scholarly journals Effects of Awareness of the Beauty Master Compositional System on Job Satisfaction and Turnover Intention of Beauty Workers

2021 ◽  
Vol 27 (5) ◽  
pp. 1123-1131
Author(s):  
Yoo-Jung Kim ◽  
Yong-Mi Jin
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
High Technology ◽  
Advanced Technology ◽  
Functional Testing ◽  
Highly Qualified ◽  
Beauty Salon ◽  
Beauty Salons ◽  
Compositional System

As the beauty industry grows and the level of beauty technology increases, companies must deploy highly qualified workers, among whom beauty salons are certificates obtained by the best technology hairdressers in the beauty field, but they require high technology, time and cost, but have low acceptance and recognition. Therefore, in this study, we sought to investigate the effect of beauty salon perceptions on compositional systems, job satisfaction and turnover intentions for general hairdressers, and analyzed a total of 289 copies using SPSS21.0 as a self-entry survey. First, female managers in their 40s, who earn more than 5 million won with more than seven years of experience, and secondly, the necessity, adequacy, complement, job satisfaction, and turnover were derived in a single dimension. Third, due to the effect of recognition of beauty functional systems on the composition of beauty functional testing systems, the higher the propensity for recognition, the higher the propensity for appropriateness, and the higher the propensity for subsidiarity. Fourth, job satisfaction showed a fifth definition relationship with a higher propensity for awareness, and a higher tendency for turnover meant a definition relationship with a higher propensity for awareness. As such, it is very important to raise awareness of beauty salons in order to develop the beauty industry and improve advanced technology, and efforts should be made to establish a system to revitalize the beauty salons' system on-site.

scholarly journals PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KEINGINAN UNTUK PINDAH DARI PERUSAHAAN (Studi Kasus pada Dealer di Bandarlampung)

2021 ◽  
Vol 26 (2) ◽  
pp. 46-54
Author(s):  
Tika Zelin Fitriyana ◽  
Fajar Gustiawaty Dewi ◽  
Pigo Nauli
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Sample Selection ◽  
Sampling Technique ◽  
Significant Positive Effect ◽  
Financial Compensation ◽  
Purposive Sampling ◽  
Positive Effect

Turnover can also be defined as the movement of workers out of the organization. Turnover refers to the final reality faced by an organization in the form of the number of employees who leave the organization in a certain period, while the desire of employees to move (turnover intentions) refers to the results of individual evaluations regarding the continuation of relationships with the organization that have not been manifested in definite actions to leave the organization. This study aims to determine the effect of Financial Compensation on Turnover Intention, Knowing the effect of Non-Financial Compensation on Turnover Intention and Knowing the effect of Job Satisfaction on Turnover Intention. In this study, sample selection was carried out using purposive sampling method. The purposive sampling method is a sampling technique with certain considerations. The sample in the study was selected using purposive sampling and obtained 65 samples. Based on the research results, financial compensation has no significant positive effect on the dependent variable, namely Turnover intention (Y), non-financial compensation has no effect on the dependent variable, namely Turnover intention (Y) and Job Satisfaction has no effect on the dependent variable, namely Turnover intention.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

scholarly journals Work-pressure, job-satisfaction and turnover intentions among health managers in Serbia

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
M Šantrić Milićević ◽  
M Gačević ◽  
N Milić ◽  
J Filipović ◽  
J Todorovic ◽  
...  
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Health Sector ◽  
Work Pressure ◽  
Female Nurse ◽  
High Work ◽  
Very High ◽  
Health Managers

Abstract Background Rationalization, freezing of salaries and additional taxation of salaries above a certain amount have marked the reform of the public health sector in Serbia in 2014/15. Health managers bear responsibility for success in reform activities, and improvement of subordinates’ job satisfaction and health care quality with constrained resources. This study explored factors associated with work-pressure, turnover intentions and job satisfaction among health managers in 323 public health institutions in Serbia. Methods Data of the 2015 job satisfaction survey of the Ministry of Health and the Serbian Public Health Institute were used to carry out a secondary analysis. Logistic regression was applied, including factors such as age, gender, occupation (doctors, nurses, other health workers, healthcare associates and non-medical managers), workplace, work-conditions’ satisfaction, general job satisfaction, and turnover intention in relation to work-pressure of 7818 health managers (response rate was 91.5%). Results Almost 39.5% of the health managers experienced high/very high work-pressure (p < 0.001), 51.2% were dissatisfied (p < 0.001), and 23.7% had turnover intention outside the health sector/country (p < 0.001). High/very high work-pressure positively correlated with health managers of secondary (Odds Ratio-OR =1.37, p < 0.001) and tertiary care institution (OR = 1.72, p < 0.001), female sex (OR = 1.19, p = 0.004), younger than 55 years of age (OR = 1.26, p < 0.001), and nurses (OR = 1.13, p = 0.024). Other factors showing positive correlations include job dissatisfaction in general (p < 0.001) and with all workplace conditions (p < 0.001), as well as turnover intentions (p < 0.001). Conclusions Work pressure of health managers seems to be perceived highest in the group of younger female nurse executives in hospital care. Their dissatisfaction with the job in general and with the working conditions, as well as turnover intentions positively correlate with the increase of work pressure. Key messages Improving working conditions and job satisfaction is key to reduce work pressure of health managers. Young female nurse managers perceive highest levels of work pressure, and need reinforcement at work.

scholarly journals The global prevalence of turnover intention among general practitioners: a systematic review and meta-analysis

2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Xing Shen ◽  
Heng Jiang ◽  
Hongbin Xu ◽  
Jun Ye ◽  
Chuanzhu Lv ◽  
...  
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
General Practitioners ◽  
Turnover Intention ◽  
Prevalence Rate ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Policy Implications ◽  
Global Prevalence ◽  
Professional Title

Abstract Background General practitioners (GPs) are the foundation of any primary healthcare system. Their quality and quantity are directly associated with the effectiveness and quality of the health services of a nation. GPs’ shortage and turnover have become an important issue in developed and developing countries. An accurate estimate of turnover intention prevalence among GPs would have important health policy implications, but the overall prevalence is unknown. We aimed to summarize the global prevalence of turnover intention and associated factors among GPs. Methods We systematically reviewed the PubMed, Embase, Web of Science and China National Knowledge Infrastructure (CNKI) databases from their inception up to May 2020, as well as the reference lists of all included studies. We included observational studies that reported data on turnover intention or their prevalence rate among GPs could be calculated based on the information provided. The prevalence rate of the turnover intentions was estimated using a random-effects meta-analysis. The heterogeneity was evaluated using I2 statistic. Differences by study level characteristics were estimated via subgroup analysis and meta-regression. Results A total of 25 cross-sectional studies were included (a total of 27,285 participants). The prevalence of turnover intention was 0.47 (95% CI: 0.39–0.55). Those having a lower level of salary (OR = 1.38, 95% CI: 1.13–1.63) and job satisfaction (OR = 1.35, 95% CI: 1.12–1.70) or having lower level of morale (OR = 2.68, 95% CI: 1.56–3.80) had a higher intention. In contrast, GPs with a lower level of professional title had a lower turnover intention (OR = 0.81, 95% CI: 0.65–0.98). Conclusions In this systematic review, approximately half of the GPs had the intention to leave their current posts worldwide. The factors associated with turnover intention were higher professional title, lower income level, lower job satisfaction and lower morale.

scholarly journals The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanki Moon ◽  
Catarina Morais ◽  
Georgina Randsley de Moura ◽  
Ayse K. Uskul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Structure ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Structure Study ◽  
Workplace Deviance ◽  
Content Type ◽  
Deviant Behaviors

Purpose This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach Two studies (N = 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N = 272) manipulated deviant status and organizational structure. Study 2 (N = 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

scholarly journals PENGARUH TEKANAN KERJA, BEBAN KERJA DAN LINGKUNGAN KERJA TERHADAP INTENSI TURNOVER: PERAN MEDIASI KEPUASAN KERJA

2020 ◽  
Vol 4 (1) ◽  
pp. 33
Author(s):  
Prahyudi Apriyanto ◽  
Siswoyo Haryono
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Partial Least Square ◽  
Team Work ◽  
Least Square

Turnover Intention in the present study was defined as a situation where employee leaves company due to disturbance in operation, team work dynamics, and unit performance of PT. Patria Migas. This study aims to determine the direct effects of work stress, workload, work environment on turnover intentions, and the effects of work stress, workload, work environment on turnover through job satisfaction as a mediating variable. The subjects in this study are employees of PT. Patria Migas, with a total of 48 respondents. The model in the study was tested using Structural Equation Model (SEM) data analysis technique with Partial Least Square (PLS) and using software SmartPLS 3.0. The result of the study indicates positive and significant effects both directly of work stress, workload, and work environment on turnover intentions, and mediation of work stress, workload, and work environment turnover intentions mediated by job satisfaction. This study is expected to add insight on turnover intentions and variables such as work stress, workload, work environment an job satisfaction which can create turnover intentions.Keywords: work stress, workload, work environment, job satisfaction, and turnover intentions.

scholarly journals The Link between HR Attributions and Employees’ Turnover Intentions

2016 ◽  
Vol 18 (1) ◽  
pp. 55 ◽  
Author(s):  
Juliana Caesaria Tandung
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Human Resources Management ◽  
Intention To Leave ◽  
Individual Level ◽  
Hr Practices ◽  
And Behavior ◽  
Attitudes And Behavior

Human Resources Management (HRM) is part of the organizational functions that contribute to the effectiveness of a firm’s performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR) practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the employees’ attitudes and behavior (e.g. Job satisfaction and turnover intention). The purpose of this study is to contribute to the process-based approach by investigating the effect of HR attributions on turnover intentions, with job satisfaction playing a mediating role. The analysis is on the individual level, with 454 respondents from various organizations within the Netherlands. The results show that HR attributions can affect the turnover intention, through the presence of job satisfaction. Thus, it can be said that it is important to always consider the employees’ attitudes and behavior when examining their perception of HR practices, and in predicting their intention to leave.

scholarly journals Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

2020 ◽  
Vol 8 (10) ◽  
pp. 286-316
Author(s):  
Idham Wahyono ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Reality Testing ◽  
Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

scholarly journals The effect of job satisfaction on turnover intentions in Star Hotel Semarang

2020 ◽  
Vol 5 (1) ◽  
pp. 42
Author(s):  
Astadi Pangarso
Keyword(s):  
Job Satisfaction ◽  
Linear Regression ◽  
Turnover Intention ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Job Description ◽  
Probability Sampling ◽  
Long Time ◽  
Job Promotion

This paper investigates the effect of job satisfaction on a turnover intention at the Star Hotel Semarang. We use 113 respondents using a non-probability sampling method at the Star Hotel Semarang. Using linear regression, we found the negative relationship between job satisfaction and turnover, suggesting a problematic association between job satisfaction and turnover intention. Therefore, our result suggests that other factors could be the obstacles to job satisfaction, such as the nature of the employee's work that was not under the job description, too strict supervision by the superiors, and a very long time to obtain the job promotion.

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