Turnover Intention

Recently introduced and conceptualized ethical leadership was examined in one sector of hospitality industry in this study. Scholars believe that by becoming role models in terms of conducting ethical codes of conducts in behaviors and decision making-process, leaders are able to enhance and influence different outcomes in their respective organization. To empirically examining the productive influence of this particular leadership, employee’s behavioral outcomes were investigated. Using 117 data revealed that when leaders are considered to be role models in their respective organizations, their followers tend to be satisfied and committed, in which would result in diminishing their intention to leave the organizations.

The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their manager...

This article primarily aimed to examine the level of influence by Perceived Person Environment Fit Scale (PPEFS) on Employees’ Turnover Intention with their present employers through analyzing the predictors of Perceived Person-Environment Fit Scale (PPEFS), i.e. Person-Supervisor Fit Scale (PSFS), Person-Group Fit Scale (PGFS), PersonOrganization Fit Scale (POFS) and Person-Job Fit Scale (PJFS). Data are collected from 332 employees, has been tested with KMO sampling adequacy (0.862) and Bartlett’s sphericity test (p = 0.000). Data Analysis has been done through Descriptive Statistics, Analysis of Variance (ANOVA), Friedman Rank Test and Structural Equation Model. Results were revealed that the PPEFS is significantly predicted by PSFS, PGFS, POFS and PJFS. Further, results were revealed that Perceived Person-Environment Fit Scale is influencing Employees’ Turnover Intention with their present employers.

Bu çalışmanın amacı, otelcilik sektöründe çalışan personelin otellerindeki eğitim uygulamaları ve örgütsel iletişime ilişkin algılarını ortaya koyarak, işten ayrılma niyetlerini belirlemek ve eğitim uygulamaları ile örgütsel iletişimin işten ayrılma niyeti üzerindeki etkilerini araştırmaktır. Bu amaçla öncelikle konuya ilişkin yerli ve yabancı literatür taranarak kavramsal çerçeve oluşturulmuştur. Daha sonra otel işletmelerindeki eğitim uygulamaları ve örgütsel iletişimin işten ayrılma niyetine olan etkisini araştırmak üzere, Turizm Bakanlığına bağlı turizm işletme belgeli Gaziantep ilinde faaliyet gösteren yıldızlı otel işletmelerinde çalışan 150 personel üzerinde bir alan araştırması yapılmıştır. Elde edilen veriler SPSS programında analiz edilerek araştırmanın hipotezleri test edilmiştir. Araştırma sonucunda otel işletmelerinin eğitim uygulamaları ile örgütsel iletişimin, işten ayrılma niyeti üzerinde pozitif ve anlamlı etkiye sahip olduğu tespit edilmiştir.

This work aims at contributing to understanding the perception of CSR i by CEOs ii of Cameroonian SMEs iii and its possible practical translation on the field. To reach this target, we first highlighted theoretical explanation which aimed at defining stakeholders and the dependency towards resources theories. Then, on the empirical aspect, we attempted to carry out a field study. The explorative character of our research led to select a qualitative methodology based on case studies. Semidirectional interviews, nine month-follow-up and site visits were carried out in the presence of SMEs managers. These enabled us look into the different perceptions of managers and associated practices. From that, it could be observed that the concept of CSR is divergently perceived by SMEs, in accordance to the conviction of managers, their level of instruction and the activity sector. As SMEs are rarely involved in the three CSR pillars, they often put in place casual approaches concerning certain CSR aspects. However, SMEs wishing to position themselves favorably in their environment must associate the three logics. This category of enterprise must be backed up by public entities, business associations and certain of the civil society.

Nghiên cứu này nhằm đánh giá ảnh hưởng của lãnh đạo có trách nhiệm và môi trường đạo đực đến ý định nghỉ việc của nhân viên Ngân hàng Vietcombank tại Quảng Ngãi. Nghiên cứu được thực hiện thông qua Mô hình phương trình cấu trúc bình phương nhỏ nhất (PLS-SEM) với số liệu khảo sát từ 208 nhân viên Vietcombank. Kết quả cho thấy mối quan hệ tích cực giữa lãnh đạo có trách nhiệm và môi trường đạo đức; môi trường đạo đức có ảnh hưởng nghịch chiều đến ý định nghỉ việc của nhân viên. Bên cạnh đó kết quả còn cho thấy lãnh đạo có trách nhiệm ảnh hưởng nghịch chiều một cách gián tiếp đến ý định nghỉ việc của nhân viên thông qua môi trường đạo đức. Dựa trên kết quả nghiên cứu, nhóm tác giả đề ra một số hàm ý giúp các nhà quản lý nâng cao năng lực lãnh đạo có trách nhiệm, củng cố môi trường đạo đức vững mạnh nhằm giảm ý định nghỉ việc của nhân viên.

Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfactionturnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB-turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment.

Purpose The purpose of this study was to investigate work-family conflict's (WFC) mediating role and psychological resilience's (PR) moderating role on the perceived supervisor support (SS) of yacht captains and their turnover intentions (TI) during the COVID-19 pandemic Design/methodology/approach The authors followed a quantitative approach and conducted a questionnaire survey of 320 Turkish yacht captains The data were analyzed using SPSS 22 (Process macro v3 4) and AMOS 22 statistics package programs Findings Perceived SS has direct and indirect effects on TI with WFC being the intermediate variable WFC's effect on TI varies according to the yacht captains' levels of PR Practical implications This study empirically uncovered the impact of supervisor support and PR levels, the most important factors for ensuring hospitality employees exhibit positive organizational attitudes and behaviors This study shows that the success of yacht captains in this stressful work e...

Previous studies found that females understand and react to behavioral factors such as ethical behaviors and organizational support different from men. As females appear to have higher senility to ethics and supportive behaviors, thus, their behavioral response including turnover intention (TI) has been gaining a vast amount of attention in literature. This study aims to examine the influence of ethical context on female employees' turnover intentions. It also examines the mediating effect of perceived organizational support. The sample of 210 was obtained from female employees at Ferdowsi University of Mashhad, Iran using a standard questionnaire. We employ Partial Least Square Structure Acquisition Modeling (PLS-SEM) to analyze data. The results of the research demonstrate that perceived organizational support is a mediator in the link between ethical context and turnover intention. The negative direct and indirect effects of ethical context on turnover intention were also supported. Moreover, perceived organizational support negatively effect of turnover intention. Contribution/Originality: This study contributes to the existing literature by conceptualizing the mediation effect of perceived organizational support in the relationship between ethical context and turnover intention which was not sufficiently investigated in literature. 1. INTRODUCTION Nowadays, human capitals are seen as a major asset for any organizations, the main competitive advantage and a valuable resource for economic prosperous of every country (Belcourt, Bohlander, & Snell, 2008). However, different components are considered to increase the retention of talented workers, turnover is an essential concern in the most enterprises (Cohen,

Background: turnover is a widespread and costly problem within the healthcare industry in both Arab and non-Arabcountries. It decreases customer satisfaction, future revenue growth, productivity and profitability. Integrating research findings across studies is necessary to identify the most important causal factors so interventions aimed at reducing turnover in the healthcare field can be properly targeted. Aim: The present research aimed to explore the impact of the inappropriate utilization of hospital resources on nurse's turnover intentions in Arab as well as non-Arab countries using a meta-analysis. Methodology: The literature search covered articles that had been published from1971 to 2010. The electronic portion of the search covered eight computer databases. A set of inclusion criteria were established to retaine 118 studies with unique samples given for the purpose of the current meta-analysis. Three graduate students were trained to code, review the databases and data entry processes. After training, coding disagreements and discrepancies were resolved through consensus among coders and authors. Agreement among raters was 92%. Results:the relationship between age and the turnover intention for the organization is stable between studies done in Arab and non-Arab countries, as the confidence intervals overlapped. Location did appear to be a moderator with regards to some of the other attitudinal reactions. First, the relationship between job satisfaction and turnover intentions for an organization were stronger in the Arab countries than non-Arab countries. However, the opposite appears to be true for satisfaction with pay. Estimates indicate that affective commitment has a stronger relationship with the intent to turnover for an organization for the studies done in non-Arab countries than for those in Arab countries. However, the data indicate the opposite for organizational commitment, with this relationship being stronger for Arab countries than for non-Arab countries. Conclusion: job satisfaction and general organizational commitment are the strongest predictors of turnover intension. For the most part, people who experience dissatisfaction and are less committed to their organization are more likely to consider alternative employment as well as be more likely to voluntarily leave the organization. Recommendations (practical implications): Managers need to monitor the morale and commitment of their team members. Many factors are likely to have an impact on both satisfaction and commitment levels. Role states such as ambiguity, job strain, and burnout are likely to decrease both satisfaction and commitment. Therefore, managers should make efforts to clearly define work roles for employees.

Purpose -This study seeks to extend research on the relationship between empowering leadership, empowerment and outcome variables by examining the mediating role of employee engagement. More specifically, the study sets out to test whether employee engagement mediates the effects of empowering leadership and empowerment on affective commitment and turnover intention. Design/methodology/approach -The sample on which conclusions are based consisted of 139 employees of a community health service. Confirmatory factor analysis (CFA) and structural equations modelling (SEM) were used to test the measurement and structural models proposed. Findings -CFA showed acceptable fit indices for the measurement model after respecifying a reduced number of items for the explanatory variables. Structural equations modelling of a respecified model also yielded acceptable fit indices and showed that empowerment mediated the influence of empowering leadership on engagement. Engagement was shown to partially mediate the influence of empowerment on affective commitment, which in turn influenced turnover intentions.

An in-depth case of an e-Recruiting system implementation is used while focusing on the level of Human Resource (HR) employees to research unintended consequences during the implementation of Human Resources Information Systems (HRISs). We develop a model that integrates the belief and attitude component of the technology acceptance literature with work-related consequences. We provide evidence for an indirect effect of attitudes toward the HRIS on turnover intention that is fully mediated by job satisfaction. Our results contribute to the literature on systems implementations and technology adoption by suggesting work-related outcomes as important additional success variables.

Some job behavioral factors are utilized to examine their relationship with turnover intention among 201 employees in Sime Darby Property (Malaysia) Limited. Job satisfaction, job stress, organizational commitment, job enrichment and person-organization fit are the job behavioral factors selected for the study. The variables used in the study justify the reliability scores consistent with indicators in previous studies. Research methodology justifies the quantitative requirements of simple random sampling, social desirability bias and response error. Multiple regression analysis (MRA) was used to verify five hypothesis developed in the study. Prior to establishing the hypothesis testing results some MRA assumptions were considered showed in linearity, normality, collinearity test and Durbin-Watson index. The result support previous studies when job satisfaction is high turnover intention among the employees become lower, and when job stress is high the tendency for employees to leave the organization also high.

In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attachment Theory to test a model predicting turnover intentions among 131 working adults in a variety of industries. Consistent with TWA, the results revealed that needs–supplies (N-S) fit was
positively related to job satisfaction and that job satisfaction partially mediated the relationship between N-S fit and turnover intentions from the current job. Anxious and avoidant attachment did not have direct effects on TWA constructs, but the relationship between fit perceptions and job satisfaction
was moderated by avoidant attachment such that the  relationship was weaker for highly avoidant employees. We discuss the implications of these results for future vocational research on work adjustment and the effects of attachment dynamics in the workplace.

The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.

In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.

Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).

Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.

Motivation for the study: Disease-driven research heavily outweighs health promotion
research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.

Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.

Main findings: Results confirmed WF’s three-factor structure. Person–environment fit
positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.

Practical/managerial implications: Organisations should continually modify their
strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.

Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.

Training and development enables to develop skills and competencies necessary to enhance bottom-line results for their organization. It is a key ingredient for organizational performance improvement. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. Training and Development helps in increasing the job knowledge and skills of employees at each level and helps to expand the horizons of human intellect and an overall personality of the employees. This paper analyses the link between various Training and Development programs organized in Larsen &Toubro Group of Companies and their impacts on employee satisfaction and performance. Data for the paper have been collected through primary source that are from questionnaire, surveys. There were two variables: Training and Development (independent) and Employees satisfaction and performance (dependent). The goal was to see whether Training and development has an impact on employee’s satisfaction and performance

This study aimed to study the drivers of employee turnover within the context of companies that already use tools to control access to systems and/or use of the internet. Based on previous research and through new research prepared by the author, a quantitative comparison between the researches results was built to confirm the motivators that lead employees to seek new job opportunities, not taking into account the current work time and its history that may have built in the company. With the analysis and elaboration of the rationale were created two solution proposals that involve monitoring the information generated through the access and actions of employees. The solutions are based on applying filters and alarms, to build information histories and to support decisions involving retention and attraction of talent. Through a sequential strategy, the study presents the main activities and deadline estimates for the implementation of the proposals. To measure the results obtained, four indicators are presented that cover all the management needs of turnover and people acquisition indexes. At the end of the study, proposals for evolution and possible integrations with other data sources not covered by this study are made.

Purpose: The purpose of this paper is to address three of the theoretical and empirical questions on two main leadership styles-transformational and transactional leadership-what effect both transformational and transactional leadership have on employees' turnover intentions of executives working in Small and Medium IT/ITES organizations of north Indian region, what is the direct effect of implementation of knowledge management process (KMP) on employee turnover intentions, and what role it plays in between leadership styles (transactional and transformational) and turnover intentions. Design/Methodology/Approach: A cross-sectional exploratory study was conducted to determine the concepts and relationships. Standardized questionnaires were used to collect data from sample of 250 employees working at executive level from 20 small and medium Indian IT/ ITES organization situated in north Indian region [Delhi (3), Haryana, (7) UP (6), and Punjab (4)] on the basis of financial turnover (Rs. 50-100 Cr.) and size of the organization from 50 to 100 employees. Data were analysed by using SPSS-23 with Hayes Process Plugin and Amos-21software. Findings: A significant negative relation of transactional leadership style and transformational leadership with employee turnover intentions was observed. Also, both the leadership styles were positively associated with KMP and KMP was again negatively linked with employee turnover intentions. Mediation analysis also indicated the full mediation of KMP but only for transformational leaders and played no role in case of transactional leadership. The effects were significant at 95% of confidence level. Practical Implications: Employers struggling with turnover intentions must emphasize on hiring effective leaders who can efficiently implement proper knowledge management systems, which include creating, sharing, absorbing, and receptivity of knowledge for executives.

Employee engagement and workplace well-being are two important factors that can affect to turnover intention. The purpose of this study was to analyze how much influence engagement (X1) and workplace well-being (X2) on employee turnover intentions (Y) at Public Accounting Firm ABC & Partners in Jakarta. This study used quantitative method and the research tool used questionnaires of employee engagement and workplace wellbeing on turnover intention were spread to 70 respondent. Data analysis is using multiple linear analysis with additional supported application SPSS 20. The result showed that X1 has score-t hitung <-t tabel (-2,346 <-1,996) which is partially affected Y. X2 has score-t hitung <-t tabel (-2,628 <-1,996) which is partially affected Y. X1 and X2 have score F hitung > F tabel (7,458 > 3,134) which is simultaneously affected Y. The higher engagement and workplace well-being of an employee, the better they will work and turnover intentions of employees in the organization will be decrease.

This quantitative research study, based on primary data, aims to identify the relationship and signification of the job embeddedness and organisation commitment on employees’ turnover intention in the hotel industry in Pakistan. The data was collected from five hotels based in twin metropolitan cities of Pakistan (Rawalpindi and Islamabad), and equal opportunity to participate was provided to both males and females. The convenience random dappling strategy was used to opt the data. The current study identified that organisational commitment has a significant relationship with job satisfaction, showing data as (ΔR2 = .736 at p < 0.01), while a significant and positive relationship of job embeddedness and job satisfaction has been identified, with highly correlated values between the variables. There has been mediation impact supported by the results of the study, which says that organisational commitment and job embeddedness is significant and highly inverse with (β=-0.396 at p< 0.05) against employees’ turnover intention. Thus, in the hotel industry of Pakistan, job satisfaction highly mediates the prelateship of the embeddedness and commitment with the turnover intention.

According to Robert Mathis and John Jackson, - human resource management experts, psychological contact is that unwritten expectations employees and employers have about the nature of their work relationships.” Psychological contracts are nothing new and all who are engaged in the working world have entered into a "contract" in one form or another. Balogun, A. G. (2012) posited that agreements can be lawful or psychological in characteristics. Maintaining that Psychological contracts appear when people believe that their employer has guaranteed to offer them with certain incentive in exchange for the efforts they make to the organization. The objectives and responsibilities are not limited to the quantity of the activity that has to be done and the quantity of pay that will be obtained in exchange (Judge & T. A, 2001). The Psychological contract breach is required to be favorably relevant to employees’ intention to quit behavior (Newel and Dopson, 2006). An organization failing to honor the Psychological contract results in job dissatisfaction and decrease organizational dedication (Valentine, & Kidwell, 2011). Breaches of the Psychological contract are expected to outcome in opinions of discrimination (Morrison & Robinson, 1997) and such opinions may cause to the worker ending the affiliation because he will think that continuing the relation is not sure to be valuable for him. Psychological contract breaches are favorably relevant to worker intention to quiet from the job (Valentine, & Kidwell, 2011).

This study empirically examines the differentiating
impact of challenge-hindrance stressors on turnover intention through job satisfaction in IT industry of Pakistan. Moreover, perceived job alternatives were tested as a moderator in the relationship between
job satisfaction and turnover intention. Primary data was collected
from 186 randomly selected IT professionals, working in project based IT organizations of Islamabad and Rawalpindi. Results
indicated significant: (1) positive relationship between challenge
stressors and job satisfaction, (2) negative relationship between
hindrance stressors and job satisfaction, (3) negative relationship between job satisfaction and turnover intention, (4) Job satisfaction fully mediates the relationship between challenge stressor and turnover intention, (5) Job satisfaction partially mediates the relationship between hindrance stressor and turnover intention. However, it was observed that perceived job alternatives do not have any moderating effect. Proper balancing of two stressors may help top management to increase the job satisfaction and reduce the turnover intention of IT professionals.

This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB) through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.

This study used linear structural modeling to explore the factors affecting the turnover intention of hotel employees in Taiwan. A total of 400 questionnaires were distributed to hotel employees. Among these, 350 were valid samples, a valid return rate of 87.50%. The empirical results showed that (1) more harmonious coworker relationships between hotel employees and a higher level of satisfaction regarding their work environment have a significantly positive effect on job satisfaction; (2) a higher level of organizational commitment among hotel employees has a significantly negative effect on turnover intention; (3) the direct effect of employee job satisfaction and salary level on turnover intention has not reached a significant level. Nevertheless, the two factors have indirect negative effects on turnover intention.

This paper explores the factors that contribute to high employee turnover at one Jamaican call center with a view to recommending strategies which may be implemented to increase staff retention. The study reviews literature on the topic, discusses the results of a phenomenological study on the case organization and presents the implications of the findings.

Gender-based discrimination is a world-wide -inequality, diversity, and exclusion- issue. Gender discrimination toward women is a never-ending story in every aspect of the workplace. Thus, this cross- sectional study is planned to glance at gender-based discrimination perceptions of Turkish female employees to evaluate its work-related consequences. Previous studies have found that female employees often experience gender-based discrimination related to important organizational outcomes. This cross-sectional study examines the relationship between perceived gender discrimination and turnover intention and tests whether career satisfaction has a mediating role in the relationship between perceived gender discrimination and turnover intention. The research sample consists of 256 white collar female employees working in different industrial areas including finance, chemical, health, education, transportation, logistics and communication in Turkey. As predicted, the research findings indicated that perceived gender discrimination and turnover intention is positively related and career satisfaction has partial mediating role in this relationship. Based on the results, directions for future research were presented and in addition, the practical implications were discussed.

Today an individual's career is no longer tied to a single organization, as career changes and job mobility have become common phenomena. To be successful in one's career, employees today have to balance the relationship between their desire for career growth and their attitudes toward their current organizations. This study examined the direct effect of organizational career growth on employees' turnover intention, as well as the moderating influence of demographic variables. The relationship is examined among employees of Nepalese Private Commercial Banks. This study empirical support the Weng et al. 2010 study of organizational career growth conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. This study failed to confirm the four dimensional model, as an alternative the study proposed three factor model, clubbing together Promotion Speed and Remuneration Growth to one latent variable. Data was acquired from 290 banking employees of Nepal. The results indicates the organizational career growth dimensions negatively related to employees' turnover intentions. Furthermore, none of the demographic variables (Gender, Age, Education, Marital Status and Position) are significantly moderating the phenomenon. It was also found that Promotion Speed and Remuneration Growth is the foremost factors that have direct high impact on Employees' Turnover Intentions, followed by Career Growth Progress in Nepalese context. In Nepalese context, organisations should emphasize more towards Promotion Speed and Remuneration Growth of the employees for retaining them to the organisation and encourage the employees to contribute towards the effectiveness and productivity of these organisations (banks).

The objective of this study is to determine the effects of various work-related attitudes on turnover intention among the employees in UD Libra, Surabaya, Indonesia. This study applied census method or total sampling method in which all members of the population are taken as respondents or samples. As many as 34 employees working at UD Libra at the time the study was conducted were involved in this study. The data collected from the questionnaires were analyzed using multiple regression analysis in SPSS 20.0. The statistical results obtained in this study showed that job satisfaction, organizational commitment, and job involvement have a significant simultaneous effect on employee turnover intention. Partially, job satisfaction has a negative and significant effect on employee turnover intention at UD Libra, whereas organizational commitment and job involvement has no significant partial effect on employee turnover intention.

Abstract
The aim of the study is to determine the relationship and effect between the life satisfaction of civil aviation workers, job stress and turnover intention. In this context, data were collected from 115 people working at Kars Harakani Airport and analyzes were carried out through SPSS and AMOS programs. In this context, data were collected from 115 people working at Kars Harakani Airport, and assessments were made through SPSS and AMOS programs. There are significant negative relationship between life satisfaction and job stress (r:-0.427), significant negative relationship between life satisfaction and turnover intentions (r:-0.333), significant positive relationship between job stress and turnover intentions (r:- 0.638). Work stress of employees has a negative
effect of 40.1% on their life satisfaction. Intention to quit has a negative effect of 31.1% on life satisfaction. Based on this, it can be stated that life satisfaction is a factor that reduces job stress and the intention to quit. It has been observed that intention to quit has a 63.4% positive effect on job stress. It was found that life satisfaction in environments where job stress and intention to quit work together negatively affect
these variables (33.9%).
Keywords: Civil Aviation, Life Satisfaction, Job Stress, Turnover Intentions

THIS IS NATURE SIGNALING THE END OF DUALITY 
THIS IS HUGE - CHANGE THE ENTIRETY OF CREATION - NO DUALITY ANYWHERE.
IT IS VERY CLEARLY A PREDETERMINED ADVANCEMENT OF HUMAN CONSCIOUSNESS - THIS BUBBLE IS TOO WELL DESIGNED - EUPHORIA CANCELS KARMA

This study builds and tests the models that two types of workplace
friendships (friendship with coworkers and friendship with the supervisor) may have a negative influence on employees’ job insecurity and turnover intention. Further, this study assumes that the positive association between workplace friendship with a supervisor and job performance is stronger for employees having a low work ethic than for those with a high work ethic. This study also assumes that the negative relationship between friendship with a supervisor and organizational deviance is stronger for employees who have a low work ethic but not for those with a high work ethic. To test these hypotheses, 313 data samples have been collected from service sector employees. According to the results, two types of workplace friendships (friendship with coworkers and friendship with a supervisor) are negatively related to job insecurity and turnover intention. The results also show that friendship with a supervisor was positively associated with job performance for employees having a low work ethic but not for those with a high work ethic. Furthermore, the results show that friendship with a supervisor was negatively associated with organizational deviance for employees having a low work ethic but not for those with a high work ethic. Surprisingly, the friendship with a supervisor is positively associated with organizational deviance for employees having a high work ethic.

Keywords: Workplace friendship, job insecurity, turnover intention, job performance, organizational deviance, work ethic, social exchange
theory, organizational social capital

The frequency at which teachers leave the teaching profession is significantly higher than the corresponding rate in any other domain. Studies have shown that teaching is a stressful career, which often lead to teacher burnout and hence turnover. The purpose of this study was to explore the impact of selected factors from the literature on teachers’ turnover in schools. The selected factors included: (a) leadership both transformational and transactional; (b) career stress; and (c) personality characteristics. Surveying was employed to collect data from 176 teachers, such that almost 75% of those teachers were teaching in private schools and approximately 25% were enrolled in public schools. SPSS 18.0 was employed to support descriptive and analytical statistical analysis of data. Findings of this study indicate that (a) Leadership style has significant influence on career stress; (b) Career stress bears positive relationship with turnover intention; (c) Leadership style has negative influence on turnover intention; (d) Personality characteristic has no moderating effect on the relationship between leadership style and career stress; (e) Personality characteristic brings no moderating effect on the relationship between career stress and turnover intention; (f) Career stress possesses a mediation effect on the relationship between leadership style and turnover intention.

ในสภาพแวดล้อมของการทางานในปัจจุบันที่การลาออกจากงานเกิดขึ้นได้บ่อยครั้งและง่ายดาย ทฤษฎีการฝังตรึงในงาน จึงเป็นทฤษฎีหนึ่งที่กาลังได้รับความนิยมในการศึกษาเกี่ยวกับการรักษาไว้ซึ่งพนักงาน จากการทบทวนวรรณกรรมพบว่า ทฤษฎีการฝังตรึงในงานสามารถทานายการลาออกของพนักงานได้ดีกว่าทฤษฎีดั้งเดิม เช่น ความพึงพอใจในงานและความผูกพันต่อองค์การ โดยทฤษฎีการฝังตรึงในงานนั้น เปลี่ยนมุมมองในการมองการลาออกของพนักงานจากการมุ่งหาสาเหตุที่ส่งผลให้พนักงานลาออก ไปเป็นปัจจัยที่ส่งผลให้พนักงานยังคงอยู่กับองค์การ และมุ่งเน้นหาปัจจัยที่รั้งไม่ให้พนักงานลาออกจากงานปัจจุบัน โดยวิเคราะห์จาก 3 ปัจจัย ได้แก่ ความลงตัว ความเชื่อมโยง และสิ่งที่ต้องเสียสละ อย่างไรก็ตามการทบทวนวรรณกรรมทฤษฎีการฝังตรึงในงานและบทความงานวิจัยฉบับภาษาไทยยังมีปริมาณน้อย บทความนี้จึงเขียนขึ้นเพื่อวัตถุประสงค์ทบทวนวรรณกรรมที่เกี่ยวข้องกับทฤษฎีพื้นฐานของการฝังตรึงในงาน กาหนดชื่อทฤษฎีและตัวแปรเพื่อความสอดคล้องในการใช้งาน และมุ่งหวังให้ผู้อ่านสามารถนาความรู้ไปสู่การต่อยอดในการพัฒนางานวิจัยใหม่ๆ ตลอดจนสามารถนาไปใช้อ้างอิงต่อได้ในอนาคต

การวิจัยครั้งนี้มีวัตถุประสงค์เพื่อศึกษาความสัมพันธ์เชิงสาเหตุระหว่างการรับรู้งานทางเลือกและความพึงพอใจในงานที่ส่งอิทธิพลทั้งทางตรงและทางอ้อมต่อความตั้งใจในการลาออกของพนักงาน โดยกลุ่มตัวอย่างที่ใช้ในการศึกษาครั้งนี้คือพนักงานที่ปฏิบัติงานในองค์การเอกชนในกลุ่มธุรกิจผู้ให้บริการสินค้าอุปโภคและบริโภค จากกลุ่มตัวอย่างทั้งสิ้น 362 คน เครื่องมือที่ใช้ในการวิจัย ได้แก่ แบบสอบถามที่ใช้วัดตัวแปรที่ศึกษา และการวิเคราะห์อิทธิพลเชิงสาเหตุด้วยโปรแกรมทางสถิติ SPSS และ AMOS โดยการทดสอบสมมติฐานด้วยโมเดลเชิงโครงสร้าง (Structural Equation Model: SEM) โดยพบว่า ความพึงพอใจในงานมีอิทธิพลทางตรงเชิงลบต่อความตั้งใจในการลาออก (r = -.577) การรับรู้งานทางเลือกมีอิทธิพลทางตรงเชิงบวกต่อความตั้งใจในการลาออก (r = .350) อย่างมีนัยสำคัญทางสถิติที่ระดับ 0.01 นอกจากนี้ยังพบว่าการรับรู้งานทางเลือกมีอิทธิพลทางอ้อมโดยส่งผ่านความพึงพอใจในงานส่งผลต่อความตั้งใจในการลาออกของพนักงาน โดยความพึงพอใจในงานเป็นตัวแปรส่งผ่านแบบบางส่วน (Partial Mediator) ที่ช่วยอธิบายและมีความสำคัญต่อการเปลี่ยนแปลงขนาดอิทธิพลของการรับรู้งานทางเลือกที่มีต่อความตั้งใจในการลาออก

This study explored issues on job satisfaction among secondary school teachers on one hand and intention to leave the profession in relation to varying age-groups. A Minnesota Satisfaction Questionnaire (MSQ) and Intention to Leave Scale was administered to 400 teachers from Musoma municipality in July-August, 2013. A total of 340 respondents (a response rate of 85%) returned the questionnaires which were used for analysis. Teachers aged 25-40 years indicated low level of satisfaction and higher intention to leave the profession compared to teachers aged 40-60+ years. Respondents also indicated the lack of freedom to perform their duties, utilization of their skills, and the way they get along with other co-workers as contributing to their job dissatisfaction. The study results provide a picture on how teachers vary in their satisfaction with the job and suggest for a counter strategy to enhance their job satisfaction with respect to age variations.

Employee turnover is harmful to the running of organisations because it affects efficiency, productivity, profitability, and innovativeness, when it occurs in the workplace. Public service departments in South Africa have been struggling with the issue of holding skilled employees, as they have been moving to better paying corporate organisations in the private sector. When employees depart from an organisation, the remaining employees tend to perform additional work until another employee is recruited. The study aims to identify factors causing employee turnover in the public service, using the KwaZulu-Natal Department of Arts and Culture as a reference point. It provides recommendations on how to reduce employee turnover. This was a quantitative study which adopted a descriptive survey research design. For data collection, a structured questionnaire was used that comprised closedended questions. 127 KwaZulu-Natal Department of Arts and Culture (KZNDAC) employees participated in the study. Statistical Package for Social Sciences (SPSS) was used to analyse data. The findings show that the causes of employee turnover at the KZNDAC are a lack of career advancement, lack of promotion, unsatisfactory salary, unsatisfactory working conditions, and work stress. The study concluded with establishing a number of recommendations to the KZNDAC top management, so that

This study critically analyses the problems of government secondary school system in Pakistan. For this purpose a vast existing literature was critically reviewed. Analysis of literature showed that the system is affected due to the following main reasons. The system is financed poorly. There is a lack of motivation among teachers. In some places the teachers are transferred from one place to another on the basis of favoritism and nepotism. The study further found that the system is affected due to political interference in the process of selection. As a result underqualified teachers are appointed who cannot effectively manage the process of teaching and learning in schools effectively which is reflect in poor performances of students and dissatisfaction among parents regarding the performance of government schools. The study also discovered that teachers are overburdened with more classes due to acute shortage of teaching staff in schools. Lack of teaching and learning resources in schools has affected the quality of teaching and learning. There are meager professional development opportunities for teachers to improve their teaching skills. Last but not least, incessant political interference has gravely affected the process of smooth teaching and learning in schools. On the basis of the findings of this study it is recommended that the problems of teachers could be solved by creating an environment of trust and strengthening the mechanism of accountability in the school systems. Government may increase facilities for teachers and provided resources for teaching and learning. Political interference should be eradicated. Merit should be followed 86 during process of selection of teachers. Ongoing professional development programs should be run on regular basis to enhance teaching skills of teachers.