Empirical reviews of career plateauing and turnover intentions of teachers’ experience to pursue further studies in Kenya

Mary Gaturu; Felicita Wanjiru Njuguna; Rufus Olanrewaju Adebisi

doi:10.47434/jereda.2.2.2021.196

Empirical reviews of career plateauing and turnover intentions of teachers’ experience to pursue further studies in Kenya

Journal of Educational Research in Developing Areas ◽

10.47434/jereda.2.2.2021.196 ◽

2021 ◽

Vol 2 (2) ◽

pp. 196

Author(s):

Mary Gaturu ◽

Felicita Wanjiru Njuguna ◽

Rufus Olanrewaju Adebisi

Keyword(s):

Turnover Intentions ◽

Career Plateauing

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CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE

International Journal of Management & Entrepreneurship Research ◽

10.51594/ijmer.v3i4.219 ◽

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.

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How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000261 ◽

2020 ◽

pp. 1-12

Author(s):

Sebastian Holzwarth ◽

George Gunnesch-Luca ◽

Roman Soucek ◽

Klaus Moser

Keyword(s):

Organizational Communication ◽

Turnover Intention ◽

Structural Equation ◽

Affective Commitment ◽

Turnover Intentions ◽

Equation Modeling ◽

Cross Sectional ◽

Confirmatory Factor ◽

Communication In Organizations ◽

Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

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