企業購併後員工工作報酬、工作滿意、組織承諾與離職意願之關聯性研究 : 以金融控股公司為例

Introduction. In Korea, 25.7% of all teachers at daycare centers resigned in 2018. Turnover of childcare teachers leads to decreased quality of childcare services, so this issue merits academic interest and government measures. The purpose of this study was to examine the conditional direct and indirect effects of gratitude in relation to job stress, job satisfaction, and turnover intention of childcare teachers so that countermeasures can be prepared to reduce turnover intention. Study participants and methods. The participants of the survey were childcare teachers working in daycare centers in Korea, and regarding age, the majority were in their 40s (49.1%), followed in order by those in their 30s or younger (38.6%) and those in their 50s or older (12.3%). In terms of the marital statuses of the participants, 78.6% were married, while in terms of education, college graduates accounted for the largest group at 61.8%. The data were analyzed using SPSS Win. 25 and the PROCESS macro 3.5. The following statistical techniques were applied: descriptive statistical analysis, reliability analysis, mean comparison analysis, and moderated mediation effect analysis. The bootstrap method was used to analyze the moderated mediation effects, and bootstrapping was assigned as 5,000 samples and a 95% confidence interval, and the independent variables, mediating variables, and moderating variables were averaged. Results. First, Pearson's correlation analysis indicated that there was a significant correlation between job stress, job satisfaction, gratitude, and turnover intention. Turnover intention and job satisfaction showed the highest negative correlation coefficient (r=-.528, p<.01). Second, job satisfaction mediated the link between job stress and turnover intention. Third, the conditional effect of gratitude on the link between job stress and turnover intention was significant when gratitude was low and average, and the effect of job stress decreased when gratitude increased. Fourth, the conditional effect of gratitude on the link between job satisfaction and turnover was significant when gratitude was low, average, and high, and the effect of job satisfaction decreased when gratitude increased. Fifth, the conditional indirect effect of job stress → job satisfaction → turnover intention was significant when gratitude was low (M-1SD), average (M), and high (M+1SD). Altogether, the results verified the moderated mediation effect of gratitude. Practical significance. This study examined the mediating effect of job satisfaction and the moderating effect of gratitude in the relationship between job stress and turnover intention. This study provides basic data that can be used for program development as well as the creation of policies that can reduce turnover intention in childcare settings.

Background – The high turnover intention in college environments is a serious problem that might threaten the stability and continuity of an organization. People often want to leave this job because of high stress levels and low job satisfaction. Aim – The objective of this research is to analyze and identify the impact of job satisfaction and work-related stress on employee turnover intention, examining the role of organizational commitment as a mediator, while emphasizing the significance of job satisfaction as a dominant factor in reducing turnover intentions. Design / methodology / approach – This study employs a quantitative approach utilizing explanatory research design. The data collected via a questionnaire based on indicators of work stress, job satisfaction, organizational commitment, and turnover intention. SPSS is used to test validity and reliability. There were 140 respondents, all of whom were lecturers and educational staff at a university in eastern Indonesia, with data collection conducted both online and offline. SmartPLS software was used to analyze the data.. Findings – The findings of the study indicate that job satisfaction has a significant positive effect on organizational commitment and a significant negative effect on turnover intention. On the other hand, work stress does not have a significant effect on organizational commitment or turnover intention. Organizational commitment does not serve as a mediator in the relationship between work stress and job satisfaction with turnover intention. Conclusion – The empirical evidence suggests that job satisfaction is the most important factor in reducing turnover intention, while organizational commitment is more closely related to job satisfaction. Research implication – The outcomes of this study indicate that higher education institution management should concentrate on improving employee job satisfaction by strengthening a fair reward system, balancing work and life, and improving organizational communication. Limitations – This study is limited to a single educational institution in Eastern Indonesia, which may affect the generalizability of the findings. Moreover, the local organizational culture may affect how respondents viea HR policies. Further studies are recommended to include more institutions and employ a mixed methods approach.

The objective of this study was to provide information on difficulty of performing tasks, degree of task satisfaction, job satisfaction, organizational commitment, and turnover intention as well as investigate correlations among these factors. Data were collected on employees working at Centers for Children`s Foodservice Management, which had been operating for over 6 months until December 2013. The recruitment period was from December 16, 2013 to January 30, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on the data utilizing the SPSS V20.0 and AMOS V21.0 programs. The main results of this study were as follows: task satisfaction of employees in charge of `visiting-teaching` for children was highest (4.24 points), whereas that of employees in charge of financial management was lowest (2.92 points). In terms of evaluation of job satisfaction factors, the score of `co-worker` was highest (3.99 points) while that of `payment` was lowest (2.45 points). Average scores of general job satisfaction, organizational commitment, and turnover intention were 3.56 points, 3.54 points, and 3.07 points, respectively. Job achievement was the most significant influencing factor on general job satisfaction, organizational commitment, and turnover intention. According to the path analysis results, the degree of task satisfaction affected job satisfaction. Organizational commitment had a more significant effect on turnover intention than job satisfaction and mediate both job satisfaction and turnover intention. Although employees of CCFSMs endeavor to improve the quality of child-care facility foodservice, some facilities do not. Controlling turnover intention of employees is especially critical for CCFSMs since it is important for each employees to form strong bonds with child-care facilities as well as to shorten the time required to train new employees. Thus, job satisfaction, which is related to organizational commitment and turnover intention, can be improved by considering poorly scored job satisfaction factors such as wage or workload.

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

As the economy evolves and markets change after Covid-19, demand and competition in the labor market increase in China, and employees become increasingly concerned about their career opportunities, pay, and organizational commitment. This category of factors is often considered a key predictor of turnover intentions and job satisfaction, and it is important that companies and management have a good understanding of the factors that contribute to job satisfaction and turnover intentions. The purpose of this study was to investigate the factors that influence employees' job satisfaction and turnover intention and to examine the moderating role of employees' job autonomy. This cross-sectional study aimed to quantitatively assess the influence of perceived career development opportunity, perceived pay for performance, and affective organisational commitment on job satisfaction and turnover intention, as well as the moderating effect of job autonomy. An online survey, which involved 532 young workforce in China, was conducted. All data were subjected to partial least squares-structural equation modelling (PLS-SEM). The obtained results demonstrated the direct influence of perceived career development, perceived pay for performance, and affective organisational commitment on turnover intention. These three constructs were also found to have indirect influence on turnover intention through job satisfaction. Meanwhile, the moderating effect of job autonomy on the hypothesised relationships was not statistically significant. This study presented significant theoretical contributions on turnover intention in relation to the unique attributes of young workforce. The obtained findings may also benefit managers in their efforts of understanding the turnover intention of the workforce and promoting empowerment practices.

SHRM practices contribute positively to firm performance by creating a qualified, highly motivated and empowered workforce, indirectly affecting the individual’s commitment to the organization through job satisfaction. This study aims to determine the mediating role of employee empowerment and perceived organizational support in the effect of strategic human resources management (SHRM), which has significant effects on both employee participation in decision-making process and organizational structure in manufacturing industry, on job satisfaction and turnover intention of employees. This empirical study was conducted using 165 manufacturing companies in the industrial areas in the region (IAR) of Adana, Gaziantep and Hatay provinces located in the south of Turkey. The data obtained from the surveys were analyzed with SmartPLS using the method of least squares. SHRM positively affected employee empowerment and perceived organizational support, increasing job satisfaction and reducing turnover intention. It is necessary for managers to adopt a SHRM understanding and encourage employees to participate in decision-making processes through employee empowerment practices in order to increase their job satisfaction, which is an important factor on organizational performance, to strengthen their organizational commitment, to raise their perceived organizational support, to fulfill their socio-emotional needs, and to enhance their sense of well-being.

Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus

Abstract. Turnover intention is the level of employee's desire to stop working at a company (Mobley, 2011). This research was conducted to determine the level and influence of job satisfaction on turnover intention among PT S.’s employees. The research method in this research is causality. The measuring instrument in this research for job satisfaction uses a measuring instrument adapted by Nur Setiawan and Tobing (2022) from Luthans' theory (2006) and for turnover intention uses a three-item turnover intent questionnaire adapted by Abid & Butt and translated by Farhan Farisan ( 2022) from the theory of Mobley and Hellingsworth (1978). The results of the analysis show a significant negative relationship between job satisfaction and turnover intention (P = 0.002 < 0.05), with a contribution of 19%. This shows that increasing job satisfaction has a direct impact on reducing turnover intention. Abstrak. Turnover intention merupakan tingkat keinginan karyawan untuk berhenti bekerja di suatu perusahaan (Mobley, 2011). Penelitian ini dilakukan untuk mengetahui tingkat dan pengaruh job satisfaction terhadap turnover intention pada karyawan PT. S. Metode penelitian dalam penelitian ini adalah kausalitas. Alat ukur pada penelitian ini untuk job satisfaction memakai alat ukur yang diadaptasi oleh Nur Setiawan dan Tobing (2022) dari teori Luthans (2006) dan untuk turnover intention memakai kuesioner three-item turnover intent questionnaire yang diadaptasi Abid & Butt dan diterjemahkan oleh Farhan Farisan (2022) dari teori Mobley dan Hellingsworth (1978). Hasil analisis menunjukkan hubungan signifikan negatif antara job satisfaction dan turnover intention (P = 0,002 < 0,05), dengan kontribusi sebesar 19%. Hal ini menunjukkan bahwa peningkatan job satisfaction berdampak langsung pada penurunan turnover intention.

This study examines the impact of perceived organizational justice on Egyptian teachers’ work related outcomes. It investigates the direct impact of organizational justice on teachers’ job satisfaction and organizational commitment and its indirect impact on their turnover intention through these factors. It also examines the difference in teachers’ perception of organizational justice and work related outcomes in public schools from that of private schools. Using a self-administrated questionnaire, 308 Egyptian teachers from 31 schools operating in the Tenth of Ramadan city were surveyed. Amos 18 and SPSS 20 were utilized to perform the statistical analyses. An integer programming model is presented to test the direct and indirect impacts of these variables on turnover intention. The study revealed that distributive justice is more related to teachers’ job satisfaction than procedural justice, while interactional justice is more related to teachers’ organizational commitment than procedural justice. Organizational justice was found to have an indirect impact on turnover intention through organizational commitment. The results show that there is a significant difference in teachers’ perception of organizational justice and organizational commitment in public schools from that of private schools. On the other hand there is no significant difference between their perception of job satisfaction and turnover intention. This study demonstrates empirically the importance of organizational justice in developing positive work related outcomes in a developing country. It enables school managers to develop appropriate strategies and policies to achieve better outcomes especially in hard working conditions.

This study aims to examine the effect of work stress, compensation and job satisfaction on turnover intention through organizational commitment as an intervening variable. This study uses the approach used in this study is a quantitative approach. The population in this study were 100 employees. The sampling technique used the total sampling technique method (saturated sample). The sample in this study were 100 employees at PT. Jico Agung Sidoarjo. The data used in this study are questionnaire data and data sourced from PT. Jico Agung Sidoarjo. Data collection techniques using questionnaires and observation. Data analysis using smartPLS 3.2.8 Software. The results obtained from this path analysis are obtained from the results that work stress has no significant effect on turnover intention, compensation has a significant effect on turnover intention, job satisfaction has a significant effect on turnover intention, work stress has a significant effect on organizational commitment, compensation has a significant effect on organizational commitment. , job satisfaction has a significant effect on organizational commitment, organizational commitment has a significant effect on turnover intention, job stress has a significant effect on turnover intention through organizational commitment as an intervening variable, compensation has a significant effect on turnover intention through organizational commitment as an intervening variable, job satisfaction has a significant effect on turnover intention through organizational commitment as an intervening variable.

The current study explores the relationship between work design, job satisfaction, stress, organizational commitment and turnover intention of employees. The target population for this study consist of non-voice BPO professionals from BPO organizations of Coimbatore. 430 employees is selected through simple random sampling. The instrument used for this study is a questionnaire, which included the demographic profile of employees on their BPO jobs. The relationship between the constructs of this study was identified using correlation analysis. The correlation between Work Design, Job Satisfaction, Stress, Organizational Commitment and Turnover Intention factors were performed and it was found that the correlation between work design and job satisfaction is high. The correlation between job satisfaction and stress is negative, indicating that higher the stress, lower the job satisfaction and vice versa. The correlation between job satisfaction and organizational commitment is high, indicating a significant relationship between Job Satisfaction and Commitment. Since job satisfaction and organizational commitment are the best predictors of employee Turnover Intention, organizations should conduct formal assessments of their employees during the first year of employment to measure success in providing an employment environment that promotes jobs satisfaction and organizational commitment. This may provide information useful for analyzing and modifying HR practices that will help to improve where there are deficiencies in employee perception of job satisfaction and organizational commitment. Work Design affects job satisfaction directly and turnover intention affects only indirectly. Finally, job satisfaction has a fairly strong negative effect on turnover intention.

Restructuring is suspected to be influencing perception of job insecurity. The jobinsecurity will have a negative impact on job satisfaction, organization commitment, and even turnover intention. When insecurity is conceived within someone’s perception, it will lower his or her job satisfaction and also commitment on the company. This research was conducted upon service (bank) and manufacturing companies which had run restructuring in the last four years. It involved 216 respondents with 78.2% of response rate. Simple regression and hierarchical regression analysis were used to analyze the data.An interesting finding of this research is that restructuring conducted in bank andmanufacturing companies has been found out to be having no influence on turnover intention. On the other hand, job insecurity perception does not influence job satisfaction, commitment, and turnover intention. In addition, this research came to a conclusion that organization commitment is an mediating variable between job satisfaction and turnover intentionKeywords: restructuring, job insecurity, job satisfaction, organization commitment, turnover intention, survivor.

BackgroundTurnover problems among primary health care workers are a significant contributor to the shortage of health human resources. This study aims to determine the relationship between job stress and turnover intention among primary health care workers, as well as to examine the mediating effects of job satisfaction and presenteeism on this relationship.MethodsStratified random sampling and quota sampling were used to select 703 primary health care workers in Jilin Province, China in January 2020. Validated scales were used to measure turnover intention, job stress, job satisfaction, and presenteeism among primary health care workers. The study utilized a partial least squares structural equation modeling (PLS-SEM) approach to test the research hypotheses.ResultsThe turnover intention score of primary health care workers in Jilin Province was 2.15 ± 1.03, and 19.5% of respondents reported a higher turnover intention. Significant sex and occupation differences were found, with a higher rate of turnover intention for male and doctor groups among primary health care workers. This study also revealed a positive correlation between job stress and turnover intention (β = 0.235, P < 0.001), a significant negative correlation between job satisfaction and turnover intention (β= -0.347, P < 0.001), and a significant positive correlation between presenteeism and turnover intention (β = 0.153, P < 0.001). Moreover, the study revealed a significant indirect effect of job stress on turnover intention which was mediated by job satisfaction (β = 0.183, P < 0.001) and presenteeism (β = 0.078, P < 0.001).ConclusionWe confirmed the positive association between job stress and presenteeism with turnover intention, as well as the negative association between job satisfaction and turnover intention. Moreover, our study confirmed the mediating role of job satisfaction and presenteeism in the relationship between job stress and turnover intention. This study provides scientific evidence to address the turnover problem among primary health care workers.

Introduction: Job satisfaction is a condition in which a person feels positive about the job and its characteristics. The conditions are synonymous with satisfying, happy, and grateful. A person with high job satisfaction tends to stay longer in the organization and supports the organization. The purpose of systematic review aims to search published articles on job satisfaction among nurses. Methods: This study applied a systematic review. Literature was searched in three databases namely PubMed, Science Direct, and Semantic Scholar with keywords “job satisfaction”, "turnover intention”, “intent to stay”, and “nurse”. Search strategies focused on the published article from January 2018 to December 2022. Results: Fifteen (15) articles were analyzed. The finding revealed job satisfaction significantly reduced turnover intention in nurses. The role of job satisfaction in reducing turnover intention at nurses can be done directly or as a mediating factor. Job satisfaction has a fully mediating role in reducing turnover intention in nurses. Job security, self-seeking, unappreciativeness, negative state of mind, relational coordination, workload, burnout, and work environment are variables that mediated job satisfaction. Meanwhile, job burnout, job organizational, affective and normative commitment have a role as a mediator between job satisfaction and turnover intention in nurses. Conclusions: The current findings underline the urgency of establishing and maintaining supportive and conducive working environment. Nursing management in the clinical setting has a responsibility to create a sustain work setting that in line with the organization goals and professional development.

Aims: This study aims to analyze the effect of Employee training on Organizational Commitment and Turnover Intention with Job Satisfaction as Mediation.&#x0D; Study design: Hypotheses Testing.&#x0D; Place and Duration of Study: 111 employees at Banjar Hospital, Indonesia.&#x0D; Methodology: Structural Equation Modeling (SEM) based on AMOS.&#x0D; Results: First, employee training positively effects on organizational commitment at the Banjar Hospital. Second, employee training positively effects on job satisfaction. Third, job satisfaction positively effects on organizational commitment. Fourth, job satisfaction mediates on the effects employee training on organizational commitment at the Banjar Hospital. Fifth, the findings further show that job satisfaction does not effects on turnover intention at the Banjar Hospital. Finnaly, employee training does not effects on turnover intention at the Banjar Hospital.&#x0D; Conclusion: Employee Training and job satisfaction effect on organizational commitment. Employee training effects on job satisfaction. Job satisfaction has a significant as mediator between employee training and organizational commitment. Meanwhile, Job satisfaction and employee training do not effect on turnover intention.