An analysis of role stress and turnover intention

Includes abstract.Includes bibliographical references (leaves 68-74).The primary purpose of the study was to analyse the relationship between role stress and turnover intention among registered professional nurses in three public academic hospitals in the Western Cape. It further examined the dimensions of role stress to establish a hierarchy of these variables as experienced by the sample population. Role stress comprised of the following dimensions: role conflict, role ambiguity, role overload, resources inadequacy, skills inadequacy and constant change

Influence of Job Satisfaction and Organisational Commitment on Employee Turnover Intention in the Chemical Industry in South Africa

The study aimed to assess the extent to which work satisfaction and organisational commitment influence employee turnover, both individually and concurrently.   The assessment was conducted quantitatively through the utilisation of an online survey approach to gather data from a sample of 249 respondents who were randomly chosen from the organisation operating in the specialty chemical business.  The study discovered a detrimental absence of connection between employees and supervisors, which contributes to a climate of job unhappiness among the participants.   Compared to other characteristics that have an influence, a lack of strong dedication to the organisation (known as affective commitment) resulted in an increased inclination to resign from the company. The study's findings suggest that an increase in job satisfaction and organisational commitment leads to a decrease in turnover intention. The supervisor's influence and emotional dedication to the organisation are recognised as being more substantial than other aspects.    Consequently, research has shown that contentment with a colleague, manager, and client (in descending order) has a beneficial impact on affective commitment.    Consequently, heightened levels of work satisfaction and organisational commitment results in a reduction in turnover intention.   The study shows that employees' overall happiness with their supervisors, colleagues, and customers is associated with a decrease in their intention to leave the company, indicating a higher likelihood of retention.   &nbsp

Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry

Although turnover intention has been studied widely in Western countries, such studies are still small in number in Asia countries like Thailand. The aims of this quantitative research were: to empirically determine the significant predictors of organizational justice (distributive justice and procedural justice) and role stressors (role ambiguity, role conflict, work-overload and work-family conflict); to examine the mediating effect of job satisfaction on the relationship between predictors and turnover intention, and to investigate the applicability of the Social Exchange Theory (SET) in explaining turnover intention in Thailand. A survey was conducted among 342 IT professionals in 21 ICT organizations located in Thailand‟s ICT industry‟s four sub-sector (Computer Hardware, Computer Software, Technology Information (IT) Services and Communication). Data were analyzed using the Structural Equation Modeling (SEM). Out of the 13 hypotheses regarding turnover intention, seven had significant direct effects (distributive justice, procedural justice, role ambiguity, role conflict, work-overload to job satisfaction; job satisfaction to turnover intention). The finding of this study revealed that there is a positive significant relationship between distributive justice and procedural justice with job satisfaction. This study also revealed that there is a negative significant relationship between role ambiguity, role conflict, work-overload and work-family conflict with job satisfaction. This study found a statistically negative significant relationship between job satisfaction and turnover intention. The study also found that job satisfaction was a full mediator of the relationship between distributive justice, procedural justice, role conflict and work-family conflict with turnover intention. Finally, job satisfaction partially mediated the relationship of role ambiguity and work-family conflict with turnover intention. The present study also highlighted the implications of the study, future research work as well as its limitations

A comparative perspective of academic brain drain at selected universities in Ethiopia and South Africa.

Doctoral Degree, University of KwaZulu-Natal, Durban.The aim of this study was to examine the possible factors contributing to the intention of scholarly staff to withdraw at three sub-Saharan Africa (SSA) universities, specifically at Addis Ababa University (AAU), Haramaya University (HU) and the University of KwaZulu-Natal (UKZN). The information was gathered from 596 scholastic staff individuals and 29 purposively chosen key sources who are senior scholarly individuals who have been working in different managerial positions as dignitaries, scholarly pioneers or heads of offices, deputy-vice chancellors and vice presidents at the three universities. The investigation comprised a mixed methods research approach whereby the quantitative information was gathered by means of surveys and the qualitative information was by means of face-to-face personal meetings. Both descriptive and inferential statistics were utilised to break down quantitative information using the Statistical Package for Social Sciences (SPSS) programming version 24, while thematic analysis was utilised to dissect subjective information. Examination of the data demonstrated that selected demographic factors predicted the intention of scholarly staff to depart from the two Ethiopian universities whereas none of the factors predicted this at UKZN. Notwithstanding the above findings, the impact of selected factors on the scholarly staff’s intention to withdraw uncovered that the job-related attributes of the quality of work life (QWL_JC), procedural justice (OJ_PJ) and rewards and benefits (R&B) dimensions were noteworthy for AAU. The examination of subjective information demonstrated that compensation, poor working conditions and poor maintenance approaches and systems are of the key reasons why academic scholars intend to leave their institutions. On the contrary, the job characteristics dimension of QWL, leader-subordinate relationship (LMX) and R&B were found to be significantly influencing academic staff’s propensity to leave Haramaya University. In this regard, subjective outcomes demonstrate that aspects such as compensation, poor working conditions, poor retention policies and strategies, politics and legislative issues, lack of appropriate technology and infrastructure, a sentiment of dissatisfaction, absence of adaptable guidelines and structures, and geographic setting of the university were the reasons causing academic staff to depart at HU. In contrast to this, only R&B were found to be significant at UKZN. In addition, analysis of qualitative information revealed that remuneration, poor working conditions, dissatisfaction, and retirement are the main reasons for the propensity of academic staff to depart. Based on the analysis of both qualitative and quantitative data, conclusions have been drawn and key recommendations have been forwarded to help the institutions retain their academics

Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities

Past literature supports negative links between job embeddedness, pay satisfaction and actual voluntary turnover (AVT), several meta-analytical studies have reported weaker links between these constructs. As a result, calls for further research has been suggested, particularly on the interactive process through which both job embeddedness and pay satisfaction are likely to influence AVT. The purpose of this study was also to explore the likely interactive effect of perceived alternative job opportunities on job embeddedness, pay satisfaction, and AVT. A mixed-method approach was used. Data were obtained from a survey sample of 216 and nine interviewed former faculty members of public universities in Nigeria. Using partial least square structural equation modelling (PLS-SEM), the quantitative results indicated that both organizational embeddedness and pay satisfaction were significantly and negatively related to AVT. On the contrary, community embeddedness demonstrated no significant effect on AVT. The results further showed that perceived alternative job opportunities moderated the relationship between organizational embeddedness and AVT, as well as between pay satisfaction and AVT. But, no significant interaction effect was found between perceived alternative job opportunities and community embeddedness. In addition to the survey, semi-structured interviews were conducted. The results of the interviews showed that the dysfunctional nature of the university’s work environment and longer commute time were important contributors to their reason for leaving. The qualitative result also revealed that the disparity in pay between public and private universities played a critical role in the participants’ decisions to actually leave. Additionally, unsolicited job offer was also identified as another reason that influenced their turnover decisions. Overall, the qualitative results complemented the survey findings in that they were able to further clarify and elaborate the latter. Implications of the results for future research and practice, as well as the limitations of the study are highlighted

Turnover intentions of information technology employees within South African firms: the role of cognitive engagement, job satisfaction and job performance

Thesis (M.Com. (Information Systems))--University of the Witwatersrand, Faculty of Commerce, Law and Management, School of Economic and Business Sciences, 2015.The decision of an information technology (IT) employee to leave their organisation introduces challenges for organisations and IT software project success. Since 1980 MIS managers have been concerning themselves in keeping resignation rates low. However IT employee turnover is still a problem experienced in practice today. Thus the turnover of information technology employees represent a key IT management issue. To improve our understanding of IT employee turnover, this research study draws on the constructs of job satisfaction, job performance and cognitive engagement. More specifically, this research study developed and tested a model of how the understudied construct of cognitive engagement amongst IT employees influences their job satisfaction and job performance and ultimately their turnover intention. Two dimensions of cognitive engagement were considered. These were attention, defined as the amount of cognitive resources that a person can allocate to think about work, and absorption, defined as intensity of immersion and focus that one experiences when working. These two dimensions of cognitive engagement were hypothesized to influence two important intermediary variables that prior research has shown to be important in the turnover intention of employees, namely job satisfaction and job performance. Job characteristics, namely skill variety, task identity, task significance, job feedback, and autonomy were also considered to be important to both job satisfaction and turnover intentions of IT employees. Other factors such as job rewards were also considered. A survey methodology was used to test the research model. This required that a questionnaire instrument be developed to collect data from IT professionals in South Africa. The study’s variables were operationalised from the literature and multi-item scales were employed. First, the IT employees of randomly selected companies from the McGregor’s Who Owns Whom directory were invited to participate in the study by completing the questionnaire. This was later supplemented by a non-probability snowball sampling approach. Data was collected over three months, and a total of 105 useable responses from IT professionals in South Africa were collected. After removing incomplete responses, handling missing data, and checking for outliers, the data was checked for reliability and validity. First, an exploratory factor analysis was carried out to ensure the unidimensionality, convergent and discriminant validity of the constructs. Then scale reliability was confirmed using Cronbach’s alpha. Composite scores for all multi-item variables were then calculated and relationships examined using Pearson’s correlation analysis. Finally hypothesized relationships were tested using multiple regression. The final results supported job satisfaction as a determinant of turnover intention. Also, job satisfaction completely mediated the effect of attention, as a dimension of cognitive engagement, on turnover intention. Attention also showed a correlation with job performance and fully mediates the effect of task significance, as a job characteristic, on job satisfaction. The employee turnover phenomenon is important to both IT management practice and research. This study addressed this key IT management issue by determining the extent to which job vi satisfaction, job performance, and cognitive engagement are important to the turnover intentions of South African IT employees. Results have useful implications for practice

Impact investigation of organizational commitment on intention to leave of public secondary school teachers in Tanzania

This study captures part of the product of larger survey conducted in three public secondary schools (S1, S2 and S3) in Dodoma, Tanzania. It aimed at investigating factors contributing to teachers intention to leave; and the relationship between organizational commitment dimensions (affective, normative and continuance) and intention to leave. Further, the study determined levels of teachers’ commitment and intention to leave while examining the impact of demographic factors on intention to leave levels. Employing survey method, data were collected using questionnaire on random sampled teachers (n= 127, response rate 88%). It was agreed between researchers and school administration that school names should not appear in publication. Results revealed teachers had low affective commitment, moderate continuance commitment, very low normative commitment and high intention to leave which may be executed into actual behavior next year. Organizational commitment dimensions had significant negative relationship with intention to leave. Though, normative commitment did not show unique contribution, affective and continuance commitment showed significant and unique contribution on teachers’ intention to leave while continuance commitment being stronger predictor. Except for younger teachers who reported higher intention to leave, other demographic factors did not indicate significant statistical differences on intention to leave. Implications relevant to school managers, educational stakeholders and Government were discussed as well. Keywords: Tanzania, Organizational commitment, Intention to leave, Affective commitment, Normative commitment, Continuance commitmen

Ghanaian Teachers’ Career Orientations and Their Turnover Intentions

The study empirically investigated what career anchors were dominant among Ghanaian teachers, and whether the teachers’ career orientations significantly influenced their turnover intentions. The study employed the quantitative survey design and sampled 297 teachers (141 males, 156 females) from basic schools (year 1-9) and senior high schools (year 10-12). The average age of the participants was 31.4 years. Two sets of standardized instruments – Schein’s 8-factor Career Orientations Inventory and the 3-item Turnover Intention Scale from the Michigan Organizational Assessment Questionnaire were adapted to collect data for the study. The data were analysed using both descriptive and inferential statistics. It was found that, of the eight measures of the Career Orientations Inventory, service and dedication to a cause, entrepreneurial creativity and functional competence were the most dominant among the teachers. Concerning the influence of the various career anchor measures on turnover intentions, the results indicate that, all the anchors, except security and stability and service and dedication to cause, significantly influenced turnover intentions of teachers. The implications of these results are discussed and recommendations made to help curb teacher attrition in Ghanaian schools. Keywords: Career orientation, carer anchor, turnover intentions, teachers, Ghanaian

Cultural Influence on Employee Turnover: A Multi-level Meta-analytic Investigation

The present study meta-analytically analyzed the role of national culture in moderating relationships between turnover criterion (turnover behavior and turnover rates) and its correlates at the individual and collective level, and tested the relative strength of such relationships and cultural effects between levels. Results based on 175 independent samples (N=93113) from 26 countries indicate that relationship(s) of turnover criterion with a) job satisfaction and continuance commitment are stronger in individualistic countries, b) affective commitment is stronger in feminine countries, c) normative commitment is stronger in collectivistic countries, d) shared job attitudes is stronger in egalitarian countries, and e) job embeddedness (signals) are stronger in collectivistic countries; and that such relationships and the moderating effects of culture are stronger at the collective level than at the individual level. These findings provided valuable theoretical and practical implications