Job search modes and turnover

Mano‐Negrin, Rita; Tzafrir, Shay S.

doi:10.1108/13620430410550727

Cited by 46 publications

(39 citation statements)

References 61 publications

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“…This notion is supported by Mano-Negrin and Tzafrir (2004), in that the turnover intention of hospital personnel is not preceded by a job search and does not significantly impact on turnover behaviour. Empirical evidence on the extent that outside opportunities contribute to voluntary turnover is lacking.…”

Section: Figurementioning

confidence: 76%

Turnover of nursing employees in a Gauteng hospital group

Greyling

Stanz

2010

SA j ind psychol

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Orientation: The South African nursing profession is in a crisis as professional nurses leave the country in search of lucrative work overseas.Research purpose: The purpose of this study was to investigate individual determinants of voluntary turnover to identify a risk-group profile.Motivation for the study: Nursing employers should have a clearer understanding of the dynamics around nurses’ turnover behaviour and embark on strategies to retain their talent.Research design, approach and method: A survey measuring voluntary turnover was conducted among 262 professional and assistant nurses in three selected hospitals in Gauteng province using the McCarthy, Tyrrell and Cronin (2002) instrument. Pearson’s chi square with Yates’s continuity correction tested the relationship among the variables presented in a contingency table, in other words the risk group and each of the individual determinants.Main findings: Discontent with salaries was the major determinant of the nurses’ resignation. Organisational causes were nursing practices, the work environment, physical-emotional costs and employment opportunities after resignation.Practical/managerial implications: Hospital management could indeed establish a good rapport with nursing staff while facilitating respectful and ethical conduct by doctors towards nursing staff. Putting into place effective labour practices and business strategies could improve job satisfaction in the workplace.Contribution/value-add: This study contributed to a greater understanding of the personal and organisational determinants of the turnover of nurses in South African hospitals.How to cite this article: Stanz, K., & Greyling, J. (2010). Turnover of nursing employees in a Gauteng hospital group. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #850, 11 pages. DOI: 10.4102/sajip.v36i1.850

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Section: Figurementioning

confidence: 76%

Turnover of nursing employees in a Gauteng hospital group

Greyling

Stanz

2010

SA j ind psychol

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“…The emphasis may be interpreted as deterministic since external influences are seen to determine actions (Morrell et al 2004a). The topics discussed include job search (Fahr and Schneider 2004;Mano-Negrin and Tzafrir 2004), labour market flexibility, job mobility and wage mobility (Royalty 1998;Davia 2005), unemployment level (Trevor 2001) and person -job matching (Jovanovic 1979).…”

Section: Turnover Modelsmentioning

confidence: 99%

Using job embeddedness factors to explain voluntary turnover in four European countries

Tanova

Holtom

2008

The International Journal of Human Resource Management

186

139

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The aging of the European workforce coupled with existing deficits of skilled workers in vital sectors (e.g., information and communication technology) make the attraction and retention of skilled workers a critical strategic human resource management issue. The large-scale, multi-country study reported in this article investigates the causes of voluntary turnover. The study is based on a large European dataset that contains information about a wide variety of variables that have been shown to influence voluntary turnover. The results indicate that the traditional turnover model, where ease of movement and desirability of movement are regarded as important predictors of turnover, receives support. Importantly, the study also shows that a new theory of employee retention -job embeddedness -explains a significant amount of variance above and beyond the role of demographic and traditional variables. In sum, the evidence suggests that the turnover decision is not only about the individual's attitudes towards work or about the actual opportunities in the labour market, but also job embeddedness.

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“…In other words, if job satisfaction were sufficiently low, the employee would develop a behavioral intention to quit the job (Appelbaum et al, 2003;Freund, 2005;Yieth Chen et al, 2004). The intention may lead to job search activities (Mano-Negrin and Tzafrir, 2004), which if successful, would lead to turnover (Spector, 1997).…”

Section: Quality Of Work and Lifementioning

confidence: 99%

Predicting absenteeism and turnover intentions by past absenteeism and work attitudes

Cohen

Golan

2007

Career Development International

130

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Purpose -The purpose of this paper is to examine the impact of prior absenteeism, demographic variables, and work attitudes (job satisfaction, perceptions of health, and work commitments forms) on absenteeism and turnover intentions. Design/methodology/approach -This study is a longitudinal survey. The questionnaire used established scales of the research instruments. The sample was composed of 119 female employees working in five long term nursing facilities in northern Israel. Findings -The findings showed a strong effect of prior absenteeism on later absenteeism. They also showed that among work attitudes, job satisfaction is a strong predictor of absenteeism, while commitment forms, particularly organizational commitment, are related to turnover intentions. Research limitations/implications -Using a survey questionnaire for collecting most of the data might cause common method error. Practical implications -The findings of this study shed some more light on important work outcomes in general and in the health care industry in particular. Increasing job satisfaction and organizational commitment seem to be good strategies for reducing absenteeism and turnover intentions, as the findings here suggested. A higher rate of absenteeism provides an early indication of a withdrawal process among employees, and the organization should treat such information as more than just data on absence rates. Originality/value -Very few papers have used a longitudinal design examining the effect of both prior absenteeism and work attitudes on turnover intentions and actual absenteeism.

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Job search modes and turnover

Cited by 46 publications

References 61 publications

Turnover of nursing employees in a Gauteng hospital group

Turnover of nursing employees in a Gauteng hospital group

Using job embeddedness factors to explain voluntary turnover in four European countries

Predicting absenteeism and turnover intentions by past absenteeism and work attitudes

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