scholarly journals Managing Turnover Intentions among Faculty of Higher Education Using Human Resource Management and Career Growth Practices

2019 ◽  
Vol 5 (1) ◽  
pp. 109-124 ◽  
Author(s):  
Muhammad Shahid Nawaz ◽  
Sulaman Hafeez Siddiqui ◽  
Rabia Rasheed ◽  
Syed M Javed Iqbal
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Turnover Intention ◽  
Partial Least Square ◽  
Faculty Members ◽  
Full Time ◽  
Career Goal ◽  
Goal Progress ◽  
Career Growth ◽  
The Impact

Academic institutions cannot survive and perform well without competent and committed academic staff. Therefore, it is important to address the issue of faculty members’ turnover. Focus of this study is to investigate the impact of human resource practices (salary, performance appraisal, training and development) and career growth (career goal progress, professional ability development, promotion speed, and remuneration growth) on faculty members’ turnover intention. The study has used a cross sectional survey data from a sample of 270 full time faculty members of universities in Pakistan.  The Partial Least Square (PLS) two step path modeling was used to test the direct and indirect hypotheses. The results indicate that salary and performance appraisals are significantly and negatively related to turnover intention. Besides, it was found that out of four dimensions of career growth, only promotion speed and remuneration growth have significant direct relationship with turnover intention. With regards to mediated relationships, it was found that organizational commitment mediates the relationships between career growth (career goal progress, promotion speed, remuneration growth) and turnover intention. These findings suggest that in order to reduce turnover intention among faculty members, the higher education institutions must institutionalize human resource policies and practices that enhance career growth and employees’ development.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Compensation, Career Development, and Job Satisfaction as the Antecedent of Nurse Turnover Intention

2021 ◽  
Vol 10 (2) ◽  
pp. 139-147
Author(s):  
Nur Hidayah ◽  
Hana Rizki Ananda
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Turnover Intention ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional ◽  
Professional Nurses ◽  
The Impact

The shortage of professional nurses in a hospital is to threaten service quality and patient safety. Inadequate compensation, no career development, and dissatisfaction can increase turnover intention. Increasing professional nurses' resilience is better than recruiting new nurses from an economic perspective. The research analyzed the effect of compensation and carrier development on job satisfaction and the impact on nurses' turnover intention in a private hospital in Yogyakarta, Indonesia. A quantitative research design with the cross-sectional approach was used. The sampling technique was simple random sampling. The samples consisted of 47 nurses who made a self-reported by filling out the questionnaire. Data analysis used Partial Least Square. The study found that compensation and career development had direct and significant effects on Turnover Intention. Moreover, compensation and career development also had indirect and significant Turnover Intention effects through job satisfaction as the intervening variable.

scholarly journals CAREER GROWTH AND DEVELOPMENT: ROLE OF CONTINUING EDUCATION AMONG TEACHERS

2021 ◽  
Vol 11 (3) ◽  
Author(s):  
Priyanka Bhaskar ◽  
Padmalosani Dayalan
Keyword(s):  
Higher Education ◽  
Continuing Education ◽  
Personal Growth ◽  
Professional Growth ◽  
Growth And Development ◽  
Positive Impact ◽  
Higher Education Institutions ◽  
Career Growth ◽  
The Impact

This paper aims to highlight the role of continuing education among the teachers of India. The study identifies factors which influence teachers in Higher education institutions (HEI) for continuing education. The paper also explores the impact of continuing education on career growth and development. A systematic survey was conducted among the teachers in Higher education institutions of Uttarakhand, India. Factor analysis is used to identify the important factors that influence teachers to enrol for continuing education. SPSS and AMOS are used to analyse the data. The findings of the study indicate that factors like time, financial support, job opportunities, knowledge, skills, and abilities play a detrimental role among teachers for continuing education. This study also reveals that continuing education has a positive impact on career growth and development of teachers. Continuing education helps the teachers to explore better career opportunities, provides job security, salary increment, and promotion which contributes to their professional growth and personality development. Continuing education in teachers demonstrates a significant role in the development of interpersonal skills, technical skills and inculcates self-confidence that contributes to their personal growth. The importance of paper increases amidst the COVID19 pandemic and the launch of the National Education Policy in India, as the paper will provide support to the Higher education institutes and Government to frame policies and strategies to imbibe continuing education as an integral part of the education system. The paper by enumerating its benefits, motivates the teachers to enhance their qualifications and enhance their future prospects.

The Impact of Psychological Empowerment on the Effectiveness of Performance

2020 ◽  
Vol 3 (1) ◽  
pp. 15-41
Author(s):  
Mona Hamid Abu Warda
Keyword(s):  
Higher Education ◽  
Saudi Arabia ◽  
Marital Status ◽  
Psychological Empowerment ◽  
Two Dimensions ◽  
Faculty Members ◽  
The Other ◽  
Self Determination ◽  
Staff Members ◽  
The Impact

This study aims to identify the concept of psychological empowerment and clarify its various dimensions and their impact on the effectiveness of performance in the higher education sector. The study has been applied to a sample of 185 staff members working at 3 universities in Saudi Arabia. This study found that the degree of practice of staff members to the dimensions of psychological empowerment exceeds the middle degree, while the level of performance in these universities was high, it showed the existence of a significant effect of the dimensions of psychological empowerment (competence, impact) on the effectiveness in performance. This is while the other two dimensions (self-determination, meaning) do not significantly affect the effectiveness of performance. The study also pointed to the existence of significant differences between the practice of faculty members to psychological empowerment according to the variables (experience, scientific rank, college), and also indicates there are significant differences in the levels of effectiveness performance, according to the variables (marital status, college).

scholarly journals Information and Communication Technologies in A Postgraduate TESOL Program: A Human Capital Investment

2021 ◽  
Author(s):  
Manal AlMarwani
Keyword(s):  
Higher Education ◽  
Information And Communication Technologies ◽  
Capital Investment ◽  
Faculty Members ◽  
Ict Integration ◽  
Postgraduate Students ◽  
National Education ◽  
National Education System ◽  
Information And Communication ◽  
The Impact

With the global advancements in Information and Communication Technology (ICT) and the national and international demand for well-developed ICT skills and competencies, academic programs at higher education institutions need to make necessary adjustments to content and processes. This study reports on the current ICT integration practices in a TESOL postgraduate program at a Saudi Arabian university, addressing viewpoints at administrative, faculty, and postgraduate student levels. Three different questionnaires were used to answer the following questions: What are the TESOL postgraduate students’ practices of ICT integration, and how do they perceive their professors’ practices? What ICT integration practices do faculty members use, and how do they perceive the merit and desirability of their practices? And ‘How is ICT integration tackled at the administrative level with respect to policy and procedures, infrastructure, training, and technical support? The findings indicate that ICT integration practices in this program are lagging expectations. This is not a matter of attitude, potential, and challenges in the current situation, but is related to understanding the national ICT policy and developing sustainable strategies at an institutional level to guide and support faculty members’ practices. Since the impact of such changes will go beyond higher education to the broader national education system, much more attention needs to be dedicated to teacher education and professional development programs, including TESOL postgraduate programs.

scholarly journals PENGARUH PERSEPSI PEGAWAI MENGENAI OUTSOURCING TERHADAP KEPUASAN KERJA DAN TURNOVER INTENTION

2016 ◽  
Vol 8 (2) ◽  
pp. 115
Author(s):  
Retno Sari Murtiningsih
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Technique ◽  
Primary Data ◽  
Equation Modeling ◽  
Survey Method ◽  
Increase Productivity ◽  
The Impact

<p>The Background of this research was the trend of companies’ outsourcing human resource (expertise and specialists) to accomplish tasks more cheaply and efficiently to increase productivity. The objective of this research was to find out the impact of employees’ perception of outsourcing human resource on their job satisfaction and turnover intention. To achieve this objective the quantitative research has been done by using explanatory survey method. The design of this research applies quantitative approach. The samples for the study consisted of 115 human resource division employees of three Banks in Jakarta. The primary data in this research was obtained by using closed ended questionnaires. Non probability sampling method with the convenience sampling technique was employed to select the sample. Data analysis used in this research was Structural Equation Modeling (SEM). The result of this research concludes that employees’ positive perception of outsourcing human resource increases their job satisfaction and decreases their turnover intention whereas negative perception of outsourcing human resource decreases job satisfaction and subsequently increases turnover intention. Based on the result of the research, it is important that a company outsource human resource to increase productivity.</p>

scholarly journals The Impact of Human Resource Practices on Nurses’ Turnover Intention: An Empirical Study of Hospitals in North Lebanon

2021 ◽  
Vol 9 (4) ◽  
pp. p8
Author(s):  
Joumana A. Younis ◽  
Hussin Jose Hejase ◽  
Hala Rashid Dalal ◽  
Nabila Abbas Ibrahim ◽  
Ale J. Hejase
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Healthcare System ◽  
Turnover Intention ◽  
Healthcare Organizations ◽  
Nurse Turnover ◽  
Care Givers ◽  
Appropriate Treatment ◽  
Decision To Stay ◽  
The Impact

Nurse turnover has become a continuous and increasing challenging problem in the healthcare system worldwide; and this became a priority that needs to be adequately managed. As a matter of fact, nurses are care givers and represent the frontline services that hospitals deliver to their patients, so it is an indispensable necessity to retain this workforce through both job satisfaction and job motivation. Providing the nurse workforce an appropriate treatment will surely lead to retention of talent that is critical to the continuity of the healthcare organizations. This research aims to assess the impact of Human Resource Management (HRM) practices mainly in relation to job satisfaction on nurses’ turnover intention, especially that Lebanon is one of the countries where the healthcare system is suffering from nurses’ shortage. This study uses a descriptive correlational study based on a structured questionnaire administered to 100 nurses within North Lebanon Hospitals. The collected data statistical analysis is carried out via the Statistical Product and Service Solutions SPSS-version 25. Results revealed that the absence of efficient HR practices forces nurses toward turnover decision. Thus, the creation of supported and motivated environment will positively affect the nurses’ decision to stay, and thus minimize the turnover rate.

scholarly journals Kepemimpinan Strategis Dan Perubahan Pada Perguruan Tinggi

2019 ◽  
Vol 10 (2) ◽  
pp. 59-70
Author(s):  
Elly Noer
Keyword(s):  
Higher Education ◽  
Organizational Culture ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Strategic Leadership ◽  
Analysis Method ◽  
Study Programs ◽  
Research Population ◽  
The Impact

The world recently changed rapidly in all fields. Higher education is one of the sectors that cannot avoid these changing. An existed Higher education is able to survive at this time is a university that is always willing to make the strategy changing and culture of the organization. And it is also supported by the existence of a strategic leader in the organization. This study aims to know the impact of strategic leadership and organizational culture on changes in the organization of higher education in Surabaya, East Java. The research method used in this research is quantitative. This research population was 231 study programs with minimum accredited criteria B. The sampling technique used was purposive sampling,  so the sample of this research was 72 study programs. Data analysis method used is Partial Least Square. The results showed that the strategic leadership and organizational culture each had a positive and significant influence on the changing in the organization of higher education in Surabaya, East Java.

scholarly journals Engaging Employees through Ethical Leadership

2018 ◽  
Vol III (III) ◽  
pp. 300-316
Author(s):  
Nida Kamal ◽  
Hina Samdani ◽  
Amna Yameen
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Ethical Behavior ◽  
Moral Intensity ◽  
Faculty Members ◽  
The Impact

This research explores how ethical behavior of leaders influence employee engagement by enhancing the moral intensity of the employees. It also explores the impact that transparency of policies that a leader applies and decisions that he takes can have on the organizational citizenship of the employees. Two conceptual models are used to explore the constructs in light of social learning and social exchange theory. Data from 205 faculty members, working in higher education sector of Islamabad and Rawalpindi, was collected through structured questionnaires. Results revealed a considerable positive relation exists among ethical leadership and the organizational citizenship behavior of employees in an organization when mediated by moral intensity. Subsequently, significance is analyzed in ethical leadership and moral intensity when transparency moderated the relationship. The study contributes to the understanding of how perception of faculty members regarding their leaders’ ethical behavior can have an effect on the implementation of policies. It also explains the role of transparency of the ethical conduct in enhancing faculty’s performance and leading to the benefit of higher education institutions.

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