How does job mobility relate to work commitment among rural healthcare workers? a cross-sectional study in western China

Background Rural healthcare workers (RHWs) are the core of the rural health system. The antecedents of turnover of RHWs have been well studied, but little is known about the consequences of job mobilities among RWHs. This study aimed to identify the association between job mobility and the work commitment of RHWs in China. Methods Based on a three-stage random sampling method, a cross-sectional survey was conducted in 11 western provinces in China. A total of 3783 RHWs, consisting of 2245 doctors and 1538 nurses, were included in our study. Confirmatory factor analysis, Pearson’s chi-squared test, one-way ANOVA, linear regression analysis, and binary logistic regression analysis were performed for data analyses. Results 46.3% of RHWs reported the experience of job mobility in the past. Work commitment of RHWs was not very high; specifically, the mean scores of pride in, concern for, and dedication to work were 3.54, 3.81, and 3.61 (out of a maximum of 5), respectively, and 29.9% presented turnover intent. RHWs’ overall experience of job mobility in the past was significantly associated with an increased odds of having the turnover intent. With respect to the last job mobilities of RHWs, the last job changes that occurred in the last 3 years, especially these lateral (i.e., job changes between two healthcare institutions at the same hierarchical level) and upward (i.e., job changes from a healthcare institution at a lower hierarchical level to current institution) mobilities, were significantly associated with a high level of work commitment (i.e., pride in, concern for, and dedication to work) among RHWs. However, the lateral mobilities in the last four to 5 years and the downward mobilities (i.e., job changes from a healthcare institution at a higher hierarchical level to current institution) 6 years ago or more significantly increased the odds of having turnover intent among RHWs, and RHWs whose last job changes were other mobilities (i.e., job changes from a non-healthcare institution to a healthcare institution) in the last four to 5 years reported had a significantly low level of pride in and concern for work and an increased odds of having the turnover intent. Conclusions The study suggests that the overall experience of job mobility in the past is a threat to RHWs’ work commitment to their current healthcare institutions. The honeymoon-hangover pattern exists in the association between a single job change and RHWs’ work commitment. Managers of rural healthcare institutions should pay more attention to these RHWs with the experience of job mobility to enhance their work commitment.

The relationship between job satisfaction and turnover intention among nurses in federal territory of Labuan: Coworker support as a moderator

With the ongoing worldwide COVID-19 pandemic, nurses have become among the prominent frontliners working together to prevent its pervasiveness and manage the treatment for the infected. The high-pressuring working environment subsequently affects their satisfaction towards their job and eventually influences their decision to stay. Besides, coworker support has been associated with the enhancement of one’s work-life outcomes. This study is conducted to investigate the moderating role of coworker support in the relationship between job satisfaction and turnover intent among nurses. A sample of 200 nurses working at several health institutions around Labuan FT was involved in this quantitative study. Results from data collected were analysed using Smart-PLS. The findings show that among nurses, coworker support can help to mitigate the relationship between job satisfaction and intention to leave the profession. According to the study results, improved working conditions for nurses and a focus on their psychological well-being might assist in lowering the retention rate to cope with the lack of nursing professionals.

Strain, negative emotions and turnover intentions among American police managers

PurposeThe main objective of the study is to identify the effects of various sources of job-related strains on police managers' turnover intentions.Design/methodology/approachData from a sample of American police managers (N = 179) were used to construct a path model that estimated the direct and indirect effect of environmental and organizational stressors on turnover intentions while considering the mediating role of negative emotionality.FindingsAlthough most of the surveyed police managers (61%) did not report turnover intentions, those who did were more likely to have experienced burnout, frustration and/or emotional drain. Strenuous relationships with police supervisors and work–life imbalances were the main sources of these negative emotions. Turnover intentions were expressed by managers at the operational/technical level (sergeants) and by those who perceived a lack of procedural justice at the agency level. Highly educated managers were significantly less likely to report burnout and turnover intent.Research limitations/implicationsSince this analysis is based on a relatively small convenience sample of police managers, readers should interpret the results cautiously.Practical implicationsTo reduce turnover in police organizations, police administrators should implement and follow policies and procedures to ensure a fair, consistent and just treatment of all employees.Originality/valueThis is one of the few recent studies that focused exclusively on police managers' turnover intentions.

Game of Organizational Politics Leading to Turnover Intention

Purpose: This study investigated the role of job pressure in the relationship between organizational politics and turnover intent among faculty members in universities in Pakistan. This study also assessed the impact of politics at the workplace among faculty members in the universities of Pakistan Methodology/Approach/Design: This study was performed in Pakistan, using primary data collected through a questionnaire. The total number of participants was 270. A convenient sampling technique was employed for selecting the sample. The majority of the respondents were from the Punjab province followed by Sindh province, KPK, and Baluchistan. Two independent variables perceived organizational politics and job stress, and one dependent variable, Turnover intention, were considered for this research. Reliability analysis and multiple regressions were used as data analysis in this study. Results: The independent variable i:e Perceived organizational politics selected for the research is found to be positive and significant with relation to the dependent variable i:e Turnover Intention. This means the management can predict the turnover intention of employees by taking into consideration the variables such as organizational politics, and mediating variable- job stress. Practical Implications: The practical implication of this research will help the management to control the effects of politics in the organization on the job of faculty members and design policies and training to engage and deal with the stress caused by organizational politics and retain the employees and decrease the turnover rate in universities. Originality/Value: This is one of the few studies that evaluate the effect of politics on turnover intention due to job stress in the context of Universities. This is important for both academia and scholars alike. Numerous studies recently paid attention to the impact of work politics on turnover intent. Thus, this analysis would aggregate the variable of past studies along with job stress, to check the effect on turnover intention.

EFFECTS OF LEADERS-FOLLOWERS EXCHANGE (LMX) ON ORGANIZATIONAL COMMITMENT AND TURNOVER INTENT IN HOSPITALITY AND PUBLIC SERVICES

Based on the specifics of the selected service sectors - hospitality and public, it is clear that the role of leaders significantly varies. Antecedents for achieving organizational and individual goals include a quality relationship between leaders and followers (supervisors and subordinates), making it possible for an organization to be functional and successful and employees satisfied at work. Although the concept of leadership is as old as human civilization, numerous multi-annual researches and thousands of studies have not yielded with a clear idea of what the leadership is and how best the organizational and individual goals could be achieved. This paper focuses on the effects of the quality of leaders - followers exchange to organizational commitment and turnover intent (intention to leave).

PENGARUH WORK FAMILY CONFLICT, STRES KERJA DAN KEPEMIMPINAN TERHADAP TURNOVER INTENTION KARYAWAN (STUDI PADA SELURUH KARYAWAN BAGIAN PLANNING PRODUCTION AND INVENTORY CONTROL PT. PARKLAND WORLD INDONESIA JEPARA)

<p>Penelit ian ini dilatarbelakangi oleh berkurangnya jumlah karyawan yang dialami oleh<br />perusahaan PT. Parkland World Indonesia Jepara. Berkurangnya jumlah karyawan tidak terlepas dari <br />Turnover Intention. Tujuan penelit ian ini untuk menganalisis pengaruh Work Family Conflict<br />(X1), Stres Kerja (X2), dan Kepemimpinan (X3) terhadap Turnover Intention (Y) karyawan. <br />Populasi dalam penelit ian ini adalah seluruh karyawan bagian PPIC di PT. Parkland<br />World Indonesia Jepara yang berjumlah 304 orang. Sampel penelit ian sebanyak 75 orang responden.<br />Pengambilan sampel penelit ian ini dengan rumus Slovin. Penelit ian ini menggunakan alat analisis<br />linier berganda dengan bantuan program SPSS. <br />Hasil analisis dengan menggunakan program SPSS menunjukan bahwa:1). Kepuasan kerja <br />terbukti berpengaruh posit if terhadap turnover intent ion. 2). Stres kerja terbukti <br />berpengaruh negat if terhadap turnover intention. 3). Kepemimpinan terbukt i berpengaruh posit if<br />terhadap turnover intent ion.</p><p>Kata Kunci : Work Family Conflict, Stres Kerja, Kepemimpinan, Turnover Intention.</p>

Turnover intent of new workers: social exchange perspectives

PurposeThis paper aims to investigate the impact of task interdependence and leader–member exchange, as social exchange variables, on affective commitment and turnover intent of new workers in an industry with high attrition rates. In addition, the paper examines the mediating effects of affective commitment.Design/methodology/approachThe present study drew insights from the literature to formulate hypotheses that link the two social exchange variables on affective commitment and turnover intent. Through the utilization of the data collected from 441 call center agents working for eight call centers in the Philippines, the hypotheses were tested and analyzed using structural equation modeling.FindingsThe results reveal that task interdependence and leader–member exchange are positive antecedents of affective commitment and negative predictors of turnover intent. Further analysis reveals that affective commitment fully mediates the effects of the two social exchange variables on turnover intent.Practical implicationsThe results imply that call centers can help improve new workers' affective commitment and reduce their turnover intent through job designs that can facilitate high task interdependence. Furthermore, training team leaders or supervisors to develop leadership styles that are more focused on people and relationships may also increase the agents' commitment and reduce their quit intention.Originality/valueThis paper is the first to demonstrate that social exchange variables can also impact the affective commitment and turnover intent of new workers in an industry known to have heavy supervisorial monitoring, high demands in terms of work quotas and high turnover rates.