scholarly journals The contribution of personality and workplace characteristics in predicting turnover intention among Sexual Assault Nurse Examiners

2017 ◽  
Author(s):  
Kathleen Strunk ◽  
Kamden K Strunk
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Sexual Assault ◽  
Turnover Intention ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Personality Characteristics ◽  
Demographic Questionnaire ◽  
Sexual Assault Nurse Examiners ◽  
Organizational Empowerment

The purpose of this study was to determine how personality characteristics, sense of organizational empowerment, and job satisfaction combine to predict turnover intention among a population of Sexual Assault Nurse Examiner (SANE) nurses. Data were collected from 161 SANE nurses from 23 SANE organizations across the central and west United States through standardized tools and a demographic questionnaire. Both personality, namely agreeableness, and workplace characteristics, particularly perceived empowerment and job satisfaction, combine to predict intention to leave the job of these sampled SANE nurses. One particularly curious finding is the positive prediction of agreeableness on turnover intention – that is, the more agreeable people would be more likely to leave their jobs as SANE nurses. Professionals can gain insight from the path analysis results that show the need to address both personal and organizational factors in mitigating turnover intention among SANE nurses. This appears to be particularly true in providing a sense of empowerment and opportunity within the organization.

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 APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

2019 ◽  
Vol 16 (1) ◽  
pp. 20-41
Author(s):  
Danira Reggie Pattinasarany
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Job Demands ◽  
Intention To Leave ◽  
Single Step ◽  
Accounting Firms ◽  
High Level ◽  
The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

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 Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Work Engagement ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

The relationship between job satisfaction and turnover intention among nurses in federal territory of Labuan: Coworker support as a moderator

2021 ◽  
Vol 8 (2) ◽  
pp. 105-119
Author(s):  
Al Gaffrie Mil Kusin ◽  
Dewi Tajuddin ◽  
Sylvia Nabila Azwa Ambad
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Retention Rate ◽  
Intention To Leave ◽  
Well Being ◽  
Working Environment ◽  
Turnover Intent ◽  
Coworker Support ◽  
Study Results ◽  
The Relationship

With the ongoing worldwide COVID-19 pandemic, nurses have become among the prominent frontliners working together to prevent its pervasiveness and manage the treatment for the infected. The high-pressuring working environment subsequently affects their satisfaction towards their job and eventually influences their decision to stay. Besides, coworker support has been associated with the enhancement of one’s work-life outcomes. This study is conducted to investigate the moderating role of coworker support in the relationship between job satisfaction and turnover intent among nurses. A sample of 200 nurses working at several health institutions around Labuan FT was involved in this quantitative study. Results from data collected were analysed using Smart-PLS. The findings show that among nurses, coworker support can help to mitigate the relationship between job satisfaction and intention to leave the profession. According to the study results, improved working conditions for nurses and a focus on their psychological well-being might assist in lowering the retention rate to cope with the lack of nursing professionals.

Turnover Intention and Job Satisfaction Among the Intimate Partner Violence and Sexual Assault Workforce

2019 ◽  
Vol 34 (4) ◽  
pp. 678-700 ◽  
Author(s):  
Leila Wood ◽  
Karin Wachter ◽  
Diane Rhodes ◽  
Alex Wang
Keyword(s):  
Job Satisfaction ◽  
Intimate Partner Violence ◽  
Sexual Assault ◽  
Traumatic Stress ◽  
Partner Violence ◽  
Turnover Intention ◽  
Secondary Traumatic Stress ◽  
Intimate Partner ◽  
Cross Sectional ◽  
Multi Level

This study examined multi-level factors associated with turnover intention and job satisfaction among the intimate partner violence and sexual assault workforce. Researchers conducted a cross-sectional analysis with data from 530 respondents. Key measures included turnover intention, job satisfaction, burnout, secondary traumatic stress, compassion satisfaction, and areas of work–life fit. Regression analyses examined multi-level associations with turnover intention and job satisfaction. In the first model, lower satisfaction with supervision, higher burnout scores, lower salaries and identifying as African American were significantly associated with higher turnover intention. In the second model, workplace community and control, lower rates of secondary traumatic stress, and increased use of coping were associated with higher job satisfaction. Lower satisfaction with unpaid and paid leave predicted lower job satisfaction. Implications for practice and research are discussed.

scholarly journals Intraorganizational Communication and Job Satisfaction Among Flemish Hospital Nurses: An Exploratory Multicenter Study

2017 ◽  
Vol 66 (1) ◽  
pp. 16-23 ◽  
Author(s):  
Peter Vermeir ◽  
Cal Downs ◽  
Sophie Degroote ◽  
Dominique Vandijck ◽  
Els Tobback ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Intent To Leave ◽  
Quality Care ◽  
Maslach Burnout Inventory ◽  
Intention To Leave ◽  
Communication Satisfaction ◽  
Hospital Nurses ◽  
Management Interventions ◽  
Efficient Communication

Intraorganizational communication affects job satisfaction and turnover. The goal of this study was to explore relationships between communication and job satisfaction, intention to leave, and burnout among Flemish hospital nurses. A multicenter questionnaire study was conducted in three hospitals using the Communication Satisfaction Questionnaire, the Turnover Intention subscale of the Questionnaire on the Experience and Evaluation of Work, and the Maslach Burnout Inventory. A visual analog scale measured job satisfaction. The mean job satisfaction score was 7.49/10 (±1.43). Almost 7% of nurse participants (93/1,355) reported a high intent to leave, and 2.9% of the respondents (41/1,454) had a score indicative of burnout. All dimensions of communication were associated with job satisfaction. A low score on any dimension of communication satisfaction, except “Relationship With Employees,” was associated with higher intent to leave and burnout. Study findings support the need for management interventions to enhance efficient communication and ensure high-quality care and patient safety.

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