions impact speciation and extinction rates jointly. The plankton-benthos contrast was also consistent with state-dependent diversification, but with modest differences in diversification and turnover rates. Asymmetric, and bidirectional transitions rejected hypotheses about the plankton and freshwaters as absorbing, inescapable habitats. Our results further suggest that the high turnover rate of freshwater diatoms is related to high turnover of freshwater systems themselves.

scholarly journals Keinginan Pindah Kerja (Turnover Intention) pada Tenaga Kesehatan di Rumah Sakit Umum SM Banyumas Propinsi Jawa Tengah

2020 ◽  
Vol 8 (3) ◽  
pp. 153-160
Author(s):  
Panji Anggara ◽  
Chriswardani Suryawati ◽  
Farid Agushybana
Keyword(s):  
Qualitative Research ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Health Workers ◽  
Organizational Factors ◽  
External Factors ◽  
Cross Sectional ◽  
Central Java

Based on the data in SM Banyumas Hospital in 2018, it was identified that in 2016, 2017 and 2018 there were employee turnover as much as 25,9%, 22% and 13%. Eventhough it showed the decreasing rate in each year, but the turnover rate still considered high and could impact negatively for the hospital. This research aimed to analyze factors which cause turnover intention among health workers in SM Banyumas Hospital in Central Java. This was descriptive qualitative research with cross sectional approach. Researh subjects were health workers who already resigned from the hospital and health workers who still actively working in the hospital. Result of the research showed that leadership style, compensation, working partner, and career development are the organizational factors which affect turnover intention among health workers in SM Banyumas Hospital. While there were also external factors which also affect turnover intention. Most respondents stated that there were more interseting and beneficial job offer which caused them to turnover from the SM Banyumas Hospital. 

scholarly journals PERAN CAREER PLATEAU DAN KEPUASAN KERJA DALAM MEMBENTUK TURNOVER INTENTION

2018 ◽  
Vol 26 (2) ◽  
pp. 163
Author(s):  
Rauly Sijabat
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sem Analysis ◽  
Primary Data ◽  
Equation Modeling ◽  
Turnover Rates ◽  
High Turnover ◽  
Career Plateau ◽  
Negative Effect

High employee turnover rates are a classic problem that companies often encounter. The high turnover intensity can create instability and uncertainty about the condition of the workforce and the company itself. The results of previous research studies that have not been conclusive, led this study to examine the turnover intention with the career plateau approach and job satisfaction.Model and hypotheses were tested using primary data obtained through interviews using questionnaires on 100 respondents. The data obtained are then analyzed by using Structural Equation Modeling (SEM) analysis technique. The result of statistic test showed that career plateau proved to have a significant negative effect on job satisfaction, the career plateau proved to have a significant positive effect on turnover intention, and job satisfaction had a negative effect on turnover intention.

scholarly journals Elevada Rotatividade de Carteiras e o Desempenho dos Fundos de Investimento em Ações

2014 ◽  
Vol 12 (4) ◽  
pp. 469
Author(s):  
Pedro Luiz Albertin Bono Milan ◽  
William Eid Junior
Keyword(s):  
Portfolio Management ◽  
Turnover Rate ◽  
Turnover Rates ◽  
High Turnover ◽  
Investment Funds ◽  
Market Portfolio ◽  
Active Portfolio Management ◽  
The Impact ◽  
Portfolio Return ◽  
Shed Light

The active portfolio management aims to outperformance a market portfolio return, however, there is a great discussion among academics and practitioners about the real possibilities to outperformance the market portfolio return by an actively portfolio management. This paper shed light on Brazilian market, pursuing the impact of a high portfolio turnover rate in the performance of equity mutual investment funds. The study evidence high turnover rates negatively affecting the performance of the funds. Furthermore, the performance fee and the size effect are important aspects to acces better performance.

scholarly journals Rates of turnover among general practitioners: a retrospective study of all English general practices between 2007 and 2019

BMJ Open ◽  
2021 ◽  
Vol 11 (8) ◽  
pp. e049827
Author(s):  
Rosa Parisi ◽  
Yiu-Shing Lau ◽  
Peter Bower ◽  
Kath Checkland ◽  
Jill Rubery ◽  
...  
Keyword(s):  
Retrospective Study ◽  
General Practitioners ◽  
Turnover Rate ◽  
Social Deprivation ◽  
Turnover Rates ◽  
High Turnover ◽  
Practice Characteristics ◽  
General Practices ◽  
Over Time ◽  
Deprived Areas

ObjectiveTo quantify general practitioners’ (GPs’) turnover in England between 2007 and 2019, describe trends over time, regional differences and associations with social deprivation or other practice characteristics.DesignA retrospective study of annual cross-sectional data.SettingAll general practices in England (8085 in 2007, 6598 in 2019).MethodsWe calculated turnover rates, defined as the proportion of GPs leaving a practice. Rates and their median, 25th and 75th percentiles were calculated by year and region. The proportion of practices with persistent high turnover (>10%) over consecutive years were also calculated. A negative binomial regression model assessed the association between turnover and social deprivation or other practice characteristics.ResultsTurnover rates increased over time. The 75th percentile in 2009 was 11%, but increased to 14% in 2019. The highest turnover rate was observed in 2013–2014, corresponding to the 75th percentile of 18.2%. Over time, regions experienced increases in turnover rates, although it varied across English regions. The proportion of practices with high (10% to 40%) turnover within a year almost doubled from 14% in 2009 to 27% in 2019. A rise in the number of practices with persistent high turnover (>10%) for at least three consecutive years was also observed, from 2.7% (2.3%–3.1%) in 2007 to 6.3% (5.7%–6.9%) in 2017. The statistical analyses revealed that practice-area deprivation was moderately associated with turnover rate, with practices in the most deprived area having higher turnover rates compared with practices in the least deprived areas (incidence rate ratios 1.09; 95% CI 1.06 to 1.13).ConclusionsGP turnover has increased in the last decade nationally, with regional variability. Greater attention to GP turnover is needed, in the most deprived areas in particular, where GPs often need to deal with more complex health needs. There is a large cost associated with GP turnover and practices with very high persistent turnover need to be further researched, and the causes behind this identified, to allow support strategies and policies to be developed.

scholarly journals Pengaruh Turnover Intention terhadap Kinerja Karyawan di Rumah Sakit Bedah Surabaya

2018 ◽  
Vol 5 (2) ◽  
pp. 123
Author(s):  
Alfatania Pandu Asmara
Keyword(s):  
Turnover Intention ◽  
Work Performance ◽  
Turnover Rate ◽  
Employee Performance ◽  
P Value ◽  
High Turnover ◽  
Cross Sectional ◽  
Average Value ◽  
Cross Sectional Design ◽  
The Individual

The turnover rate of employee in Surabaya Surgical Hospital increased over the last three years since 2014 to 2016 that was 13,67% in 2014, 13,69% in 2015 and 16,91% in 2016. The high employee turnover rate of Surabaya Surgical Hospital was probably due to high turnover intention of employees in some work-units at Surabaya Surgical Hospital on 2016 with the individual average value by 50.80%. The high value of turnover intention could give an impact in employee performance. Holzer, Stoll, and Wissoker (2004) stated that employees would reflect the high turnover intention by not fulfilling the tasks and responsibilities at work. Turnover intention did not only impact the final performance, but also affected employees' commitment to work. This research aimed to analyze the effect of turnover intention on employee performance. The sample of this research was Surabaya Surgical Hospital employees with minimum six months working period. The method of this research was analytical observational study with cross sectional design. The result showed that turnover intention affected the employee performance with the p value or significance was 0.03 and smaller than α = 5% (0.05). It can be concluded that turnover intention has an effect on employee performance.Keywords: turnover intention, work commitment, work performance

Nurse Turnover in India: Factors Impacting Nurses’ Decisions to Leave Employment

2016 ◽  
Vol 3 (2) ◽  
pp. 109-128 ◽  
Author(s):  
Sangeetha Lakshman
Keyword(s):  
Turnover Intention ◽  
Critical Incident ◽  
Turnover Intentions ◽  
Staff Retention ◽  
Turnover Rates ◽  
High Turnover ◽  
Effective Work ◽  
Nurse Turnover ◽  
Nursing Turnover ◽  
Decisions To Leave

Nursing turnover remains problematic, yet research with nurses is scarce in India. Turnover intentions were examined in this study to identify the critical reasons of the problem and to provide hospitals with information regarding job satisfaction as it is associated with turnover intention. Interviews were conducted with 144 nurses and top management personnel from eight hospitals in southern India. Using critical incident technique, we compared high attrition hospitals (HAH) with low attrition hospitals (LAH) and identified three key themes that distinguished them: the nature of the organization, the nature of employees and human resources (HR) paradox for turnover intentions. The research results could help identify strategies for hospitals that will minimize the high turnover rates while optimizing the levels of staff retention by providing effective work environment and career advancements.

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