scholarly journals Agricultural extension agents’ education and turnover intentions in public extension services in Ethiopia

2021 ◽  
Vol 9 (2) ◽  
Author(s):  
Mideksa F. Jilito ◽  
Desalegn Y. Wedajo
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Informal Education ◽  
Turnover Intentions ◽  
Work Motivation ◽  
Agricultural Extension ◽  
Primary Data ◽  
Extension Agents ◽  
Extension Services ◽  
New Knowledge

Agricultural extension agents provide informal education to equip farmers with new knowledge and skills. They play critical roles for the transfer of agricultural knowledge, technologies, and innovations. However, most of them dissatisfied and intend to find other employment in Ethiopia. Thus, this study was conducted to examine agricultural extension agents’ education, perceptions towards job satisfaction, and turnover intention in public agricultural extension services in Ethiopia. The sample frame was the list of all first, second, and third-year mid-career students joined Haramaya University to upgrade their educational qualification. Total 123 extension agents were involved in the study. Primary data were collected using a structured questionnaire and analyzed using descriptive statistics. Results revealed that about 89.40% of extension agents acquired new knowledge, skills, practices, and attitudinal change during attending their education at Haramaya University. Results also showed that extension agents were dissatisfied with their current job and organization in terms of payment, promotion, benefits, and recognition. Furthermore, survey results indicate that about 68.3% of extension agents intended to leave their current position and extension organization after completing a Bachelor of Science degree. Therefore, government, private sectors and other stakeholders who work in extension organizations should work on the education and training programs, work motivation, and job satisfaction of agricultural extension agents by designing various incentive packages to increase their work motivation and reduce turnover intentions. 

The relationship between job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with doctorate degrees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Innocent Otache ◽  
Ele-Ojo Iyaji Inekwe
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Model ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Primary Data ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study is to determine the level of job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with PhDs and to empirically examine the relationship between them.Design/methodology/approachThis study adopted a descriptive correlational research design. Thus, an online self-reported questionnaire was used to gather primary data from a purposively selected sample of 167 Nigerian polytechnic lecturers with PhDs. Descriptive statistics and PLS-SEM were employed to analyse the data collected.FindingsDescriptive results showed a low level of job satisfaction, high level of turnover intention and moderate level of performance of Nigerian polytechnic lecturers with PhDs. The structural model indicated a significantly positive link between job satisfaction and performance of Nigerian polytechnic lecturers with PhDs. Additionally, further analysis showed significantly negative links between job satisfaction and turnover intentions and between turnover intentions and performance of Nigerian polytechnic lecturers with PhDs.Originality/valueThere is a paucity of empirical studies on the impact of turnover intention on employee performance, particularly in the Nigerian context. This study provides empirical evidence of the negative impact of turnover intention on lecturer performance in the Nigerian context. Importantly, the findings of this study provide insights into the fundamental issues, which underlie the brain drain of lecturers in higher education institutions, especially in developing countries.

scholarly journals HORTICULTURAL FARMERS’ ACCESS TO AGRICULTURAL EXTENSION INFORMATION ON POST-HARVEST TECHNOLOGY IN KOMBO CENTRAL AND NORTH, WEST COAST REGION, THE GAMBIA

2021 ◽  
Vol 3 (2) ◽  
pp. 26-39
Author(s):  
Lamin K M Fatty ◽  
Prof. Idu Ogbe Ode ◽  
Bejamin Gowon Ahule
Keyword(s):  
West Coast ◽  
Smallholder Farmers ◽  
Agricultural Extension ◽  
The Gambia ◽  
Primary Data ◽  
Extension Agents ◽  
Extension Services ◽  
North West ◽  
Post Harvest ◽  
Coast Region

The study examines agricultural extension services and post-harvest technology of horticultural crop produce for smallholder farmers in Kombo Central and North, West Coast Region of The Gambia. The instruments designed to gather the primary data include; structured interview and focus group discussions (FGD) supported by secondary data using official documents and key informant interview for verification. The target population consisted of 398 respondents, 10 extension officers and three extension agent heads. The data was quantitatively analyzed using percentages and frequency distribution tables. The results show that the current horticultural post-harvest loss management and access to relevant information from the extension agents is inadequate, no/uneasy access to available market, poor road conditions, inadequate available facilities for post-harvest produce, and low support services from the authorities. The research comes out with the following recommendations; the need for continued research, effective and efficient communication to the farmers, availability of horticultural production and post-harvest handling information, and special extension agents training on post-harvest practices. Provision of storage and processing facilities in the vicinity of the farms as crucial, road improvement in the study areas and creating better improvement conditions for the extension agents. Keywords: Agriculture Extension Services, Post-Harvest Technology, Smallholder Farmer, West Coast Region, The Gambia, Horticulture Crop Produce, Kombo Central and North

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

scholarly journals PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KEINGINAN UNTUK PINDAH DARI PERUSAHAAN (Studi Kasus pada Dealer di Bandarlampung)

2021 ◽  
Vol 26 (2) ◽  
pp. 46-54
Author(s):  
Tika Zelin Fitriyana ◽  
Fajar Gustiawaty Dewi ◽  
Pigo Nauli
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Sample Selection ◽  
Sampling Technique ◽  
Significant Positive Effect ◽  
Financial Compensation ◽  
Purposive Sampling ◽  
Positive Effect

Turnover can also be defined as the movement of workers out of the organization. Turnover refers to the final reality faced by an organization in the form of the number of employees who leave the organization in a certain period, while the desire of employees to move (turnover intentions) refers to the results of individual evaluations regarding the continuation of relationships with the organization that have not been manifested in definite actions to leave the organization. This study aims to determine the effect of Financial Compensation on Turnover Intention, Knowing the effect of Non-Financial Compensation on Turnover Intention and Knowing the effect of Job Satisfaction on Turnover Intention. In this study, sample selection was carried out using purposive sampling method. The purposive sampling method is a sampling technique with certain considerations. The sample in the study was selected using purposive sampling and obtained 65 samples. Based on the research results, financial compensation has no significant positive effect on the dependent variable, namely Turnover intention (Y), non-financial compensation has no effect on the dependent variable, namely Turnover intention (Y) and Job Satisfaction has no effect on the dependent variable, namely Turnover intention.

scholarly journals Effects of Awareness of the Beauty Master Compositional System on Job Satisfaction and Turnover Intention of Beauty Workers

2021 ◽  
Vol 27 (5) ◽  
pp. 1123-1131
Author(s):  
Yoo-Jung Kim ◽  
Yong-Mi Jin
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
High Technology ◽  
Advanced Technology ◽  
Functional Testing ◽  
Highly Qualified ◽  
Beauty Salon ◽  
Beauty Salons ◽  
Compositional System

As the beauty industry grows and the level of beauty technology increases, companies must deploy highly qualified workers, among whom beauty salons are certificates obtained by the best technology hairdressers in the beauty field, but they require high technology, time and cost, but have low acceptance and recognition. Therefore, in this study, we sought to investigate the effect of beauty salon perceptions on compositional systems, job satisfaction and turnover intentions for general hairdressers, and analyzed a total of 289 copies using SPSS21.0 as a self-entry survey. First, female managers in their 40s, who earn more than 5 million won with more than seven years of experience, and secondly, the necessity, adequacy, complement, job satisfaction, and turnover were derived in a single dimension. Third, due to the effect of recognition of beauty functional systems on the composition of beauty functional testing systems, the higher the propensity for recognition, the higher the propensity for appropriateness, and the higher the propensity for subsidiarity. Fourth, job satisfaction showed a fifth definition relationship with a higher propensity for awareness, and a higher tendency for turnover meant a definition relationship with a higher propensity for awareness. As such, it is very important to raise awareness of beauty salons in order to develop the beauty industry and improve advanced technology, and efforts should be made to establish a system to revitalize the beauty salons' system on-site.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

scholarly journals Work-pressure, job-satisfaction and turnover intentions among health managers in Serbia

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
M Šantrić Milićević ◽  
M Gačević ◽  
N Milić ◽  
J Filipović ◽  
J Todorovic ◽  
...  
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Health Sector ◽  
Work Pressure ◽  
Female Nurse ◽  
High Work ◽  
Very High ◽  
Health Managers

Abstract Background Rationalization, freezing of salaries and additional taxation of salaries above a certain amount have marked the reform of the public health sector in Serbia in 2014/15. Health managers bear responsibility for success in reform activities, and improvement of subordinates’ job satisfaction and health care quality with constrained resources. This study explored factors associated with work-pressure, turnover intentions and job satisfaction among health managers in 323 public health institutions in Serbia. Methods Data of the 2015 job satisfaction survey of the Ministry of Health and the Serbian Public Health Institute were used to carry out a secondary analysis. Logistic regression was applied, including factors such as age, gender, occupation (doctors, nurses, other health workers, healthcare associates and non-medical managers), workplace, work-conditions’ satisfaction, general job satisfaction, and turnover intention in relation to work-pressure of 7818 health managers (response rate was 91.5%). Results Almost 39.5% of the health managers experienced high/very high work-pressure (p &lt; 0.001), 51.2% were dissatisfied (p &lt; 0.001), and 23.7% had turnover intention outside the health sector/country (p &lt; 0.001). High/very high work-pressure positively correlated with health managers of secondary (Odds Ratio-OR =1.37, p &lt; 0.001) and tertiary care institution (OR = 1.72, p &lt; 0.001), female sex (OR = 1.19, p = 0.004), younger than 55 years of age (OR = 1.26, p &lt; 0.001), and nurses (OR = 1.13, p = 0.024). Other factors showing positive correlations include job dissatisfaction in general (p &lt; 0.001) and with all workplace conditions (p &lt; 0.001), as well as turnover intentions (p &lt; 0.001). Conclusions Work pressure of health managers seems to be perceived highest in the group of younger female nurse executives in hospital care. Their dissatisfaction with the job in general and with the working conditions, as well as turnover intentions positively correlate with the increase of work pressure. Key messages Improving working conditions and job satisfaction is key to reduce work pressure of health managers. Young female nurse managers perceive highest levels of work pressure, and need reinforcement at work.

scholarly journals The global prevalence of turnover intention among general practitioners: a systematic review and meta-analysis

2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Xing Shen ◽  
Heng Jiang ◽  
Hongbin Xu ◽  
Jun Ye ◽  
Chuanzhu Lv ◽  
...  
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
General Practitioners ◽  
Turnover Intention ◽  
Prevalence Rate ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Policy Implications ◽  
Global Prevalence ◽  
Professional Title

Abstract Background General practitioners (GPs) are the foundation of any primary healthcare system. Their quality and quantity are directly associated with the effectiveness and quality of the health services of a nation. GPs’ shortage and turnover have become an important issue in developed and developing countries. An accurate estimate of turnover intention prevalence among GPs would have important health policy implications, but the overall prevalence is unknown. We aimed to summarize the global prevalence of turnover intention and associated factors among GPs. Methods We systematically reviewed the PubMed, Embase, Web of Science and China National Knowledge Infrastructure (CNKI) databases from their inception up to May 2020, as well as the reference lists of all included studies. We included observational studies that reported data on turnover intention or their prevalence rate among GPs could be calculated based on the information provided. The prevalence rate of the turnover intentions was estimated using a random-effects meta-analysis. The heterogeneity was evaluated using I2 statistic. Differences by study level characteristics were estimated via subgroup analysis and meta-regression. Results A total of 25 cross-sectional studies were included (a total of 27,285 participants). The prevalence of turnover intention was 0.47 (95% CI: 0.39–0.55). Those having a lower level of salary (OR = 1.38, 95% CI: 1.13–1.63) and job satisfaction (OR = 1.35, 95% CI: 1.12–1.70) or having lower level of morale (OR = 2.68, 95% CI: 1.56–3.80) had a higher intention. In contrast, GPs with a lower level of professional title had a lower turnover intention (OR = 0.81, 95% CI: 0.65–0.98). Conclusions In this systematic review, approximately half of the GPs had the intention to leave their current posts worldwide. The factors associated with turnover intention were higher professional title, lower income level, lower job satisfaction and lower morale.

scholarly journals The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanki Moon ◽  
Catarina Morais ◽  
Georgina Randsley de Moura ◽  
Ayse K. Uskul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Structure ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Structure Study ◽  
Workplace Deviance ◽  
Content Type ◽  
Deviant Behaviors

Purpose This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach Two studies (N = 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N = 272) manipulated deviant status and organizational structure. Study 2 (N = 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).

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