Determinants of job satisfaction and turnover intention of IT professionals in Japan

This study investigates the IT workplace in Japan in the context of rapidly changing technological innovation and a long-standing collectivist culture in Japanese firms. Particularly, it examines a) the determinants of job satisfaction, such as self-efficacy and friendship networks on the positive side, and work exhaustion and work-home conflict on the negative side; and b) how these factors affect job turnover intention. Results from SEM analysis suggest that both self-efficacy and friendship networks have a positive impact on job satisfaction, while work exhaustion negatively impacts job satisfaction. Comparing workplace-derived factors (self-efficacy and work exhaustion) with collectivism-derived factors (friendship networks and work-home conflict), the former has a greater impact on job satisfaction than the latter. Additionally, this study examines the effect of organizational age on the relationships between the model constructs

Dying to work? An investigation into work-related stress, quitting intentions and absenteeism

The paper uses data from the International Social Surveys Program (ISSP) to investigate work-related stress among a group of 15 OECD countries. It examines the determinants of work-related stress and explores the importance of work-related stress as a predictor of individuals' quitting behaviour and the rate of absenteeism. We find that those individuals reporting to experience at least some stress in their current position are 25% more likely to hold intentions to quit or be absent from work than those without any job stress, with the probability of intending to quit or being absent increasing with successively higher work-related stress levels.

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

Knowledge workers and job satisfaction: Evidence from Europe

This article analyzes the determinants of job satisfaction among knowledge workers (KWs). Data from a representative sample of 14,096 employed workers from the European Social Survey (2010) are used for an empirical analysis drawing on multiple binary logistic regression models. Job satisfaction among KWs in 21 EU countries is found to be explained better by non-financial characteristics than by monetary rewards. Career advancement opportunities, flexible work schedules, colleague support, and work-family relations, as well as job security, emerge as central in explaining job satisfaction among KWs in our sample. Unlike the case for other workers (OWs), opportunities for further training and career experience are not determinants of job satisfaction among KWs. Management divisions in companies employing KWs would be well-advised to take these points into account

Organizational justice and turnover intention: The mediation role or job satisfaction

This research examines the relationship between the facets of organizational justice namely; distributive justice and procedural justice on turnover intention and determining the mediating role of job satisfaction among IT professionals. The social exchange theory is reviewed in this paper as the theoretical perspectives which guide the development of hypotheses. 550 IT professionals were sampled and survey from the ICT industry in Thailand.Using both SPSS and AMOS packages, the collected data was analyzed using a multivariate technique.This study found a statistically significant relationship between distributive justice, procedural justice and employee turnover intention through the mediating effect of job satisfaction of IT professionals in Thailand.The findings of this study offer a constructive contribution to the understanding of psychological processes of job satisfaction using the paradigm of social exchange theorists (Blau, 1964).The implications of the findings are discussed in details in the study and constructive recommendations are proffered for future researchers

Exits

Dit rapport schetst een beeld van het gedrag van ondernemers die hun bedrijf beëindigen. Er wordt onder meer ingegaan op de vraag welke factoren van invloed zijn op bedrijfsbeëindiging op macro-, meso- en microniveau.

The Relationship Between Job Satisfaction and Organizational Commitment on Turnover Intentions Among Zoo Negara Malaysia Staff

The main objective of this study is to examine whether there is any relationship between job satisfaction, organizational commitment and turnover intentions among employees of ZNM. The study also determines the level of turnover intentions. The study hypothesized that job satisfaction and organizational commitment were having negative relationship with turnover intentions. The methods used in the research to obtain data were via questionnaire. A total of ninety (90) employees of ZNM were selected by modified systematic sampling as the sample of study. The tests involved were Factor Analysis, Descriptive Statistics and Multiple Regression. This study found that job satisfaction has a negative relationship to turnover intentions. The non significance relationship found between organizational commitment and turnover intentions

Individuality Matters: A World View of Individual Issues of IT Professionals

Individuality matters. While information technology (IT) is important, more critical for the success of IS functions in an organization are its people, their values, attitudes, norms, and behavior. There are differences among IT professionals, not only at the organizational level, but also at the global level. Using data collected from more than 10,000 IT employees in 37 countries under the World IT Project, this study examines some fundamental issues of IT workers from a global perspective. While there are differences, we find that almost universally, nine individual issues are important across many countries, and they are interrelated in a similar manner. IT employees in some countries maintain stronger social bonds among themselves than those in others, which provide them with the necessary social capital to utilize in times of high work exhaustion, environmental dynamism and insecurity, as well as their efforts to change jobs. In difficult situations, the professional self-efficacy of the workers secures them. A significant number of IT employees feel that excessive work overload upsets the balance between their lives at home and workplace demands. Nevertheless, an intellectually stimulating and well-balanced work environment ensures job satisfaction for a significant number of IT employees in many countries

Influence of Work-Life Balance on Turnover Intentions of Librarians in Universities in South-West, Nigeria: Implication and Strategies for Improvement.

Work-Life balance and turnover intentions are critical issues for employers and human resource managers. This is because of how crucial work and family are to employees and how significantly employees stand out as valuable assets for organization\u27s competitive advantage. This study examined the influence of work-life balance on turnover intentions of librarians in universities and recommended strategies for improving librarians\u27 work-life balance and reducing librarians\u27 turnover intentions in academic libraries. The survey research design was adopted in this study. The study\u27s population consisted of four hundred and twelve (412) academic librarians in universities in South-west, Nigeria. Taro Yamane\u27s sample size determination formula and multi-staged sampling technique were used to determine and select a sample size of two hundred and three (203) librarians for the study. For data collection, a validated structured questionnaire was distributed with a 98.5% response rate. The findings of the study revealed that the level of turnover intentions among librarians in universities in South-west Nigeria is high (x̅= 3.43, SD= 1.10) on a 5-point scale. Librarians experience work-life balance to some extent (x̅= 3.39, SD 1.13) and work-life balance has a significant influence on turnover intentions of librarians in universities in South-west, Nigeria (F (2, 197) = 187.005, Adj. R2= 0.447, P≤ 0.05). The study concluded that work-life balance is a contributory factor to librarians’ intention to leave their jobs in universities in South-west, Nigeria. The study recommended that library administrators and university management adopt policies to improve the work-life balance and job satisfaction of librarians to mitigate turnover intentions

Determinants of Job Satisfaction in Different Podiatric Clinical Settings

Antecedentes. La profesión de podología se ha desarrollado durante las últimas décadas y las nuevas especializaciones se han introducido en este campo trayendo consigo nuevos servicios y diferentes entornos de trabajo . El objetivo de este estudio es analizar el nivel de satisfacción en el trabajo entre los podólogos que trabajan en dos contextos clínicos diferentes dentro del National Health Service (NHS). Asimismo, se pretende determinar los factores que influyen en la satisfacción laboral de los profesionales de salud pública que trabajan en dos escenarios clínicos diferentes.Material y Método. Se utilizó un diseño no experimental comparativo. Se reclutaron a veintitrés podólogos registrados en el Estado Maltés con dedicacióna tiempo completo en el NHS. Doce podólogos ejercen en un hospital y 11 podólogos ejercen en un centro de atención primaria. Se pidió a todos los participantes que rellenaran el formulario corto del Cuestionario de Satisfacción de Minnesota. Este cuestionario se compone de 20 premisas y se utiliza para explorar los niveles de satisfacción en el trabajo .Resultados. No se encontró diferencia estadísticamente significativa al comparar los niveles de satisfacción en el trabajo entre el grupo de estudio [ p = 0,609 ] . Los participantes, sin embargo, reportaron una puntuación de satisfacción media baja con relación a su remuneración en el trabajo así como en las posibilidades de avances en su lugar de trabajo.Conclusión. Este estudio ha concluido que podólogos que trabajan en diferentes ámbitos en el NHS, en general, experimentan niveles satisfactorios de satisfacción en el trabajo. Sin embargo, los participantes sentían que no estaban bien compensados por su trabajo y que tienen limitaciones para lograr avanzar en su lugar de trabajo - dos factores que se sabe que están relacionados con las tasas de rotación y retención de trabajo. Los resultados de este estudio deben ser considerados por los colegios profesionales y las autoridades de salud para el cambio en las políticas sanitarias y educativas. Este documento concluye ofreciendo recomendaciones que ofrecen medidas de acción adecuados para ser valoradas cuando se prtenda aumentar la satisfacción laboral de los profesionales sanitarios.Aim. The podiatry profession has evolved over the past few decades and new specializations have been introduced in this field bringing with them new services and different work settings. The aim of this study is to explore the level of job satisfaction amongst Podiatrists working in two different clinical settings within the NHS. It also seeks to determine the factors influencing job satisfaction among public health professionals working in two different settings.Methods. A comparative non experimental design was employed. Twenty three Maltese State Registered Podiatrists working on a full time basis within the NHS were recruited. Twelve podiatrists were recruited from a hospital setting and 11 podiatrists were recruited from a Primary Care Setting. All consenting participants were asked to fill in the short form of the Minnesota Satisfaction Questionnaire. This questionnaire is composed of 20 statements and is used to explore levels of job satisfaction.Results. No statistical difference was found when comparing levels of job satisfaction between the study group [P=0.609]. The participants however reported a low mean satisfaction score for their work compensation and chances of advancements in their work place.Conclusion. This study has concluded that Podiatrists working within different settings in the NHS overall experience satisfactory levels of job satisfaction. However, it was also reported that participants felt that they were not well compensated for their work and that they are limited to advancement in their workplace – two factors which are known to be related to turnover rates and work retention. Results of this study need to be considered by the professional bodies and health care authorities for change in health and educational policies to be brought about. This paper will conclude by offering recommendations which offer proper action steps to be visited when looking to increase job satisfaction among health care professionals