Not All Leaving Is Created Equal

Li, Huisi; Yu, Kun; Huang, Youhuang; Jin, Xiaotong

doi:10.1027/1866-5888/a000216

Cited by 12 publications

(3 citation statements)

References 61 publications

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“…These items measured frequency of thoughts over the past year regarding: (a) leaving one’s current position to become a pastor elsewhere, (b) leaving pastoral ministry in a congregation to enter another type of ministry position, and (c) leaving pastoral ministry to enter a secular occupation. These items were developed for the U.S. Congregational Life Study (USCLS) but resemble those used in previous research on turnover intentions (Krausz et al 1995; Li et al 2019). Ratings were made on a four-point Likert scale (1 = never ; 4 = very often ).…”

Section: Methodsmentioning

confidence: 99%

Burnout Among Pastors in Relation to Congregation Member and Church Organizational Outcomes

Fulmer

Sinclair

2023

Review of Religious Research

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Burnout among pastors poses a threat to local church health and ministry vitality. This study examined how pastor job burnout relates to measures of church organizational health. Specifically, the current study examined the relationships between pastor job burnout and (a) intrinsic and extrinsic religiousness of worship service attenders and (b) church organizational health: financial stability and pastor turnover intentions. These relationships were studied using data from the U.S. Congregational Life Survey (USCLS) collected during 2008 to 2009. Participants were sampled across Catholic and Protestant Christian denominations, and a small proportion of participants represented other religious traditions. Analyses indicated that pastor burnout was negatively related to two measures of attenders’ extrinsic religiousness: sense of belonging and participation, but not intrinsic religiousness. Churches with higher average pastor burnout had lower ratings of financial stability. Pastor burnout was positively related to pastor turnover intentions. Social support from the congregation weakened the relationship between pastor job burnout and turnover intentions. The current study can be used to inform church leaders, members, and denominational boards. These findings demonstrate that efforts to prevent and reduce pastor burnout would benefit the entire church organization.

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Section: Methodsmentioning

confidence: 99%

Burnout Among Pastors in Relation to Congregation Member and Church Organizational Outcomes

Fulmer

Sinclair

2023

Review of Religious Research

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“…However, one critical issue that continues to affect the industry's performance is job turnover rates. High job turnover rates can have a significant impact on organizational performance, resulting in increased costs, loss of knowledge, and decreased productivity (Huang & Huang, as cited in Li, Yu, Huang, and Jin (2019)). The causes of job turnover rates in the Nigerian banking industry are attributed to poor management practices, lack of career growth opportunities, and low pay (Ogbechie & Harris, 2014).…”

Section: Introductionmentioning

confidence: 99%

Job turnover rates and the Nigerian banking industry: Benefits, causes, challenges, and policy recommendations

Ejimofor,

Ogundare

2023

AJSSMS

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The study focuses on the essential causes of high job turnover rates in order to improve employee retention, reduce costs, and improve organizational performance. The study focused on two selected Banks in Asaba, Delta State: First Bank of Nigeria Plc and Access Bank branches at Nnebisi Road, Asaba, Delta State. A cross-sectional survey design was adopted in the study. The total population is 100, which consists of the employees of First Bank Nigeria Plc and Access Bank. The probability sampling methodology employed was a stratified random procedure. The findings of the study revealed that poor management practices, low pay, and the working environment have a significant effect on the performance of the banking sector. The findings emphasized the significance of initiatives like opportunities for growth and development, competitive pay and benefits, fostering a happy work environment, and lowering employee turnover rates. The study concludes that the relationship between job turnover rates and performance is complex and may be prejudiced by a diversity of factors, including individual differences, organizational culture, and external factors such as economic conditions and industry trends. The study recommends that banks create a positive work environment that fosters a sense of community, respect, and open communication. This can include initiatives such as employee recognition programs, open-door policies, and regular team-building activities.

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“…Researchers have often focused on individuals’ intentions towards the organization in which they are employed (Flinkman et al, 2010). In comparison, individuals’ intention to stay in or leave their professions or occupations is less studied (Kossek & Lee, 2017; Li et al, 2019). Occupational-level intentions become especially important in contexts like the healthcare sector, with specific occupational and contextual demands (e.g., on-call and shift work structure and life-and-death situations) that can uniquely influence work-life interface experiences.…”

Section: Introductionmentioning

confidence: 99%

Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession: Evidence From Midwives in Canada

et al. 2022

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This paper investigates how positive and negative work-personal life interface constructs are differentially associated with intentions to stay in or leave the profession. The findings help map work-personal life interface constructs on the typology of determinants of intention to stay and intention to leave (disengagers, retainers, criticals, and neutrals). The ordered logistic regression (ologit) modelling of cross-sectional data from a representative sample ( n = 601) of midwives in Canada shows that work interference with personal life is a disengager, which has a stronger association with intention to leave than with intention to stay in the profession. Among the work-personal life interface constructs, work enhancement of personal life seems to be the most critical determinant, showing the most substantive association with both intention to stay and intention to leave. This finding suggests that interventions to increase midwives’ intention to stay and decrease their intention to leave should focus on amplifying the enhancing effects of working on midwives’ personal lives. Interventions that aim to reduce work interference with personal life might be more effective in decreasing intention to leave the profession than increasing intention to stay.

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Not All Leaving Is Created Equal

Cited by 12 publications

References 61 publications

Burnout Among Pastors in Relation to Congregation Member and Church Organizational Outcomes

Burnout Among Pastors in Relation to Congregation Member and Church Organizational Outcomes

Job turnover rates and the Nigerian banking industry: Benefits, causes, challenges, and policy recommendations

Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession: Evidence From Midwives in Canada

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