Abstract:Purpose
– The performance of technical institutions in India is reflected through the level of campus placements. It is vital for them to have efficient, effective and robust placement policies. Selective assembly is a technique used in manufacturing industry in improving the quality of assemblies from relatively low-quality components. The purpose of this paper is to develop a methodology using selective assembly approach to improve the quality of placements of technical institutions in India.… Show more
“…Moreover, in most cases, the top performers contemplate on leaving while the low/mediocre performers remain with the organization. Examining the predictors of turnover intention is critical for the managers, as consequences of turnover lead to reduced profits, due to increased employment cost and poor performance (Upadhayay and Vrat, 2016). Skelton et al (2019) have stated that identifying the determinants of employee turnover in manufacturing companies is crucial from both business and social perspectives.…”
Purpose
The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention.
Design/methodology/approach
The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS.
Findings
The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males.
Practical implications
The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment.
Originality/value
This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.
“…Moreover, in most cases, the top performers contemplate on leaving while the low/mediocre performers remain with the organization. Examining the predictors of turnover intention is critical for the managers, as consequences of turnover lead to reduced profits, due to increased employment cost and poor performance (Upadhayay and Vrat, 2016). Skelton et al (2019) have stated that identifying the determinants of employee turnover in manufacturing companies is crucial from both business and social perspectives.…”
Purpose
The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention.
Design/methodology/approach
The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS.
Findings
The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males.
Practical implications
The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment.
Originality/value
This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.
“…Hancock et al (2013) suggested a significant correlation exists between the financial performance of manufacturers and employee turnover, which makes turnover intent an important area of study for the manufacturing industry. Upadhayay and Vrat (2016) noted total employee turnover expenses could cost businesses more than 100 per cent of a single employee's annual wages or salary, depending on the job left unoccupied. These scholars noted employee turnover decreases profits due to increased hiring costs and weaker (Upadhayay and Vrat, 2016).…”
Section: Inferential Statisticsmentioning
confidence: 99%
“…Upadhayay and Vrat (2016) noted total employee turnover expenses could cost businesses more than 100 per cent of a single employee's annual wages or salary, depending on the job left unoccupied. These scholars noted employee turnover decreases profits due to increased hiring costs and weaker (Upadhayay and Vrat, 2016). Therefore, understanding the variables that might contribute to turnover intent remains important.…”
Purpose -Employee turnover expenses can cost businesses more than 100 per cent of a single employee's annual wages and negatively affection an organization's production and profits. High employee turnover also could affect community tax collections, social programs and physical and mental health issues. Therefore, understanding contributors to higher employee turnover remains essential for organizational managers from both a corporate and societal standpoint. This paper aims to provide an analysis of how job satisfaction and job embeddedness could predict employee turnover intent. Design/methodology/approach -A randomly selected survey which consisted of Andrews and Withey's (1976) job satisfaction questionnaire, a global job embeddedness scale (Crossley et al., 2007) and a three-item turnover intent questionnaire derived from a survey created by Mobley et al. (1978) using a Likerttype measurement to survey randomly selected individuals used within manufacturing plants located in the Southeastern USA.Findings -The results of the multiple regression analysis showed a significant relationship between job satisfaction, job embeddedness and turnover intent; and that satisfied and committed employees are less likely to plan to leave their employment.Originality/value -Limited current information is available on how job satisfaction and job embeddedness predict turnover intentions in US Southeast manufacturing. This study includes information that shows the importance of job satisfaction and job embeddedness on retaining employees in this region and industry. Given the importance of employee retention on corporate productivity, morale and profits along with the ability to improve the organization's positive contribution to society, it is important for managers to understand these factors and their effect on employee turnover intent.
“…Addressing the factors that cause turnover is vital to retain potential and talented employees as well as to reduce excess expenditure associated with turnover. Upadhayay and Vrat (2016) noted that turnover expenses might cost businesses with more than 100% of a single employee's annual wages or salary. Turnover also discourages other employee's morale leading to work instability and disruptions (Pertiwi, 2018).…”
Purpose: This study aims to examine the effect of job satisfaction on turnover intention of food and beverage service employees and to investigate possible areas of improvement to establish job satisfaction on overcoming turnover intention. Research methods: The job satisfaction is measured with a simplified JDI Model, and the turnover intention is measured with Mobley et al.’s Turnover Intention Heuristic Model. The research used quantitative and qualitative methods with a questionnaire and semi-structured interview as the instrument. The analysis includes a correlation test, the classic assumption test, and a simple linear regression test. Results and discussions: The result shows that job satisfaction has a significant negative effect on employee turnover intention. The ability of job satisfaction variables to explain the variance of turnover intention variable was moderate. Demographic factors such as age and academic education are among the most significant factors to influence turnover intention. Three areas of improvement to establish job satisfaction on overcoming turnover intention were addressed.
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