scholarly journals The Impact of Career Growth on Turnover Intention with Employee Engagement as a Mediator Variable: Study among the Generation Y Employees in Indonesia

2018 ◽  
Author(s):  
Anggraini Delina Putri ◽  
Seger Handoyo
Keyword(s):  
Employee Engagement ◽  
Generation Y ◽  
Turnover Intention ◽  
Career Growth ◽  
The Impact ◽  
Mediator Variable

scholarly journals Talent Management Practices on Employee Turnover Intention

2021 ◽  
Vol 14 (3) ◽  
pp. 248
Author(s):  
Wehelmina Rumawas
Keyword(s):  
Employee Engagement ◽  
Generation Y ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Management Practices ◽  
Management Practice ◽  
Sampling Technique ◽  
Talent Management ◽  
The Impact

Human resource managers need to play critical roles to overcome the talented and younger employees' turnover intention in an organization. This study aims to determine the causal relationship between talent management practice, perceived organizational support, and employee engagement and the impact on the turnover intention of Generation Y employees. A convenience sampling technique was used for this research. The study surveyed 182 Generation Y employees. The data collected were initially analyzed using the PLS-SEM method with the smartPLS-3 software. The results showed that talent management practice has a significant effect on perceived organizational support and employee engagement. It is also inferred that talent management practice, perceived organizational support, and employee engagement has a significant negative effect on turnover intention. This study also confirms that perceived organizational support has a significant positive effect on employee engagement. Additionally, this study discovered that perceived organizational support and employee engagement operate as mediators between talent management practices and turnover intention.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Emerging Trends in Employee Engagement: A Review of Literature

2015 ◽  
Vol 6 (1) ◽  
Author(s):  
Manju Mahipalan ◽  
Sheena
Keyword(s):  
Real Time ◽  
Employee Engagement ◽  
Generation Y ◽  
Review Of Literature ◽  
Discretionary Effort ◽  
Indian Context ◽  
Emerging Trends ◽  
Conceptual Study ◽  
The Impact ◽  
Real Challenge

One of the strategic areas identified in Global Human Capital trend study 2014 by Deloitte is attract and engage. The topic deserves attention because 78% of the managers who participated in the study rated retention and engagement as urgent or important. Employee engagement is the extent to which employees feel passionate about their jobs, are committed to their organizations, and put discretionary effort into their work. Engaging people has become a source of competitive advantage for the organizations. Though there are hundreds of vendors offering validated surveys and benchmarking tools, managers feel these as insufficient majorly because the current process is neither detailed enough nor real time. Moreover with Generation Y at work, who looks at experience rather than engagement, employee engagement garners furthermore attention. In this context the concept of engagement needs redefining. The purpose of this conceptual study is to present an overall view of the new engagement models aimed at creating irresistible organizations. Seminal works on the topic are identified and reviewed for a better understanding of the developments in the field. Emerging as well as consistent predictors of employee engagement in Indian context are discussed in detail. Also, the article explores the upcoming tools and approaches which better measures happiness, alignment, and job satisfaction in real time. While companies in India have started recognizing the impact of employee engagement, a large proportion is yet to understand the extent of the real challenge. The roadblocks and implications for Indian organizations bring this article to a close.

Modeling the impact of employee engagement and happiness on burnout and turnover intention among blue-collar workers at a manufacturing company

2019 ◽  
Vol 27 (2) ◽  
pp. 499-516 ◽  
Author(s):  
Nivethitha Santhanam ◽  
Sharan Srinivas
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Blue Collar ◽  
Equation Modeling ◽  
Content Type ◽  
Blue Collar Workers ◽  
Manufacturing Facilities ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention. Design/methodology/approach The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS. Findings The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males. Practical implications The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment. Originality/value This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.

scholarly journals The impact of work support and organizational career growth on nurse turnover intention in China

2015 ◽  
Vol 2 (2) ◽  
pp. 134-139 ◽  
Author(s):  
Yang Yang ◽  
Yan-Hui Liu ◽  
Jing-Ying Liu ◽  
Hong-Fu Zhang
Keyword(s):  
Turnover Intention ◽  
Nurse Turnover ◽  
Work Support ◽  
Career Growth ◽  
The Impact

scholarly journals Polychronicity: Model and analysis of conditional process toward employee turnover intentions

2021 ◽  
Vol 5 (01) ◽  
pp. 1-14
Author(s):  
Rian Andriani ◽  
Disman Disman ◽  
Eeng Ahman ◽  
Budi Santoso
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Process Model ◽  
Turnover Intentions ◽  
Hotel Industry ◽  
Research Model ◽  
Moderator Variable ◽  
Crucial Problem ◽  
The Impact

The hospitality industry in Indonesia is growing rapidly but lagging behind the readiness of human resources. The hotel industry has a crucial problem of retaining employees where there is a gap between the interests of employees and the interests of the company. Turnover intention is the main predictor of turnover, so aspects that can affect turnover intention will affect turnover. This study aims to describe and analyze the relationships between variables and dimensions in the research model or paradigm developed by the researcher. It tested the conditional process model using path analysis based on OLS regression and bootstrap methods. The population in this study were employees of the hotel industry in Indonesia, with a sample of 257 employees. The findings of this study are that the work environment has no direct effect on the variables of job satisfaction, employee engagement, and turnover intention but can interact as a moderator variable so that it effectively moderates the impact of polychronic on turnover intention through full mediation of job satisfaction and employee engagement.

scholarly journals THE IMPACT DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, EMPLOYEE ENGAGEMENT AND JOB SATISFACTION ON TURNOVER INTENTION

2020 ◽  
Vol 3 (2) ◽  
pp. 63-73
Author(s):  
Ani Suhartatik ◽  
◽  
C. Marliana Junaedi ◽  
Putri Meidina Novianti ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Interactional Justice ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Bank Employees ◽  
The Impact

The research is aimed at investigating the impact distibutive justice, procedural justice,interactional justice, employee engagement and job satisfaction on turnover intention.. Hence, it is a causal research. The data are drawn from a sample of 208 bank employees in Surabaya determined using a purposive sampling technique. The collected data are then analyzed using Structural Equation Modeling, LISREL version 8.70. The result of the hypothesis testing indicates that distibutive justice and procedural justice does not have any significant impact on employee engagement and job satisfaction, interactional justice have any significantly affect on employee engagement and job satisfaction, employee engagement significantly affect on turnover intention, and job satisfaction significantly affect on turnover intention

scholarly journals Impact of engagement exist in organisations’ internal environment on employees’ motivation, satisfaction, commitment and turnover intention

2021 ◽  
Vol 258 ◽  
pp. 10010
Author(s):  
Seray Toksöz
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Statistical Analyses ◽  
Internal Environment ◽  
Employee Turnover Intention ◽  
Research Interview ◽  
Employee Disengagement ◽  
The Impact

Examining the impact of engagement exist in organisations’ internal environment on employees’ motivation, satisfaction, commitment and turnover intention is the main aim of this research. To achieve this, Hilton Park Lane, London UK hotel was chosen as a case to conduct this research. Interview and questionnaire methods were used together to reach the main aim. The findings from the interview showed that the hotel did not have a separate employee engagement strategy but rather the management has been trying to engage its employees by social activities and providing discounted services. Statistical analyses showed that employee disengagement is positively related with employee turnover intention and employee turnover statistics at Hilton Park Lane. Although no statistically significant result was obtained regarding the correlation between employee disengagement, job satisfaction and motivation, the findings suggested that lack of motivation and dissatisfaction with job could be the underlying factors which would lead employee disengagement.

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