Existence, relatedness, or growth? Examining turnover intention of public child welfare caseworkers from a human needs approach

Chen, Yi-Yi; Park, Jisung; Park, Aely

doi:10.1016/j.childyouth.2012.07.002

Cited by 28 publications

(14 citation statements)

References 24 publications

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“…There were several studies for which missing data had to be imputed. Shim (2009), Chen et al (2012, and Jacquet et al (2008) used a single-item measure to measure turnover intention in their studies. Schwartz (2007) and Willis (2010) did not report an alpha coefficient of ITL and supervisor support, respectively, thus it had to be imputed by averaging the known information from other studies included.…”

Section: Work Environmentmentioning

confidence: 99%

“…Therefore, we proceeded using the approach of substituting missing information by an average of other variables which has been shown to be an acceptable way of handling missing information (Hunter & Schmidt, 2004). Second, four studies used single-item measurement scale to measure ITL (Chen, Park, & Park, 2012;Jacquet et al, 2008;Kyonne, 2007;Shim, 2009). Although there are no alpha coefficients for one-item measures, these measures were also corrected for unreliability since one-item measures are more unreliable than multi-item measures (Tett & Meyer, 1993;Wanous & Reichers, 1996).…”

Section: Meta-analytic Strategymentioning

confidence: 99%

“…Studies which used ITL (r = −.19) showed a slightly higher effect size compared to studies using IRE (r = −.12). Three studies, Chen et al (2012), Kyonne (2007), and Shim (2009), used a single-item measure for a dependent variable which were substituted by .7 for reliability. Separate meta-analyses were conducted for age without Shim (2009) (2009) (r = .04).…”

Section: Demographic Predictorsmentioning

confidence: 99%

See 2 more Smart Citations

A meta-analysis of turnover intention predictors among U.S. child welfare workers

Kim

Kao

2014

Children and Youth Services Review

231

148

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Section: Work Environmentmentioning

confidence: 99%

Section: Meta-analytic Strategymentioning

confidence: 99%

Section: Demographic Predictorsmentioning

confidence: 99%

See 1 more Smart Citation

A meta-analysis of turnover intention predictors among U.S. child welfare workers

Kim

Kao

2014

Children and Youth Services Review

231

148

View full text Add to dashboard Cite

“…Organizational performance depends on individual performance or, in other words, its production will contribute to organizational performance (Akob et al, 2020;Haerani et al, 2020;Nguyen et al, 2019), It means that corporate members' behavior, both individually and in groups, provides power over organizational performance because motivation will affect organizational performance. Chen et al (2012) stated that understanding motivation, both existing within employees and from the environment, will help improve performance. In this case, a manager needs to direct motivation by creating an organizational climate through the formation of work culture or corporate culture, so that employees feel encouraged to work harder to achieve a high level of performance.…”

Section: Introductionmentioning

confidence: 99%

Effect of Motivation, Leadership, and Organizational Culture on Satisfaction and Employee Performance

Paais¹,

Pattiruhu²

2020

JAFEB

230

168

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The study investigates by empirical methods the effect of motivation, leadership, and organizational culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District, Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics researching the field of human resources management (HRM). The study's sample consisted of 155 employees who were selected using the Proportionate Stratified Random Sampling method. At the same time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling on Amos. The results of data analysis showed that work motivation and organizational culture had a positive and significant effect on performance, but did not significantly influence employee job satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect performance. The results of testing the coefficient of determination show that job satisfaction is influenced for 57.4% by motivation, leadership, and culture variables, while employee performance variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables. Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction increases, employee performance will also increase.

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“…According to the twofactor model theory, motivational factors encourage intrinsic achievement, which means that they originate in a person. Intrinsic Motivation arises from within the individual himself without coercion or encouragement from others but based on his own volition (Chen et al, 2012). Intrinsic Motivation is a working drive that comes from within the employee as an individual in the form of awareness of the importance or benefits, or meaning of the work they perform (Milliman et al, 2018;Haerani et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Implications of Internal Company Factors and Intrinsic Motivation on Employee Performance

NURLINA¹

2020

JMB

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Leadership and work environment has a large part in motivating each member organization toward the company's goals. A leader should implement a leadership style to manage his subordinates because a leader will significantly affect the Organization's success in achieving its goals. No less important will be this is the role of the work environment itself which woke up, the work environment is one of the essential components within the employees finish his work. Here is the working environment: the immediate vicinity of the workers that can affect him in the exercise of duties charged. This research was conducted at PT. Pegadaian Regional VI of Makassar city with 30 research sample of respondents are the employees of PT. Pegadaian Regional VI. This Research is variable work environments (X1.1), the leadership style (X1.2), intrinsic motivation (X ), and the performance of the employees (Y). research using the method of multiple linear regression analysis with data collection using questioners. This research shows that the work environment does not affect employees' performance, leadership style, and intrinsic motivation the employee's account. Leadership styles and the variable is the variable that the dominant influence on the dependent variable.

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Existence, relatedness, or growth? Examining turnover intention of public child welfare caseworkers from a human needs approach

Cited by 28 publications

References 24 publications

A meta-analysis of turnover intention predictors among U.S. child welfare workers

A meta-analysis of turnover intention predictors among U.S. child welfare workers

Effect of Motivation, Leadership, and Organizational Culture on Satisfaction and Employee Performance

Implications of Internal Company Factors and Intrinsic Motivation on Employee Performance

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