Leader's Emotional Intelligence Reduces Employees' Turnover Intention Through Organizational Commitment By Playing A Mediator Role In An Organization.

2021 ◽  
Vol 12 (1) ◽  
pp. 50-50
Author(s):  
Sheikh Muhamad Hizam Sheikh Khairuddin ◽  
Syed Sardar Hussain ◽  
Aisha Khan
Keyword(s):  
Emotional Intelligence ◽  
Nursing Staff ◽  
Turnover Intention ◽  
Well Being ◽  
Negative Influence ◽  
Healthcare Sector ◽  
Job Complexity ◽  
High Turnover ◽  
Job Information ◽  
The Usa

According to (Coetzee and Pauw 2013), the retention of capable staff of nursing is crucial for leaders of nursing because of identifying the consequences of shortage in nursing staff. However, the skills and ability of leaders affect reactions to the situations (Coetzee and Pauw 2013). The deficiency of nursing staff relies on many components of the delivery of healthcare. There is a negative influence on the nursing staff's high turnover on patients, finance, and outcomes of hospitals (Mxenge, Dywill, et al., 2014; Langove and Isha, 2017). Recruiting and training of nursing have a monetary impact which is evaded by a good number of healthcare corporations. The standard cost of substituting a nurse is estimated in the USA from 42,000 USD to 64,000 USD (Galati and Moessner 2013). Zhang, Jiang et al. (2017) stated that the organization of healthcare is always changing and the global turnover of nurses is high. According to the Economic Survey of Pakistan (2012), there is an unavailability of 60,000 staff of nursing in Pakistan (Rehman, Jingdong, et al. 2019). Also, Pakistan is one of the 57 countries that have a severe deficiency of nursing staff under the standard of WHO to provide needed healthcare (McGuire 2016). Therefore, organizations of healthcare consistently struggle to retain nursing staff to deal with the issues of nursing scarcity (Ponte and Sturgeon 2014). This research study would provide a more effective understanding of the backgrounds of turnover of employees if job complexity, the volume of job information that a person holds at the selection time, and the scenario of the labor market were carefully considered. For this reason, these issues are taken as research limitations and more study need to be done to address these problems (Lu Lu, Lu, Gursoy, & Neale, 2016; Shaozhuang Ma, Silva, Callan, & Trigo, 2016; Mamoona Rasheed, Iqbal, & Mustafa, 2018) Various earlier researches on productive workplace atmosphere which has focused on several positive results such as performance, employees' well-being, and behavior of organizational citizenship (Lonsdale, 2016; Zhang, Gong, et al., 2017; Evans and Dobrosielska 2019). Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector

Impact of Leaser's Emotional Intelligence on Turnover Intention: a Mediation role of Organization Commitment

2021 ◽  
Vol 6 (4) ◽  
pp. 253-269
Author(s):  
Sheikh Muhamad Hizam Sheikh Khairuddin ◽  
Syed Sardar Hussain
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Nursing Staff ◽  
Turnover Intention ◽  
Structural Equation ◽  
Healthcare Sector ◽  
Staff Turnover ◽  
Continuance Commitment ◽  
Organization Commitment

Objective - The study is aimed to examine the relationships between a leader's emotional intelligence (as perceived by nursing staff), organizational commitment, and turnover intention through empirical investigation across the service sector. Methodology/Technique - A total of 433 employees working in the healthcare sector were approached through probability sampling. A questionnaire-based survey was employed to conduct the responses. Two-stage approaches were applied using structural equation modelling. In the first stage, confirmatory factor analysis (CFA) was applied. Findings - The study tests the direct linkages between independent and dependent variables, and in the second-stage path, coefficients were examined. Third, affective and normative commitments were positively and significantly associated with nursing staff turnover intention; but study found no relation of continuance commitment with nursing staff turnover intention. Fourth, the study found that a leader's emotional intelligence (as perceived by nursing staff) was positively associated with organizational commitment, but negatively associated with turnover intention. The current study also confirmed the mediating role of organizational commitment between a leader's emotional intelligence and nursing staff turnover intention. Novelty - The study has practical and theoretical implications for HR managers to reduce employees' turnover intention. Limitations are also discussed. The study elucidates the importance of perceived organizational learning culture in enhancing job satisfaction, organization commitment and reducing turnover intention. Type of Paper - Empirical Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector. JEL Classification: M00, M1, M12.

scholarly journals Peran Komitmen Organisasi dalam Menurunkan Pengaruh Negatif Turnover Intention terhadap Kinerja Karyawan (Studi kasus: GroupM Indonesia)

2019 ◽  
Vol 9 (2) ◽  
pp. 81-90
Author(s):  
Aria Andriyadi ◽  
Anggraini Sukmawati ◽  
U Dyah Syafitri
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Negative Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
High Turnover ◽  
Moderator Variable

Information about the factors that influence turnover intention is needed by managerial in providing strategic steps to overcome the negative effects of high turnover intention. This study aims to analyze the effect of turnover intention on employee performance with organizational commitment as a moderator variable. The sampling method used was the proportionate stratified random sampling technique. The research data used respondents' perceptions of the variables, then analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of this study indicate that turnover intention has a negative relation toward employee performance and commitment, although not significant. This condition can occur because of tugging to get high-performing talents in the service industry. This condition is triggered by the increasingly open competition in the world of work so that employees are aware of having to create a positive impression for the company to be left, which will usually be a recommendation to the next destination company. High organizational commitment is an important factor in improving employee performance. High organizational commitment will reduce the desire of employees to leave a company (turnover intention) and reduce the negative influence on employee performance, so that despite high turnover intention, employee performance is remaining high. This happens especially in service companies whose main capital is human resources.

scholarly journals Moderating emotional intelligence and religiusity on the effect of burnout on turnover intentions of tax consultant employees in Bali

2022 ◽  
Vol 6 ◽  
Author(s):  
Luh Citra Wirya Astuti ◽  
A A N B Dwirandra ◽  
Ida Bagus Putra Astika ◽  
I Gde Ary Wirajaya
Keyword(s):  
Emotional Intelligence ◽  
Data Analysis ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
High Turnover ◽  
Moderating Variables ◽  
Data Analysis Technique ◽  
Analysis Technique ◽  
High Emotional Intelligence

The purpose of this study was to analyze the effect of burnout on the turnover intentions of tax consultant employees in Bali with emotional intelligence and religiosity as moderating variables. The location of the research was carried out at the Tax Consultant Office in the Bali Region as a representation of the Tax Consultant Office in Indonesia, which was registered with the Indonesian Tax Consultant Association (IKPI) in 2021 which was obtained through the websitewww.ikpi.or.id. The population in this study are all employees who work at the Tax Consultant Office registered at IKPI Bali Branch. The data analysis technique used the MRA test. The results of the study indicate that burnout has a positive and significant effect on turnover intention or in other words, increased burnout will increase turnover intention. The higher emotional intelligence is not able to reduce the high turnover intention due to the increased burnout of tax consultant employees. The interaction between burnout and emotional intelligence has a negative and significant effect on turnover intention or in other words, high emotional intelligence will reduce turnover intention due to increased burnout.

scholarly journals Staff dissatisfaction in the theatre complex of a private hospital

Curationis ◽  
2007 ◽  
Vol 30 (3) ◽  
Author(s):  
E.R. Ackerman ◽  
M.C. Bezuidenhout
Keyword(s):  
Nursing Staff ◽  
Private Hospital ◽  
Well Being ◽  
Job Dissatisfaction ◽  
High Turnover ◽  
Time System ◽  
Unequal Distribution ◽  
Staff Shortage ◽  
Staff Appraisal ◽  
Negative Feelings

The evident job dissatisfaction of nursing personnel in a theatre complex of a private hospital has seemingly led to an extremely high turnover rate of personnel. Several factors appear to be responsible for the discontent among nursing staff such as low staff levels, the continuous quest for cost-effectiveness in terms of staffing numbers, the flexi-time system, insufficiently experienced staff and inadequate care and maintenance of equipment. As a requirement of the C3-Workbook (which sets requirements for staff appraisal) a quantitative, exploratory and descriptive research study was undertaken among all the nursing staff and technicians of a theatre complex in a private hospital. A questionnaire was employed to gather data in this census survey. The aim of the research was to identify the problems in this theatre section in order to take remedial steps in an attempt to re-establish a stable personnel corps which would not only benefit the functioning of the unit but could also contribute to the well being of staff. The findings indicate that dissatisfaction and negative feelings were experienced by the respondents as a result of working conditions, management’s lack of support and understanding, unequal distribution of work, unavailability of stock and supplies, remuneration not in line with actual hours worked, the seemingly unfair flexi-time system and insufficient staff numbers. Recommendations were made relevant to management’s role, the motivation of staff, shortage of personnel and physical environment.

scholarly journals Effect of the COVID-19 Pandemic on Medical Student Career Perceptions: Perspectives from Medical Students in China

2021 ◽  
Vol 18 (10) ◽  
pp. 5071
Author(s):  
Carla Zi Cai ◽  
Yulan Lin ◽  
Haridah Alias ◽  
Zhijian Hu ◽  
Li Ping Wong
Keyword(s):  
Medical Students ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Medical Profession ◽  
Public Attitudes ◽  
Well Being ◽  
Three Dimensions ◽  
High Turnover ◽  
Cross Sectional ◽  
Total Turnover

Our aim was to examine perceived occupational turnover intentions among medical students and the associated factors. A cross-sectional study using a Web-based survey was conducted. A total of 2922 completed responses were received (response rate 55.7%). A total of 58.4% (95% CI 56.6–60.2) reported high turnover intention (score of 7–15). The odds of higher total turnover score among the fifth-year students was nearly four times that of first-year students (OR = 3.88, 95% CI 2.62–5.73). Perception of the medical profession as not being of high social status and reputation significantly influenced high turnover intention scores (OR = 2.26, 95% CI 1.90–2.68). All three dimensions of the multidimensional scale of perceived social support (MSPSS) significantly predict turnover intention. Lower scores in the support from Significant Other (OR = 1.47, 95% CI 1.17–1.84), Family (OR = 1.47, 95% CI 1.18–1.83) and Friend (OR = 1.42, 95% CI 1.14–1.77) subscales were associated with higher turnover intention. Low score in the Brief Resilience Scale (BRS) was also associated with higher turnover intention (OR = 1.44, 95% CI 1.17–1.77). The findings shed light on the importance of changing public attitudes towards respecting the medical profession and improving the implementation of policies to protect the well-being of people in the medical profession.

scholarly journals Emotional Labor, Burnout, Medical Error, and Turnover Intention among South Korean Nursing Staff in a University Hospital Setting

2021 ◽  
Vol 18 (19) ◽  
pp. 10111
Author(s):  
Chan-Young Kwon ◽  
Boram Lee ◽  
O-Jin Kwon ◽  
Myo-Sung Kim ◽  
Kyo-Lin Sim ◽  
...  
Keyword(s):  
Mental Health ◽  
Nursing Staff ◽  
Medical Errors ◽  
Emotional Labor ◽  
Medical Error ◽  
Turnover Intention ◽  
Well Being ◽  
University Hospital ◽  
Health Improvement ◽  
South Korean

Nurses are vulnerable to mental health challenges, including burnout, as they are exposed to adverse job conditions such as high workload. The mental health of this population can relate not only to individual well-being but also to patient safety outcomes. Therefore, there is a need for a mental health improvement strategy that targets this population. This cross-sectional survey study investigates emotional labor, burnout, turnover intention, and medical error levels among 117 nursing staff members in a South Korean university hospital; it also analyzes correlations among outcomes and conduct correlation analysis and multiple regression analysis to determine relationships among these factors. The participants had moderate to high levels of emotional labor and burnout, and 23% had experienced medical errors within the last six months. Save for medical errors, all outcomes significantly and positively correlated with each other. These results can be used to improve the mental health outcomes of nurses working in the hospital and their consequences. Specifically, the job positions of nursing personnel may be a major consideration in such a strategy, and job-focused emotional labor and employee-focused emotional labor may be promising targets in ameliorating turnover intention and client-related burnout, respectively.

scholarly journals Workplace incivility and turnover intention among nurses of public healthcare system in Pakistan

2021 ◽  
Vol 12 (5) ◽  
pp. 1394-1412
Author(s):  
Abdul Samad ◽  
Salman Bashir Memon ◽  
Ayaz Ali Maitlo
Keyword(s):  
Occupational Stress ◽  
Turnover Intention ◽  
Well Being ◽  
Workplace Incivility ◽  
Partial Least Square ◽  
Public Hospitals ◽  
Least Square ◽  
Healthcare Sector ◽  
Future Research ◽  
Public Healthcare

Though workplace incivility is a negative behavioral phenomenon that has infiltrated almost every sector, yet, less investigated in the healthcare sector. The healthcare sector is the backbone for economic and well-being for any nation and mainly composed of nurses. Turnover among nurses is a serious challenge to public healthcare facilities in terms of management, financing, and service quality. Based on the COR theory, this study capitalizes investigation on the effects of incivility on turnover intention through burnout and occupational stress. Simple random sampling was deployed on a sample of 265 nurses from 24 public hospitals of Sindh in Pakistan. Data analysis through partial least square and results revealed that workplace incivility has insignificant relation with turnover intention. Whereas, incivility has a significant indirect relationship with turnover intention through burnout and occupational stress. This study suggests that emotional and occupational depletion in public healthcare is high due to incivility at the workplace. Thus, HR managers must devise policies to practice civil behavior to curtail turnover intention problem among nurses. Besides practical benefits, some limitations with potential future research directions are discussed in the end.

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