Leadership Styles and Employee Turnover Intention in the Ghana Audit Service: The Moderating Role of  Employee Motivation

With increased number of employment opportunities in India, employers are increasingly finding it difficult to control employee turnover. Nonetheless, positive psychologists argue that one of the ways to face this challenge is by understanding the positive factors such as, work engagement and personal resources that negatively affect employees’ turnover intention. Therefore, the objective of this study is to examine the moderating role of psychological capital in the work engagement – employee turnover intention relationship. Hierarchical regression was used to analyze a sample of 228 employees working in diverse industries. The findings indicate that psychological capital moderates the relationship between work engagement and intention to turnover. The findings augment the theory of self and role by identifying moderating role of personal resources in strengthening the negative relationship between work engagement and turnover intention. Managers may take steps to enhance the employee-co-worker and employee-supervisor relationship either by promoting team related activities or by enabling their employees to work independently. Also, in order to save the cost of hiring a new candidate and losing an experienced employee, managers may create mechanisms for measuring work engagement of at least their key employees or a regular basis. This paper fulfils an identified need to study how psychological capital plays a key role in affecting the work engagement–employee turnover intention relationship in Indian context.

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TALENT MANAGEMENT AND ORGANIZATIONAL EFFICIENCY: EXPLORING THE MODERATING ROLE OF EMPLOYEE TURNOVER INTENTION IN THE PAKISTAN TELECOMMUNICATION SECTOR

December 2020 - Gomal University Journal of Research ◽

10.51380/gujr-37-02-01 ◽

2021 ◽

Vol 37 (02) ◽

pp. 120-133

Author(s):

Ali Muhammad ◽

Aiza Hussain Rana ◽

Raza Hussain Lashari

Keyword(s):

Turnover Intention ◽

Employee Turnover ◽

Service Providers ◽

Talent Management ◽

Organizational Efficiency ◽

Telecommunication Sector ◽

Employee Turnover Intention ◽

The Impact ◽

Moderating Role

The high Employee Turnover Intention (ETO) is a prevalent issue in the contemporary world of business, which is, directly and indirectly affecting organizations. The TC of Pakistan is the fastest-growing sector; however, if Talent Management (TM) is not properly managed, it results in Employee Turnover Intention and reduces Organizational Efficiency (OE). This study is carried out to examine the impact of talent on OE and examine the moderating role of ETO in the Telecommunication sector (TC) of Pakistan. The study is carried out using structured questionnaires as distributed amongst 125 employees of cellular service providers working in franchises, regional offices and business centers operated in Lahore- the second- largest hub of mobile users in Pakistan. Regression and MODGRAPH were used to check the effect of moderating variable, ETO. The findings of the study indicate that managing talent has a significant role in improving OE. In addition, ETO moderates the relationship between TM and OE in the TC of Pakistan.

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The Impact of Transformational Leadership Style on Employee Turnover Intention in State-Owned Enterprises in Ghana. The Mediating Role of Organisational Commitment

Public Organization Review ◽

10.1007/s11115-021-00509-5 ◽

2021 ◽

Author(s):

Francis Donkor ◽

William Ansah Appienti ◽

Ellen Achiaah

Keyword(s):

Transformational Leadership ◽

Leadership Style ◽

Turnover Intention ◽

Employee Turnover ◽

Organisational Commitment ◽

Mediating Role ◽

Employee Turnover Intention ◽

Transformational Leadership Style ◽

The Impact

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Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8759 ◽

2020 ◽

Vol 48 (2) ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Taotao Zhang ◽

Bingxiang Li

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Job Crafting ◽

Equation Modeling ◽

Employee Turnover Intention ◽

Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

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