scholarly journals Influence of Organizational Culture, Supervisor Behavior and HRM Practices on Employee Turnover Intentions: Study of NGOs Sector of Sindh, Pakistan

2021 ◽  
Vol 2 (1) ◽  
pp. 97-105
Author(s):  
Tauqeer Hussain Hakro ◽  
Khalid Hussain Abbasi ◽  
Hakim Ali Mahesar
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Primary Objective ◽  
Descriptive Statistics ◽  
Hrm Practices ◽  
Country Level ◽  
Employee Turnover Intentions ◽  
Supervisor Behavior

The primary objective of this study was to investigate the influence of organizational culture, supervisor behavior, and HRM practices over the employee turnover intentions of the NGOs sector in Sindh, Pakistan. A questionnaire survey, adopted from prior studies for data collection was used to carry out current research. The questionnaire was based on close-ended questions, having a seven-point Likert-type scale. The convenient sampling (an item of non-probability sampling) was used to collect data. A total of 180 questionnaires were distributed among employees of the NGOs sector, out of which 121 questionnaires were considered fit for data analysis and further interpretations. Initially, the data was processed in SPSS version 22.0 for analyzing descriptive statistics, whereas, the model was tested in SEM Smart-PLS. The organizational culture, supervisor behavior, and HRM practices were the significant predictors to reduce employee turnover intentions. While HRM practices and supervisor behavior contribute to decreasing employee turnover intentions. Furthermore, this study explained the interconnection of various factors such as, organizational culture, supervisor behavior, and HRM practices that cause employee turnover intentions, which were realized by actual employee turnover. The investigation provided explanations about why NGO employees intend to quit. Referring to empirical findings of current research, it is highly likely that NGOs might be able to reduce employee turnover. This research addressed specific circumstances of NGOs that cause high employee turnover, particularly in Sindh, which may be generalized at the country level.

scholarly journals DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE

2020 ◽  
Vol 2 (2) ◽  
pp. 212-230
Author(s):  
Nazifah Husainah ◽  
Harries Madiistriyatno
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Managerial Implication ◽  
Employee Turnover Intention

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention.  The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents.  The research method used in this research is descriptive and explanatory survey methods.  The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%.  Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment.  Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%.  Partially, organizational commitment has the most dominant influence on employee turnover intentions.  The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention.  The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development.  employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.

scholarly journals Shrinking Employees Turnover Intention by applying Tools of Job Embeddedness (Used as a Mediator)

2012 ◽  
Vol 4 (7) ◽  
pp. 370-378
Author(s):  
Faiz Ullah Khattak ◽  
Qaiser Mehmood . ◽  
Aamir Mumtaz . ◽  
Ijaz Ur Rehman . ◽  
Kashif Ur Rehman .
Keyword(s):  
Performance Appraisal ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Career Planning ◽  
Job Embeddedness ◽  
Hrm Practices ◽  
Training Compensation ◽  
Employee Turnover Intentions ◽  
The Relationship

The current research study examined the association among the HRM practices through job embeddedness (as a mediator) and employee turnover intentions. In this study, the researchers used new construct i.e. job embeddedness to explore its mediating impact on the relationship between employee turnover intentions and HRM practices such as training, compensation, career planning, performance appraisal and supervisor support. Job embeddedness was studied in terms of fit, links, and sacrifice organization. Job embeddedness plays a crucial role to reduce turnover. If organization applies these HRM practices in true letter and spirit, then their employees will be more satisfied, committed, and loyal to that organization. If employees are more embedded to the organization in a positive manner, so that employees are more committed, satisfied and impacts their performance.

Employee perceptions of HRM practices and their turnover intentions: evidence from South Korea

2020 ◽  
Vol 8 (2) ◽  
pp. 145-160 ◽  
Author(s):  
Jinuk Oh
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Security ◽  
Full Time ◽  
Job Autonomy ◽  
Content Type ◽  
Hrm Practices ◽  
Compensation Satisfaction ◽  
Employee Turnover Intentions ◽  
The Relationship

PurposeThe study sought to provide insight into the affective mechanisms that underlie the relationship between HRM practices and employee turnover intentions from the perspective of Korean employees. The study drew on social exchange theory and used compensation satisfaction, perceived job security and job autonomy to explain how perceptions of HRM practices affect employee turnover intentions.Design/methodology/approachThe data were generated from a survey questionnaire administered to both white-collar and knowledge workers in different organizations in the Seoul Capital Area. The final sample consisted of 310 full-time employees.FindingsThe results show that compensation satisfaction and perceived job security have significant indirect negative effects on employees' intentions to leave their organization in the Korean context, which supports previous studies in Western contexts. However, the indirect effects of job autonomy on employee turnover intention were not significant in the current study.Originality/valueThis study continues the conversation about the important role HRM practices play in retaining valuable employees. This study offers a nuanced view of the relationship between HRM practices and employee turnover in a distinctive research setting. This study also provides realistic and practical suggestions on HRM so that organizations in Korea are able to implement HRM practices that help them retain competent employees.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE

2021 ◽  
Vol 3 (4) ◽  
pp. 175-188
Author(s):  
Abgasi Emmanuela Obianuju ◽  
Arachie Augustine ◽  
Onyekwelu NJideka Phina
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Civil Service ◽  
Civil Servants ◽  
Sample Size Determination ◽  
P Value ◽  
Intent To Quit ◽  
Career Plateauing ◽  
Employee Turnover Intentions

Stagnation of employees in organizations especially in the civil service in developing countries is an existential issue, that is a potential determinant of intent to quit and actual turnover. Hence, the need to specifically determine the relationship between structural career plateauing (SCP) and turnover intentions of civil servants in South-East Nigeria. Herzberg’s Motivation-Hygiene Theory was used in anchoring the work. The study adopted a survey research design with a population of 2318 civil servants working in the selected States Secretariats. A sample of 328 was arrived at through the application of Krejcie and Morgan sample size determination formula. The instrument for data collection was a structured questionnaire, whose reliability was ascertained using Cronbach Alpha statistics, with a coefficient of .872. The analysis of data was done using a combination of descriptive statistics and inferential statistics. The result indicated that SCP was significant in predicting turnover intentions (R-Squared = 0.916679; p-value = 0.0000< 0.05). The study concluded that turnover intention is a phenomenon that is influenced by SCP, as plateauing of employees increase, so also does the intention of the employees to quit. Sequel to this, among others, it was recommended that heads of civil service need to ensure that there is equity, fairness and consistency in the promotion of workers, to avoid a feeling of inequity and injustice, which might make the workers less committed and more inclined to leave.     Keywords: Career Plateauing, Employee Turnover Intentions, Structural Career Plateauing, Content Career Plateauing and Civil Service.

Deploying “connectors”: A control to manage employee turnover intentions?

2019 ◽  
Vol 79 ◽  
pp. 101059
Author(s):  
Romana L. Autrey ◽  
Tim D. Bauer ◽  
Kevin E. Jackson ◽  
Elena Klevsky
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Employee Turnover Intentions
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