A Study on the Impact of Occupational Identity on the Turnover intention of Case Managers in nursing homes -the mediation effect of job satisfaction-

Abstract High retention rates among direct care workers (DCWs) affect the quality of aged care. However, limited research has explored factors associated with retention in the Chinese aged care industry. This study compared turnover intention and job satisfaction among DCWs in Chinese hospitals and nursing homes. A total 370 DCWs from 7 hospitals (297 contractual, 73 non-contractual) and 311 DCWs from 7 nursing homes (27 contractual, 284 non-contractual) located in Fujian, China were recruited to fill out a questionnaire. Overall, DCWs from hospitals reported lower turnover intention (20.5 % vs 37.0%) and higher levels of job satisfaction (31.1% vs 16.4%) than DCWs from nursing homes. Specifically, contractual DCWs from hospitals indicated lower turnover intention (14.8%) than non-contractual DCWs from hospitals (43.8%) and both types of DCWs from nursing homes (36.3% and 44.4%). Higher job satisfaction was associated with lower turnover intention, but did not mediate the association between DCW types and turnover intention. Findings suggested that the government and institutions should help DCWs complete the identity transformation from non-contractual DCWs to contractual DCWs to enhance job security and benefits. For nursing home DCWs, licensing and registration requirements shall meet the standards for hospital DCWs. Attention is also to be paid to working conditions and staff welfare of DCWs, including social insurance, pensions, and trainings, to improve job satisfaction and reduce turnover intention.

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Motivating Information Technology Professionals: The case of New Zealand

Australasian Journal of Information Systems ◽

10.3127/ajis.v21i0.1421 ◽

2017 ◽

Vol 21 ◽

Cited By ~ 4

Author(s):

Shoaib Ahmed ◽

Nazim Taskin ◽

David J. Pauleen ◽

Jane Parker

Keyword(s):

Job Satisfaction ◽

New Zealand ◽

Turnover Intention ◽

Professional Growth ◽

Critical Role ◽

Positive Association ◽

It Professionals ◽

Online Questionnaire ◽

Significant Positive Association ◽

The Impact

IT professionals play a critical role in organizations. Research indicates that they may be unique in their attitudes toward motivation and job satisfaction. In New Zealand, a shortage of skilled professionals may contribute to or impact on motivation. Using a modified model of Herzberg’s two-factor theory by Smerek and Peterson (2007), this research seeks to answer the question: what motivates New Zealand IT professionals? In response, an online questionnaire was distributed to a population of New Zealand IT professionals and the data analysed using Partial Least Squares to understand the relationship between the various dimensions of job satisfaction, the impact of personal and job characteristics, and turnover intention. The findings show that the New Zealand IT professional is primarily motivated by the nature of his or her work, followed by perceptions of responsibility, and how supervisors encourage an environment for such. Satisfaction with salary is a predictor to a lesser degree. Perhaps somewhat surprisingly, professional growth opportunities, career advancement, and recognition do not have a statistically-significant positive association with motivation. We conclude that, to motivate their IT workforce, organizations should: 1) focus on the nature of the jobs that IT professionals undertake; 2) train supervisors to provide an empowering environment; 3) offer competitive salaries to retain top talent; 4) not hesitate to employ IT professionals born outside New Zealand; and 5) take account of the singularities of the New Zealand labour market in seeking to attract, recruit and retain IT professionals. Implications for policy, practice and theory are discussed.

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The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

JOURNAL OF RESEARCH IN MANAGEMENT ◽

10.32424/jorim.v2i3.73 ◽

2019 ◽

Vol 2 (3) ◽

Author(s):

WIDYATAMA LUKMAN NUR HAKIM ◽

ADE IRMA ANGGRAENI

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Organizational Commitment ◽

Human Resource ◽

Turnover Intention ◽

Future Research ◽

Job Outcomes ◽

Step Method ◽

Additional Reference ◽

The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

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Compensation, Career Development, and Job Satisfaction as the Antecedent of Nurse Turnover Intention

Jurnal Medicoeticolegal dan Manajemen Rumah Sakit ◽

10.18196/jmmr.v10i2.10631 ◽

2021 ◽

Vol 10 (2) ◽

pp. 139-147

Author(s):

Nur Hidayah ◽

Hana Rizki Ananda

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Turnover Intention ◽

Sampling Technique ◽

Simple Random Sampling ◽

Partial Least Square ◽

Least Square ◽

Cross Sectional ◽

Professional Nurses ◽

The Impact

The shortage of professional nurses in a hospital is to threaten service quality and patient safety. Inadequate compensation, no career development, and dissatisfaction can increase turnover intention. Increasing professional nurses' resilience is better than recruiting new nurses from an economic perspective. The research analyzed the effect of compensation and carrier development on job satisfaction and the impact on nurses' turnover intention in a private hospital in Yogyakarta, Indonesia. A quantitative research design with the cross-sectional approach was used. The sampling technique was simple random sampling. The samples consisted of 47 nurses who made a self-reported by filling out the questionnaire. Data analysis used Partial Least Square. The study found that compensation and career development had direct and significant effects on Turnover Intention. Moreover, compensation and career development also had indirect and significant Turnover Intention effects through job satisfaction as the intervening variable.

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The Impact of Person- Organization Fit on Job satisfaction and Turnover Intention An Applied Study on 6 October University

المجلة العملیة التجارة والتمویل ◽

10.21608/caf.2018.126029 ◽

2018 ◽

Vol 38 (2) ◽

pp. 21-56

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Applied Study ◽

Person Organization Fit ◽

The Impact

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TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

Journal of Leadership in Organizations ◽

10.22146/jlo.43770 ◽

2019 ◽

Vol 1 (1) ◽

Author(s):

Muhammad Zakiy

Keyword(s):

Job Satisfaction ◽

Organizational Change ◽

Turnover Intention ◽

Negative Influence ◽

Positive Influence ◽

Leader Member Exchange ◽

Member Exchange ◽

Relationship Of ◽

The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction.

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ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

Business and Entrepreneurial Review ◽

10.25105/ber.v16i2.5090 ◽

2019 ◽

Vol 17 (1) ◽

pp. 33

Author(s):

Sri Mulyani ◽

Hendra Gunawan

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Customer Service ◽

Leadership Style ◽

Turnover Intention ◽

Structural Equation ◽

Equation Model ◽

Primary Data ◽

Negative Effect ◽

The Impact

The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company. The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta. The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows. The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention. Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.

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