Turnover Intention
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2022 ◽  
Vol 22 (1) ◽  
Author(s):  
Na Li ◽  
Jin Peng ◽  
Rui Yang

Abstract Background The development of medical social work is an indispensable part of the Healthy China Strategy. However, the medical service field has the fewest social workers in all service fields in China. Creating favorable working conditions can reduce the turnover intention of social workers in the medical service field. So it is necessary to integrate the existing theoretical models to deeply analyze the multiple influencing paths of working conditions on the medical social workers’ turnover intention in the context of China. Methods The data we used came from the China Social Work Longitudinal Survey (CSWLS) conducted in 56 cities across the country in 2019. It adopted a multi-stage random sampling method and the sample of medical social workers was selected according to their current service field and the sample size finally entering the model was 382. We tested the relationships with the Structural Equation Model (SEM) by STATA 16.0. Results Job-related stress play the most significant role in explaining the formation mechanism of medical social workers’ turnover intention. On the one hand, job-related stress can reduce the job satisfaction of medical social workers, further increasing their turnover intention; on the other hand, job-related stress can increase job burnout of medical social workers, further reducing their job satisfaction and ultimately increasing the turnover intention. Job satisfaction plays a full mediating effect between the job burnout of medical social workers and their turnover intention. The social support and job autonomy provided by social work agencies have limited effects on decreasing the turnover intention of medical social workers. Conclusions The two paths of job-related stress affecting turnover intention successfully integrate the Job Demands-Resources Model and the Price-Mueller Turnover Model into the same theoretical framework providing a theoretical basis for reducing the turnover intention and behavior of social workers in the medical service field, improving the management level in the medical service system and promoting the overall healthy and sustainable development of medical social work in China.


Kybernetes ◽  
2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
AHmet Hakan Özkan

PurposeThe aim of this study was to survey the relationships between organizational justice perceptions and turnover intention by using meta-analysis.Design/methodology/approachEighty-three correlation values were used. Comprehensive Meta-Analysis Software (CMA) was used to analyze the collected studies.FindingsHeterogeneity and publication bias of each data set was tested. Each data was heterogeneous and included no publication bias. The results suggested that the effect size of distributive justice on turnover intention is −0.396, interactional justice on turnover intention is −0.341, interpersonal justice on turnover intention is −0.361, informational justice on turnover intention is −0.358, procedural justice on turnover intention is −0.369 and overall organizational justice on turnover intention is −0.436. Region was a moderator for the relationship between distributive justice and turnover intention.Originality/valueThe results of this study can provide guidance to the future researchers. Moreover, the managers can use these results for the implementation of organizational strategies and policies.


2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khurram Shahzad ◽  
Rimsha Iqbal ◽  
Basharat Javed ◽  
Syed Danial Hashmi

Purpose Drawing on conservation of resource theory, this study aims to examine the impact of work-study conflict (WSC) on workplace outcomes (job performance, job satisfaction, burnout and turnover intention). The study also investigated whether these relationships were contingent on the level of supervisor support at the workplace. Design/methodology/approach Survey data were collected in two-time lags from 752 studying professionals (non-traditional students) through a convenient sampling technique. Findings Results showed that WSC enhances burnout and turnover intention but has no significant direct relationship with job performance and job satisfaction. It was also found that the relationships between WSC and workplace outcomes, i.e. job performance, job satisfaction and burnout were conditional on the level of supervisor support. Originality/value The research contributes to WSC literature by being the first to empirically investigate the direct and interactive effects of WSC and supervisor support on important workplace outcomes of those adults who were primarily working and then decided to study further for career development rather than on full-time students.


2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  

Purpose Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.


2022 ◽  
Vol 14 (1) ◽  
pp. 21
Author(s):  
Benjamin Akinyemi ◽  
Alice I. Ogundele ◽  
Samuel Olutuase ◽  
Babu George

This study examined the influence of competence development, work-life balance, perceived organizational support and organization’s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria’s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson’s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses’ job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention. This study identified the importance of organizational factors in promoting nurses’ job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses' job satisfaction, affective commitment and turnover intention. 


SENTRALISASI ◽  
2022 ◽  
Vol 11 (1) ◽  
pp. 49
Author(s):  
Holy Maria Basa ◽  
Lidia Yuni Yanti ◽  
Delvi Meilani Br. Pinem ◽  
Dora Kristyna Munthe ◽  
Wirda Lilia

The purpose of this study is to determine the effect of turnover intention, locus of control, audit fees, and work motivation on the quality of auditor performance at the Medan City Public Accounting Firm in 2021. The choice of the sector in this study is due to very tight competition conditions like now. In this case, the auditor must always maintain their performance so that audit quality is not compromised. Auditors must perform work by professional standards so that trust in the auditor can be maintained. The data used is sourced from quantitative data in the form of questionnaires. Using the Simple Random Sampling technique, a sample of 50 auditors was drawn from five Medan City KAPs.The results showed that locus of control, audit fees, and work motivation had a positive and significant effect on the quality of auditor performance at KAP Medan City. Meanwhile, the turnover intention has a negative effect and does not significantly affect the quality of auditor performance at KAP Medan City. But all variables are affected simultaneously. 


2022 ◽  
Vol 6 ◽  
Author(s):  
Luh Citra Wirya Astuti ◽  
A A N B Dwirandra ◽  
Ida Bagus Putra Astika ◽  
I Gde Ary Wirajaya

The purpose of this study was to analyze the effect of burnout on the turnover intentions of tax consultant employees in Bali with emotional intelligence and religiosity as moderating variables. The location of the research was carried out at the Tax Consultant Office in the Bali Region as a representation of the Tax Consultant Office in Indonesia, which was registered with the Indonesian Tax Consultant Association (IKPI) in 2021 which was obtained through the websitewww.ikpi.or.id. The population in this study are all employees who work at the Tax Consultant Office registered at IKPI Bali Branch. The data analysis technique used the MRA test. The results of the study indicate that burnout has a positive and significant effect on turnover intention or in other words, increased burnout will increase turnover intention. The higher emotional intelligence is not able to reduce the high turnover intention due to the increased burnout of tax consultant employees. The interaction between burnout and emotional intelligence has a negative and significant effect on turnover intention or in other words, high emotional intelligence will reduce turnover intention due to increased burnout.


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