Organisations of today demand efficiency, rationality and personal sacrifice to achieve company goals and profit margins. The integral part that leader relations play in organisations is becoming more evident in the current economic climate. It is therefore vital that organisations focus on good relations in order to achieve engagement, resulting in lower levels of turnover intention. Organisations can be viewed as positive when leaders focus on the importance of people to enhance performance and employee wellness. The general objective of this study was to determine the relationship between leader member-exchange, role clarity, psychological empowerment, engagement and turnover intention. A specific financial institution within the Gauteng province was selected and regional managers, branch managers and consultants participated in the research. A cross-sectional survey design was used to collect data. The Leader-Member Exchange questionnaire, Role Conflict and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Engagement Questionnaire and Intention to- leave Scale were administered. Statistical analysis was carried out by means of SPSS and AMOS. Factor analysis indicated a one factor structure for LMX7, MRCAQ, WEQ, TIS and a four factors structure for MEQ. The scales all showed acceptable reliabilities. The results showed that LMX, role clarity, psychological empowerment, work engagement, and turnover intention were related. Role clarity mediated the relationship between LMX and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011

With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The participants (N=l 84) included process controllers, senior process controllers, group leaders/foremen, section leaders and area leaders of various business units of the petro-chemical company. A quantitative study was conducted using a cross-sectional survey design. Self-administered questionnaires were used which included the Job Insecurity Questionnaire (JIQ), The Turnover Scale, Social Support and the Job Satisfaction Scale. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOY A and structural equation modelling. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOVA and structural equation modelling. Results indicated there was no correlation between job insecurity and tenure, nor between qualifications and job insecurity. It was concluded that lower job satisfaction resulted in higher job insecurity and that higher job satisfaction resulted in lower levels of intentions to leave. There was a positive correlation between social support and job satisfaction. With these results and the model developed it would be possible for the company to adjust their retention strategy to achieve optimal results. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

Organisations of today demand efficiency, rationality and personal sacrifice to achieve company goals and profit margins. The integral part that leader relations play in organisations is becoming more evident in the current economic climate. It is therefore vital that organisations focus on good relations in order to achieve engagement, resulting in lower levels of turnover intention. Organisations can be viewed as positive when leaders focus on the importance of people to enhance performance and employee wellness. The general objective of this study was to determine the relationship between leader member-exchange, role clarity, psychological empowerment, engagement and turnover intention. A specific financial institution within the Gauteng province was selected and regional managers, branch managers and consultants participated in the research. A cross-sectional survey design was used to collect data. The Leader-Member Exchange questionnaire, Role Conflict and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Engagement Questionnaire and Intention to- leave Scale were administered. Statistical analysis was carried out by means of SPSS and AMOS. Factor analysis indicated a one factor structure for LMX7, MRCAQ, WEQ, TIS and a four factors structure for MEQ. The scales all showed acceptable reliabilities. The results showed that LMX, role clarity, psychological empowerment, work engagement, and turnover intention were related. Role clarity mediated the relationship between LMX and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011

Contemporary South African higher education institutions have undergone many drastic changes in recent years with regard to the demographic composition of students and organisational structures. Huge demands in terms of transformation have been placed on these institutions while they have simultaneously been transforming from former Technikons to Universities of Technology. This causes staff to be faced with major changes which affect all aspects of the institution. The objective of this research was to investigate whether role overload, job satisfaction and locus of control could be used to predict turnover intention of employees in a higher education institution. Further objectives included empirically determining whether locus of control had a mediating effect between role overload, job satisfaction and turnover intention. A cross-sectional survey design was used and an availability sample was taken from a South African higher education institution («=210). Five measuring instruments were administered as part of a larger questionnaire. Descriptive statistics were used to analyse the data and a series of regressions was used to test for the hypothesised mediating effect. The reliability coefficients obtained for the scales indicated that the Cronbach Alpha coefficients for qualitative role overload, job satisfaction and turnover intention were acceptable; however, those for quantitative role overload and locus of control were below the recommended cut-off mark. The results showed that there was a strong relationship between the dimensions of overload, indicating that the feeling of having too much to do in the time available is accompanied by the feeling that individuals do not have the skills to complete their required tasks. Furthermore, it was found that if employees feel that they have too much to do and that they do not possess the skills to complete tasks, they will be dissatisfied with their jobs. Both quantitative and qualitative role overload contributed to the participant's thoughts of leaving the institution and it was concluded that a satisfied employee is less likely to think of leaving the organisation. Locus of control had minimal relationships with quantitative and qualitative role overload, as well as with turnover intention. Locus of control was, however, found to be related to job satisfaction. Locus of control was found to be a poor predictor of turnover intention and did not mediate the relationship between role overload and job satisfaction on the one hand, and turnover intention on the other. It was concluded that job satisfaction was the strongest predictor of turnover intention. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

The public image of nurses has been of great concern to the nursing profession. This image views nursing as a female occupation with nurses having little power over their practice. Researchers claim that the stereotypical public image of nursing could constrain nursing practice. For instance, nursing skills may be under- utilised and the health care environment may not adequately reward nurses for their performance. There has also been a concern that the constraints arising from the stereotypical public image of nursing may adversely affect nurses’ work behaviour. Based on the Person-Environment-Occupation Model of Occupational Performance, the thesis examined how the public image of nurses could impact on nursing practice. The thesis also explored the person-environment (mis)fit in nursing, which is characterised as (in)congruence between nurses’ professional orientation (i.e., nurses’ self-image, role expectations and work values) and their actual practice (i.e., nurses’ perception of the image of nurses held by the public, and nurses’ perceptions of their actual roles and the rewards available to them in practice). In addition, the thesis investigated the factors that could moderate nurses’ perception of the person-environment fit, and how this fit could impact on their job performance and turnover intention. (For complete abstract open document)

Syftet med studien var att för förklara och analysera hur etiskt ledarskap är relaterat till anställdas intentioner att lämna en organisation i en lågavlönad servicesektor, samt hur samhörighet som en tredje, situationsanpassad variabel betingar den relationen.   För studien användes en positivistisk forskningsfilosofi och en deduktiv ansats. En kvantitativ metod valdes där datainsamlingen skedde via en internetbaserad enkätundersökning riktad till medarbetare på ett marktjänsteföretag på en tysk flygplats som fullständigt besvarades av 75 respondenter.  Resultatet av studien indikerar att etiskt ledarskap har en negativ korrelation med anställdas intentioner att lämna däremot betingar inte samhörighet den relationen utan samhörighet visade sig istället ha en direkt negativ korrelation med anställdas intentioner att lämna. / The purpose of this study was to explain and analyze how ethical leadership is related to employee’s turnover intention in a low-income service industry, as well as how connectedness, as a contingency moderate this relation.   This study used a positivistic research philosophy and a deductive approach where the data was collected using an internet-based survey delivered to a ground handling organization operating at a German airport. The result indicated that ethical leadership has a negative correlation with turnover intention, however, connectedness seemed to have no moderating affect but a direct negative correlation with turnover intention itself.

One of the major challenges facing South African IT organisations today is the dramatic shortage of IT professionals. Both literature and business sentiment have indicated that employee turnover within the IT sector is on a continually rising trend. The ramifications of these high turnover rates translate into exorbitant direct and indirect costs to organisations. The purpose of this research was to identify the factors pertaining to the underlying structure of the turnover intention of these employees. A deeper understanding of these drivers may possibly enable management to reduce the turnover intention of employees within their organisations. A quantitative, multi-disciplinary research approach, focussing on the antecedents of turnover intention and the three systemic levels of organisational behaviour (micro, meso and macro) was used to operationalise the main research construct of this study. Data was collected by means of an anonymous self-administered web-based survey. A sample of 188 completed questionnaires was collected using a snowball sampling technique from the population of employees in the IT industry in South Africa. A statistical data reduction method, exploratory factor analysis, was conducted on the dataset to determine the underlying nature of the construct, IT employees’ perceived intention to resign from employment. After an appropriate number of factor analytic rounds, a robust 4-factor model of the data set was established. The results indicated that the factor, Personal Enrichment from Management Support, possibly plays the most significant role in understanding, monitoring, and managing IT employees’ perceived intention to resign from employment. The study provided support that monetary factors had the most significant influence in an employee’s decision to join an organisation; however, nonmonetary benefits, such as job satisfaction and skills development, were found to be more effective in retaining employees. The practical implications uncovered from this study will enable management to gain further insight into understanding the underlying factors and drivers of turnover intention and thereby minimise its impact on the organisation. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.

This study examined information technology professionals' perception of employee organizational commitment (OC) and its relationships to turnover across various industries in Thailand. Perceived job alternatives and thoughts of quitting were included to examine their influence on turnover intention both directly as independent variables and indirectly as mediators. Hypotheses tested were 1) the direct relationship between organizational commitment and turnover intention among IT personnel from various Thai companies, 2) the relationship between thoughts of quitting and turnover intention, 3) the relationship between perceived job alternatives and turnover intention, 4) the indirect relationship between organizational commitment and turnover intention through mediator - thoughts of quitting and 5) the indirect relationship between organizational commitment and turnover intention, as mediated by perceived job alternatives. The survey questionnaire used instruments that were already translated into Thai from previous research (Wongrattanapassorn, 2000). The original items in English were included with each item in the Thai language to provide respondents with additional information on the meaning of constructs. In addition to demographic items, the survey questionnaire contained four measures, one for each of the four variables: organization commitment (Allen & Meyer, 1990), thoughts of quitting (Peters, Jakofsky & Salter, 1981), perceived job alternatives (Peters, et al., 1981), and turnover intention (Hom, Griffeth & Sellaro, 1984). An accompanying letter with the hyperlink to the questionnaire page was sent via e-mail to 300 IT professionals who were randomly selected from the subscribers of Computerworld Thailand magazine and also those who attended IT seminars organized by Computerworld Thailand. Two hundred and eight responses returned, providing an acceptable response rate of 69.3 percent. Correlation and regression were used to test hypotheses. Results revealed that there was no direct relationship between overall organizational commitment and turnover intention. However, there was a negative direct relationship between continuance commitment and turnover intention. There was also no correlation between thoughts of quitting and turnover intention. There was a positive relationship between perceived job alternatives and turnover intention. For the mediating effect between organizational commitment and turnover intention, the results revealed that thoughts of quitting did not mediate the relationship as well as perceived job alternatives.

Bakgrund: Brist på vårdpersonal är ett globalt problem. Vårdpersonalens intention att lämna sin anställning påverkar både patienter och samhället negativt och en av faktorerna som påverkar detta är arbetsrelaterad stress. Syfte: Syftet var att kartlägga faktorerna vårdpersonals arbetsrelaterade stress och intention att lämna sin anställning samt sambandet dem emellan.  Metod: Tio artiklar med en kvantitativ metod inkluderades i studien. Samtliga artiklar genomgick kvalitetsgranskning, analys och har sammanställts. I sökningarna användes databaserna Pubmed, Cinahl, APA PsycInfo och Scopus.  Resultat: Samtliga artiklar visade att vårdpersonal upplevde arbetsrelaterad stress och att det fanns vårdpersonal med intention att lämna anställning. De visade även ett signifikant positivt samband mellan dessa faktorer.  Konklusion: Resultatet i denna litteraturstudie belyser ett globalt problem och kan användas för att öka medvetenheten om detta. För att hitta en lösning behövs systematiska interventioner i organisationen och området behöver vidare forskning för att validera denna kunskap och tydliggöra problemets natur. Arbetet med detta kan få betydelse för både vårdtagare och vårdgivare. / Background: Nurse shortage is a global problem. Nurse’s turnover intention has a negative effect on both patients and society and one of the factors affecting this is occupational stress. Aim: The aim was to map nurse’s occupational stress and turnover intention and the correlation between these factors. Methods: Ten articles using a quantitative method were included in the study. All of the articles have gone through a quality review, analysis and compilation. The article searches were conducted using the databases Pubmed, Cinahl, APA PsycInfo and Scopus.  Results: All of the ten articles showed that nurse’s experienced occupational stress and that there were nurse’s with turnover intention. They also indicated a significant positive correlation between these factors.  Conclusion: The results of the literature review illuminates a global problem and can be used to increase awareness about it. To find a solution, systematic interventions are needed in the organization and the subject needs further research to validate this knowledge and clarify the nature of the problem. This work can have significance for both caretakers and caregivers.