Leadership's Impact in Turnover and Career Abandonment Intention: The Azorean Hospital Nurses Case

Furtado, Luís Carlos do Rego; Batista, Maria da Graça; Silva, Francisco J. F.

doi:10.1080/00185868.2011.596797

Cited by 6 publications

(4 citation statements)

References 12 publications

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“…Forest and Kleiner suggested transformational leadership and explained that this leadership style is expected to enable nurses and improve their intention to stay. Several studies (Furtado, Batista, & Silva, 2011;Forest & Kleiner, 2011) indicated that leadership style is a positive predictor of intent to stay. Samuel and Chipunza (2013) noted that acquiring skilled employees motivates managers to increase employee retention and ensure employees do not leave the organization.…”

Section: Role Of Leadership In Employee Intention To Staymentioning

confidence: 99%

Employee Intention to Stay: An Environment Based on Trust and Motivation

Shahid

2018

jmr

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An organization effort to recognize the reasons for employee retention can serve to keep turnover down. No matter what industry it is essential to comprehend what the employees think and sense about the organization and the working culture. A supportive and positive work environment instilled by motivation and trust strengthens the connection between an organization and employee. When organizational leaders naturally respect employees as more than mere work resources, employees reach a high level of performance and will continue with the organization longer. The primary objective of this study was to recognize and promote the factors of trust and motivation influencing a positive working environment and employees intentions to stay with the organization. The study aims to determine elements of employee intent to stay and contribute to the growing body of literature on the significance of trust, motivation and positive working environment.

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Section: Role Of Leadership In Employee Intention To Staymentioning

confidence: 99%

Employee Intention to Stay: An Environment Based on Trust and Motivation

Shahid

2018

jmr

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“…Earlier studies found relatively low levels of ITL-unit (Furtado et al, 2011;Galletta et al, 2012). However, the present study found that almost half of the study participants indicated their ITL-unit.…”

Section: Discussionmentioning

confidence: 88%

“…Nonetheless, studies on the intention to leave country and unit were scarce. Nurses working in the Eastern Caribbean (Lansiquot, Tullai-McGuinness & Madigan, 2012), Czech and Slovak (Gurková et al, 2013) have reported their intention of leaving the country and a few studies also found that nurses have the intention of leaving their units although the intention levels were relatively low (Furtado, Batista & Silva, 2011;Galletta, Portoghese, Battistelli & Leiter, 2013).…”

Section: Introductionmentioning

confidence: 99%

Leaving intention and exit destinations among the Malaysian private hospital nurses

Tang¹

2016

IeJSME

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Background: Many nurses are leaving for various destinations and leaving intention was found to be the immediate precursor for actual turnover, but studies examining the different forms of leaving intention (unit, hospital, country, and profession) and exit destinations are scarce.Objectives: To determine the different forms of nurses' leaving intention (i.e., leaving the unit, hospital, country, and profession), exit destinations and associations of demographic variables on the different forms of leaving intention and exit destinations. Methods:The study design was a cross-sectional survey. Private hospital nurses in the Peninsular Malaysia were the study population and a total of 942 (73% response rate) nurses participated in the study. A self-reported questionnaire was used for data collection. Results:The results revealed that intention of leaving the organisation (M = 2.81, SD = 1.33) was the highest and followed by intention of leaving the unit (M = 2.54, SD = 1.31). In terms of exit destinations, advancing nursing qualification (M = 2.95, SD = 1.31) and practising nursing in another country (M = 2.55, SD = 1.31) were the most preferred exit destinations among the nurses. Conclusions:Nursing managers play a significant role in retaining nurses within the units and organisations. The findings on nurses' exit destinations are crucial because they serve as the direction for nurses' retention strategies which include professional development opportunities through training, education and staff mobility.

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“…Yet thirty years later, in 2013, Heavey, Holwerda, and Hausknecht conducted a meta-analytic review on the subject of employee turnover causes and consequences, concluded that this argument was largely unheeded. Most of their studies that they reviewed and also current turnover literatures, the turnover rates theoretically included all form of leavers including high, marginal, and poor performers (Furtado, Batista, & Silva, 2011;Maertz & Kmitta, 2012;Hancock, Allen, Bosco, McDaniel, & Pierce, 2011;Waldman, Carter, & Hom, 2015;Babalola, Stouten, & Euwema, 2016). There was not much attention given to a specific group of employees.…”

Section: Resultsmentioning

confidence: 99%

The Relationship between Servant Leadership, Organizational Citizenship Behaviour, and Dysfunctional Turnover

Wong¹,

Ramalu²,

Chuah³

2019

IBR

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The purpose of this conceptual paper is to provide a framework to enhance the understanding of factors that influence the turnover rate among high performers in an organization. The focus of this proposed conceptual framework is the study of the relationship between leadership style, organizational citizenship behaviour, and dysfunctional turnover. Based on literature reviews, evidences reveal a negative relationship between servant leadership and dysfunctional turnover which is mediated by the variable of organizational citizenship behaviour. From a practical standpoint, this paper provides additional knowledge in the area of dysfunctional turnover which can assist the relevant stakeholders in an organization to reduce brain drain and enable HR practitioners to have a better understanding on how to reduce turnover rate among high performers; whilst at the same time, contributing to the existing number of valuable researches that provide the much-needed knowledge in understanding the turnover phenomenon. Hence, there is a need to conduct an empirical based study to validate the proposed conceptual framework and to ascertain the relationship among the various variables in this framework.

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Leadership's Impact in Turnover and Career Abandonment Intention: The Azorean Hospital Nurses Case

Cited by 6 publications

References 12 publications

Employee Intention to Stay: An Environment Based on Trust and Motivation

Employee Intention to Stay: An Environment Based on Trust and Motivation

Leaving intention and exit destinations among the Malaysian private hospital nurses

The Relationship between Servant Leadership, Organizational Citizenship Behaviour, and Dysfunctional Turnover

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