Employee turnover intentions

Most empirical studies testing models of turnover intentions have relied on samples of specific organizations or occupational groups, raising reservations as to the generalizability of their results for broader and more comprehensive populations. To begin to fill this gap, a nearly national sample of employed urban males was utilized and sub–populations were examined in terms of their turnover intentions. A set of biodemographic, organizational, perceptional and job satisfaction variables were incorporated into a multivariate analysis to determine factors best explaining turnover intent. At a second stage, the overall measure of job satisfaction was substituted by four component factors: intrinsic, extrinsic, hygienic and social, which were obtained by a factor analysis of thirteen job satisfaction items. The results of the bivariate and multivariate analysis strongly suggest that specific case findings are congruent with this study's national level of turnover intent. Older age, longer periods of service, lower occupational level were found to have a negative and significant relationship to a worker's intention to change an employer. Intrinsic and hygienic job satisfaction components were found to lead towards a lower intention to leave.     

An Event History Analysis of Employee Turnover: The Case of Hospital Employees in Australia

This study proposes an integrated model and alternative methodology in the study of voluntary employee turnover. A causal model comprising four categories of variables: personal, job-related, environmental, and employee orientations is formulated. This model is tested on a sample of 415 hospital employees over a 12-month period, employing the statistical procedure of event history analysis. During this period, 88 employees voluntarily left the hospital, representing a turnover rate of 21 percent. Consistent with expectations, the personal variable of kinship responsibility, the job-related variable of autonomy and the employee orientations of job satisfaction, organizational commitment, and intent to leave had significant effects on employees' decision to quit. The variables of sex and age were observed to play a moderating role in the analysis. Kinship responsibility had a significant negative relationship with turnover for females and males, and for those employees older than 30 years of age. The theoretical, empirical, and practical implications of the findings are discussed.     

Relationships between self-concepts,aspirations, emotional responses,and intent to leave a downsizing organization

This study examines how individual-level factors, such as task self-confidence, self-esteem, personal goals, job satisfaction, and organizational commitment affect workers' decisions concerning intent to leave the downsizing organization. Results indicate that task self-confidence and role self-esteem had positive, largely direct effects on intent to leave, which can be contrasted with the inverse relationship between the self-concept and intent to leave typically found in non-downsizing organizations. From this investigation, several implications for managing human resources in the downsizing organization are drawn and discussed in the context of planning for downsizing, implementing downsizing, and managing the downsized organization.     

The Relationship Among Union Membership, Facets of Satisfaction and Intent to Leave: Further Evidence on the Voice Face of Unions

This study examined the impact of union membership on employees’ intent to leave their jobs across a number of facets of satisfaction, as a further test of unions’ voice face. Among the findings were that there were significant relationships between job, compensation, benefits, working conditions, and immediate supervisor satisfaction and intent to leave one’s job for nonunion employees. In contrast, only the relationship between job satisfaction and intent to leave was significant for union employees. Finally, over the facets of satisfaction where one would expect unions to have the most influence, the relationship between intent to leave one’s job and satisfaction was greater for nonunion employees than for union employees. These results provide a great deal of support for the effect of unions’ voice face.

Job insecurity and intent to leave the nursing profession in Europe

To determine the occupational factors affecting nurses' decision to leave their profession before reaching retirement age, a large epidemiological study (Nurses' early exit study – NEXT)1 1. EU-financed project QLK6-CT-2001-00475. was carried out in ten European countries. Altogether 32,037 registered nurses answered a questionnaire, covering, for example, questions on job insecurity and intention to leave nursing work. The data were analysed statistically using Chi² test and binary logistic regression models.

Concern about becoming unemployed and difficulties to find a new job if laid off was reported by 40% of the respondents. More than half of the respondents were worried about their qualitative job security (being transferred to another job or changes in work schedule), while less than 40% had concerns about becoming unable to work. Thoughts about leaving the profession were reported by 15% of the respondents.

The hypothesis, that nurses will show higher intention to leave if they experience high levels of job insecurity, was partly supported by the results of the study. The concern about the qualitative aspects of job security correlated positively with intent to leave nursing in almost all the participating countries; most strongly among the Finnish and Norwegian nurses. The relationship between the concern about employment security and intent to leave varied from country to country, probably due to differences in the labour market situation. The correlation was positive for the Dutch and British nurses while, for the Polish and German sample, nurses who reported worry about their employment security appeared to be less willing to leave the profession than those who were not too worried. The concern about being unable to work correlated positively with intent to leave in several countries, reflecting the demands of the profession.

The effects of job insecurity can be reduced if nurses feel that they are important to the health care institution they work for, and that the institution cares about them, and values their opinion.     

Job Performance and Turnover: A Review and Integrative Multi-Route Model

Research and theory on the elusive yet important relationship between individual job performance and employee turnover is reviewed. An integrative model of the relationship is proposed which argues that performance may lead to turnover through three different routes. One, performance may influence turnover through cognitive and affective evaluations of the desire to leave the organization. Two, performance may influence turnover through actual and perceived mobility in the job market. Three, performance may lead more directly to turnover in response to performance-related shocks to the system. Additionally, important moderators of these relationships, notably visibility and reward contingency, are highlighted.     

Is all turnover intent the same? Exploring future job preference and environmental considerations

This study approaches turnover intent in a novel way by incorporating both environmental and internal organizational factors together to create a more nuanced view of what drives turnover. The analytical focus is on senior-level employees in four agencies within the US Department of Health and Human Services. The findings show that internal organizational factors partially explain decisions to change jobs, but agency and time differences remain even after controlling for those factors. It also finds that the decision to leave government is driven by different factors than the decision to move to other jobs within government.     

Exploring the role of perceived external prestige in managers' turnover intentions

Employee turnover is an important topic in the human resource management literature. Several researchers have sought to analyse its multiple determinants and to model the turnover process. The purpose of this paper is to study the impact of employees' perception of the external image of the company they work for on their intentions to leave. It is based on a questionnaire survey of 801 French managers that attempted to incorporate the notion of perceived external prestige (PEP) within the literature's classical model of turnover. The results show that the impact of PEP on intentions to leave is partially mediated by the two determinants of turnover in the model: organizational commitment and job satisfaction. Yet there still remains a direct effect of PEP on intentions to quit. Our research also attempted to confirm the existence of a possible moderator effect, but was unable to find such an effect.     

The Impact of Union Membership on Intent to Leave: Additional Evidence on the Voice Face of Unions

The impact of union membership on employees' intent to leave their jobs was examined to testthe effect of unions' “voice” face. Regression analyses showed a significant, negative relationship between union membership and employees' intent to leave. In addition, the data revealed significant interactions between union membership and job satisfaction and between union membership and organizational commitment. Dissatisfied nonunion members are much more likely to intend to leave their jobs than are union members. Similarly, nonunion members with low organizational commitment are much more likely to intend to leave their jobs than are union members. Bothof these results support the conclusion that union membership reduces employees' intention toleave their jobs, and provides evidence that the voice face of unions matter. An earlier version of this research was presented at the 2004 Association on Employee Practices and Principles Conference, Ft. Lauderdale, Florida.     

Terrorism and expatriate withdrawal cognitions: the differential role of perceived work and non-work constraints

Abstract

Building on stress theory, this study investigates the mechanism by which terrorism influences withdrawal cognitions of expatriates, namely, via perceived threat as well as perceived constraints in the work and non-work domains. Data from 160 expatriates currently working in African and Asian countries show that the level of terrorism relates to expatriates’ perceived threat. Further, we find that the effect of this perceived threat is stronger on perceived constraints in the non-work than in the work domain. While perceived constraints in the work domain have a direct effect on job turnover intentions, perceived constraints in the non-work domain have a direct effect on country leave intentions and an indirect, spillover effect on job turnover intentions. Our study underscores the importance of both work and non-work domains for understanding stress and turnover related to expatriation in terrorism-endangered countries.     

饭店业工作要求对员工工作态度的影响研究——JD-R模型在中国饭店业情境下的验证

如何缓解饭店业员工工作压力、提高员工工作满意度和降低其离职意向,已成为业界与学界共同关注的焦点。本文运用6家饭店271份调查问卷结果,采用PASW18.0多元调节回归分析对工作要求-资源模型(JD-R)进行了验证,结果表明:工作要求和工作资源都分别对工作态度具有主效应;工作控制没有在工作要求即员工工作态度间起调节作用;一般自我效能仅在超负荷工作量-工作满意度、人际冲突-离职意向间起调节作用。此研究结论对饭店业人力资源管理实践具有一定启示意义。     

Transformational leadership,employee turnover intention,and actual voluntary turnover in public organizations

This research seeks to make contributions to the organization-level analysis of voluntary turnover in public organizations. Structural equation modelling is used to explore how transformational leadership makes a difference on employees’ actual quitting behaviour. Moreover, the research provides empirical evidence on the relationship between turnover intention and actual turnover. The findings suggested that transformational leadership not only directly prevents employees from forming intentions to leave but also indirectly does so by cultivating a collaborative culture. Additionally, we found that higher turnover intention leads to higher actual turnover rate, so turnover intention may be a valid proxy of actual turnover behaviour.     

The role of task-related antecedents for the development of turnover intentions in temporary project teams

Abstract

High turnover can cause serious problems in organizations. Yet, previous research confirmed that HRM practices are useful to influence the development of turnover intentions. Existing studies have revealed a variety of factors that drive individuals to leave permanent organizations (POs) but almost no research has considered turnover in temporary organizations (TOs). Yet, TOs, such as project teams, have become increasingly prevalent and exhibit several characteristics that are distinct from POs. Hence, the antecedents of turnover intentions in TOs may also differ from those in POs. However, empirical evidence for this proposition is still lacking. In order to address this research gap, this study examines task-related antecedents of turnover intentions in temporary organizations (TITO) using a sample of 253 employees working in project teams. The results show that inter-role conflict is the most influential antecedent of TITO. Unlike suggested by extant literature, members of TOs seem to be willing to accept down-cuts in job autonomy and meaningfulness of their work, without developing turnover intentions while working for TOs. Furthermore, the results confirmed a direct relationship between TITO and turnover intentions from the permanent organization (TIPO). Members of TOs that want to, but cannot leave their project team seem to develop TIPO.     

The effect of autonomy,training opportunities,age and salaries on job satisfaction in the South East Asian retail petroleum industry

South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent to which job characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68% response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4%) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory, Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service.     

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Many studies have shown that work outcomes, such as job satisfaction and turnover intentions, are affected by met expectations and the fit between the work values of an employee and the supplies offered by the organization. However, research that investigates their simultaneous effects on work outcomes is absent in the literature. This study examined the concurrent effects of met expectations and supplies–values (S–V) fit of Dutch young adults on job satisfaction and intention to leave. It was hypothesized that met expectations as an outcome of a cognitive evaluation process would explain variance in affective work outcomes beyond and above that predicted by measures of S–V fit and main effects of job supplies and work values. Results supported this hypothesis. Theoretical and practical implications of these results directions for future research are discussed.     

An analysis of job dissatisfaction and turnover to reduce global supply chain risk: Evidence from China

Suppliers’ labor problems in developing countries have emerged as a key risk in global supply chains. In China's coastal industrial zones, where most Fortune 500 companies have established their manufacturing bases, local suppliers are facing serious labor turnover problems. High labor turnover rates have caused poor quality, low productivity, and unfilled orders in supply chains. Applying a combination of quantitative techniques to determine the reasons why workers leave China's export factories, this research tries to identify the root causes of job dissatisfaction leading to turnover and provides managerial implications that may assist managers in dealing with labor-related supply chain risks.     

What role does culture play? A look at motivation and job satisfaction among hotel workers in Brazil

Job satisfaction has been associated with positive organizational outcomes such as increased employee productivity, higher innovation and reduced turnover, all of which are linked to improved firm performance. Motivation is considered to be a primary determinant of job satisfaction. Yet little research has focused on the links between motivation, job satisfaction and the impact of culture in the workplace. This qualitative research uses Herzberg's Two-Factor Theory of Motivation to assess job satisfaction in the Brazilian hotel industry. The results partially support the theory and suggest that culture influences the degree of job satisfaction.     

The mediating role of leader–member exchange: a study of job satisfaction and turnover intentions in temporary work

This paper focuses on turnover intentions in temporary work. Specifically, we analyse whether job satisfaction and leader–member exchange (LMX) play the same role as antecedents of turnover intentions for both temporary and permanent employees. Results from a total‐effects moderation model based on a survey of 593 individuals placed by a temporary work agency suggest that temporary work lessens the impact that high job satisfaction has in terms of reducing turnover intentions. Furthermore, while for permanent employees, high‐quality LMX relationships play a central role in the link between job satisfaction and turnover intentions; for temporary employees, job satisfaction is less important in the formation of high‐quality LMX relationships. Therefore, we contribute to knowledge on turnover intentions in temporary work by showing that within this context, turnover intentions cannot be directly remedied by high job satisfaction and that temporary work inhibits LMX's reinforcing role in the relationship between job satisfaction and turnover intentions.     

Work life balance and the retention of managers in Spanish SMEs

Executives in today's business world are increasingly conscious that the competitive advantage of companies rests upon the retention of their key employees. According to the literature, dissatisfaction with the job is an important determinant of turnover rates and work life balance (WLB) initiatives are today considered to be an important antecedent of job satisfaction. This study explores these relationships in small and medium enterprises (SMEs), where a number of academics have suggested that research is necessary. This paper presents an empirical research study with a sample of 149 managers of Spanish SMEs. The findings show that the existence of a WLB culture rather than the availability of WLB practices offered by the company is the main determinant of job satisfaction. There is also strong evidence that job satisfaction is a good predictor of turnover intentions. Based on the findings, the paper argues that informal support for WLB, expressed through the existence of positive and supportive organizational values for WLB, plays a major role in enhancing organizational outcomes such as job satisfaction among managers and their retention in SMEs. The implications for practitioners and academics are also discussed.