scholarly journals The Meaning of Work Life Enrichment and its impact on Turnover Intention

2021 ◽  
Vol 4 (4) ◽  
pp. 258-268
Author(s):  
Mudiono ◽  
Ika Nurul Qamari ◽  
Heru Kurnianto Tjahjono
Keyword(s):  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Work Life ◽  
Organizational Resource ◽  
The Family ◽  
High Level ◽  
High Degree

A family business is a type of entrepreneurship and an important feature of economic development and transformation that provides jobs and riches to family members and those involved in the business. As a result, the founders and successors will make every effort to ensure the family business's long-term viability. This study aims to examine work-life enrichment and employee turnover intentions. The method utilized was systematic review, which entailed searching the literature using a Google Scholar database. From 2011 to 2021, a literature search was done—findings from a study on work-life enrichment. There were 19 publications with quantitative research and three articles with qualitative research. Several studies have been conducted have shown that when the work environment is good, the organization pays more attention to the family, so that employees show a high level of work-life enrichment. A rich work life indicates that employees have a high degree of trust in their organization. Trust works as a managerial or organizational resource that drives the intention to leave the organization.

scholarly journals Expanded job scope model and turnover intentions: A moderated mediation model of Core-Self Evaluation and job involvement

2021 ◽  
pp. 1473-1480 ◽  
Author(s):  
Rabia Mushtaq ◽  
Riffut Jabeen ◽  
Samina Begum ◽  
Abdul Zahid Khan ◽  
Tariq Iqbal Khan
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Involvement ◽  
Moderated Mediation ◽  
Job Design ◽  
Working Environment ◽  
Self Evaluation ◽  
High Level ◽  
Core Self ◽  
Scope Model

Existing study was conducted to make a combined examination of the mediating role of (a) Job involvement in linking expanded job scope model (EJSM) with turnover intentions and (b) investigate how the relationship among EJSM and turnover intention is conditional based on the level of Core Self-Evaluation (CSE) in employees.700 questionnaires were circulated among the employees of education and financial sector which yields 490 returns achieving a response rate of 70%. After initial data screening 420 complete responses were available for analyses. The results exhibit that Job involvement (JI) mediates the relationships between EJCM and turnover intentions. The results of the moderated mediation depict that JI mediates the relationships between job scope and high level of CSE in employees. The outcomes delivered valuable understandings for managers and consultants, especially to Human Resource professionals who are trying to facilitate the workforce in challenging working environment through improved job design. The businesses may encourage high level of employee involvement through redesigned job scope in presence of high order personality characteristics which helps to reduce turnover intentions. This paper contributed in the literature of job design in three different ways. First, existing research makes theoretical contribution by adding new dimension in existing JSM which is flexible work time. Second, it describes how dynamic work settings may refine employees’ abilities and behaviors. Third, the research deals with a unique view in research of job design by combining personality as a moderator (i.e., CSE).

scholarly journals Human Development in Russia: Major Achievements and Threats

REGIONOLOGY ◽  
2019 ◽  
pp. 310-329
Author(s):  
Lyudmila N. Lipatova ◽  
Valentina N. Gradusova
Keyword(s):  
Human Development ◽  
Driving Forces ◽  
Human Potential ◽  
Federal State ◽  
Development Programs ◽  
Sharp Drop ◽  
Scientific Substantiation ◽  
High Level ◽  
High Degree

Introduction. A socially oriented state should strive to provide conditions for the harmonious development of its citizens. The solution of this task is often associated with a number of difficulties and threats, and therefore requires a detailed scientific substantiation. The purpose of this study is to trace the change in Russia’s position in world rankings in terms of humanitarian development, identify the main driving forces, problems and suggest ways to solve them. Materials and Methods. Data from the United Nations, Federal State Statistics Service of Russia and publications by scientists involved in the study of this problem were used as the materials for this research. The methods of demographic, economic and statistical analysis were employed. Results. The dynamics of the human potential of Russia has been characterized: in 2018, Russia first entered the group of countries with a very high level of human development. The main problems in human development in the Russian Federation have been identified: low standard of living, long-term permanent decline in real monetary incomes of Russians (2014–2018), a high degree of material inequality, low life expectancy of the population, high excess mortality of certain categories of the population, a sharp drop in the number of students enrolled in higher education programs (per 1,000). Discussion and Conclusion. In order to strengthen the human potential of Russia, it is necessary to concentrate efforts on overcoming supermortality, increasing productivity and the availability of quality education while reducing infant and maternal mortality, income inequality. The results of the study can be used by the authorities when planning and adjusting socio-economic development programs related to population management, to the organization of health care and education, and the fight against poverty.

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 APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

2019 ◽  
Vol 16 (1) ◽  
pp. 20-41
Author(s):  
Danira Reggie Pattinasarany
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Job Demands ◽  
Intention To Leave ◽  
Single Step ◽  
Accounting Firms ◽  
High Level ◽  
The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

scholarly journals Turnover Intentions and Job Hopping among Millennials in Serbia

2018 ◽  
Vol 24 (1) ◽  
pp. 53
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic
Keyword(s):  
Job Satisfaction ◽  
Generation Y ◽  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Research Question ◽  
Relevant Literature ◽  
Intention To Leave ◽  
Eastern European Countries ◽  
Core Idea

Research Question: The purpose of this paper is to determine whether the number of jobs the Millennial generation intend to change during their career is larger than that of previous generations; to compare the Millennials’ intention to leave their current job to the previous generations’, and also to examine the relation between the Millennials’ turnover intention and their job satisfaction. Motivation: Millennials keep their resumes updated and have a reputation to be job hoppers (Shaw & Fairhurst, 2008; Meier& Crocker, 2010). Moreover, their job hopping has been an unprecedented problem for the employers (Tulgan 2015) and they are reported to have higher turnover intention rate than other generations (Kowske, Rasch & Wiley 2013; Deloitte, 2011; Twenge, 2010; Sujansky & Ferri-Reed, 2009). Additionally, it is generally accepted that job satisfaction and employee turnover intention are negatively related (Mobley 1977; Susskind et al. 2000; Schwepker 2001). Having in mind a lack of relevant literature as well as research in Eastern European countries, our goal was to explore if the same can be concluded for the Millennials in Serbia. Idea: The core idea of this paper was to empirically evaluate the relationship between the stated variables. Data: The analysis was conducted during 2017 in Serbia using a questionnaire which was made in the form of an online survey and distributed by email and posted on social networking websites. A total of 802 valid responses were received. Tools: Statistical analyses of all collected data were used to draw conclusions. Findings: The results of the study confirmed that the intention of the respondents to change a larger number of jobs in their career increases as we move towards the youngest generation in the workplace. Generation Y was found to be the only generation that has a higher percentage of those who think that they will quit the current job in the next two years than those who expect the opposite. The analysis confirmed that turnover intention increases with job dissatisfaction - the greater their job satisfaction is, the less Millennials will want to change their current employer in the next two years. Contribution: This paper expands existing research related to the turnover intentions and job hopping of Millennials and provides recommendations for organizations for retaining the members of Generation Y.

Assessment of Factors Underpinning Employee’s Interest and Preference for Telecommuting in Lagos Island, Lagos, Nigeria

2021 ◽  
Vol 1 (4) ◽  
pp. 276-286
Author(s):  
Koleayo Oluwafemi Omoyajowo ◽  
Adeyemi Adewale Akinola ◽  
Mary Adetutu Adewunmi ◽  
Grace Ojo-Emmanuel ◽  
Allen Ebosiem ◽  
...  
Keyword(s):  
Marital Status ◽  
Labor Productivity ◽  
Public Awareness ◽  
Work Life ◽  
Weak Relationship ◽  
Inferential Analysis ◽  
Environmentally Sound ◽  
High Level

Public awareness on environmentally sound practices viz-a-viz strategies that may also sustain a balanced work life culture cannot be overemphasized. Telecommuting represents one of those viable environmentally sound practices that offer flexibility to employees through working from their homes which to a great extent have improved employee’s productivity. This study assessed the level of awareness about telecommuting as well as the factors underpinning employee’s interest and preference for telecommuting in Lagos, Nigeria. A total of 220 responses from structured questionnaires was designed to capture the level of awareness, interest, readiness, and perception of employees towards telecommuting in Lagos Island, both descriptive and inferential analysis was used for the study. The study shows that 72% were aware of telecommuting and its associated benefits while about 90% opined that telecommuting will be suitable to their work. There was also a significant positive but weak relationship among employee’s preference for telecommuting and factors such as age, marital status, awareness about telecommuting, and the experience of traffic gridlock and its associated stress .This study concluded that with the high level of awareness of telecommuting, organisations should gainfully harness the wide array of prospects that accompanies the adoption of telecommuting which has the long term advantage of stimulating labor productivity.

TRUST IN INSTITUTIONS AND POLITICAL ENGAGEMENT AMONG STUDENTS: A QUANTITATIVE RESEARCH

2020 ◽  
Vol 13 (1) ◽  
Author(s):  
Roxana-Mihaela VASILIU
Keyword(s):  
Quantitative Research ◽  
Public Institutions ◽  
Political Involvement ◽  
Negative Effects ◽  
Political Behaviour ◽  
Political Sciences ◽  
Trust In Institutions ◽  
High Level ◽  
Political Actions

Establishing a relation based on trust between citizens and institutions leads to a good functioning of society and a legitimation of the political system. According to previous research (IRES, 2010, 2012, 2016, IMAS, 2011), Romanians– particularly youth, show low confidence in institutions, especially in politics. Why does this generate negative effects? If citizens have confidence in institutions, they can give a meaning to their civic and political involvement. When level of trust tends to be negative, the motivations to engage in civic or political actions will decrease based on the presumption that even if change is desired, the institutions will not allow it to happen. Thus, the paper aims to analyse the degree of students’ trust in public institutions and their civic/ political behaviour, in the context in which these indicators can influence – on medium and long term -, the type of political culture and the relationship between government and citizens. The study is based on a quantitative research conducted between December 2019 – January 2020 among students from three specializations within the Faculty of Philosophy and Social-Political Sciences, “Alexandru Ioan Cuza” University of Iasi, Romania on a sample of 433 subjects, and had as main directions of analysis: the level of trust in public institutions, the forms of civic/ political involvement practiced by students, the ability to effect changes at high level. The results bring into attention that youth have limited trust in institutions and this fact can justify an apathy condition and insecurity regarding social and political change. At the same time, most students are unsatisfied by the Romanian democracy regime. The most common forms of civic and political involvement over the last year have been voting, signing petitions and participating in volunteer oriented work.

THE EFFECTS OF QUALITY OF WORK LIFE ON COMMITMENT AND TURNOVER INTENTION

2007 ◽  
Vol 35 (6) ◽  
pp. 735-750 ◽  
Author(s):  
Tung-Chun Huang ◽  
John Lawler ◽  
Ching-Yi Lei
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Life ◽  
Quality Of Work Life ◽  
Accounting Firms ◽  
Quality Of Work ◽  
Managerial Implications ◽  
Different Dimensions ◽  
The Impact

Although previous studies have demonstrated the importance of balance between family and work life, few have included quality of work life (QWL) and job-related attitudes. The aim of this study was to examine the impact of quality of work life on auditors' career and organizational commitment in Taiwanese public accounting firms, and how those commitments, in turn, affect turnover intention. Our findings indicate that different dimensions of QWL result in distinctive effects on organizational and career commitments and turnover intentions. Managerial implications for both researchers and practitioners are discussed.

Intervenir Auprès du Malade Chronique Hospitalisé et de sa Famille

1985 ◽  
Vol 4 (1) ◽  
pp. 87-102 ◽  
Author(s):  
Denyse Latourelle ◽  
Louise Lévesque
Keyword(s):  
Role Model ◽  
Care Setting ◽  
Great Difficulty ◽  
Reference Points ◽  
Term Care ◽  
The Family ◽  
Important Health ◽  
High Level ◽  
Process Level

This article presents the preparation and implementation of a systematic intervention with sixteen families, each of which had a member hospitalized in a long-term care setting. A guide based on the systemic approach was developed. As well as the steps to be followed, the guide offers the operational reference points which are required for intervention at the process level. The content analysis of the various nurse-family-hospitalized member encounters revealed that confusion, revolt and aggressivity of the hospitalized member were behaviors with which the family had difficulty coping. Particularly in a situation where an elderly woman had to face the disorientation and the aphasia of her hospitalized spouse, infantilisation and overprotection were observed. Moreover, such women experienced a high level of loneliness, had great difficulty in reorganizing their activities of daily living and reported important health problems. The main features of the intervention are discussed; among them are the necessity to help individuals to express their perceptions and their feelings in relation to the situation experienced and the importance of acting as a role model in order to help the family and the ill member toward a more functional form of communication.

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