Organizational Culture as a mediator between Employee Dissatisfaction and Turnover Intention

Faeq, Dalia Khalid; Ismael, Zain Noori

doi:10.22161/ijels.75.17

Cited by 6 publications

(2 citation statements)

References 16 publications

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“…However, the literature shows most studies have focused on the affective domain in explaining TI (Muyigwa et al, 2020), pausing a conceptualization gap. As such, this study adopts the multi-facet approach (Faeq, 2022;Kipkebut, 2013) to predict TI in the university context since each facet has different implications for the decision to quit.…”

Section: Introductionmentioning

confidence: 99%

Organisational Commitment and Turnover Intentions: Does Self-Efficacy Matter?

Opolot,

Lagat,

Kipsang

2023

SJOM

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Purpose- This paper examined the relationship between organisational commitment, self-efficacy, and turnover intentions among academic staff in universities in Uganda, a developing nation.Design/Methodology- This research was undertaken via a cross-sectional research design to test the hypotheses using quantitative data collected from 574 academic staff at selected universities in Uganda. Hayes’s PROCESS macro (Version 4.2) was used to carry out a moderation analysis. Findings- The results indicate that interaction between self-efficacy and organisational commitment enhanced turnover intention. Academic staff with high levels of commitment, are less likely to engage in turnover behaviour at high levels of self-efficacy. Practical Implications- Drawing on empirical evidence, university managers seeking to improve staff retention need to adopt strategies that boost self-efficacy in order to instantly support organisational commitment. Adoption of participative work culture, equity, training, teamwork, and inclusiveness is an important signal and source of social information that the university values its employees and their stay.

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Section: Introductionmentioning

confidence: 99%

Organisational Commitment and Turnover Intentions: Does Self-Efficacy Matter?

Opolot,

Lagat,

Kipsang

2023

SJOM

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“…Emergency department (ED) nurses are particularly prone to significant turnover due to the high risk of compassion fatigue and burnout from the job (Boamah et al, 2022). Personal factors, workplace conditions, work overload, possibilities for professional progress, and income discontent can contribute to turnover (Faeq and Ismael, 2022). Dealing with people's lives makes nursing a very stressful profession.…”

Section: Introductionmentioning

confidence: 99%

Contributing Factors and Prevalence of Turnover Intention Among Emergency Department Nurses

RAMZAN

NAZAR

PARVEEN

2023

Biol Clin Sci Res J

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This prospective study was conducted in three hospitals of Multan: Nishtar Hospital, Children Hospital, and Institute of Child Health and Institute of Cardiology from July 2022 to July 2023 to analyze the prevalence of turnover intention and factors contributing to it among emergency nurses working in a government hospital. Three hundred twenty-two nurses were taken as sampling subjects using a simple random sampling technique. Participants were given questionnaires that included details about demographics, work-related factors, and turnover intention. Results show that higher education, long work tenure, working in shifts, and workplace violence were associated with a higher likelihood of leaving among emergency nurses who were female and aged > 19 and 25 years. According to analysis, nearly half of emergency nurses intend to leave their jobs at some point in the future. To avoid staff shortages that would restrict the availability of emergency medical services, targeted interventions are needed.

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How the job characteristics and organizational culture influence employee job satisfaction

Sabrina,

Linda

2024

CGOBR

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The study aims to measure the impact of some variables, i.e, characteristics of work on employee performance, organizational culture on employee performance, quality of interaction between supervisor and subordinates on performance, job satisfaction with employee performance, characteristics of work on job satisfaction, organizational culture on job satisfaction, and quality of interaction between superiors and subordinates on job satisfaction at the Mandailing Natal Transportation Office. In fact, from the perspective of management theory, organizational culture can affect worker job satisfaction directly (Tsang & Nguyen, 2023). The point of view used in this study is the associations’ point of view. In total, 31 civil servants participated in the research, and the Government Employees with Employment Agreements (Pegawai Pemerintah dengan Perjanjian Kerja — P3K) had 42 people who worked for more than five years at the Mandailing Natal Transportation Office. Meanwhile, 73 people took criteria to remove the notes and used samples. In this study, the data collection technique used questionnaire techniques. The data analysis techniques in this study use trajectory analysis, partial least squares (PLS), and hypotheses testing. The results of the first and second hypotheses recognized the characteristics and organizational culture of the Mandailing Natal Transportation Office. Third, the Mandailing Natal Transportation Office recognized the quality of interaction between leader and subordinates in terms of activity and satisfaction.

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Organizational Culture as a mediator between Employee Dissatisfaction and Turnover Intention

Cited by 6 publications

References 16 publications

Organisational Commitment and Turnover Intentions: Does Self-Efficacy Matter?

Organisational Commitment and Turnover Intentions: Does Self-Efficacy Matter?

Contributing Factors and Prevalence of Turnover Intention Among Emergency Department Nurses

How the job characteristics and organizational culture influence employee job satisfaction

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