Organisatoriska, ekonomiska och individuella faktorer har betydelse för huruvida omsorgspersonalen har intentioner till att lämna sin arbetsplats eller faktiskt sluta på arbetsplatsen. Syftet med studien var att finna faktorer som påverkar omsorgspersonal att stanna eller lämna sin arbetsplats, samt hur vårdyrket inom äldreomsorgen kan göras mer attraktivt. Sexton kvinnor inom äldreomsorgen i Mellansverige intervjuades. Systematiska jämförelser mellan dem som hade för avsikt att stanna och dem som hade för avsikt att sluta på sin arbetsplats utfördes, även en eftersökning av faktorer som kunde göra yrket mer attraktivt genomfördes. Faktorer som att utvecklas var avgörande för de som hade för avsikt att lämna och kollegorna samt ett omväxlande arbete var viktigt för de som hade för avsikt att stanna. Medias negativa skildring av äldreomsorgen samt lönen rapporterades påverka vårdyrkets attraktionskraft. Framtida undersökningar bör fokusera på hur media påverkar möjligheten att attrahera ny personal inom vårdyrken.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The primary objective of the study was to gain a deeper understanding of the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey comprising of four sections. Participation in the survey was voluntary, anonymous and confidential. The first section of the survey consisted of gathering of the participants’ biographical and employment information. The subsequent sections provided a measurement of the specific latent variables using valid and reliable measuring instruments, including the the Utrecht Work Engagement Scale (UWES-17) designed by Schaufeli, Salanova, González-Romá and Bakker (2002), the Job Demands- Resources Scale (Jackson & Rothmann, 2005), and Roodt’s (2004) Turnover Intentions Scale (TIS).

This study focused on establishing the impact of job satisfaction (JS) and organisational commitment (OC) on turnover intentions of high school teachers in Fort Beaufort. Quantitative research methodology was used to gather data with the use of the short version of the Minnesota Job Satisfaction Questionnaire; the Organisational Commitment Questionnaire measuring three facets of commitment (affective, continuance, and normative); and Turnover Intention Questionnaire consisting of three items. Validity and reliability of each instrument was presented and explained. Data analysis was facilitated by the use of Statistical Package for Social Sciences (SPSS). The results indicated that teachers’ level of satisfaction was high with many aspects of their job and it was low with some aspects with pay and the amount of work being the lowest. A negative relationship between job satisfaction and turnover was established, and organisational commitment was found to influence turnover intention.

The world, including Sweden, is suffering from a shortage of nurses. The nurse shortage is caused by many factors, including an aging population causing a rise in demand, considerably fewer applicants for high school nursing programs, and a large wave of retirement as the baby boomers are leaving the work force. However, research has found that no single thing is more responsible for the nurse shortage than the inability to keep able nurses in the nurse force as they voluntarily terminate their employment. Research has also found that young nurses and newly graduated nurses are more likely to terminate their employment than nurses who have been working for a long time. One of the explanations for this problem is the special problems nurses face during the transition from student to practicing nurses. This thesis aims to help the health care institutions of Sweden, and the world, by further explaining the problems nurses face in the transition from nursing student to practicing nurse. This is done by examining the expectations nurses have on the profession before they start studying, and before they graduate, and examine how the nurses perceive that their expectations have been confirmed or disconfirmed. Further we examine how the nurses perceive that their confirmed or disconfirmed expectations affect their job satisfaction and in extension, their will to terminate their employment and leave the profession. In order to examine the subject, we conducted a qualitative study. Semistructured interviews were held with eight nurses in order to assess how their expectations had affected their current view on their job and what disappointments and positive surprises would infer. The data we gathered from the interviews were analyzed thematically. The main themes we derived from the data were: Emotions – Driver in Early Expectations, Expectations and Experiences in the Transition Period, Confirmation of Early Expectations, Expectations Role in Job Satisfaction, and Expectations as a Factor in Turnover Intentions. We could conclude that there were certain areas where nurses’ positive expectations were confirmed, e.g. meaningfulness of the job. There were also areas where nurses experienced a reality worse than what they expected, such as stress, work environment, responsibility, feedback, and emotional challenges. From subthemes of these general themes we crafted a conceptual model to illustrate how both early and later expectations affect the job satisfaction, opinions on the profession, and turnover intentions of the nurses.

Employee turnover has been responsible for the failure of many small businesses in the United States. Business leaders do not always understand the reasons employees choose to leave an organization. This correlational study, grounded in Herzberg's 2-factor theory, examined the relationship between intrinsic employee job satisfaction, extrinsic employee job satisfaction, and employee turnover intention among employees in small businesses. Participants included 129 employees of a small business in Western New York. The Minnesota Satisfaction Questionnaire and Turnover Intention Survey were used to collect the data. The multiple regression analysis significantly predicted extrinsic employee turnover intentions, F(3, 103) = 25.687, p = .001, R2 = .428, and while extrinsic motivation was a predictor, intrinsic motivation was not. Recommendations for future research include focus on specific extrinsic and intrinsic categories in additional contexts. Implications for social change include small business owners understanding the motivation behind employee turnover, which may result in reduced costs to the company, keeping experienced employees, reduced errors made by inexperienced new hires, and increased productivity because there is not a learning curve for tenured employees.

Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with the turnover intentions. A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists. Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions. Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions. The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions. In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Research suggests that a positive relationship exists between job satisfaction and organizational commitment and increasing the job satisfaction and commitment of employees impacts positively on their job performance and productivity. In addition to this, research also shows that these attitudes have implications for positive job related behaviours such as reduced turnover and intention to quit. The argument is that with the call centre industries‘ expansion and subsequent rising turnover, the necessity to ensure a high level of satisfaction and commitment amongst call centre agents as to reduce intention to quit and eventual turnover has become of paramount importance. This study therefore investigated the relationship between job satisfaction, organisational commitment and turnover intentions among call centre agents in a call centre in the Western Cape. The sample group consisted of one hundred and seventy two (n=172) call centre agents in a call centre in the Western Cape. A biographical questionnaire, Minnesota Satisfaction Questionnaire (MSQ), Organisational Commitment Questionnaire (OCQ) and Intention to Quit Scale were administered to the respondents. Once the questionnaires were returned the raw data was captured into SPSS and statistically analysed. Pearson Product-Moment Correlation Coefficient was utilised to determine the relationships between job satisfaction, organisational commitment and turnover intentions amongst call centre agents. Furthermore multiple regression analyses was utilised to determine the variance between biographical variables (age, gender, tenure in a call centre and tenure in the organisation as a whole), job satisfaction and organisational commitment amongst call centre agents. The results indicate that there is a significant relationship between job satisfaction and organisational commitment amongst the sample of call centre agents. There was also a significant negative relationship between organisational commitment and intention to quit. In addition, there was a significant negative relationship between job satisfaction and intention to quit. Further findings of the current study point to a significant relationship in job satisfaction based on employees‘ age and tenure in the call centre. However, no significant relationship was found between all the biographical characteristics of gender, age, tenure in the call centre, tenure in the organisation as a whole and organisational commitment. Implications for the management of job satisfaction, organisational commitment and turnover intentions are provided based on the results which were obtained in the current study.

Due to its negative relation with turnover and the associated costs, job stress is a growing concern within the healthcare industry. By surveying 461 employees of a large Midwestern healthcare system, the present study evaluated perceptions of citizenship pressure (perceived pressure to engage in extra-role job duties) and examined its relationship with job stress and turnover intentions. The sample consisted of direct and indirect patient care providers and was predominately White, females who worked full-time. Hierarchical multiple regression analyses indicated that job stress partially mediates the direct relationship between citizenship pressure and turnover intentions. Specifically, healthcare workers experience job stress and desire leaving positions that make them feel that simply fulfilling their formally prescribed job duties is not enough to be seen as a good employee. Drawing from the theoretical model of psychological resilience, the current study also examined whether employees’ level of trait mindfulness (tendency to focus on experiences without judgment) moderates the identified mediation. Findings from a first- and second-stage moderated mediation analysis suggested that trait mindfulness does not buffer the negative outcomes (i.e., job stress, turnover intentions) associated with citizenship pressure within the healthcare industry. Despite the non-significant results related to mindfulness, significant negative relationships were found between trait mindfulness and each key construct (i.e., citizenship pressure, job stress, turnover intentions). Such findings demonstrate the potential relevance of trait mindfulness in promoting employee resilience within the workplace. Results also contribute to the citizenship pressure literature and highlight the need for additional research, especially within the healthcare industry.

Thesis (M.Com.(Human Resource Management)) -- University of Limpopo, 2016 / The purpose of this study is to explain the relationship between organisational commitment, job satisfaction and turnover intention of employees. A survey research design was employed to test hypotheses about the relationship between job satisfaction, organisational commitment and turnover intentions. Data was collected using three different structured questionnaires. Questionnaires comprised of the Minnesota Satisfaction Questionnaire, the Organisational Commitment Questionnaire and the Intention to Stay Questionnaire. The respondents comprised of employees from five offices of the Department of Rural Development and Land Reform in the Limpopo Province. The findings revealed a positive relationship between organisational commitment and job satisfaction. There is a negative relationship between organisational commitment and turnover intention. Tables and figures were used to present the results of the study. Turnover intention has been seen as a huge problem at different organisations or institutions and has negative influence on organisational performance and this organisation was not different given the findings. Key concepts Organisational commitment, job satisfaction, turnover intention.

This study investigates the effects of challenge and hindrance stressors and exhaustion on frontline hotel employees'turnover intentions and whether hope, as a personal resource, can moderate the deleterious effects of these antecedents on turnover intentions. Data were collected from a sample of 183 full-time frontline employees working in 5-star and 4-star hotels in Northern Cyprus. To ensure the temporal separation of measures, data pertaining to the independent and dependent variables were measured via two questionnaires administered with a time lag of two weeks. Results of the study reveal that hindrance stressors and exhaustion heighten frontline employees' turnover intentions and that hope is a potential antidote to the deleterious impacts of these antecedents on turnover intentions. Thus, managers should consider the candidates' hope levels during employee selection and hiring. Candidates high in hope should he given priority in hiring since such employees can better cope with stress and exhaustion. Management should also consider devising proactive strategies to keep employees high in hope in the organization since such employees can help create a positive work environment, may serve as role models to their colleagues and generate a demonstration effect among current employees with lower levels of hope.