High employee turnover rates are problematic in the retail banking industry because turnover increases the risk of costly regulatory compliance mistakes. The factors that predict turnover in this industry are not well understood, however. The purpose of this correlational study was to examine the relationship between the independent variables of job satisfaction, burnout, time on the job, generational identity, and the dependent variable of turnover intention for retail banking employees in the United States. Mannheim's theory of generations was the framework for this study. A random sample of 100 individuals from the banking industry responded to an online survey that combined elements of a job satisfaction survey by Babin and Boles, a turnover intention survey by Boshoff and Allen, and the Maslach Burnout Inventory. Results of the multiple linear regression analysis suggested statistically significant (p < .001) relationships between burnout and turnover intention �� = 0.297) and between job satisfaction and turnover intention (� = 0.683). These findings are congruent with research that shows that satisfied employees report less burnout and are more likely to remain in their job. Positive social change may occur because reduced employee turnover allows banks to serve businesses and consumers in local communities better and to accomplish their financial goals and objectives, thus potentially leading to improvements in community stability. Reduced employee turnover in turn increases the likelihood of positive contributions to economic activity, as well increased employment and improvements in the overall employment experience for retail banking employees through increased job satisfaction.

Withdrawal behaviors such as absenteeism, tardiness, turnover intention, and employee disengagement adversely affect organizations, costing billions of dollars annually. However, there is limited research on the best practices for minimizing the effects of employee withdrawal. The purpose of this qualitative case study was to explore best practices leaders need to mitigate the effects of withdrawal behaviors on organizations. The social learning theory (SLT) served as the conceptual framework for this study. Ten participants were interviewed, including 4 healthcare leaders and 6 health service workers from a correctional facility nursing department in the Southeastern United States. Scholars have indicated that correctional healthcare personnel exhibit high levels of employee withdrawal including absenteeism and turnover. Data from semistructured interviews were analyzed and compared with training and disciplinary policy statements for methodological triangulation. Several themes emerged including a need for leadership engagement, staff accountability, and an organizational culture that discourages withdrawal behaviors. The findings may contribute to the body of knowledge regarding best practices that leaders can utilize to diminish adverse effects withdrawal behaviors have on organizations. Information derived from this study might contribute to social change by decreasing the expense of employee withdrawal behaviors on citizens and reallocate taxpayer resources to appropriations necessary for public inpatient mental health treatment facilities.

Businesses that can retain junior executives as part of a succession plan are likely to outperform companies that struggle to fill senior executive positions. The purpose of this correlational study was to create a focus for organizations facing competition for candidates to fill critical vacancies as a generation of senior executives retire. The study population consisted of junior executives working in the United States energy industry. This study was grounded in Burns' transformational leadership theory, which holds that leaders can increase the motivation, morale, and performance of followers to enhance their leadership to work toward organizational goals. The study research question examined the relationship between junior executives' perceptions of senior executives' transformational leadership styles, junior executives' job satisfaction, and junior executives' turnover intentions. Data were collected using an online survey (N = 492) and analyzed using correlational analysis. Multiple linear regression results showed a statistically significant negative correlation between junior executives' perceptions of senior executives' transformational leadership styles, junior executives' job satisfaction, and junior executives' turnover intentions. Business leaders might benefit from considering the concepts identified to implement strategies designed to retain skilled and experienced junior executives to maintain continuity and momentum of strategic efforts. Application of the findings of this study may lead to increased stability for employees and reduced turnover costs for businesses resulting in positive social change for individuals, organizations, and communities.

The field of clinical laboratory science is experiencing a critical shortage of qualified professionals. Because health care practitioners depend on the results of laboratory tests to help diagnosis and treat patients, it is important to address the current and future shortage in the laboratory workforce. There is limited research on factors affecting the turnover intentions of clinical laboratory employees. Accordingly, the research questions for this study examined the effect of burnout (BO) and organizational commitment (OC) on the turnover intention of laboratory employees in Florida. A cross-sectional survey design was used to examine the relationship between BO and OC on turnover intentions. Data were collected from licensed clinical laboratory directors, supervisors, technologists, and technicians using the following scales: demographic questionnaire, Maslach Burnout Inventory - General Survey, and Organizational Commitment Questionnaire. Linear regression and ANOVA were used to examine the relationships between these variables. The response rate was 18.4% (N = 184). Among clinical laboratory employees in Florida, the findings revealed significant predictive relationships between BO and turnover intention, OC and turnover intention, age and BO, and work shift and OC among clinical laboratory employees in Florida. Potential implications for positive social change from this study include reducing turnover among laboratory employees by allowing laboratory managers to create strategies that will reduce BO and increase OC, and thus decrease turnover intention.

It is normal for the personnel to quit job in the organization . The turnover of employee can give Organization new energy , but on the other hand they may influence the employee¡¦s working morale and bring negative impact . In this way, how to keep excellent employee in organization is important course to management level and human resources department. Especially When turnover rate is high, it is the duty of human resource department to fine the key point of problem and to solve possible negative influence. This essay want to research the influence within working character and turnover to fine personnel¡¦s working character for organization reference to know the factors of employee turnover on job character. Besides, add to factors of job satisfactions and organizational commitment to research, to understand whether the mediating effective existing increase or decrease effective on turnover intention .

The purpose of this study is to extend the theoretical model of organizational politics in different contextual situations by using cross-level analytical framework. In accordance with the social exchange perspective, this study draws on a reciprocated subjective cognitive state that existed between the employee and workplace (psychological contract breach) as a mediator to connect the relationship between group political climate and turnover intention. Additionally, this research also employed the situational strength perspective by introducing a group characteristic variable (group interaction) to investigate its moderating effect on the relationship between group political climate, psychological contract breach and turnover intention. Data were collected from 56 work groups consisted of 750 work group members who provided the information about group political climate, psychological contract breach, turnover intention, group interaction and demographic variables. Hierarchical linear modeling techniques were applied to test the full model. The results reveal that individual employees¡¦ psychological contract breach partially mediate the relationship between group political climate and turnover intention. Further, group interaction moderates the mediated relationship between group political climate, psychological contract breach, and individual employees¡¦ turnover intention. Lastly, groups with high degree of group interaction could lessen their employees¡¦ turnover intention induced by group political climate.

The purpose of this study is to find the relationship among personality, job satisfaction, and turnover intention of part-time employees in coffee chains, and verifying the mediating effects of job satisfaction on the relationship between personality and turnover intention. It tested hypotheses through questionnaire. By the convenience sampling method, 131 returned questionnaires in total were regarded as valid (80.86% response rate). The findings have been summarized as the following: 1. Employees whose personality was more agreeable, more extraverted or less conscientious tended to have more turnover intention. 2. Employees with higher satisfaction at pay, promotions and supervision were prone to have lower turnover intention. 3. Employees with agreeableness personality had higher satisfaction at the work itself, coworkers and supervision. Employees with extraversion personality had lower satisfaction at promotions, coworkers and supervision. Employees with conscientiousness personality had higher satisfaction at pay and coworkers. 4. The satisfaction at supervision has partly mediating effects between agreeableness and turnover intention. The satisfaction at pay has partly mediating effects between conscientiousness and turnover intention. And the satisfaction at pay and supervision does act as a mediator between extraversion and turnover intention.

Taiwan Island is surrender by ocean; the ninety percent of raw material for economic development depends on sea transportation. Thus, it is important to keep sea line of communication for using without any obstruction. As known, the most serious threat to sea line of communication of Taiwan is from submarine of PRC. However, the KNOX class frigate is the warship which is designed for ASW especially by USN. She is still the major ASW ship for Taiwan navy so far. For this reason, the officers working on the KNOX is the main objective to this case study for relationship between the job satisfaction and turnover intention. Consequently, the recommendation according to the study conclusion was provided. The method was used in this study were theory review, questionnaires, and statistics analysis which covered t-test, one-way ANOVA, Pearson product-moment correlation, and regression analysis. Accordingly, the study results are follows, A. The job satisfaction of officers was moderate and they were also precious to the current job without significant turnover tendency. B. For the demographic aspect, unexpectedly, female officers had higher job satisfaction than male ones. Unmarried officers had higher job satisfaction than married ones. The age between 26 and 30 years old officers had lower job satisfaction than others. C. The most significant influence of key factors on job satisfaction were career expectation, job perspective, fair reorganization, motivated strategy, and military culture. D. The negative relation was resulted from the job satisfaction and turnover intention of the KNOX officers.

The banking industry has been gradually stepped out of the shadow of the financial crisis of year 2008. After the MOU (Memorandum of Understanding) and the ECFA (Economic Cooperation Framework Agreement) were executed, the banking industry of Taiwan will be facing competitions from not only domestic financial holding banks or foreign banks, but also banks from China. Thus, retaining talents has become the first priority to the banking industry. This research sets styles of leadership as the variable for the turnover intention in while further analyzing whether compensation satisfaction has intermediate effect to the aforesaid variable. 300 questionnaires were distributed and among which 224 effective questionnaires were collected for this research. After correlation analysis and regression analysis, the primary study results are: (1)Supervisors with transactional leadership style have positive and significant effect to satisfaction over compensation. (2)Supervisors with transitional leadership style have positive and significant effect to satisfaction over compensation. (3)Satisfaction over compensation has negative and significant effect to the tendency of resignation. (4)For the effect by the transactional leadership style to the tendency of resignation, satisfaction over compensation has complete mediation. (5)For the effect by the transitional leadership style to the tendency of resignation, satisfaction over compensation has intermediate effect.

The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention.