The Relationship Between School Principals' Cultural Intelligence Level and Teachers' Job Satisfaction and Intention to Leave the Job

<p style="text-align: justify;">This research aims to determine the relationship between school principals' cultural intelligence level and teachers' job satisfaction and intention to leave. The relational survey model was used in this study. The data of the research were collected from 800 teachers working in public middle schools in the central districts of Mersin Province in the 2020-2021 academic year. The data were collected through Personal Information Form, Cultural Intelligence Scale, Job Satisfaction Scale, and Intention to Leave Scale. The data were analyzed through correlation analysis, Structural Equation Modeling and Sobel Test. According to the results of the research, a strong, positive and significant relationship was found between the cultural intelligence level of school principals and the job satisfaction of teachers. A strong, negative, and significant relationship was determined between the cultural intelligence level of school principals and teachers' intention to leave. A strong, negative, and significant relationship was determined between teachers' job satisfaction and their intention to leave. It was found that the cultural intelligence level of school principals negatively predicted teachers' intention to leave. It was also determined that cultural intelligence levels of school principals negatively predicted teachers' intention to leave through job satisfaction, and teachers’ job satisfaction was a partial mediator of the relationship between the cultural intelligence levels of school principals and teachers' intention to leave. It was suggested that candidates with high cultural intelligence levels should be given priority in the appointment process of school principals.</p>

Indian study shows high-performance work systems (HPWS) mediate the relationship between business strategy and employees’ intention to leave

Purpose This paper examines the relationship between business strategies and employees’ intention to leave (ITL), through the mediating role of high-performance work system (HPWS). Design/methodology/approach To test their hypotheses, the authors used self-administered questionnaires. They drew up a list of 600 organizations of different nature and structure operating in India that were listed by the Federation of Indian Chambers and Industry. They approved 192 organizations and sent the surveys to 960 executives. They aimed to receive a minimum of one response from an HR executive and two from non-HR executives from each one. In the end, they received 572 useable responses. Findings The study found that high-performance work systems (HPWS) mediate the relationship between business strategy and employees’ intention to leave (ITL). The two effective approaches were “quality management” and “innovation strategy”, both of which reinforced the adoption of HPWS. But a third approach, a “cost-reduction strategy”, was not shown to be positively correlated with HPWS. Another important finding was that the influence on ITL did not vary across the types, or ownership structures, of the firms. Originality/value The data has lessons for HR departments. First, it shows it is advantageous for firms hoping to retain more employees to invest in HPWS that are consistent with the values of their organizations. A second practical finding is that firms need to take into account the Indian context. A third lesson is HR practitioners should make strong efforts to communicate the goals of the HPWS to employees The study also shows firms adopting cost-reduction strategies should focus more on treating employees as resources.

Revolving Door Paradox of Textile Industry in Ethiopia: Quantitative analyses of High Labor Turnover

The study aims to assess the determinants of employees’ turnover in the Ethiopian textile industry. To assess the determinants of the problem, a sample of four companies were included in the study from four different Regional States (Tigray, Amhara, Oromia, and SNNPR). The principal sources of the data were employees, key informants, and employers in the textile manufacturing enterprise. A structured questionnaire with CSpro software was used to gather the information. A Probit Econometric Regression analysis was applied to analyze the data and draw a conclusion. The findings of the study revealed that workers’ dissatisfaction with their job, work environment, and salary dissatisfaction have a significant and positive relationship to their intention to leave the companies. However, as expected, supervisors’ good relationship with the workers has a significant effect to reduce the probability of the worker’s intention to leave the company. Compared to males, female workers are more likely to intend to leave. This could be associated with inconvenient work schedule and works stress. The result of the analysis also shows that the larger the family sizes, the less likely are the workers intend to leave their company which could be associated to fear of risk against the family livelihood.

Cause of Attrition in an Information Technology Enabled Services Company

The purpose of this study is to identify the human resource and the contextual factors that catalyze employee attrition in an ITES organization. A triangulation approach used to understand the reasons for employee attrition including: conducting structured interviews with the employees upon the intimation of their intention to leave the organization as well as a follow up semi-structured interview six months post their official resignation. The study was analyzed using the word cloud qualitative data analysis technique, radar chart, correlation, paired sample t-test, chi-square, and ANOVA. This exploration affirms that human resource factors impact attrition while contextual factor generation influences the human resource factors. The study also indicates that employees feel comfortable to reveal their actual reason for leaving the organization only after a certain period post resignation. Managers should prioritize maintaining relationships with employees; ensure to provide employees with enriching job content and learning opportunities for career growth.

Effects of Difficult Coworkers on Employees’ Responses in Macao’s Public Organizations—The Mediating Role of Perceived Stress

Difficult coworkers can be found in almost every workplace, including public and private organizations. This paper investigates the effects of difficult coworkers on employees’ responses including intention to leave and mental health through attitude towards difficult coworkers and perceived stress in public organizations. Data were collected from 307 public sector employees in Macao SAR, China. Results of partial least squares–structural equation modeling indicated that difficult coworkers significantly influenced their coworkers’ attitude towards them. Additionally, perceived stress partially mediated the relationship between employees’ attitudes towards difficult coworkers and intention to leave, while employees’ attitudes towards difficult coworkers did not have a significant effect on mental health. The study’s findings shed light on how difficult coworkers impacted employees’ attitudes, perceptions, and responses in Chinese public organizations.

The Antecedents, Consequences, and Mediating Role of Workload among Chinese Courier Drivers

The growth of e-commerce in China can be regarded as a significant factor in the increase in occupational stress and the voluntary turnover of courier drivers. This paper aims to investigate selected occupational stress factors behind the turnover intentions of Chinese courier drivers. Using data from 229 couriers employed at the largest delivery companies in China, this study applies structural equation modelling to investigate not only the direct relationships between job-stress factors and turnover intentions but also the extent to which workload indirectly mediates turnover intentions among couriers. The results indicate that a combination of high workload with social stressors leads to turnover intentions. In particular, it was found that workload completely mediated the relationship between both the independent variables and the intention to leave the industry, suggesting that when workloads are high, the net effect of negative work experiences with regard to verbal aggression and ambiguous customer expectations increases the likelihood of an intention to leave the industry. Although restricted to China, this is one of the first studies investigating the effects of courier drivers’ job stressors which highlights the importance of delivery companies working with staff to mitigate job stressors to reduce turnover intention.

Fun at workplace and intention to leave: role of work engagement and group cohesion

Purpose The purpose of this study is to examine the role of work engagement (WE) and group cohesion (GC) in the context of fun at workplace (FAW) and its outcomes. Design/methodology/approach In total, 753 employees of fast food chain restaurants in India have been contacted, and 244 responded back. Exploratory and confirmatory factor analyses have been conducted to assess the reliability and validity of the data. Further, the hypothesized relationships have been tested using structural equation modeling. Findings The findings of the study revealed that WE mediates the relationship between FAW and intention to leave (ITL). Further, GC moderates the relationship between FAW and WE. Research limitations/implications This research has been conducted in fast food chain restaurants only, and the data is cross-sectional in nature. Practical implications Organizations should develop a business culture based on fun and enjoyment, which will help in creating a comfortable environment for employees and reduce their ITL. Social implications Society benefits a lot if employees have positive work experiences. FAW will help to reduce the negative spillover of work pressure/stress to the home. Employees will come home with minimum work stress and will contribute positively to their personal and social life. Originality/value The present study empirically tested the mediating role of WE between FAW and ITL and moderating role of GC between FAW and WE that helped a lot to understand the relationships in the workplace setting.

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

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.