scholarly journals Antecedents of Job Engagement, Job Diversification, Job Flexibility, Job Satisfaction and Intention to Leave Among Female Millennials in Malaysia

2020 ◽  
Vol 7 (13) ◽  
Keyword(s):  
Job Satisfaction ◽  
Intention To Leave ◽  
Job Engagement ◽  
Job Flexibility

Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

2017 ◽  
Vol 6 (10) ◽  
pp. 105
Author(s):  
Basma Kashmoola ◽  
Fais Ahmad ◽  
Yeoh Khar Kheng
Keyword(s):  
Job Satisfaction ◽  
United Arab Emirates ◽  
Intent To Leave ◽  
Supply And Demand ◽  
Intention To Leave ◽  
Work Load ◽  
Tourism Industry ◽  
Medium Size ◽  
Construction Companies ◽  
Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000.  In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry.  The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention.  To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies.  Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

Job satisfaction and intention to leave: a questionnaire survey of hospital nurses in Shanghai of China

2011 ◽  
Vol 21 (1-2) ◽  
pp. 255-263 ◽  
Author(s):  
Cui Liu ◽  
Lingjuan Zhang ◽  
Wenqin Ye ◽  
Jianying Zhu ◽  
Jie Cao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Questionnaire Survey ◽  
Intention To Leave ◽  
Hospital Nurses

scholarly journals Effect of job stress, emotional weakness and job satisfaction on intention to leave

2019 ◽  
Vol 6 (4) ◽  
pp. 97-106
Author(s):  
Putu Melati Purbaningrat Yo ◽  
W. G. Supartha
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Linear Regression Analysis ◽  
Secondary Data ◽  
Intention To Leave ◽  
Total Sample ◽  
Multiple Linear Regression Analysis ◽  
Continuance Commitment ◽  
Positive Effect

This study used variable job stress, job satisfaction, job exhaustion and intention to leave. Aim to examine the effect of job stress variables on intention to leave, job satisfaction on intention to leave, emotional exhaustion on intention to leave. Strengthened on the basis of the theory of discrepancy theory, two-factor theory and continuance commitment. This study uses saturated sampling, which is a total sample of 48 employees operating at Matahari Department Store, Lipo Mall, Kuta Mall. The method of data collection uses interviewees and questionnaires with primary and secondary data sources. The results of the study using multiple linear regression analysis showed job stress has a positive effect on intention to leave, job satisfaction has a negative effect on intention to leave and emotional exhaustion has a positive effect on intention to leave.

Job flexibility and job satisfaction among Mexican professionals: a socio-cultural explanation

2018 ◽  
Vol 40 (5) ◽  
pp. 921-942 ◽  
Author(s):  
Miguel A. Baeza ◽  
Jorge A. Gonzalez ◽  
Yong Wang
Keyword(s):  
Job Satisfaction ◽  
Latin American ◽  
Content Type ◽  
Women Employees ◽  
Mexican Society ◽  
Job Flexibility ◽  
Cultural Explanation ◽  
The Relationship ◽  
Latin American Countries

Purpose The purpose of this paper is to study how job flexibility influences job satisfaction among Mexican professionals, and focus on the role of key socio-cultural moderators relevant to Mexican society. Design/methodology/approach The paper explore how this relationship may be more important for women, employees with dependents such as children and elder parents and younger generations of professionals (e.g. Millennials). Findings The authors find that job flexibility is positively related to job satisfaction. This relationship is stronger for employees without dependents, as well as for younger generations of professionals (e.g. Millennials). Surprisingly, the relationship between job flexibility and job satisfaction does not differ by gender. The findings explain why job flexibility is more conductive to job satisfaction for employees without dependents, who tend to belong to younger generations. Originality/value Overall, the findings present important implications for managing job flexibility in Mexico and other Latin American countries, particularly for younger professionals.

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

2021 ◽  
Vol 47 (1) ◽  
pp. 31-40
Author(s):  
Rama Krishna Kishore Vandavasi ◽  
David McConville ◽  
Jin-Feng Uen ◽  
Ko-Wei Wu
Keyword(s):  
Job Satisfaction ◽  
Job Search ◽  
Practical Importance ◽  
Search Behavior ◽  
Intention To Leave ◽  
Employee Perceptions ◽  
Subjective Perceptions ◽  
Indirect Measures ◽  
Job Search Behavior ◽  
The Individual

In this study, a job characteristics profile is developed to calculate indirect measures of needs–supply (N-S) fit. Two surveys were conducted with employees in Taiwan, to test N-S fit, employee job satisfaction, intention to leave, and job search behavior. The findings show that employee perceptions of indirect N-S fit are significantly related to job satisfaction and negatively related to intention to leave and job search behavior. We find that an individual’s desires, needs, and subjective “fit” perceptions can impact considerably on how the individual thinks and feels about their job and their inclinations to leave. In addition to contributing empirical evidence of how employee perceptions of N-S fit can affect employee intentions to leave, we conclude that it is of practical importance for practitioners to assess the congruence between an employee’s perceptions of what he or she needs in a job and their subjective perceptions of what is supplied.

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