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Person-Supervisor Fit Antecedents: Self Determination Theory In Salesforce Turnover Intention, Ilgim Benoit, Jeffrey R. Foreman, Bonnie S. Guy

Atlantic Marketing Journal

In this paper, by utilizing Self-Determination Theory (SDT), we discuss possible antecedents for Person-Supervisor (PS) fit, which is important in decreasing turnover intentions of salespeople. Specifically, this is the first paper to discuss autonomy, relatedness and competence as social antecedent variables that are influential in predicting the PS fit, which is the congruence of values and goals of salespeople and sales managers, that ultimately decreases turnover intentions of salespeople. Survey results show that autonomy and relatedness are both positively related to salespeople’s perception of PS fit, and have indirect effects on turnover intention through PS fit. Accordingly, by enhancing relatedness, …

The Role Of Spiritual Fitness On Burnout And Organizational Commitment In High-Stress Environments, Amy Mcdonald Stevens

Doctoral Dissertations and Projects

This quantitative study examined the relationships between burnout, spiritual fitness, and organizational commitment in National Guard servicemembers. Recent deployments and chronic stressors have resulted in an emergence of mental health concerns, burnout, and turnover intentions in this population. Research has indicated that elements of spirituality address these concerns and suggest that more spiritual individuals are more resilient, less susceptible to burnout, and find positive meaning in work. This study examined these variables using the Maslach Burnout Inventory (Maslach & Jackson, 1981), the Organizational Commitment Scale (Meyer & Allen, 1997), and the SOCOM Spiritual Fitness Scale (Alexander et al., 2020). Correlations …

Certified Nursing Assistant Turnover In The Long-Term Care Facility Industry, Michael Leroy Gregory

Doctoral Dissertations and Projects

Employee turnover in long-term care facilities results in increased operational costs and a reduction in the quality of care delivered. The purpose of this correlational study was to investigate the relationships between employee turnover intention of certified nursing assistants working in long-term care facilities and employee compensation, engagement, job satisfaction, motivation, perceived work stress during the COVID-19 pandemic, and work environment. The population of interest consisted of CNAs over the age of 17, with at least two years of experience working in the central Texas long-term care industry. Herzberg’s motivation-hygiene theory served as the theoretical framework underpinning this study. Multiple …

The Paradoxical Effects Of Covid-19 Event Strength On Employee Turnover Intention, Hui Deng, Wenbing Wu, Yihua Zhang, Xiaoyan Zhang, Jing Ni

All Faculty Open Access Publications

As a global pandemic, the novel coronavirus (COVID-19) has brought enormous challenges to employees and organizations. Although numerous existing studies have highlighted that the COVID-19 pandemic is a stressful event and empirically proved its detrimental effect on employee turnover intention, few scholars have noted that this pandemic can deteriorate the external economic and employment environment simultaneously, which may further complicate employees’ intentions to leave or stay in the current organization. Drawing on event system theory and social cognitive theory, this study aims to uncover two potential cognitive mechanisms of the complex impact of COVID-19 event strength on employee turnover intention. …

Pengaruh Budaya Organisasi Dan Komitmen Organisasi Terhadapkepuasan Kerja Dan Turnover Intention Pada Perawat Rumahsakit Ibu Dan Anak Eria Bunda Pekanbaru, Umi Kalsum, Harlen Harlen

Jurnal Administrasi Bisnis Terapan (JABT)

This research was conducted based on the phenomenon that occurred about organizational culture and organizational commitment to job satisfaction and turnover intention at RSIA Eria Bunda Pekanbaru. The population in this study were all nurses at RSIA Eria Bunda Pekanbaru, amounting to 83 people, because the population was limited, the population was used as a sample. The data analysis technique used is Sem Smart-PLS 3.0. The results of this study that organizational culture and commitment have a significant effect on job satisfaction, organizational commitment has an effect on turnover intention, organizational culture and job satisfaction have no effect on turnover …

Job Satisfaction And Turnover Intention Among Malaysian Private University Academics: Perceived Organisational Support As A Moderator, Septriyan Orpina, Nurul Iman Binti Abdul Jalil, T'Ng Soo Ting

The South East Asian Journal of Management

Research Aims: The present research examines the extent to which job satisfaction predicts turnover intentions and examines the extent to which perceived organisational support moderates the association between job satisfaction and turnover intention among academics in Malaysian private universities.

Design/Methodology/Approach: This research adopted a quantitative method. The Turnover Intention Scale (TIS-6), Minnesota Satisfaction Questionnaire (MSQ), and Survey of Perceived Organisational Support (SPOS) questionnaires were administered. Multistage cluster random sampling was used in this study. A total of 327 respondents provided valid data and analysed it using SPSS Process Macro Version 3.5.

Research Findings: Job satisfaction was found to be a …

The Effect Of Socialization Practices And Onboarding On Newcomer Adjustment And Turnover Intention, Alex George Vilayil

FIU Electronic Theses and Dissertations

New employee (newcomer) turnover is a severe problem in many organizations and inevitably leads to both operational and financial concerns. The hospitality industry, in particular, faces this challenge and struggles with acquiring and retaining talent. Studies have suggested that many newcomers leave their job due to inadequate socialization efforts on the employer’s part. While several researchers have explored the relationship involving newcomer onboarding and turnover intention, the hospitality domain lacks research investigating the effect of socialization practices on turnover intention. This study attempts to fill this void by exploring the effectiveness of four different socialization practices on onboarding success and …

The Influence Of Japanese Work Cultures On Malaysian Foodservice Employees' Work Stress And Their Turnover Intention, Mohd Fairuz Mustaffa Kamal, Mohd Salehuddin Mohd Zahari, Mohd Hafiz Hanafiah, Nurul Wahidah Mohammad Ariffin

The South East Asian Journal of Management

Research Aims - This study investigates the influence of Japanese work cultures on Malaysian foodservice employees’ work stress and their turnover intention. Design/methodology/approach - A total of 381 respondents participated in this study, and the research data was validated prior to the empirical assessment. Research Findings - The results of this study signify that the Japanese work culture amplifies workers disorientation, stress and turnover intention. Besides, thru hierarchical regression, workplace stress was found to mediate the relationship between Japanese work culture and employee turnover intention. Theoretical Contribution/Originality - The study reveals the conflicts between the South East Asian employees and …

Work Motivation In Wealth Management: The Role Of Self Determination Theory, Mark J. Mattia

USF Tampa Graduate Theses and Dissertations

In this paper, we use Self Determination Theory (Ryan & Deci, 2000A, Deci & Ryan, 2008) as the underlying theory to help determine the factors that may influence wealth advisors to consider leaving (or being committed) to their positions. Baard et al. (2004) established that Self-determination theory was relevant to motivation in the workplace. This quantitative study utilizes a survey instrument that incorporates many already proven reliable and valid items from Self-determination Theory to better understand the wealth advisor work motivation framework. This topic is important within financial services since positive work motivation has been tied to positive work outcomes …

Motivating Language And Employee Outcomes: A Multinational Investigation, Cau Ngoc Nguyen, Wei Ning, Albi Alikaj, Quoc Nam Tran

Research, Publications & Creative Work

Purpose – This study aims to examine the impact of managerial use of motivating language on employee absenteeism, turnover intention, job satisfaction and job performance for employees from three nations: India, the USA and Vietnam.

Design/methodology/approach – Data is collected from 614 employees working in India, the USA and Vietnam. A variance-based partial least squares structural equation modeling technique is used to test the hypotheses. In addition, a statistical test is used to examine the statistical differences in the results across the three nations.

Findings – The findings are consistent with the motivating language theory, in that managerial use of …

A Study Of Job Satisfaction And Turnover Intention Among Acute Care Nurses Working In Rural And Urban Settings, Yasin Yasin

Electronic Thesis and Dissertation Repository

In Canada, a close look at the nursing workforce shows a decline due to limited supply and increasing demand resulting in a looming shortage in the near future. Retaining nurses’ is a key strategy to overcome the shortage by limiting nurses’ turnover. Nurses’ job dissatisfaction is the most significant predictor of turnover intention and is associated with undesired outcomes such as nurses’ absenteeism, burnout, low service quality, and patient dissatisfaction. The differences in factors affecting job satisfaction between rural and urban nurses have not been fully studied. This study aimed to identify the differences and similarities in the extrinsic and …

The Effects Of Optimism, Transformational Leadership, And Work Engagement On Work Outcomes: A Moderated Mediation Model, Chad Kenneally

Psychology Theses & Dissertations

Optimism serves as a powerful resource that can help employees accomplish tasks at work and overcome challenges. However, there are still psychological connections that need to be drawn to explain why optimism has these effects. The Job Demands-Resources Model and the general resource perspective have previously investigated resources in the workplace and the relationships they hold with different work outcomes. In this study, work engagement was investigated as a mediator between optimism and task performance, work withdrawal, and turnover intention. Transformational leadership was investigated as a moderator for the relationship between optimism and work engagement. Optimism was expected to have …

Emotional Intelligence, Turnover Intention, And Commitment Among Nonprofit Employees, Tabitha Brewster

Walden Dissertations and Doctoral Studies

Employee turnover is a persistent problem contributing to financial issues and declining

productivity in nonprofit organizations. Nonprofits cannot fulfill their core missions of

providing services to people in need when managing staffing disruptions. Measuring

employee turnover intention can determine the probability of employee turnover, and a

potential predictor of turnover intention is emotional intelligence, an area unstudied in the

nonprofit sector. This study was designed to explore this relationship, in addition to the

employee's commitment to the organization. The population consisted of 273 nonprofit

employees older than 18 years, working in a nonsupervisory capacity. They completed an

online survey consisting …

Differences In Turnover Intentions Between Nonmillennials And Millennials In Nonprofit Organizations, Kevin Allen Dennis

Walden Dissertations and Doctoral Studies

The consequences of turnover in nonprofit organizations can be costly. Grounded in the person-organization fit theory, the purpose of this cross-sectional survey study was to investigate turnover intentions among generational cohorts in nonprofit organizations. The research questions addressed whether differences in turnover intentions existed among generational cohorts and whether job satisfaction and organizational justice perceptions influenced turnover intentions in nonmillennials and millennials working in nonprofit organizations. Survey data were collected from 192 employees from nonprofit organizations. The survey included the Perceived Overall Justice scale, the Minnesota Satisfaction Questionnaire, and the Intent to Stay scale. Data were analyzed using t tests …

Emotional Intelligence, Turnover Intention, And Commitment Among Nonprofit Employees, Tabitha Brewster

Walden Dissertations and Doctoral Studies

Employee turnover is a persistent problem contributing to financial issues and declining

productivity in nonprofit organizations. Nonprofits cannot fulfill their core missions of

providing services to people in need when managing staffing disruptions. Measuring

employee turnover intention can determine the probability of employee turnover, and a

potential predictor of turnover intention is emotional intelligence, an area unstudied in the

nonprofit sector. This study was designed to explore this relationship, in addition to the

employee's commitment to the organization. The population consisted of 273 nonprofit

employees older than 18 years, working in a nonsupervisory capacity. They completed an

online survey consisting …

The Impact Of Work-Life Balance On Job Engagement And Turnover Intention, Nor Siah Jaharuddin, Liyana Nadia Zainol

The South East Asian Journal of Management

Research Aims: Work-life balance (WLB) and employee engagement are regarded as factors or catalysts with the potential to ensure a firm's continuous growth. Hence, imbalance between work and personal life causes higher stress that might lead to greater turnover intention among employees. As such, employees' ability to achieve WLB with organisational support should lead to higher job engagement, commitment and better job performance. This study examines a holistic view of the link between WLB, job engagement and turnover intention. Design/Methodology/Approach: Data was gathered using a quantitative study by distributing a questionnaire survey to 213 executive employees in Klang Valley, Malaysia. …

Organizational Policy Prohibiting Marriage Between Coworkers In The Nigerian Banking Sector, Pamela Obi

Walden Dissertations and Doctoral Studies

The Human Resources (HR) policy prohibiting marriage between coworkers contributes to employee attrition and an unhappy, demoralized, and unengaged workforce in commercial banks in Nigeria. Marriage between coworkers has resulted in forced resignations in commercial banks in Nigeria and employees' perception of being unfairly treated in their organizations. The purpose of this qualitative case study, based on the conceptual framework of organizational justice, was to explore how bank employees whose spouses resigned due to the HR policy prohibiting marriage between coworkers respond to this policy. Fifteen such employees participated in semistructured, one-on-one interviews, and 5 other employees participated in a …

Moderating Effect Of Job Level On Work-To-Family Conflict And Job Attitudes, Shanu Loganathan

Walden Dissertations and Doctoral Studies

Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory …

Relationship Between Employee Wages, Number Of Employee Referrals, And Employee Turnover Intention, Robert Brown

Walden Dissertations and Doctoral Studies

Employee turnover is a significant contributor to the overall loss of hundreds of billions of dollars in profitability for many business organizations in the United States and abroad combined. Grounded in Maslow's theory of human motivation, the purpose of this correlational study was to examine the relationship between employee wages, number of employee referrals, and employee turnover intentions. The population was composed of employees working in the Southeastern region of the United States. A convenience sample of 92 participants answered questions regarding their wages, number of employee referrals, and completed the Turnover Intention Scale. Results of the multiple regression analysis …

Examining The Relationship Between Registered Nurses’ Turnover And The Benefits Of An Affirming Climate Of Diversity As Mediated By Workplace Outcomes, James Mark Clardy

Human Resource Development Theses and Dissertations

The Affordable Care Act has created within health care a growing demand for primary care services in both the inpatient and outpatient settings. The anticipated growth in need for registered nurses (RN) of 19% by 2020 is compounded by a current estimated national turnover rate greater than 17%. Human Resource Development (HRD) practitioners in health care are challenged to develop and implement interventions that can influence turnover in RNs despite identifying variables that effect turnover. This research explored how RN turnover can be positively affected by a government mandated requirement that health care create a diverse workforce and cultural competency. …

Factors Contributing To Millennial Turnover Rates In Department Of Defense (Dod) Organizations, Christine Danielle Schaefer

Theses and Dissertations

According to research, Millennials are becoming the predominant generation in the workforce with only 7% of them working for Department of Defense (DOD) organizations. It is critical for DOD organizations to recognize and understand the strengths and challenges in a multigenerational workplace to maximize performance and reduce turnover. DOD organizations need to be able to attract and retain Millennials to build a strong workforce to prepare for a global, technological, changing, and a connected future. This study examined the factors that contributed to turnover among Millennials in DOD organizations within the Tennessee Valley region. The researcher’s intentions were to find …

Interpersonal Mistreatment, Organizational Attitudes And Well-Being: The Impact Of Instigator’S Hierarchical Position And Demographic Characteristics, Nurul Ain Hidayah Binti Abas, Kathleen Otto

Organization Management Journal

Identifying the consequences of interpersonal mistreatment on the targets' organizational attitudes and well-being is key to promoting a healthy organizational culture. Across two experiments, we explored the impact of an instigator’s hierarchical position and demographic characteristic on the targets’ organizational attitudes and situational well-being. In the first experiment, respondents were presented with a vignette describing an interpersonal mistreatment scenario in which an instigator’s hierarchical position and gender had been manipulated. As hypothesized, interpersonal mistreatment conducted by a supervisor significantly decreased the targets’ organizational commitment and increased turnover intentions. Also, higher turnover intentions and more positive emotions were experienced by those …

Role Of Outsourcing In Stress And Job Satisfaction Of Information Technology Professionals, Janell Renee Robinson

Walden Dissertations and Doctoral Studies

Information technology (IT) outsourcing poses a potential job loss threat to IT professionals, which can decrease job security, job satisfaction, and organizational commitment. The problem that this study addressed was the perceived role of IT outsourcing in the job stress, job dissatisfaction, and turnover intention of IT professionals. The purpose of this study was to explore how job-related stress, job dissatisfaction, and turnover intention within the IT profession are influenced by outsourcing as perceived by IT workers themselves. Phenomenology was the methodology used, and the person-environment fit theory formed the theoretical framework for this study. The research questions addressed outsourcing …

Mitigating The Effects Of Withdrawal Behavior On Organizations, James Fitzgerald Alexander

Walden Dissertations and Doctoral Studies

Withdrawal behaviors such as absenteeism, tardiness, turnover intention, and employee disengagement adversely affect organizations, costing billions of dollars annually. However, there is limited research on the best practices for minimizing the effects of employee withdrawal. The purpose of this qualitative case study was to explore best practices leaders need to mitigate the effects of withdrawal behaviors on organizations. The social learning theory (SLT) served as the conceptual framework for this study. Ten participants were interviewed, including 4 healthcare leaders and 6 health service workers from a correctional facility nursing department in the Southeastern United States. Scholars have indicated that correctional …

Work Overload And Turnover Intention Of Junior Auditors In Greater Jakarta, Indonesia, Andika Pradana, Imam Salehudin

The South East Asian Journal of Management

This paper aims to analyze how work overload influences turnover intentions of newly hired junior auditors in public accounting offices. Job satisfaction, work related stress and work life conflicts are used as mediating variables between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. The sample was selected using purposive sampling. Three mediation hypotheses were tested using Structural Equation Modeling (SEM). The results show that work overload has a significant effect on increasing turnover intention through both job satisfaction and work related stress. In comparison, work overload does not …

Identifying Work-Related Factors Leading To Job Burnout: A Review Of E-Commerce Back Office Call Center Employees, Jeffrey V. Vizueta

Ed.D. Dissertations

Call centers have become a vital part of global businesses. Companies in various industries have call centers that employ millions of agents to serve as the primary customer-facing channel. The purpose of this study is to identify the factors leading to employee job burnout in a telecommunications company in order to determine ways to retain valuable employees and to assist them in developing a better work‒life balance. Several survey instruments were utilized to evaluate employees in an e-commerce backoffice call center in the United States. Data analysis provided some expected results in terms of measuring burnout. It also provided some …

영업사원의 직무성과, 직무스트레스와 이직의도 간의 인과관계에 대한 실증적 연구, Kwang Ho Ahn, Chung Tae Moon, Seong Ho Seong Ho

Asia Marketing Journal

No abstract provided.