Testing the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention using a non-recursive model

2007 ◽  
Vol 70 (2) ◽  
pp. 352-368 ◽  
Author(s):  
Huo-Tsan Chang ◽  
Nai-Wen Chi ◽  
Min-Chih Miao
Keyword(s):  
Turnover Intention ◽  
Occupational Commitment ◽  
Recursive Model ◽  
The Relationship

scholarly journals The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work

2020 ◽  
Vol 17 (14) ◽  
pp. 5247
Author(s):  
Yuan Gu ◽  
Dongbei Liu ◽  
Guoping Zheng ◽  
Chuanyong Yang ◽  
Zhen Dong ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Job Demands ◽  
Occupational Commitment ◽  
Group Activities ◽  
Correlative Analysis ◽  
The Relationship ◽  
Chinese Seafarers

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

Occupational commitment, industrial relations and turnover intention

2014 ◽  
Vol 8 (1) ◽  
pp. 66-84 ◽  
Author(s):  
Ling Yuan ◽  
Yue Yu ◽  
Jian Li ◽  
Lutao Ning
Keyword(s):  
Turnover Intention ◽  
Affective Commitment ◽  
Management Practices ◽  
Industrial Relations ◽  
Occupational Commitment ◽  
Survey Method ◽  
Content Type ◽  
Four Dimensions ◽  
Managerial Implications ◽  
The Relationship

Purpose – The aim of this research is to study the relationships between occupational commitment, industrial relations and turnover intention, as well as the moderating role of turnover intention. Design/methodology/approach – Empirical data for this study were collected using a questionnaire survey method. A total of 600 copies of the questionnaire were sent out by post or email to firms and 429 valid responses were finally obtained, yielding a response rate of approximately 71.5 per cent. Findings – Except for the limited choices commitment, affective commitment, normative commitment and cumulative costs commitment are found to be significantly and positively related to industrial relations. Employees’ turnover intention may be detrimental to industrial relations, as our results show that it has a negative correlation with industrial relations. We also find that it negatively moderates the relationship between occupational commitment and industrial relations. Practical implications – Our results shed light on human resource management practices in Chinese firms, and managerial implications are made to enhance Chinese employees’ occupational commitment. Originality/value – This study extends the current literature and provides new insights into the relationship between the four dimensions of occupational commitment and industrial relations in the Chinese context. It also provides an understanding that this relationship is conditioned on employees’ turnover intention.

The Relationship between Occupational Stress, Employee Engagement and Turnover Intention

2016 ◽  
Author(s):  
Shahrul Nizam bin Salahudin ◽  
Mohd Nur Ruzainy bin Alwi ◽  
Siti Sarah binti Baharuddin ◽  
Yuyaneswary Santhasaran ◽  
Vishalni Balasubramaniam
Keyword(s):  
Occupational Stress ◽  
Employee Engagement ◽  
Turnover Intention ◽  
The Relationship

scholarly journals Effect of Workplace Violence on Turnover Intention: The Mediating Roles of Job Control, Psychological Demands, and Social Support

2020 ◽  
Vol 57 ◽  
pp. 004695802096931
Author(s):  
Te-Feng Yeh ◽  
Yu-Chia Chang ◽  
Wei-Hsin Feng ◽  
Multiple sclerosis ◽  
Cheng-Chia Yang
Keyword(s):  
Social Support ◽  
Nursing Staff ◽  
Workplace Violence ◽  
Turnover Intention ◽  
Psychological Needs ◽  
Job Control ◽  
Mediating Effect ◽  
Staff Turnover ◽  
The Relationship ◽  
Psychological Demands

Exposing nursing staff to workplace violence workplace violence (WV) affects their psychological, emotional, and physical health; engenders increased workload; affects the medical reciprocity between nurses and patients; and ultimately leads to staff turnover intention. To preventing WV, development of intervention strategies and WV prevention measures are crucial. This study discusses the mediating effect of job control, psychological needs, and social support on WV and turnover intention. Through this discussion, this study aims to aid medical institutions in reducing their nursing staff turnover rate and to provide a reference for hospital management and decision making. A cross-sectional research method was adopted and conducted quantitative research to prove the complexity of the relationship between WV and turnover intention. Participants comprised clinical nurses working in 2 regional teaching hospital in central Taiwan. A total of 268 questionnaires were distributed, and 213 completed questionnaires were returned. Of the returned questionnaires, 198 contained valid responses, yielding a response rate of 73.9%. Our results demonstrated the mechanisms through which psychological demands and social support mediate the relationship between WV and turnover intention. This study determined the mediating effects of psychological demands and social support. The results expand the findings of previous research and demonstrate the complexity of the relationship between WV and turnover intention. Hospitals should formulate effective mechanisms for preventing and addressing incidents of WV, improve their ability to address and regulate violent incidents in clinics, reduce the psychological pressure exerted on employees, and establish communication channels for social support.

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