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.

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. 

The impact of manager training on employee turnover intentions

2018 ◽  
Vol 1 (3) ◽  
pp. 203-219 ◽  
Author(s):  
Kristin Malek ◽  
Sheryl Fried Kline ◽  
Robin DiPietro
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Training Programs ◽  
Management Training ◽  
Management Style ◽  
Content Type ◽  
Employee Turnover Intention ◽  
Employee Turnover Intentions ◽  
Manager Training

Purpose There are decades of research analyzing turnover in the hospitality industry and yet it remains nearly double other industries. Whereas previous studies have analyzed training and its impact on turnover, the purpose of this paper is to look at the direct relationship between training at the management level and how this impacts their direct employees’ turnover intentions. Design/methodology/approach This study utilized annual evaluation data from two luxury resorts in the southeast USA. Exploratory factor analysis was conducted which resulted in four factors: management style, manager/employee relations, manager training and employee turnover intentions. Multiple regression was utilized to assess these relationships between factors. Findings The analyses show that an employee’s perception of his or her manager was inversely related to turnover intentions. Additionally, it was found that management training and management style had a significant inverse relationship with employee turnover intentions. Finally, this study found that as manager training increases, employee turnover intentions decrease. This research indicates that if hotels invest in management training then there will be a reduction in employee turnover intention. Research limitations/implications The sample consisted of only two luxury full service hotels in the southeastern USA. Both luxury hotels recruited a significant amount of employees from local universities; therefore, the workforce was more educated than other hotels. This study should be replicated across hotel types and throughout various locations. Practical implications This research has relevant implications for practitioners. General managers should analyze their training requirements and fiscal appropriations. This research finds that if hotels invest in management training then there will be a reduction in employee turnover. If managers had more training, this study indicates that employees would view their managers more favorably, feel closer to their managers and have less of a desire to leave the organization. Originality/value Extant research has shown that employee training programs impact employee turnover and that manager training programs impact manager turnover. This study extends that research by showing that these segments are not autonomous; manager training has a significant direct effect on employee turnover intention. This has not been studied in turnover intention literature suggests that this could be the missing variable in the body of turnover research.

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.

scholarly journals Impact of Psychological Contract Fulfillment on Employee Outcomes: Mediating Role of Affective Commitment

2020 ◽  
Vol 35 (4) ◽  
pp. 753-767
Author(s):  
Tehmeena Shafqat ◽  
Rabia Mushtaq
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Affective Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Employee Outcomes ◽  
Psychological Contract Fulfillment ◽  
Employee Turnover Intentions

This research examine the effect of psychological contract fulfillment on employee outcomes including employee turnover intentions and employee constructive voice behaviors; whereas affective commitment was utilized as a mediator to examine the intensity of its effect on the relationship among psychological contract fulfillment and employee outcomes. The convenience sampling method was used. Data was gathered through onsite administration of a survey from individuals working in banking sector of Pakistan. The Psychological Contract Fulfillment Scale (Conway & Briner, 2002), Affective Commitment Scale (Meyer, Allen, & Smith, 1993), Employee Turnover Intentions Scale (Kuvaas, 2006) and Employee Constructive Voice Behaviors Scale (Van Dyne & Lepine, 1998) were used. The findings depict psychological contract fulfillment had negative relationship with employee’s turnover intention whereas it was positively linked with employee’s constructive voice behaviors. Further results revealed affective commitment significantly mediate relationship between psychological contract fulfillment and employee outcomes such that fulfillment of psychological contract positively contributes towards affective commitment levels among workforce which eventually increases constructive voice behaviors and lower turnover intentions among employees within an organization.

scholarly journals Influence of Work Environment Toward Turnover Intention with Motivation and Job Satisfaction as Intervening Variables in PT. TSA

2020 ◽  
Vol 3 (1) ◽  
pp. 11-21
Author(s):  
Ikhwan Tri Wiliyanto ◽  
I Ketut Sudiarditha ◽  
Corry Yohana
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Research Model ◽  
Mediating Role ◽  
Employee Turnover Intentions

This research aims to examine wher work environment influences employee turnover intentions at PT TSA. In addition, this study also examines Job Satisfaction and Motivation as an intervening variable as mediating role toward influence of Work Environment on employee turnover intentions. In some literature found that  variable Job Satisfaction and Motivation variables cannot mediate  influence of Work Environment on Turnover Intention, refore researchers want to reconfirm it once  more.This study uses  entire population of 256 workers at PT TSA outlets as respondents. In this study re are 5 (five) hyposes to test  direct effect and 2 (two) hyposes to test  indirect effect through analysis techniques using Structural Equation Modeling (SEM) with AMOS 22 software. n in  mediation test  researcher uses  Sobel test to test  significance of  effect of mediation found in  research model.  results of hyposis testing state that all hyposes made on  research model are accePTed.

scholarly journals PERAN ORGANIZATIONAL COMMITMENT MEMEDIASI PENGARUH RESPONSIBLE LEADERSHIP TERHADAP EMPLOYEE TURNOVER INTENTIONS

2021 ◽  
Vol 8 (2) ◽  
pp. 155
Author(s):  
Ni Wayan Eling Juliatri
Keyword(s):  
Organizational Commitment ◽  
Path Analysis ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Turnover Intentions ◽  
Responsible Leadership ◽  
Employee Turnover Intention ◽  
Employee Turnover Intentions

Employee turnover intentions yang tinggi dapat berdampak buruk bagi organisasi seperti menciptakan ketidakstabilan dan ketidakpastian terhadap kondisi tenaga kerja yang ada. Banyak faktor yang berpengaruh terhadap employee turnover intentions di antaranya responsible leadership dan organizational commitment. Tujuan penelitian ini adalah untuk mengetahui pengaruh responsible leadership terhadap employee turnover intentions pada PT. Karya Luhur Permai, baik secara langsung maupun di mediasi (pengaruh tidak langsung) oleh organizational commitment. Penelitian ini dilakukan pada PT. Karya Luhur Permai Di Denpasar Barat, pengambilan sampel dalam penelitian ini dilakukan dengan teknik sample random sampling, yang berjumlah 144 orang. Pengumpulan data dilakukan melalui wawancara dan kuesioner. Teknik analisis data yang digunakan adalah analisis jalur (path analysis). Berdasarkan hasil penelitian diperoleh bahwa: (1) Responsible leadership memiliki pengaruh negatif terhadap employee turnover intention. (2) Responsible leadership memiliki pengaruh positif terhadap organizational commitment. (3) Organizational commitment memiliki pengaruh negatif terhadap employee turnover intention. (4) Organizational commitment memediasi pengaruh antara responsible leadership terhadap employee turnover intention.

scholarly journals The Effect of Job Dissatisfaction and Workplace Bullying on Turnover Intention: Organization Climate and Group Cohesion as Moderators

2017 ◽  
Vol 9 (3) ◽  
pp. 136 ◽  
Author(s):  
Iheanacho Emeka Nwobia ◽  
Majeed Saad Aljohani
Keyword(s):  
Organizational Climate ◽  
Conceptual Model ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Group Cohesion ◽  
Job Dissatisfaction ◽  
Future Research ◽  
Employee Turnover Intentions

There have been numerous studies on employee turnover intentions but very few have advanced on the notion of job dissatisfaction and workforce bullying from a contingent perspective. This paper conceptually examines how organizational climate and group cohesion impact on the domain relationships. We introduce a conceptual model to analyze potential consequences of employee turnover intentions. This is an important gap as the literature on turnover intentions has lagged conceptual developments. Several research propositionsare presented to provide guidelines for further empirical inquiries, hence precedes our understanding ofthe area of research. The paper concludes by discussingpractical and methodological implications for future research endeavors. 

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.

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