Intention to Quit of Proactive Health Workers: The Intervening Role of Employee Engagement and the Moderated Mediating Effect of Job Autonomy

As a necessary condition for the sustainability and success of teaching hospitals, maintaining proactive health personnel with the ability to be high performers is acknowledged. A few studies have logically clarified and empirically simplified the relationship between proactive employees and intention to quit, which signifies an engaged, proactive tendency to establish actual turnover behavior. However, this study target to resolve these research gaps. This paper predicted that the correlation between proactive health workers and intention to quit was likely mediated by employee engagement and job autonomy as a center point mechanism of motivation. Job autonomy (JA) as a significant framework is expected to buffer the link between proactive health employee and employee engagement. The present article developed a moderated mediated model that incorporates these variables. This study was consistent with previous studies carried out on health workers in Nigerian teaching hospitals. The results of this research help to expose the attrition intentions displayed by conscientious health workers.

Is turnover contagious? The impact of transformational leadership and collective turnover on employee turnover decisions

PurposeThis study addresses three research questions related to employee turnover: (1) does transformational leadership act as a pull-to-stay factor for employees? (2) How well does turnover intention predict actual turnover behavior? (3) Does collective turnover moderate the link between turnover intentions and turnover behaviors?Design/methodology/approachLatent moderated structural equation modeling was employed with longitudinal and multi-source data from car dealerships located in the Seoul Capital Area, South Korea.FindingsThe results indicate a negative relationship between transformational leadership and turnover intentions and a positive relationship between turnover intentions and turnover behavior. Furthermore, the results provide empirical support for turnover contagion as a mechanism triggering turnover intentions into turnover behavior in the workplace.Originality/valueThis study provides a timely and novel contribution to the areas of leadership and employee turnover due to the underexplored research area of transformational leadership, the growing body of literature that questions the fixed assumption in employee turnover studies and the increasing interest in collective turnover. Importantly, existing research has examined the concept of collective turnover from a quantity perspective, aggregating individual turnover to group levels. This study provides a more nuanced, comprehensive evaluation of the quality of turnover, by considering the impact of performance contribution aspects of turnover at the business unit level.

Turnover among medical clowns early in their career

In recent years, several investigations of the medical clowning profession have appeared in the literature. However, few studies have focused on factors associated with turnover among medical clowns early in their careers. The current study examined whether individual differences in humor disposition predicted turnover behavior. Participants were 111 medical clowns in a three-phase longitudinal study. Humor disposition was measured in the first week of their training, clowns' job satisfaction two months later, and turnover six months after that. Results showed that humor appreciation decreased actual turnover through the mediating role of job satisfaction, whereas individual differences in humor creation directly decreased turnover. In addition, previous traumatic experiences moderated the associations between humor appreciation and turnover. Overall, our research findings support the notion that humor disposition can help predict which clowns remain in the hospital.

THE CORRELATION BETWEEN JOB-HOPPING ATTITUDE AND TURNOVER BEHAVIOR: A JOB SATISFACTION PERSPECTIVE IN BANGLADESH

A worker is a company’s principal power base. Recently, the employment and turnover rates of employees have risen very high for several reasons. It was still a matter of great importance to organizations. This study focuses on the multiple reasons for work saving and turnover behaviors at different workers levels in Bangladesh. This research focuses on various factors. Through this hypothesis, the key methods to determine the independent variables are studied, including worker satisfaction, job quality, employee facilities, and employee dependent variables, employment and turnover rates. A correlation between the independent and dependent variables has been identified. A survey of 150 respondents working at various levels in Bangladeshi organizations was performed with the hypothesis-based questioner. The data obtained through the survey and statistically analyzed using tools for data analysis (SPSS). In this study, the relationship between independent variables and dependent variables was analyzed through descriptive statistics, reliability analysis and inference analysis. The study of linear and multi-linear regression on these parameters indicates the purpose of the reversal. Based on the results; the theoretical issues will be validated. This study explores the key explanation for this and establishes a research paradigm to minimize Bangladesh’s high turnover. JEL Classification Codes: J62, J28, J63.

Listening to your employees: analyzing opinions from online reviews of hotel companies

Purpose This study aims to examine the factors influencing hotel employee satisfaction and explores the different sentiments expressed in these factors in online reviews by hotel type (premium versus economy) and employment status (current versus former). Design/methodology/approach A total of 78,535 online reviews by employees of 29 hotel companies for the period of 2011-2019 were scraped from Indeed.com. Structural topic modeling (STM) and sentiment analysis were used to extract topics influencing employee satisfaction and examine differences in sentiments in each topic. Findings Results showed that employees of premium hotels expressed more positive sentiments in their reviews than employees of economy hotels. The STM results demonstrated that 20 topics influenced employee satisfaction, the top three of which were workplace bullying and dirty work (18.01%), organizational support (16.29%) and career advancement (8.88%). The results indicated that the sentiments in each topic differed by employment status and hotel type. Practical implications Rather than relying on survey data to explore employee satisfaction, hotel industry practitioners can analyze employees’ online reviews to design action plans. Originality/value This study is one of only a few to use online reviews from an employment search engine to explore hotel employee satisfaction. This study found that workplace bullying and dirty work heavily influenced employee satisfaction. Moreover, analysis of the comments from previous employees identified antecedents of employees’ actual turnover behavior but not their turnover intention.

Financial Systems Theory and Control of Finances: The Mediating Role of Psychological Empowerment in the Relationship between Transformational Leadership and Employee Engagement: An Evidence from Vietnam

Employee engagement has been closely linked to work attitudes (e.g., job satisfaction, intentions to quit, withdrawal), employees' innovation, organizational success and financial performance (e.g., profits, shareholder return) and, therefore, getting much attention from academia and practitioner communities. Additionally, to have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. This study investigates the mediating role of psychological empowerment in the relationship between transformational leadership and employee engagement in the context of Vietnam. Data were collected through a survey conducted in Vietnam using 254 respondents who are employees and managers. A researcher-administered questionnaire survey method was used for data collection. The findings reveal that Psychological Empowerment is significantly related with Transformational leadership and Employee Engagement; there is a direct effect of Psychological Empowerment and Employee Engagement; and Transformational leadership not only has a direct impact on Employee Engagement, but also has indirect effect through Psychological Empowerment as a mediating variable. These findings have several implications also for human resource practices in organizations. It is expected that this study provides valuable information to consider in business practice for the development of interventions aimed at mitigating turnover behavior and maximizing organizational performances through an engaged workforce.

Humorous Dispositions Predicting Turnover among Early-Career Israeli Medical Clowns

Background: In recent years, medical clowning research has received increasing interest. However, the clowns’ dispositional factors associated with their turnover behavior have yet to be examined systematically.Objectives: The current study examined whether individual differences in humor predict turnover behavior. This was accomplished by investigating the mediating role of the medical clowns’ job satisfaction and the moderating role of previous traumatic experiences.Method: Israeli medical clowns (N = 111) participated in a three-stage longitudinal study. Humorous dispositions were measured during the first week of medical clowning training, job satisfaction was measured two months later, and turnover behaviors were measured after six months.Results: Findings revealed that higher humor appreciation was associated with actual turnover through the mediating role of job satisfaction, whereas humor creation directly increased turnover. In addition, previous traumatic experiences moderated the associations between humor appreciation and turnover.Conclusion: Overall, our research findings support the notion that a humorous disposition can aid in predicting medical clowning turnover. As humor can be observed in numerous settings, in medicine as well as in other fields, we suggest implementing procedures to decrease the turnover rate of medical clowns.