scholarly journals Family Responsive Policies and Employee Turnover Intentions, the Mediating Role of Work Stress: Perspectives from a Developing Country

2021 ◽  
Vol IX (Issue 1) ◽  
pp. 392-410
Author(s):  
Daniel ◽  
Emefa Ansah ◽  
Majoreen
Keyword(s):  
Developing Country ◽  
Work Stress ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Mediating Role ◽  
Employee Turnover Intentions

scholarly journals Leaving in Mascot of Silence: Organizational Determinants of Employee Turnover Intentions in Mediating and Moderating Roles of Quiescent Silence and Coworker Support in a Russian Context

2021 ◽  
Vol 29 (2) ◽  
pp. 121-146
Author(s):  
Muhammad Kashif ◽  
◽  
Irina Petrovskaya ◽  
Sarminah Samad ◽  
Shanika Wijenayake ◽  
...  
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Abusive Supervision ◽  
Ethical Conflict ◽  
Coworker Support ◽  
Mediating Role ◽  
Organizational Stressors ◽  
Employee Turnover Intentions ◽  
The Relationship

Purpose: Drawing on social exchange theory (SET), this study explores the mediating role of quiescent silence as a link between organizational stressors and turnover intentions among Russian frontline employees (FLEs). Furthermore, we aim to investigate whether coworker support moderates the relationship between quiescent silence and turnover intentions. Research Methods: The study is a cross-sectional survey administered among a sample of 235 FLEs employed in Russian healthcare organizations. We analyzed the data with SmartPLS version 3.0. Findings: The results reveal that ethical conflict and abusive supervision are significantly related to quiescent silence. Quiescent silence mediates the relationship between abusive supervision, ethical conflict, and employee turnover intentions. Managerial Implications: There is a need to provide employees with opportunities to voice their opinions. However, what is crucial is the assurance of employee privacy while motivating them to voice opinions. Managers should be more proactive in diagnosing silence. Originality: This is the first study to explore the mediating role of quiescent silence on the relationship between organizational stressors and employee turnover intentions in a unique Russian healthcare context. The moderating role of coworker support to buffer the relationship between quiescent silence and turnover intentions is unique to this study.

The Role of Emotions on Frontline Employee Turnover Intentions

2016 ◽  
Vol 25 (1) ◽  
pp. 57-68 ◽  
Author(s):  
Yoon-Na Cho ◽  
Brian N. Rutherford ◽  
Scott B. Friend ◽  
G. Alexander Hamwi ◽  
JungKun Park
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Frontline Employee ◽  
Employee Turnover Intentions

scholarly journals Pengaruh Karakteristik Pekerjaan Dan Stres Kerja Terhadap Keinginan Pindah Tempat Kerja Pada Pekerja Proyek Konstruksi

2020 ◽  
Vol 19 (1) ◽  
pp. 45-50
Author(s):  
Fajar Susilowati ◽  
Tri Widya Swastika
Keyword(s):  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Data ◽  
Turnover Intentions ◽  
Goods And Services ◽  
Dynamic Resource ◽  
Employee Turnover Intentions ◽  
Questionnaire Method ◽  
A Company

Human resources are seen as an essential asset in a company because man is a dynamic resource and always needed in every process of production of goods and services. Therefore, this research was performed to analyze the influence of Jobs’ Characteristics and Work Stress on Turnover Intention. This research uses Quantitative Data by Questionnaire Method. The result of data processing shows that Work Stress has a stronger influence on Turnover Intention than Jobs Characteristics. Both of these variables impact amounted to 0.65 of the employee turnover intentions. It can calculate that determination coefficient 42.3%, which means that the variable Jobs Characteristic and Work Stress have contributed amounted to 42.3% of the employee turnover intentions, while other variables determine 57.7%. The indicator most influence on turnover intention in construction employees was the differences in value between the company and its employees. 

scholarly journals The Impact of Corporate Social Responsibility and Internal Marketing on Employee Turnover Intentions with the Mediating Role of Organizational Commitment

2020 ◽  
Vol 4 ◽  
pp. 121-134
Author(s):  
Hasan Boudlaie ◽  
Behrouz Keshavarz Nik ◽  
Mohammadhosein Kenarroodi
Keyword(s):  
Organizational Commitment ◽  
Social Responsibility ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Internal Marketing ◽  
Mediating Role ◽  
Employee Turnover Intentions ◽  
Corporate Social ◽  
The Impact

Abstract. Employee turnover is one of the most important phenomena in the study of individuals' organizational behavior. For this reason, organizations able to identify effective factors in employee turnover are more likely to employ more effective policies and methods to maintain their human resources before they leave the organization. This study aims to investigate the impact of corporate social responsibility and internal marketing on employee turnover intentions, considering the mediating role of organizational commitment. The present research is practical in purpose, descriptive in data collection methodology and a survey research in type. The research population consisted of all employees in all Tehran branches of the Melli Bank of Iran, amounting to 9405 people. The Cochran formula was used to determine the sample size, which yielded a sample size of 369 people. This research employs the clustering method for sampling and a standard survey for data collection. The statistical method utilized in this study is the structural equation method and all statistical analysis was performed using SPSS19 and AMOS23 softwares. Testing the research hypotheses revealed that social responsibility and internal marketing have a positive and significant effect on organizational commitment and organizational commitment has a significant negative impact on employee turnover intentions. Also, organizational commitment completely mediates the negative impact of social responsibility and internal marketing on the employee turnover intentions.

Employee Turnover Intentions: The Role of the Supervisor’s Support and Job Autonomy with Job Satisfaction Acting as a Mediator: A Case of Paramedical Staff in Thai Government Hospital

2019 ◽  
Vol 16 (11) ◽  
pp. 4789-4797
Author(s):  
Sakapas Saengchai ◽  
Khajornsak Thaiprayoon ◽  
Kittisak Jermsittiparsert
Keyword(s):  
Job Satisfaction ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Autonomy ◽  
Government Hospital ◽  
Paramedical Staff ◽  
Thai Government ◽  
Employee Turnover Intentions ◽  
The Relationship

The prime objective of the current study is to explain the relationship between employee turnover intentions, supervisors support, job autonomy and job satisfaction. Furthermore, the mediating role of job satisfaction in the relationship between job autonomy, employee turnover intentions and supervisors support are examined. We have used the SEM-PLS as a statistical tool to achieve the objectives of the current study. The data is collected with the aid of an adapted questionnaire. The operation managers and finance managers of Indonesian manufacturing firms are chosen as the final sample of the current study. The current study focused on job satisfaction, and it is argued that job autonomy is a key determinant of job satisfaction, as greater autonomy will lead to more satisfaction and lower the turnover. Meanwhile, the findings of the study have revealed the fact that supervisor support is also a key factor. The results of the study are providing support to the proposition of agency theory and resource-based theory. Overall the findings of the current study are in line with the proposed findings. The paramedical staff of Thai government hospital is chosen as the sample of the study.

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