scholarly journals The Impacts of Friendship, Advice and Negative Ties on Intention To Leave: The case of nurses in a special branch hospital

2021 ◽  
Vol 16 (4) ◽  
pp. 159-176
Author(s):  
Cenk Sozen ◽  
Simge Samanci ◽  
Ismail Tokmak ◽  
Hakan Turgut ◽  
Nejat Basim
Keyword(s):  
Social Structure ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Business Environment ◽  
Professional Support ◽  
Centrality Measures ◽  
Interaction Patterns ◽  
High Turnover ◽  
Friendship Relations ◽  
Negative Interactions

OBJECTIVES: The high turnover rate of nurses has been a matter of debate among scholars. Nurses’ social interaction patterns and the social structure they are situated within may provide clues about possible causes of their high turnover intentions. This study aims to investigate the possible effects of negative and positive ties on the intention of turnover among nurses. DESIGN & SETTING: A hybrid research methodology was used. Social network analysis was used to reveal the positions of the nurses (n = 126) in the positive and negative networks. A statistical model was formed with varying types of centrality measures, intragroup conflict, and intention to leave variables. The data was collected from all the nurses working in a special branch hospital. RESULTS AND CONCLUSION: The findings of the study clearly indicate that negative interactions directly and indirectly affect the intention to leave, and the nurses demand professional support from their colleagues. The findings also show the existence of a fragmented social structure among nurses, which suggests the increased importance of brokerage roles. Managers should closely monitor the negative interactions among nurses, and they need to use conflict management techniques frequently to reduce hostile relations in the business environment. Managers should especially seek ways to increase altruistic tendencies among colleagues because nurses demand professional support ties more than friendship relations.

scholarly journals Turnover intentions, training and motivations among Australian union staff

2021 ◽  
pp. 0143831X2110172
Author(s):  
Nick Brander-Peetz ◽  
David Peetz ◽  
Paula Brough
Keyword(s):  
Online Survey ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Intention To Leave ◽  
Theory And Practice ◽  
Organisational Support ◽  
Intrinsic Motivations ◽  
Perceived Organisational Support ◽  
The Impact ◽  
Labour Market Mobility

Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

Capturing Tacit Knowledge from Transient Workers

2010 ◽  
pp. 1535-1551
Author(s):  
Salah Eldin Adam Hamza
Keyword(s):  
Peer Review ◽  
Tacit Knowledge ◽  
Review Process ◽  
Peer Review Process ◽  
Business Environment ◽  
Future Research ◽  
Research Approach ◽  
Open Door Policy ◽  
High Turnover ◽  
New Employees

This article studies the way tacit knowledge is dealt with in a high turnover business environment through a qualitative research approach in an engineering organization with respect to organizational culture and values and the effect in competitive stance. The study found peer review process and managerial/supervisory style to be effective in enabling new employees in a short time with knowledge critical for them to do a successful job, core values, and open-door policy to be necessary factors in forming a fertile environment for a quick tacit knowledge harvesting. The study also showed that a good competitive stance and customer satisfaction can be achieved and maintained through implementation of a rigorous peer review process. The study revealed noneffective utilization of knowledge management (KM) technical resources. The study directs future research towards evaluating possible objectives for utilization of KM technological resources, timeline for effective codification of tacit knowledge, and responsibilities for handling resources.

Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

2020 ◽  
pp. 0734371X2094230
Author(s):  
Rashmi Chordiya
Keyword(s):  
Turnover Intentions ◽  
Negative Relationship ◽  
People With Disabilities ◽  
Intention To Leave ◽  
Federal Employees ◽  
Negative Attitudes ◽  
Diversity And Inclusion ◽  
Organizational Fairness ◽  
Employees With Disabilities ◽  
Key Factor

People with disabilities have experienced a long history of prejudice and disenfranchisement. Negative attitudes and stigmas continue to act as barriers to employment and career success of individuals with disabilities. However, diversity and inclusion of people with disabilities is an under-researched area in public administration. This study contributes to the literature by examining the turnover intentions of federal employees with disabilities as compared to employees without disabilities. In addition, this study investigates the moderating effects of inclusive organizational practices (i.e., organizational fairness, empowerment, openness, supportiveness, and cooperativeness) in lowering the turnover intentions of federal employees, and particularly, for employees with disabilities. Findings of this study indicate, as compared to employees without disabilities, the odds of demonstrating an intention to leave their current organization are significantly higher for employees with disabilities. While other inclusion practices did not have the expected effects, organizational fairness was found to be a key factor mitigating the negative relationship between employee’s disability status and turnover intentions.

scholarly journals The Link between HR Attributions and Employees’ Turnover Intentions

2016 ◽  
Vol 18 (1) ◽  
pp. 55 ◽  
Author(s):  
Juliana Caesaria Tandung
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Human Resources Management ◽  
Intention To Leave ◽  
Individual Level ◽  
Hr Practices ◽  
And Behavior ◽  
Attitudes And Behavior

Human Resources Management (HRM) is part of the organizational functions that contribute to the effectiveness of a firm’s performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR) practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the employees’ attitudes and behavior (e.g. Job satisfaction and turnover intention). The purpose of this study is to contribute to the process-based approach by investigating the effect of HR attributions on turnover intentions, with job satisfaction playing a mediating role. The analysis is on the individual level, with 454 respondents from various organizations within the Netherlands. The results show that HR attributions can affect the turnover intention, through the presence of job satisfaction. Thus, it can be said that it is important to always consider the employees’ attitudes and behavior when examining their perception of HR practices, and in predicting their intention to leave.

scholarly journals Relationship between Job Satisfaction and Turnover Intention of Nurses at Islamic Hospital Faisal Makassar

2021 ◽  
Vol 2 (1) ◽  
pp. 43-49
Author(s):  
A. Siti Wadi’ah ◽  
Fridawaty Rivai ◽  
Yahya Thamrin ◽  
Syahrir Pasinringi ◽  
Irwandy Kapalawi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Negative Impact ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
High Turnover ◽  
Chi Square ◽  
Cross Sectional ◽  
Nurse Turnover

The high turnover of employees in the hospital can have negative impact on the disruption of the process of health services provided to patients and in the end can lead to employee job satisfaction and the desire for employees to stay in an organization. This study aims to analyse the effect of job satisfaction including the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and work environment on the intention of nurse turnover at Faisal Islamic Hospital Makassar. This is a quantitative study using an analytic observational study with a cross sectional study design. The sample using total sampling were nurses who placed 127 respondents. Data analysis used chi-square test. The results showed the relationship between job satisfaction based on the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and the work environment on intention to leave. Therefore, the management is asked to motivate employees by providing bonuses, leave, official vehicles or other facilities that can be used as a reward tool for employees who have worked well and pay attention to employee satisfaction by seeing what employees expect.

scholarly journals Knowledge Retention Challenges in Information Systems Development Teams

2022 ◽  
Vol 18 (1) ◽  
pp. 0-0
Keyword(s):  
Information Systems ◽  
Knowledge Retention ◽  
Business Environment ◽  
Systems Development ◽  
Work Environments ◽  
Information Systems Development ◽  
Organizational Agility ◽  
High Turnover ◽  
Financial Organization ◽  
Development Teams

Information systems development (ISD) is an integral part of organizational agility in today’s competitive business environment. High turnover, agile ways of working, and fluid work environments pose challenges for ISD. This paper explores the erosion of knowledge retention (KR) arising from ISD staff churn in a New Zealand-based financial organization in the aftermath of a major earthquake. In this exploratory study, the authors develop a causal model of KR in the ISD context, which articulates the challenges to and consequences of ineffective KR at the routine and exiting stages of KR. The model identifies four challenges—coordination complexity, insufficient resources for knowledge retention, insufficient attention to knowledge retention, and slow staff replacement and handover processes—that can affect the loss of ISD knowledge when routine and exiting KR fall into disarray. This study also reveals that role stress and reduced ISD agility reinforce the cycle of knowledge loss.

scholarly journals The moderating impact of resilience on the relationship between workplace incivility and turnover intentions: a proposed study in Dubai retail SME’s

2017 ◽  
Vol 1 (1) ◽  
pp. 236-243
Author(s):  
Yasin Shahryari ◽  
Kamarul Zaman Ahmad
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
High Turnover ◽  
Mediating Role ◽  
Employee Turnover Intention

This is a theoretical paper that aims to explore the determinants of employee turnover intention among retail SMEs in Dubai in terms of incivility (customer, coworker, supervisor) and the mediating role of emotional exhaustion with the moderating effect of resilience. The retail industry in Dubai will be one of the main beneficiaries of the study since it appears that they suffer high turnover intention and cost. Managements and owners of retail SMEs in Dubai would be able to get a better idea of the determinants of employee turnover intention and workplace incivility through the analysis and recommendations developed by the research. Data would be gathered from participants (i.e. employees of retail SMEs in Dubai) who have direct contact with customers, coworkers and supervisors/ management. Viewed in this manner, data gathered would be analyzed in two stages, using descriptive statistics and structural equation modeling using computer software including, SPSS/STATA, AMOS/ Smart-PLS. This paper would elaborate the literature on turnover intention and incivility Subsequently, the research will illustrate the mediating role emotional exhaustion and the moderation effect of resilience among retail SMEs employees in Dubai. Keywords: Incivility, Turnover intentions, Resilience, SMEs

scholarly journals Long term analysis of social structure: evidence of age-based consistent associations in Alpine ibex

2021 ◽  
Author(s):  
Alice Brambilla ◽  
Achaz von Hardenberg ◽  
Cédric Sueur ◽  
Claudia Canedoli ◽  
Christina R Stanley
Keyword(s):  
Social Structure ◽  
Social Needs ◽  
Centrality Measures ◽  
Multi Scale ◽  
Alpine Ibex ◽  
Social Network Dynamics ◽  
Animal Populations ◽  
The Social ◽  
Term Analysis

ABSTRACTDespite its recognized importance for understanding the evolution of animal sociality as well as for conservation, long term analysis of social networks of animal populations is still relatively uncommon. We investigated social network dynamics in males of a gregarious mountain ungulate (Alpine ibex, Capra ibex) over ten years focusing on groups, sub-groups and individuals, exploring the dynamics of sociality over different scales. Despite the social structure changing between seasons, the Alpine ibex population was highly cohesive: fission-fusion dynamics lead almost every male in the population to associate with each other male at least once. Nevertheless, we found that male Alpine ibex showed preferential associations that were maintained across seasons and years. Age seemed to be the most important factor driving preferential associations while other characteristics, such as social status, appeared less crucial. We also found that centrality measures were influenced by age and were also related to individual physical condition. The multi-scale and long-term frame of our study helped us show that ecological constrains, such as resource availability, may play a role in shaping associations in a gregarious species, but they cannot solely explain sociality and preferential association that are likely also to be driven by life-history linked physiological and social needs. Our results highlight the importance of long-term studies based on individually recognizable subjects to help us build on our understanding of the evolution of animal sociality.

scholarly journals Turnover Intentions and Job Hopping among Millennials in Serbia

2018 ◽  
Vol 24 (1) ◽  
pp. 53
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic
Keyword(s):  
Job Satisfaction ◽  
Generation Y ◽  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Research Question ◽  
Relevant Literature ◽  
Intention To Leave ◽  
Eastern European Countries ◽  
Core Idea

Research Question: The purpose of this paper is to determine whether the number of jobs the Millennial generation intend to change during their career is larger than that of previous generations; to compare the Millennials’ intention to leave their current job to the previous generations’, and also to examine the relation between the Millennials’ turnover intention and their job satisfaction. Motivation: Millennials keep their resumes updated and have a reputation to be job hoppers (Shaw & Fairhurst, 2008; Meier& Crocker, 2010). Moreover, their job hopping has been an unprecedented problem for the employers (Tulgan 2015) and they are reported to have higher turnover intention rate than other generations (Kowske, Rasch & Wiley 2013; Deloitte, 2011; Twenge, 2010; Sujansky & Ferri-Reed, 2009). Additionally, it is generally accepted that job satisfaction and employee turnover intention are negatively related (Mobley 1977; Susskind et al. 2000; Schwepker 2001). Having in mind a lack of relevant literature as well as research in Eastern European countries, our goal was to explore if the same can be concluded for the Millennials in Serbia. Idea: The core idea of this paper was to empirically evaluate the relationship between the stated variables. Data: The analysis was conducted during 2017 in Serbia using a questionnaire which was made in the form of an online survey and distributed by email and posted on social networking websites. A total of 802 valid responses were received. Tools: Statistical analyses of all collected data were used to draw conclusions. Findings: The results of the study confirmed that the intention of the respondents to change a larger number of jobs in their career increases as we move towards the youngest generation in the workplace. Generation Y was found to be the only generation that has a higher percentage of those who think that they will quit the current job in the next two years than those who expect the opposite. The analysis confirmed that turnover intention increases with job dissatisfaction - the greater their job satisfaction is, the less Millennials will want to change their current employer in the next two years. Contribution: This paper expands existing research related to the turnover intentions and job hopping of Millennials and provides recommendations for organizations for retaining the members of Generation Y.

scholarly journals Organizational Commitment And Turnover Intentions Of Marketing Managers

2011 ◽  
Vol 10 (3) ◽  
pp. 87 ◽  
Author(s):  
James B. DeConinck ◽  
Duane P. Bachmann
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Equation Model ◽  
Marketing Managers ◽  
Promotional Opportunity ◽  
Antecedents And Consequences

<span>Previous research has increased our understanding of organizational commitment; however, few researchers have analyzed the antecedents and consequences of organizational commitment of marketing managers. A structural equation model explaining the organizational commitment of 335 marketing managers was developed and tested. Higher levels of distribute justice, job satisfaction, promotional opportunity and seniority were significant predictors of organizational commitment. Marketing managers intention to leave their jobs was highly influenced by their degree of organizational commitment. Kinship responsibility was not a significant predictor in the model.</span>

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