Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

Ngo, Hang‐Yue; Foley, Sharon; Loi, Raymond

doi:10.1080/09585190500315141

Cited by 158 publications

(88 citation statements)

References 52 publications

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“…Furthermore, Katz and Kahn (1978) stated that role overload might also occur when an individual received two or more expectations from role senders and the individual perceives the role expectations are too great to complete sufficiently or comfortably. Past literature have found that role overload has a positive significant relationship with turnover intention (Idris, 2010;Malik, Sajjad, Hyder Ahmad, Ahmed, & Hussain, 2013;Ngo et al, 2005;Rageb et al, 2013). Ngo et al's (2005) study on 887 professional clergies in Hong Kong found that role overload has a significant positive effect on turnover intention.…”

Section: Relationship Between Role Overload and Turnover Intentionmentioning

confidence: 99%

“…Past literature have found that role overload has a positive significant relationship with turnover intention (Idris, 2010;Malik, Sajjad, Hyder Ahmad, Ahmed, & Hussain, 2013;Ngo et al, 2005;Rageb et al, 2013). Ngo et al's (2005) study on 887 professional clergies in Hong Kong found that role overload has a significant positive effect on turnover intention. These clergies were heavily involved in various work activities in the areas of administration, preaching and teaching.…”

Section: Relationship Between Role Overload and Turnover Intentionmentioning

confidence: 99%

“…Various studies have revealed that employees who experience role stress may have a higher turnover intention (Ali Shah et al, 2010;Daly & Dee, 2006;Netemeyer, Johnston, & Burton, 1990;Ngo, Foley, & Loi, 2005;Panatik et al, 2012;Rageb et al, 2013;Rizzo, House, & Lirtzman, 1970). Role overload, role ambiguity and role conflict are classified as role stress factors, and these role stress factors are prevalent within the education sector (Ali Shah et al, 2010;Conley & Woosley, 2000;Idris, 2011;Sutton, 1984).…”

Section: The Higher Education Industrymentioning

confidence: 99%

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Internal Push Factors and External Pull Factors and Their Relationships with Lecturers’ Turnover Intention

Nair¹,

Mee²,

Cheik³

2016

IJBM

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The globalization of the higher education has resulted in the rise of private universities in Malaysia. As it is the aim of the country to be an international hub for higher education, the role of lecturers has become pivotal in the success of this industry. Literature has indicated that internal push factors such as role stress factors and attraction to various external factors may have a significant effect on employees' turnover intention. This study examines the impact of three internal push factors--role overload, role ambiguity, role conflict--and four external pull factors--job opportunity, compensation, working location, and university image--on lecturers' turnover intention. Data were obtained from 401 lecturers of private universities via self-administered questionnaires and were analyzed using structural equation modeling. The results of this study reveal that internal role overload, role ambiguity, role conflict and external working location have a significant relationship with lecturers' turnover intention respectively. The findings indicate that internal push factors play a much more significant role than external pull factors on lecturers' turnover intention. Implications of the research findings were discussed.

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Section: Relationship Between Role Overload and Turnover Intentionmentioning

confidence: 99%

Section: Relationship Between Role Overload and Turnover Intentionmentioning

confidence: 99%

Section: The Higher Education Industrymentioning

confidence: 99%

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Internal Push Factors and External Pull Factors and Their Relationships with Lecturers’ Turnover Intention

Nair¹,

Mee²,

Cheik³

2016

IJBM

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“…heavy drinking, cigarette use, anger), and work related outcomes (e.g. lower job satisfaction, absenteeism, tardiness and poor work-related role performance) (e.g., Schmidt et al, 1980;Greenhaus and Beutell, 1985;Bedeian et al, 1988;Aryeel, 1993;Aryee and Luk,1996;Frone et al, 1997;Chiu, 1998;Kossek and Ozeki, 1998;Aryee et al,1999;Burke and Greenglass, 1999;Allen et al, 2000;Fu and Shaffer, 2001;Parasurman and Simmers, 2001;Bruck et al, 2002;Ng et al, 2002; ISSN 2162-3058 2015 www.macrothink.org/ijhrs Stoeva et al, 2002;Grandey et al, 2005;Foley et al, 2005;Hang-Yue et al, 2005;Boyar and Mosley, 2007;Anderson et al, 2008;Lu et al, 2008;Hsu et al, 2010;Wang et al, 2010;Rathi and Barath, 2013;Glaveli et al, 2013). In addition, work family conflict is related to greater turnover intention (e.g., Greenhaus et al, 2001), lower perceived career success and satisfaction (e.g., Peluchette, 1993;Martins et al, 2002) and levels of burnout (e.g., .…”

Section: Consequences Of Work Family Conflictmentioning

confidence: 99%

“…Hang-Yue et al, 2005;Spector et al, 2007). For instance, the extended family structure, work place relationship (paternalistic role and emotional nature), large power distance, family culture (patriarchal where men"s "headship" and women"s "submission") and sensitiveness to interpersonal problems and other interpersonal conflicts are peculiar to collectivist cultures (e.g., Mesquita, 2001;Spector et al, 2007;Hofstede et al, 2010), and potentially influence WFC.…”

mentioning

confidence: 99%

The nature of work family conflict: A review and agenda for future research

Kengatharan

2015

ijhrs

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The main purpose of this research was to identify gaps in the existing literature on work family conflict from the past 30 years, and develop a viable research plan for further research. Research papers from peer-reviewed journals were collected from multiple databases including Proquest, Business Source Premier (EBSCOhost), Expanded Academic (Gale), Emerald, ISI Web Science, the Sloan Work and Family Research Network at Boston College, and Google Scholar. Full text papers published in English in the last three decades were included in this study. The collected papers were then classified and analysed using thematic content analysis. Factors influencing work family conflict, their consequences and the relevant constructs were systematically identified and summarised. The gaps in the extant literature from the past 30 years were identified and these were subsumed under a regional gap-theoretical cultural perspective, a measurement gap, cross cultural studies, organisational responsiveness, environmental factors and gender role theory. The present study serves as a springboard for future studies and theory building on the interaction between the work and family domains. This research is original in its nature as it has identified major strands of the extant literature on work family conflict and ipso facto it can guide research scholars towards the unknown terrain of the work family sphere. This research urges policy makers, practitioners and members of organisations to digest this knowledge and it aims to make them aware of the overarching area of work and family in the contemporary world. The major limitation of this study is the Tower of Babel Bias, to wit, research studies not published in English were excluded from this study.

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