scholarly journals PENGARUH WORK LIFE POLICIES, WORK LIFE CONFLICT, JOB STRESS, DAN LONELINESS TERHADAP TURNOVER INTENTIONS PADA SEBUAH UNIVERSITAS SWASTA DI KOTA BATAM

2018 ◽  
Vol 9 (2) ◽  
pp. 299
Author(s):  
Hielvita Ludiya
Keyword(s):  
Organizational Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Life ◽  
Full Time ◽  
New Employees ◽  
Managerial Implications ◽  
The Impact ◽  
Work Life Conflict

<p><em>Turnover intention has been an important issue in any organization; management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. This study aims to examine the impact of work life policies, work life conflict, job stress dan loneliness on turnover intentions at a private university in Batam.</em><em> </em><em>A total of 101</em><em> </em><em>completed responses were collected in the survey.</em><em> </em><em>The sampling method in this research is done with the approach of non-probability sampling with the</em><em> </em><em>convinience sampling.</em><em> </em><em>The data analysis technique used was the technique of multiple regression</em><em> </em><em>analyisis. </em><em>The findings of this research showed that</em><em> work life policies and job stress have negative and significant </em><em>impact on turnover intentions</em><em>.</em><em> </em><em>Work life conflict</em><em> and loneliness have</em><em> </em><em>positive and significant</em><em> </em><em>impact on turnover intentions.</em><em> </em><em>The managerial implications of this research</em><em> </em><em>ha</em><em>ve</em><em> several limitations such as taking only one university and some facult</em><em>ies </em><em>of full time lecturer </em><em>which become the object of research.</em><em> </em><em>Moreover, researcher was not able to spend a lot of time at the organisation for collecting the data from the respondents. </em><em>This research suggest</em><em> that</em><em> further investigat</em><em>ion</em><em> need</em><em>s</em><em> </em><em>to be expanded by taking some of the objects</em><em> that</em><em> are similar research at the education industry or other industries,</em><em> </em><em>and by </em><em>increasing the sample size to improve the results of consistency.</em><em></em></p>

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

THE EFFECTS OF QUALITY OF WORK LIFE ON COMMITMENT AND TURNOVER INTENTION

2007 ◽  
Vol 35 (6) ◽  
pp. 735-750 ◽  
Author(s):  
Tung-Chun Huang ◽  
John Lawler ◽  
Ching-Yi Lei
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Life ◽  
Quality Of Work Life ◽  
Accounting Firms ◽  
Quality Of Work ◽  
Managerial Implications ◽  
Different Dimensions ◽  
The Impact

Although previous studies have demonstrated the importance of balance between family and work life, few have included quality of work life (QWL) and job-related attitudes. The aim of this study was to examine the impact of quality of work life on auditors' career and organizational commitment in Taiwanese public accounting firms, and how those commitments, in turn, affect turnover intention. Our findings indicate that different dimensions of QWL result in distinctive effects on organizational and career commitments and turnover intentions. Managerial implications for both researchers and practitioners are discussed.

scholarly journals The Impact of Work Life Balance, Role Conflict and Work Overload on Employee Turnover Intention through the mediating role of Job Stress

2021 ◽  
Vol 6 (1) ◽  
pp. 271-287
Author(s):  
Syed Majid Khalil ◽  
Sher Nawaz Khan ◽  
Dr. Fayaz Ali Shah
Keyword(s):  
Role Conflict ◽  
Job Stress ◽  
Turnover Intention ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Work Overload ◽  
Mediating Role ◽  
Employee Turnover Intention ◽  
The Impact

The current study is to find out the impact of Work Life balance, Role Conflict and Work Overload on Employees Turnover Intention with the mediating role of job stress of Abdul Wali Khan University (AWKUM) of Khyber Pakhtunkhwa. Working in educational institutions is complex and dynamic in nature, therefore in these conditions employees faces many stresses. Referable to the most troubling of these fears the most affected relationship is the low performance of employees working in Abdul Wali Khan University (AWKUM) because of the stress. Different stressor in the management of universities like Work Life Balance, Role conflict and Work Overload are important determinants of stress. The workplace has some harsh realities, worldwide one of the basic challenges facing in an organization is their employee’s performance affected by stress. The employees who are working in different sectors of an organization have to deal with stress. Similarly, the university workers are among the same to deal with the stress. The performance of an organization is dependent on employee’s working ability and if the employees are in stress than their overall performance will be negatively affected, resulting in inefficiency and staff turnover. . To study stress in universities, the survey has conducted through a questionnaire designed by the Donald A Buckingham (2004) and KavithaVenugobal (2017). The questionnaire was sent to 300 respondents and 270 answered the questionnaire, which represents a response rate of 89.6%. Based on data collected, the correlation and regression of the variables were carried out in SPSS. The outcomes of the analysis show that Work Life Balance negatively affects the stress level of employees while Role Conflict and Work overload positively affect the job stress level of employees. As the job stress is the mediator in the study, its effect on employee turnover intention is positive. This study will help decision-makers to identify important stresses and see their impact on job stress.

scholarly journals Working hours, work-life conflict and health in precarious and "permanent" employment

2004 ◽  
Vol 38 (suppl) ◽  
pp. 19-25 ◽  
Author(s):  
Philip Bohle ◽  
Michael Quinlan ◽  
David Kennedy ◽  
Ann Williamson
Keyword(s):  
Health And Safety ◽  
Working Hours ◽  
Work Life ◽  
Full Time ◽  
Precarious Employment ◽  
Social Lives ◽  
Health Related ◽  
Permanent Employees ◽  
The Impact ◽  
Work Life Conflict

OBJECTIVE: The expansion of precarious employment in OECD countries has been widely associated with negative health and safety effects. Although many shiftworkers are precariously employed, shiftwork research has concentrated on full-time workers in continuing employment. This paper examines the impact of precarious employment on working hours, work-life conflict and health by comparing casual employees to full-time, "permanent" employees working in the same occupations and workplaces. METHODS: Thirty-nine convergent interviews were conducted in two five-star hotels. The participants included 26 full-time and 13 casual (temporary) employees. They ranged in age from 19 to 61 years and included 17 females and 22 males. Working hours ranged from zero to 73 hours per week. RESULTS: Marked differences emerged between the reports of casual and full-time employees about working hours, work-life conflict and health. Casuals were more likely to work highly irregular hours over which they had little control. Their daily and weekly working hours ranged from very long to very short according to organisational requirements. Long working hours, combined with low predictability and control, produced greater disruption to family and social lives and poorer work-life balance for casuals. Uncoordinated hours across multiple jobs exacerbated these problems in some cases. Health-related issues reported to arise from work-life conflict included sleep disturbance, fatigue and disrupted exercise and dietary regimes. CONCLUSIONS:This study identified significant disadvantages of casual employment. In the same hotels, and doing largely the same jobs, casual employees had less desirable and predictable work schedules, greater work-life conflict and more associated health complaints than "permanent" workers.

scholarly journals Factor Do Influencing Turnover Intention: Intervening Effect of Compensation Policy Decision

2021 ◽  
Vol 4 (2) ◽  
pp. 365-379
Author(s):  
Kashif Amin Butt ◽  
Zafar Mueen Nasir
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Policy Decision ◽  
Positive Influence ◽  
Second Phase ◽  
Compensation Policy ◽  
Organizational Problem ◽  
Telecom Sector ◽  
The Impact

The current research examines the effects of external and internal factors on the decisions related to the compensation policy subsequently influence turnover intentions of Telecom sector employees of Pakistan. The study was conducted in two phases. In the first phase, the factors effecting the compensation policy decision are generated through an extensive review of literature. This exhaustive list was tested through a rigorous process of a number of iterations of finding the most valued and considered factors in Pakistani telecom sector. This process was done with the top tier management including the human resource practitioners, as these are the people who significantly contribute in developing and finalizing decisions on the policy relating to compensation. For meeting with the objectives of current study, second phase consisted on identification of the impact of such decisions was tested on employee’s turnover intentions. The results were significant giving an understanding that the organizations who consider the most critical internal and external factors effecting decisions related with compensation policy, will ultimately craft such a policy, which is having a positive influence on the motivation of employee to continue working with the organization. So, this will solve the major organizational problem of retaining the productive employees and hence getting a sustainable organizational performance.

scholarly journals The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan

2013 ◽  
Vol 3 (1) ◽  
pp. 74 ◽  
Author(s):  
Muhammad Ashar ◽  
Mudasar Ghafoor ◽  
Easha Munir ◽  
Sadia Hafeez
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Affective Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Business Environment ◽  
Significant Positive Association ◽  
Relationship Of ◽  
The Impact

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training perceptions with affective commitment. The finding also shows significant negative association of affective commitment with employee turnover intention. This study helps managers to understand training-attitude-organizational performance relationship. Key Words: Training Perceptions, Affective Commitment, Turnover Intention, HR Practices 

scholarly journals The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

2021 ◽  
Vol 13 (19) ◽  
pp. 10497
Author(s):  
Babin Dhas Devadhasan ◽  
Natanya Meyer ◽  
Seetharampalayam Chettiannan Vetrivel ◽  
Róbert Magda
Keyword(s):  
Turnover Intention ◽  
Work Life ◽  
Work Life Balance ◽  
Educational Institutions ◽  
Full Time ◽  
Job Fit ◽  
Higher Educational Institutions ◽  
Life Balance ◽  
Higher Educational ◽  
The Impact

This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.

Job Autonomy Buffers the Impact of Work–Life Conflict on Organizational Outcomes

2014 ◽  
Vol 73 (2) ◽  
pp. 77-86 ◽  
Author(s):  
Rebecca Brauchli ◽  
Georg F. Bauer ◽  
Oliver Hämmig
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Job Demands ◽  
Organizational Outcomes ◽  
Total Sample ◽  
Work Life ◽  
Job Autonomy ◽  
The Impact ◽  
Work Life Conflict

This study first examines domain-specific antecedents of work–life conflict (i.e., job demands and home demands); second, it investigates turnover intention, job satisfaction, and organizational commitment as outcomes of work–life conflict relevant to organizations; and, finally, it studies the role of job autonomy as a buffer between work–life conflict and these organizational outcomes. Data were collected from four large organizations with a total sample of 6,091 employees. High time-related job demands were found to be a major antecedent of work-to-life conflict (WLC), while home demands predicted life-to-work conflict (LWC). Moreover, our analyses showed that WLC, but not LWC, predicts turnover intention, job satisfaction, and organizational commitment. In addition, the results suggest that job autonomy is a buffer associated with WLC and organizational outcomes, since all two-way interactions were significant, but not with LWC, since the respective interactions were not significant.

The Impact of Workplace Aggression on Employee Satisfaction With Job Stress, Meaningfulness of Work, and Turnover Intentions

2020 ◽  
pp. 009102601989997
Author(s):  
James Gerard Caillier
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Attitudes ◽  
Workplace Aggression ◽  
Work Related ◽  
The Past ◽  
Research Findings ◽  
Work Relationship ◽  
The Impact

Research concerning workplace aggression has become more prevalent over the past several decades. These studies have mainly focused on the antecedents and outcomes of workplace aggression in general or one specific type of workplace aggression. This article took a different approach. Specifically, it tests the impact of workplace aggression overall, as well as several types of workplace aggression, on the following work-related attitudes: satisfaction with job stress, turnover intentions, and meaningfulness of work. The moderating effect of satisfaction with job stress in the workplace aggression–turnover intention relationship and the workplace aggression–meaningfulness of work relationship were also investigated. Research findings demonstrated that workplace aggression decreased satisfaction with job stress and meaningfulness of work. Workplace aggression also increased turnover intentions. However, satisfaction with job stress did not interact with workplace aggression in either of the work-related attitudinal models (i.e., turnover intentions and meaningfulness of work). Furthermore, not all types of workplace aggression were found to affect work attitudes. These results are thoroughly discussed in the article.

Understand the Turnover Intention among Kindergarten Teachers in Chinese Mainland

2020 ◽  
Vol 10 (1) ◽  
pp. 96-110
Author(s):  
Shi Hu
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Negative Influence ◽  
Chinese Mainland ◽  
Work Life ◽  
Ministry Of Education ◽  
High Workload ◽  
The Relationship ◽  
Work Life Conflict

In recent years, teachers in kindergarten from Chinese mainland face many new challenges after ECE promoting policy in 2010 by Chinses Ministry of Education. Therefore high-quality KG teachers with excellent job performance and long retention are necessary. However, due to the high workload and low salary the turnover intention among KG teachers in China is high. Once turnover happens, both direct cost and indirect cost would occur, which would bring negative influence on ECE quality. Due to the professional nature of KG teachers the replacement is hard therefore it is important to understand how to achieve retention of KG teachers. Therefore, workload and work-life conflict are identified as independent variables to predict the turnover intention among KG teachers in Chinese mainland mediated by job stress and moderated by family-supportive supervisor. At last, through data analysis by SmartPLS workload and work-life conflict are positively related to turnover intention among KG teachers in Chinese mainland mediated by job stress. However, family-supportive supervisor does not have a moderating effect on the relationship between workload, work-life conflict and job stress. This study gives new insights for understanding the factors that are related to turnover intention among KG teachers in Chinese mainland.

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