The relationship of Turnover intention with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment
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In this paper, the authors conducted a survey and took a sample of 200 employees and found that job satisfaction, job performance and leader membership exchange had a direct negative influence on the turnover intention.Abstract:
Turnover is a painful issue in the organizations, in the world of tough competition the organizations try to minimize their turnover ratio and save their cost, turnover cost consists of hiring, recruiting and selecting the employees. The purpose of current study to is to know the effect of some of the factors which affect the turnover intention of employees. We find the impact of organizational commitment, emotional intelligence, leader membership exchange, job performance and job satisfaction on turnover intention. We conducted a survey and took a sample of 200 employees. We used questionnaire method to collect information from the respondents. By using linear regression analysis method we found that Job satisfaction, job performance and leader membership exchange has a direct negative influence on the turnover intention. The results provide understanding that how these variables affect the turnover inten tion and how to reduce turnover rate.read more
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Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates
TL;DR: In this paper, the authors examined and compared the differential impacts of job satisfaction (JS), trust (T), and perceived organizational performance (POP) on turnover intention (TI) in public and private sector organizations.
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Turnover Intention Influencing Factors of Employees: An Empirical Work Review
TL;DR: In this paper, a conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers and reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.
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The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam
TL;DR: In this article, the authors investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout as well as the moderating effect of perceived organizational support.
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Leader-Member Exchange, Work Engagement, and Psychological Withdrawal Behavior: The Mediating Role of Psychological Empowerment.
TL;DR: Analysis of data from 454 employees working in the Research and Development departments of the information technology and pharmaceutical sectors operating in India suggests that employees who have a high-quality relationship with their leader have high psychological empowerment, they are highly engaged at work, and their psychological withdrawal behavior is also low.
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Teacher’s turnover intentions: Examining the impact of motivation and organizational commitment
TL;DR: In this paper, the authors explored the path of motivation leading to organizational commitment resulting in reduced turnover intentions (TIs) and found that a significant negative effect of affective, normative and continuance commitment is found on TIs.
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TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
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A three-component conceptualization of organizational commitment
John P. Meyer,Natalie J. Allen +1 more
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John E. Mathieu,Dennis M. Zajac +1 more
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A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process
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