Instrument Development “Intention to Stay Instrument” (ISI)

M., Dileep Kumar; Govindarajo, Normala S

doi:10.5539/ass.v10n12p149

Cited by 23 publications

(18 citation statements)

References 58 publications

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“…The quitting intention has always a high cost and negative outcomes. Kumar and Govindarajo (2014) stated that there are a few instruments available in literature to measure some of the concepts such as absenteeism, turnover, and retention. There are some factors that make the decision easy to say whether the employees will stay or leave such as rewards, fairness at workplace, bullying and harassment, poor management relationships, management support, supervisor, safety and security, coworker relationship and others as well.…”

Section: Turnover Intentionmentioning

confidence: 99%

The relationship between job stress and turnover intentions in the pesticide sector of Pakistan: An employee behavior perspective

Zahra¹,

Khan²,

Imran³

et al. 2018

MIHS

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The study outlines that stress exists in any ailing or unpleasing situation. Current study tries to uncover the relationship among work overload, work ambiguity and supervisory support, and employee turnover intentions. The twelve companies are selected out of 23 totals so the findings can be generalized on this sector. A structured questionnaire was distributed among the sample that consisted of 412 employees of this sector. Quantitative techniques were used to measure the results and statistical analyses were applied to confirm the research hypothesis. The findings of this study suggest that there is a significant and positive relationship between job stressors and employees' turnover intention. The job factors, relationships at work, and career development opportunities have also impact on employees' turnover intention. The job stress has a positive and significant impact on employees' turnover intention. Considering the importance of employees' turnover intention and job stress in Pesticide sector, the researchers and administrator and policy makers should take necessary measures to increase the supervisory support at work, minimize the work overload and work ambiguity, and improve other job factors to decrease the employees' intention to leave the organization.

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Section: Turnover Intentionmentioning

confidence: 99%

The relationship between job stress and turnover intentions in the pesticide sector of Pakistan: An employee behavior perspective

Zahra¹,

Khan²,

Imran³

et al. 2018

MIHS

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“…This shows that the challenge factor in work is one of the intention to stay factors. According to Larson & Laiken (in Kumar & Govindarajo, 2014), work that is simple and routine or carried out repeatedly, results in lower intention to participate and higher absenteeism which results in a high desire to leave work that is.…”

Section: Challenges In Employmentmentioning

confidence: 99%

“…Research conducted by Kumar & Govindarajo (2014) in five manufacturing companies in India shows the number of key factors that can lead to the intention to stay. These factors vary and vary in each organization or company.…”

Section: Introductionmentioning

confidence: 99%

Factors Analysis of Employees’ Intention to Stay in Chemical Manufacturing

Juariyah

Wardana

2020

KSS

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Turnover is an organizational problem that should be kept low by the company, as hiring the employees is costly and time-consuming. There are many available strategies which organizatns can use to retain employees. The manufacturing industry in particular has trouble with employee retention, and has developed a number of standard operating procedures to address this issue. This study is focusing on ascertaining three things. First, what factors can lead employees to stay in the manufacturing industry? Second, what is the dominant factor lead employees to stay in the manufacturing industry? Data was taken by questionnaire from 104 respondents out of a total of 146 employees of PT Pamolite Adhesive Industry. The data was then analysed using confirmatory factor analysis with the Partial Least Square (PLS) technique. The results show that there are thirteen factors that contribute to manufacturing employees staying in their jobs, namely: recognition and appreciation factors; financial compensation; relationships with colleagues; relationship with supervisor; initial training; career development; work challenges; working hours; work conditions; workload; safety; health facilities; and job security. Additionally, the descriptive analysis shows that respondents' perceptions of those factors are relatively in good condition, however career development is the dominant factor in shaping the intention to stay amongst manufacturing employees. This study confirms a result study conducted in India which suggested that the intention to stay is determined by a cluster of factors not only by a single factor. Keywords: Intention to Stay, Confirmatory Factors Analysis, Partial Least Square

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“…It refers to the behavior and attitude where employees transfer from one job to another job without any rationale or better alternatives (Kumar and Govindarajo, 2014). Researchers of the current study used Job hopping as one dimension to measure the employees' intention to leave from the organization.…”

Section: Job Hoppingmentioning

confidence: 99%

“…It can be defined as individual's perception of the availability of alternative job opportunities in the job market (Kumar and Govindarajo, 2014). ).…”

Section: Perceived Alternative Employment Opportunitiesmentioning

confidence: 99%

A Conceptual Framework for the Association between Relationship Conflicts and Employees’ Intention to Leave

Weerarathna¹,

Perera²

2018

IBR

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The main objective of this research paper to conceptualize a model to test the association between relationship conflicts and employees' intention to leave with the support of past theories and research findings. This research paper contains the definitions for variables related to relationship conflicts and employees' intention to leave from the organization and also it explains models which explain the interconnections among two variables. The conceptualization of this research includes a logically developed model that leads to identify the relationships between the independent variable and dependent variable. The proposed model suggested that there is an association between relationship conflicts and employees' intention to leave.

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Instrument Development “Intention to Stay Instrument” (ISI)

Cited by 23 publications

References 58 publications

The relationship between job stress and turnover intentions in the pesticide sector of Pakistan: An employee behavior perspective

The relationship between job stress and turnover intentions in the pesticide sector of Pakistan: An employee behavior perspective

Factors Analysis of Employees’ Intention to Stay in Chemical Manufacturing

A Conceptual Framework for the Association between Relationship Conflicts and Employees’ Intention to Leave

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