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The purpose of this research paper is to study the Impact of Employee Gender on factors influencing Retention in the private corporate sector and what can be done in order to retain the employees in an organisation. To analyze what gender diversity challenges are faced and what are the ways to overcome it. Twenty one parameters were considered , they were social services, creativity, moral values, independence, variety, authority, ability utilization, social status, company policies and practices, Supervision- human relations, security, compensation, working conditions, advancement, supervision-technical, co-workers, responsibility, recognition, achievement, activity and general satisfaction. The population of the study consisted of 200 IT professionals (137 male, 63 female).Minnesota Satisfaction Questionnaire by Weiss et al (1967) was used as the main data collection instrument .The mean of various factors influencing retention as per the employee gender varies in different facets, out of twenty one factors, ten showed high difference in mean values of both male and female respondents and factors like security t=.021, supervision-technical t=.009 and variety t=.023. shows a significant difference.Thus the results indicated that overall, there is no significant Impact of Employee Gender on factors influencing retention in the private corporate except in these three facets. However the corporate sector is facing a talent shortage which will keep on growing .The findings of the study will be helpful in creating the right culture with competitive compensation and flexible work options for employees as well as for industries to decrease employee turnover rate.
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This study examined the relationship between person-organization fit and turnover intentions, along with the moderating effect of organizational trust. The sample consisted of 381 workers of both genders (61% female) and average age of 39.23, who answered the on-line versions of organizational values, organizational trust and turnover intention measures. The results showed that the higher the person-organization fit related to conservatism and harmony values, the lower the turnover intention. Trust in the organization's ethical standards moderated the relationship between person-organization fit related to dominance and autonomy values and turnover intention. It was concluded that a reduced trust in the organization's ethical standards contributes to accentuate the negative relation between person-organization fit associated with such values and turnover intention. (AU)
O estudo investigou a relação da compatibilidade indivíduo-organização com a intenção de rotatividade, e o efeito moderador da confiança do empregado na organização. A amostra compôs-se de 381 trabalhadores de ambos os sexos (61% do sexo feminino), com idade média de 39,23 anos, que responderam às versões on-line de medidas de valores organizacionais, de confiança do empregado na organização e de intenção de rotatividade. Os resultados indicaram que quanto maior a compatibilidade entre o indivíduo e a organização, relacionada aos valores de conservadorismo e harmonia, menor a intenção de rotatividade. A confiança nos padrões éticos da organização moderou a relação da compatibilidade indivíduo-organização associada aos valores de autonomia e de domínio com a intenção de rotatividade. Concluiu-se que a baixa confiança nos padrões éticos da organização contribui para acentuar a relação negativa entre a compatibilidade associada a tais valores e a intenção de rotatividade. (AU)
El estudio examinó la relación entre la compatibilidad individuo-organización e la intención de salida, moderada por la confianza en la organización. La muestra fue compuesta por 381 trabajadores de ambos sexos (61% sexo femenino) con edad media de 39,23 años. Los participantes respondieron a la versión online de los instrumentos de valores organizacionales, confianza del empleado en la organización e intención de salida. Los resultados indicaron que cuanto mayor es la compatibilidad individuo-organización en lo que se refiere a valores de conservadurismo y armonía, menor es la intención de rotatividad. La confianza en los patrones éticos de la organización moderó la relación de la compatibilidad individuo-organización asociada a los valores de autonomía y dominio y la intención de rotatividad. Se concluyó que la baja confianza en los patrones éticos de la organización contribuye a acentuar la relación negativa entre la compatibilidad asociada a tales valores y la intención de rotatividad. (AU)
Subject(s)
Humans , Male , Female , Adult , Middle Aged , Aged , Young Adult , Personnel Turnover , Organizational Culture , Trust/psychology , Work Engagement , Correlation of DataABSTRACT
Este artigo descreve a produção científica sobre intenção de sair da organização a partir da análise de publicações nacionais entre 2000 e 2015. Utilizaram-se procedimentos sistemáticos e bibliométricos para a coleta e análise dos dados. Foram analisadas 44 publicações, das quais menos da metade define o construto e nenhuma o fundamenta na teoria do comportamento planejado. As publicações descreveram majoritariamente estudos empíricos quantitativos. A análise das citações indicou as temáticas mais citadas pelas publicações: intenção de rotatividade, vínculos com a organização, qualidade de vida no trabalho, comportamento organizacional, e estatística. Este artigo propõe a utilização do termo intenção de sair da organização para garantir a correspondência do nível de análise individual entre a intenção e o comportamento subsequente. Ademais, explica as intenções comportamentais com base na teoria do comportamento planejado e propõe uma agenda para o desenvolvimento de pesquisas cumulativas nesta área do conhecimento.
This article describes the Brazilian scientific production on intention to leave the organization from 2000 to 2015. Using systematic and bibliometric procedures we collected and analyzed 44 publications. Less than half of the publications define the construct, and those that define it do not rely on the theory of planned behavior. The majority of publications were empirical and quantitative. The citations analysis indicated the most-cited themes in the publications: turnover intention, organizational ties, quality of working life, organizational behavior, and statistics. The article proposes the use of the term "intention to leave" to ensure correspondence at the individual analysis level between the intention and the subsequent behavior. Furthermore, the article explains behavioral intentions within the scope of the theory of planned behavior and proposes an agenda for cumulative research development in this area.
Este artículo describe la producción científica sobre la intención de salir de la organización a partir del análisis de las publicaciones nacionales entre 2000 a 2015. Se utilizaron procedimientos sistemáticos y bibliométricos para la recopilación y análisis de los datos. Se analizaron 44 publicaciones, de las que menos de la mitad define el constructor y ninguna lo fundamenta en la teoría del comportamiento planificado. Las publicaciones describieron mayoritariamente estudios empíricos cuantitativos. El análisis de las citas mostró las temáticas más frecuentes: intención de rotación, vínculos con la organización, calidad de vida en el trabajo, comportamiento organizacional y estadística. El artículo propone el uso del término intención de salir para garantizar la correspondencia del nivel de análisis individual entre la intención y el comportamiento subsecuente. Además, explica las intenciones comportamentales con base en la teoría del comportamiento planificado y propone una agenda para el desarrollo de investigaciones acumulativas en esta área del conocimiento.
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PURPOSE: The aim of this research was to identify the relationships between occupational stress, ethical dilemma, burnout and turnover intention and the factors influencing turnover intention in hospital nurses. METHODS: The participants, 215 nurses, were recruited from two university hospitals located in two provinces of Korea. Data were collected through self-report questionnaires. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression with SPSS/WIN 22.0. RESULTS: Participants' scores for occupational stress, ethical dilemma, burnout and turnover intention were 3.96±0.45, 2.60±0.39, 3.71±0.70, and 3.50±0.90 respectively. The results show that the higher the score for occupational stress, ethical dilemma, and burnout the higher the score for turnover intention. The most important factor influencing turnover intention was burnout (β=.42, p < .001), followed by position (β=.21, p=.001), educational level (β=.21, p=.007), ethical dilemma (β=.13, p=.020) in that order. These factors explained 43.5% of total variance in turnover intention (F=19.34, p < .001). CONCLUSION: Changes in hospital structural management systems and support strategies should be developed and operated, taking into account burnout, ethical dilemma, and personal characteristics of clinical nurses in order to reduce turnover.
Subject(s)
Humans , Ethics , Hospitals, University , Intention , Korea , Personnel TurnoverABSTRACT
Resumo Expectativas constituem parte relevante na vida laboral, mas seus efeitos em outras variáveis de comportamento organizacional continuam pouco explorados. Assim, esta pesquisa testou modelo no qual expectativas de futuro organizacional e de carreira na organização atuavam como antecedentes de comprometimento organizacional afetivo e intenção de desligamento. Profissionais de diversas organizações (n=370) responderam a escalas validadas no Brasil. Expectativas de futuro organizacional relacionaram-se com comprometimento organizacional afetivo e expectativas de carreira na organização. Essa última variável atuou como antecedente de comprometimento organizacional afetivo e intenção de desligamento. O tipo de organização e a orientação para o futuro dos respondentes atuaram como moderadores no modelo. Discute-se, então, a dimensão temporal da dinâmica indivíduo-organização e sua importância para a gestão de pessoas.
Abstract Expectations are a relevant part of working life, but their effect on other variables in the field of organizational behavior remain poorly explored. Thus, this research tested a model in which organizational future expectations and career expectations in the organization acted as antecedents of affective organizational commitment and intention to quit. Professionals from several organizations (n=370) answered scales validated in Brazil. Organizational future expectations were related to affective organizational commitment and career expectations in the organization. The latter variable acted as an antecedent of affective organizational commitment and intention to quit. The organization's sector and the future expectations of the participants act as moderates in the model. The discussion analyzes the temporal dimension of the individual-organization relationship and its importance to human resource management.
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Abstract The intention to leave the organization is a cognitive, deliberate and conscious process of a person quitting the organization he or she works in a near future. This study was designed to systematize the antecedents of the intention to leave the organization in empirical studies published in Portuguese between 2000-2015. We used a systematic review method to research 31 journals, proceedings of the Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), ScIELO database, Google Scholar, and Theses and Dissertations Catalog - CAPES. Thirty-five publications were selected for analysis, where 18 antecedents were identified. Based on these results and on the theory of planned behavior, a model is proposed for understanding the relationships between the intention to leave, its antecedents, and the actual voluntary behavior of leaving organizations. The article indicates different paths to improve the understanding of behavioral variance related to the intention to leave the organization.
Resumo A intenção de sair da organização é um processo cognitivo, deliberado e consciente da pessoa deixar a organização na qual trabalha em um futuro próximo. Este estudo teve por objetivo sistematizar os antecedentes da intenção de sair da organização em pesquisas empíricas de língua portuguesa, publicadas entre 2000 e 2015. Utilizou-se o método de revisão sistemática de literatura para pesquisar 31 periódicos, anais dos Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), SciELO, Google Acadêmico e Banco de Teses CAPES. Foram analisadas 35 publicações, nas quais foram identificados 18 antecedentes. A partir destes resultados e da teoria do comportamento planejado, propõe-se um modelo para a compreensão da relação entre a intenção de sair da organização, seus antecedentes e o comportamento de saída voluntária de organizações. O artigo indica diferentes caminhos para que se possa aumentar a explicação da variância do comportamento relacionado à intenção de sair da organização.
Resumen La intención de salir de la organización donde trabaja es un proceso cognitivo, deliberado y consciente de uno para el futuro. Este estudio tuvo como objetivo sistematizar los antecedentes de la intención de salir de la organización en estudios empíricos en portugués, publicados entre 2000 y 2015. Se utilizó el método de revisión sistemática de literatura para investigar 31 periódicos, anales de los Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), en las bases de datos SciELO, Google Académico y Banco de Tesis Capes. Se analizaron 35 publicaciones, en las cuales se identificaron 18 antecedentes. Desde los resultados y la teoría del comportamiento planeado, se propone un modelo para el entendimiento de la relación entre la intención de salir de la organización, sus antecedentes, y el comportamiento de salida voluntaria de las mismas. El estudio apunta diferentes caminos para que se pueda explicar más la varianza del comportamiento relacionado con la intención de salir de la organización.
Subject(s)
Personnel Turnover , Intention , Job SatisfactionABSTRACT
PURPOSE: The purpose of this study was to investigate pediatric nurses' perceptions regarding in end-of-life care and turnover intention. METHODS: A cross-sectional descriptive study was performed among 111 hospital nurses. Pediatric nurses' perceptions of obstacles and supportive behaviors were measured using the Pediatric Nurses' Perceptions of End of Life Care Questionnaire which was translated into Korean and turnover intention was measured using the Korean Nurse Turnover Intention Scale (K-NTIS). RESULTS: The supportive behavior with the highest perceived magnitude was ‘Physicians who are compassionate, but very clear about prognosis.’ The obstacle with the highest perceived magnitude was ‘Instigating painful treatments when there is no hope of recovery.’ Pediatric nurses' perceptions of obstacles in end-of-life care showed statistically significant differences depending on whether nurses received end-of-life care education (t=2.02, p=.046). The perception of obstacles in end-of-life care was positively correlated with turnover intention (intensity r=.28, p=.002) (frequency r=.20, p=.027). CONCLUSION: These results suggest that pediatric nurses' perception of obstacles and supportive behaviors in end-of-life care need to be assessed when considering turnover intention. Furthermore, psychological counseling should be offered to nurses to prevent burnout and reduce moral distress which is correlated with the turnover rate.
Subject(s)
Counseling , Education , Empathy , Hope , Intention , Personnel Turnover , Terminal CareABSTRACT
PURPOSE: The purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea. METHODS: Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions. RESULTS: The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program. CONCLUSION: These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.
Subject(s)
Education , Intention , Korea , Personnel Turnover , Reward , Salaries and Fringe Benefits , ShoesABSTRACT
Staff turnover has become a growing concern of organizational research, yelding many predictive models worldwide. One promising model is the Turnover and Attachment Motives Survey (TAMS). This study aimed to adapt and validate the TAMS to the Brazilian organizational context, and ensure that the universality claim of the theory remains true. Participants were 523 Brazilian professionals occupying a range of positions in diverse companies. Their ages ranged between 24 and 54 years (M = 34.2, SD = 7.17), and they were predominantly men (57.7%). Results provided evidence of internal consistency, convergent, divergent, and predictive validity, advocating on behalf of TAMS as a tool for more adequately understanding and managing turnover intention and its antecedents among employees. Despite being a promising measure, we suggest the necessity for further investigation and improvement, in future studies, of some of TAMS' subscales, such as normative and constituent forces.
O turnover de profissionais tornou-se preocupação crescente de pesquisas organizacionais, gerando muitos modelos preditivos no mundo todo. Um modelo promissor é o Inventário de Motivos para Retenção e Turnover (TAMS). Este estudo buscou adaptar e validar o TAMS para o contexto organizacional brasileiro, e verificar se a afirmação sobre a universalidade desse modelo se mantém. Foram participantes 523 profissionais brasileiros, predominantemente homens (57,7%), de diferentes níveis hierárquicos e empresas, com idades entre 24 e 54 anos (M = 34,2, DP = 7,17). Os resultados forneceram evidências de consistência interna e validade convergente, divergente, e preditiva, apontando a TAMS como ferramenta que permite compreender e gerir mais adequadamente a intenção de rotatividade e seus antecedentes. Apesar de ser uma medida promissora, os resultados apontam a necessidade de, em estudos futuros, investigar e adequar algumas das subescalas da TAMS, especialmente forças normativas e constituintes, para que sejam mais representativas do contexto brasileiro.
El turnover de profesionales se ha convertido en preocupación creciente de investigaciones organizacionales, generando muchos modelos predictivos por el mundo. Un modelo prometedor es el Inventario de Motivos para Retención y Turnover (TAMS). Este estudio buscó adaptar y validar el TAMS para el contexto organizacional brasileño, y verificar si la afirmación acerca de la universalidad de este modelo sigue siendo verdadera. Participaron 523 profesionales brasileños, predominantemente hombres (57,7%) en diferentes posiciones y empresas, con edades entre 24 y 54 años (M = 34,2, DE = 7,17). Los resultados evidencian la consistencia interna, validez convergente, divergente y predictiva, señalando el TAMS como inventario capaz de comprender y gestionar mejor la intención de rotatividad y sus antecedentes. A pesar de una medida prometedora, nuestros resultados muestran la necesidad de, en estudios futuros, investigar y mejorar algunas de las subescalas de TAMS, especialmente fuerzas normativas y constituyentes, para que sean más representativas de la realidad brasileña.
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Humans , Male , Female , Middle Aged , Young Adult , Staff Development , Employee Incentive Plans , WorkforceABSTRACT
Retenção de pessoas é a capacidade que determinadas organizações têm de manter grupos específicos de profissionais atuando nelas, de modo que alcancem seus objetivos estratégicos. É considerada uma capacidade estratégica em função de sua relação com construtos organizacionais importantes, como conhecimento, criatividade e desempenho. Do ponto de vista do sujeito, a saída da organização tem sido relacionada a elementos estressores. Este artigo apresenta os resultados de uma revisão de literatura sobre os antecedentes da retenção de pessoas em organizações. Para a coleta e seleção de artigos, foram utilizados procedimentos de revisão sistemática de literatura. Os artigos selecionados foram analisados por meio da categorização conceitual de suas variáveis e resultados. Como resultado, foram identificados quatro antecedentes pessoais, trinta e dois antecedentes ocupacionais, dezoito antecedentes organizacionais, e três antecedentes ambientais da retenção de pessoas, os quais são apresentados em uma rede nomológica. O artigo analisa as implicações destes resultados para a pesquisa em gestão de pessoas e apresenta uma agenda de pesquisas sobre o construto.
People retention is the capacity that certain organizations for keeping specific groups of professionals, so that these organizations achieve their objectives. It is a strategic capacity since it is related to important organizational constructs such as knowledge, creativity, and performance. Leaving the organization is also stressing to the individual. This article presents the results of a literature review on the antecedents to people retention in organizations. Systematic literature review procedures were used to collect articles. Selected articles were analyzed through conceptual categorization of their variables and outcomes. As a result, four individual antecedents, thirty-two occupational antecedents, eighteen organizational antecedents, and three environmental antecedents were identified. These are presented in a nomological network. The article analyzes the implications of these results for research and practice in people management and presents a research agenda on the construct.
La retención de personas es la capacidade de determinadas organizaciones para formar y mantener grupos específicos de profesionales, de manera que esas organizaciones alcancen sus objetivos estratégicos. Es considerada una capacidad estratégica en virtud de su relación con constructos organizacionales importantes, como conocimiento, creatividad y desempeño. Desde el punto de vista del sujeto, salir de la organización ha sido relacionado a elementos de estrés. Este artículo presenta los resultados de una revisión de literatura sobre las variables que definen la retención de personas en organizaciones. Para ubicar y seleccionar los artículos se utilizó el procedimiento de revisión sistemática de literatura. El análisis de los artículos seleccionados se realizó por medio de la categorización conceptual de sus variables y resultados. Como resultado se identificaron cuatro variables personales, treinta y dos variables ocupacionales, dieciocho variables organizacionales y tres variables de ambiente organizacional, los cuales son presentados en una red nomológica. El artículo analiza las implicaciones de estos resultados para la investigación a cerca de la gestión de personas y presenta un conjunto de trabajos de investigación sobre el constructo.
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PURPOSE: The purpose of this study was to examine factors influencing new graduate nurse turnover. METHODS: This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. RESULTS: About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. CONCLUSION: New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.
Subject(s)
Job Satisfaction , Multilevel Analysis , Personnel Turnover , Survival AnalysisABSTRACT
Introduction: The paper explores turnover intention and job satisfaction among healthcare employees of Ministry of Health (MOH) Malaysia. Methods: A nationwide study was carried out in order to identify dimensions of job satisfaction and turnover intention among public healthcare employees. Data was collected by means of self-administered questionnaire and distributed based on quota sampling. Results: The study shows that public healthcare workforce is generally satisfied with their work (mean 3.45). In addition, medical specialists and assistant medical officers were found to be significantly more satisfied than other job designations. However, intention to resign was high among medical specialists, pharmacists and dentists. A high proportion of medical specialists also had received job offers from the private sector. Conclusion: The findings showed that employee turnover may not necessarily be due to job dissatisfaction, but rather due to demand from the private sector. Findings from the study would assist policy-makers with respect to talent management in public healthcare service.
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PURPOSE: This study investigated how shift work nurses' fatigue influences job stress and turnover intention, and how job stress mediates the relationship between fatigue and turnover intention. METHODS: As a descriptive research design, the data were collected from 203 shift work nurses in a city. It was analyzed using the SPSS/WIN 14.0 and AMOS 5.0. RESULTS: fatigue and job stress in shift work nurses influenced turnover intention. Job stress worked as a partial mediation between fatigue and turnover intention. CONCLUSION: It is necessary to reduce fatigue and job stress for reducing turnover intention in strategies of hospital manpower.