scholarly journals FACTORS INFLUENCING STATE OFFICERS’ INTENTION TO LEAVE JOBS

2010 ◽  
Vol 13 (1) ◽  
pp. 5-16
Author(s):  
Hung Quoc Vo ◽  
Thi Hao Cao
Keyword(s):  
Career Development ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Working Environment ◽  
Factors Influencing ◽  
Leadership Behaviour

The research aims to identify factors influencing State officers’ intention to leave jobs. The analysis is based on 277 questionnaires collected from 900 ones delivered. The survey found 8 factors influencing State officers’ intention to give up jobs including Person-Organisation fit; Leadership Behaviour; Team Relationship; Training and career Development; Remuneration and Recognition; Communication; Fondness and Physical working Environment which have negative relationship and statistical meanings. Given the fact by such result, these factors accounted for 35,9% of the variation of dependent variant Intention to leave jobs.

The Relationship between Working Environment and Internship Satisfaction Level: A Case Study Of A 4-Star Hotel Restaurant In Germany

2019 ◽  
Vol 2 (4) ◽  
pp. 276-291
Author(s):  
Chatarina Natalia Putri
Keyword(s):  
Career Development ◽  
Working Hours ◽  
Learning Opportunities ◽  
Working Environment ◽  
The Other ◽  
Satisfaction Level ◽  
Supervisory Support ◽  
Support Organization ◽  
The Relationship

There are many factors that can lead to internship satisfaction. Working environment is one of the factors that will result to such outcome. However, many organizations discarded the fact of its importance. The purpose of this study is to determine whether there is a significant relationship between working environment and internship satisfaction level as well as to determine whether the dimensions of working environment significantly affect internship satisfaction. The said dimensions are, learning opportunities, supervisory support, career development opportunities, co-workers support, organization satisfaction, working hours and esteem needs. A total of 111 questionnaires were distributed to the respondents and were processed by SPSS program to obtain the result of this study. The results reveal that learning opportunities, career development opportunities, organization satisfaction and esteem needs are factors that contribute to internship satisfaction level. In the other hand, supervisory support, co-workers support and working hours are factors that lead to internship dissatisfaction. The result also shows that organization satisfaction is the strongest factor that affects internship satisfaction while co-workers support is the weakest.

scholarly journals Study of the Factors Affecting the Career Development of New-Immigrant-Children University Students in Taiwan

2019 ◽  
Vol 8 (6) ◽  
pp. 192
Author(s):  
Yu-Chuan Chen
Keyword(s):  
Qualitative Research ◽  
Career Development ◽  
University Students ◽  
Research Method ◽  
Social Systems ◽  
Immigrant Children ◽  
Factors Affecting ◽  
Factors Influencing ◽  
International Marriages ◽  
New Immigrant

Over the last two decades, Taiwan has experienced a surge in immigration due to marriage. With the growth in the incidence of international marriages, the number of immigrant children in Taiwan has sharply increased. Career development is an important factor worldwide and is thus an important issue for immigrant children in Taiwan. Many factors influence the choices of new immigrant children for their career development. The purpose of this study was to explore the factors influencing the career development of new immigrant children. The research was conducted using the qualitative research method, and data were collected from 30 participants who were new-immigrant-children university students. After analyzing the interviews of the participants, the results were analyzed. Further, on the basis of analysis of previous literature and interviews, recommendations were made for the career development of new immigrant children, such as strengthen the attainment of and respect for multi-culturalism through School, family, and social systems.

scholarly journals Employee Turnover and Job Satisfaction: A synthesis of Factors influencing employee turnover in Institutions of Higher Learning in Ghana

2021 ◽  
Author(s):  
Alhassan Abdul Mumin ◽  
Adams Sulemana Achanso ◽  
Musah Ibrahim Mordzeh-Ekpampo ◽  
BismarkYeboah Boasu ◽  
David Dei
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Working Conditions ◽  
Employee Turnover ◽  
Working Environment ◽  
Teaching Staff ◽  
Development Studies ◽  
Employee Job Satisfaction ◽  
Factors Influencing ◽  
The University

Abstract Turnover among teaching staff in our universities are mostly due to dissatisfaction with their jobs. Employee job satisfaction is of utmost importance to stimulating and sustaining the interest of the individual in order to prevent employee turnover. There are many factors influencing employee job satisfaction and preventing employee turnover. Factors such as salary, working conditions, cordial relationship with colleagues at work, opportunities for job progression among several other factors. The objective of this paper was to explore the extent to which these factors, affect employee job satisfaction and prevent turnover among lecturers in the University for Development Studies using the cross-sectional design and quantitative approach of data collection. Survey questionnaires were employed as data collection instruments to elicit information from 287 lecturers recruited from the University for Development Studies within the Tamale Metropolis. Multiple regression was used to establish the effect factors influencing job satisfaction had on employee turnover. Major findings from the study alluded to the fact that salary, working conditions, working environments, carrier advancement, relationship with co-workers have significant correlation with job satisfaction and employee turnover of lecturers in this institution. On account of these findings, this paper suggests yearly salary adjustments, creates a conducive working environment for lecturers, improve upon infrastructural facilities and facilitates carrier advancement issues for lecturers so as to prevent them from exiting the institution.

Working with older people with dementia: motivations and demotivations among health carers

2019 ◽  
Vol 23 (3) ◽  
pp. 117-126
Author(s):  
Sara Cheloni ◽  
Anthea Tinker
Keyword(s):  
Healthcare Professionals ◽  
Hospital Setting ◽  
Personal Characteristics ◽  
Intention To Leave ◽  
Working Environment ◽  
Staff Retention ◽  
Structured Interviews ◽  
Content Type ◽  
Staff Motivation ◽  
People With Dementia

Purpose Motivation is central to the ongoing professional development, performance and retention of healthcare workers. Despite the increasing prevalence of people with dementia (PwD) and the associated demand for geriatric nurses, there exists a paradoxical shortage. The purpose of this paper is to explore the motivation and demotivation of healthcare professionals for working with older PwD, challenges faced, factors influencing intention to leave the field of work and methods to enhance staff motivation to continue working with this group. Design/methodology/approach This grounded-theory study used thematic analysis to synthesise data from 13 semi-structured interviews relating to the motivating and demotivating factors of healthcare professionals (nurses and healthcare assistants) for working with older PwD in a hospital setting. Findings Staff were motivated by previous personal experiences, personal characteristics and the fulfilment of the carer–patient relationship. Conversely, staff were mostly demotivated by organisational and working environment factors (e.g. poor leadership characteristics, inadequate staffing levels, lack of development opportunities), negatively influencing their intention to remain in employment. Research limitations/implications The generalisability of the results is limited by the size of the sample. Different organisational strategies/interventions (i.e. support, training, recognition and rewards) are necessary to nurture staff motivation, improve retention, create positive working environments and enhance patient care. Originality/value This study offers numerous ways in which to address factors contributing to demotivation in working with PwD, thereby helping to improve staff retention and support the needs of a growing population.

Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

2020 ◽  
pp. 0734371X2094230
Author(s):  
Rashmi Chordiya
Keyword(s):  
Turnover Intentions ◽  
Negative Relationship ◽  
People With Disabilities ◽  
Intention To Leave ◽  
Federal Employees ◽  
Negative Attitudes ◽  
Diversity And Inclusion ◽  
Organizational Fairness ◽  
Employees With Disabilities ◽  
Key Factor

People with disabilities have experienced a long history of prejudice and disenfranchisement. Negative attitudes and stigmas continue to act as barriers to employment and career success of individuals with disabilities. However, diversity and inclusion of people with disabilities is an under-researched area in public administration. This study contributes to the literature by examining the turnover intentions of federal employees with disabilities as compared to employees without disabilities. In addition, this study investigates the moderating effects of inclusive organizational practices (i.e., organizational fairness, empowerment, openness, supportiveness, and cooperativeness) in lowering the turnover intentions of federal employees, and particularly, for employees with disabilities. Findings of this study indicate, as compared to employees without disabilities, the odds of demonstrating an intention to leave their current organization are significantly higher for employees with disabilities. While other inclusion practices did not have the expected effects, organizational fairness was found to be a key factor mitigating the negative relationship between employee’s disability status and turnover intentions.

scholarly journals Glass Ceiling and Women Career Development in Nepalese Commercial Banks and Women Career Development in Nepalese Commercial Banks

Pravaha ◽  
2020 ◽  
Vol 25 (1) ◽  
pp. 59-70
Author(s):  
Indira Shrestha
Keyword(s):  
Career Development ◽  
Glass Ceiling ◽  
Commercial Banks ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Workplace Culture ◽  
Survey Questionnaire ◽  
Correlation And Regression Analysis ◽  
Independent Variable ◽  
The Impact

The purpose of this study is to examine the impact of the glass ceiling (GC) on women’s career development (WCD)in Nepalese commercial banks. One hundred and forty-four women branch managers working in different branches were taken as the sample. The study used a survey questionnaire (17 items) derived from women workplace culture questionnaire (WWC) (Bergman and Hallberg,2002) for measuring glass ceiling, used as an independent variable in the study. Additionally, a career satisfaction questionnaire developed by (Greenhaus, Parasuraman, and Wormley1990) was used to measure WCD (dependent variable).The statistical tools like Pearson correlation and regression analysis were applied to find the result of quantitative data. The result revealed that there is an existence of GC in commercial banks in Nepal and the negative relationship between GC and the WCD along with the impact of the corporate climate on the WCD. Some limitations of the study have been found and implications and recommendation for the future researchers are also discussed.

Moderating role of employee engagement on conflict–politics relationship

2019 ◽  
Vol 26 (6) ◽  
pp. 1781-1798 ◽  
Author(s):  
Poonam Mishra ◽  
Amitabh Deo Kodwani
Keyword(s):  
Employee Engagement ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Self Report ◽  
Relationship Conflict ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Openness To Diversity

Purpose The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes. Design/methodology/approach A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model. Findings The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice. Research limitations/implications The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies. Practical implications The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization. Originality/value The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

scholarly journals Issues Facing Citizens In Iraq Towards Adoption Of E-Government

2020 ◽  
Vol 1 (1) ◽  
pp. 195-202
Author(s):  
Alaa Jameel
Keyword(s):  
Direct Relationship ◽  
Adult Population ◽  
Negative Relationship ◽  
Qualitative Approach ◽  
The Internet ◽  
Daily Routine ◽  
Postgraduate Students ◽  
Government Services ◽  
Factors Influencing ◽  
Survey Finding

Developing countries have established promising e-Government initiatives with the objectives of enhancing the accessibility of government services and information for their citizens. Purpose: This research attempts to explore and investigate the key challenges and Issues that facing e-government adoption and the factors influencing citizen in Iraq. Methodology: The research depended on qualitative approach, the participants comprised undergraduate and postgraduate students at Baghdad university because university students are amongst the adult population for whom the Internet has become part of their daily routine. population of 369, Potential participants for the focus groups were identified from the questionnaire survey. Finding: The findings show that Trust and Awareness significant and direct relationship with adoption of e-government in Iraq. Corruption was found to have significant and negative relationship with the adoption of e- government.

scholarly journals Analysis of Factors Influencing Discontinuance of Technology Adoption: The Situation with Some Nigerian Farmers

2012 ◽  
Vol 1 (2) ◽  
pp. 292 ◽  
Author(s):  
Mustapha Bello ◽  
Salau E. S. ◽  
Ezra L.
Keyword(s):  
Regression Analysis ◽  
Random Sampling ◽  
Negative Relationship ◽  
Structured Interview ◽  
Interview Schedule ◽  
Literacy Campaign ◽  
Rice Farmers ◽  
Factors Influencing ◽  
Multi Stage ◽  
Frequency Counts

<p class="StandardTextkrperSAR">The study identified the factors influencing the discontinuance of improved rice technologies in Nasarawa State of Central Nigeria. Multi-stage random sampling was purposely used to select eighty rice farmers from four rice-producing villages of the study area using structured interview schedule on the respondents. Statistical analysis involving frequency counts, means and percentage were used to satisfy objectives 1, 2, 3, and 4 while regression analysis was applied to satisfy objective 5. The results of the regression analysis showed that education and extension contact had significant but negative relationship at 5% level; while age had positive and significant relationship at 1% level with discontinuance of adoption of improved rice technologies. Farmers should be encouraged to participate in the on-going government rural literacy campaign while extension contact be enhanced to minimize discontinuance of improved rice technologies.</p>

scholarly journals Factors Influencing Physicians' Departure from General Practitioners Field in Developing Countries: A Case Study in Iran

2021 ◽  
Author(s):  
Azad Shokri ◽  
Ali Akbari-Sari ◽  
Iraj Harirchi ◽  
Fereshteh Farzianpour ◽  
Abbas Rahimi Foroushani ◽  
...  
Keyword(s):  
Developing Countries ◽  
Conceptual Model ◽  
General Practitioners ◽  
Evaluation Method ◽  
Medical Profession ◽  
Working Environment ◽  
Validity And Reliability ◽  
Policy Makers ◽  
Factors Influencing ◽  
Wide Range

Abstract Background: Migration, intersectoral flows, early retirement, illness and premature death of General Practitioners (GPs), maintaining adequate and effective workforce has become a major challenge in many countries. The present study aimed to investigate the factors affecting the departure of physicians from the GPs field in developing countries.Methods: We used qualitative research and performed as a conventional content analysis through in-depth interview. Sampling method was purposeful sampling which was performed with variation in individuals include policy makers and different situation in GPs (including immigration, unemployment, specialty student, employment in other non-medical jobs, etc.). Lincoln and Guba evaluation method were used to determine the validity and reliability of the study. The conceptual model was used to illustrate the situation and deeper understanding of the problemResults: The results of the interviews showed, eight themes, 22 sub-themes were identified as factors influencing tendency GPs to other states. Major themes included income, referral system, specialization, human resource policy-making, education related issues, working environment conditions, quality of life and community attitude. The causal relationships were shown inside and outside each theme in the conceptual model.Conclusion: According to the results, there are various factors that lead people out of the field of GP and their tendency to different states, while lack of awareness of policy makers and officials can make decisions for years to come. A wide range of interventions is recommended to reduce these stimuli include pre-selection reforms such as "information about physicians' working conditions", during academic training such as "changing hospital education to clinic education and rural community experience" and after entering areas of the medical profession such as "defining the career path for physicians 'distribution and physicians' career development" and long-term reforms include fundamental reforms to promote family medicine referral and change community attitudes.

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