scholarly journals The Inferred Determinants of Employees’ Turnover Intention: A Comparison between Japanese and Foreign-Owned Firms in Japan

2021 ◽  
Vol 16 (8) ◽  
pp. 96
Author(s):  
Rei Hasegawa ◽  
Shinji Hasegawa ◽  
Takashi Akiyama
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Foreign Firms ◽  
Equation Modeling ◽  
Supporting Evidence ◽  
Multiple Group ◽  
Japanese Firms ◽  
Career Opportunities ◽  
Firm Type

This study compares the factors that are inferred to directly and indirectly influence the process of determining employees’ turnover intention in Japan. This study focuses on the differences made by firm type, that is, Japanese firms vs. foreign-owned or foreign-affiliated firms. Multiple-group structural equation modeling was attempted by applying factors such as perceived organizational support, the positiveness of a worker, firm-specific skills, organizational commitment, perception of career opportunities within the current firm and in other firms, and turnover intention. It was found that the inferred determinants of turnover intention differed by firm type; specifically, career prospects, either internal or external, do not directly affect turnover intention in Japanese firms. For workers in foreign firms, positivity is significantly higher than that of Japanese firms. Positivity plays a crucial role in both firms; moreover, our study provides supporting evidence of the existence of sub-markets in Japan and shows that the transition of workers from foreign-owned to Japanese firms might be rare.

Should I stay or should I go? The antecedents of turnover intention among police personnel

2020 ◽  
Vol 19 (1) ◽  
pp. 1-14 ◽  
Author(s):  
Fauzia Jabeen ◽  
Maryam Al Hashmi ◽  
Vinita Mishra
Keyword(s):  
United Arab Emirates ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Middle Eastern ◽  
Equation Modeling ◽  
Content Type ◽  
Police Personnel ◽  
Personnel Turnover

Purpose This study aims to explore the antecedents that may lead to turnover intentions among police personnel in the United Arab Emirates. Design/methodology/approach The data were collected from police personnel (n = 176) through a questionnaire survey, and structural equation modeling was used to test the relationships. Findings The findings revealed that the work-family conflict and job autonomy significantly correlate with turnover intentions. Alternatively, perceived organizational support does not predict turnover intentions. Research limitations/implications This research is limited by the study’s subjective assessment of police personnel turnover intentions through self-reported questionnaires. It provides implications for policymakers, organizational behavioral experts and those interested in formulating effective strategies to reduce turnover among police personnel. Originality/value This study offers a novel context as it assesses police personnel in an emerging Middle Eastern country. It provides insights to policymakers and academia concerning the factors strongly linked with police personnel turnover intentions and will help them formulate strategies for improving personnel satisfaction and advancing relationships between police and the community.

Protecting healthcare through organizational support to reduce turnover intention

2018 ◽  
Vol 11 (1) ◽  
pp. 4-12 ◽  
Author(s):  
Talat Islam ◽  
Ghulam Ali ◽  
Ishfaq Ahmed
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type

Purpose Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps nurses to reduce their turnover intention (TI). Design/methodology/approach Data from 324 nurses were collected using a questionnaire-based survey on the basis of a convenience sampling technique. Findings The results generated using structural equation modeling have confirmed the mediating role of organizational commitment and citizenship behavior between perceived organizational support (POS) and TI. In addition, psychological contract (PC) breach was found to weaken the positive association between POS and citizenship behavior. Originality/value This study adds to the previous studies by incorporating organizational citizenship behavior as a mediator between POS and TI and PC breach as a moderator between POS and citizenship behavior using social exchange and job-demand-resource theories.

scholarly journals THE BUFFERING EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON THE RELATIONSHIP BETWEEN WORK ENGAGEMENT AND TURNOVER INTENTION

2020 ◽  
Vol 6 (2) ◽  
pp. 108-111
Author(s):  
PAUL DUNG GADI ◽  
Daisy Mui Hung Kee
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Public Universities ◽  
Perceived Organizational Support ◽  
Academic Staff ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Relationship

Turnover among academic staff is an increasing concern in public universities in Nigeria. This article aims to examine the correlation between work engagement (WE) and turnover intention (TI), also, to test the moderating effect of perceived organizational support (POS) in the relationship between work engagement and turnover intention. Using a cross-sectional study, this paper examined the influence of work engagement on turnover intention in public universities in Nigeria from April to September 2019. A usable sample of 375 questionnaires was collected among academicians in the public universities in Nigeria and structural equation modeling (PLS-SEM) to analyze the hypotheses. The result showed that work engagement was significant and negatively related to turnover intention and perceived organizational support plays a great role in moderating the relationship between work engagement and turnover intention.

scholarly journals PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN POSITIVE RELATIONSHIP AT WORK TERHADAP TURNOVER INTENTION : TELAAH PADA KARYAWAN HEAD OFFICE PT XYZ

2020 ◽  
Vol 11 (2) ◽  
pp. 149-163
Author(s):  
Rahel Veronika
Keyword(s):  
Significant Influence ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Rate ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Equation Modeling ◽  
Snowball Sampling ◽  
Head Office

The aim of this study is to analyze the effect of perceived organizational support and positive relationship at work to turnover intention of head office PT XYZ. As a financing company with good credibility PT XYZ should keep trying to improve the employee's performance by managed turnover intention that occurred  in the number 12-15% annually and entered into high category because it has exceeded the turnover rate tolerance limit of 10%. The method used in this research is a descriptive method with non-probability sampling methods with judgmental sampling and snowball sampling techniques. Data is processed through structural equation modeling (SEM) analysis, with the help of Lisrel 8.8 version (n:120). Results of this study showed that there are negative and significant influences from perceived organizational support to turnover intention with t-value of (-3.19), negative and significant influence of the positive relationship at work to the turnover intention with t-value of (-4.16), and the positive and significant influence of the positive relationship at work that partially, which is a partial process of perceived organizational support to the turnover of intention with t-value of ( 2.88). In this research, researchers advise that PT XYZ should ask employees for feedback on what they expect to be repaired when performing the job, so that the work does not become tedious and can reduce turnover rate.

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

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.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

The Embedded Paradox of Organizational Turnover and Professional Autonomy

2021 ◽  
pp. 104973152098453
Author(s):  
Guanghuai Zheng ◽  
Haijuan Liu ◽  
Yean Wang ◽  
Beili Chen
Keyword(s):  
Structural Equation Modeling ◽  
Longitudinal Study ◽  
Social Workers ◽  
Turnover Intention ◽  
Structural Equation ◽  
Educational Background ◽  
Professional Autonomy ◽  
Equation Modeling ◽  
Analysis Method ◽  
Person Environment Fit

Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

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