病歷室人員組織承諾、工作滿意度對離職傾向之關聯性研究─以數家行政院衛生署醫院為例

Business contexts have changed considerably over the last two decadesnforcing changes (e.g., restructuring, downsizing) in many organisations. Thisnhas affected people's work lives and specifically their job security andnorganisational careers. The 'one employer for life' tradition has been replacednby different career patterns such as, the 'protean career' and the 'boundarylessncareer', which imply personal career responsibility, careers occurring acrossnmany organisations, and decreased organisational commitment. Accordingly,npersonal career commitment has become an important concept in explainingnhow people operate within this dynamic and uncertain work context.nFurthermore, the organisation's career management practices ('career climate')nnow play an important role in the development of organisational commitmentnand other work-related outcome variables.n The main aim of this research was to investigate the interplay betweenncareer-related variables (career climate and career commitment) andnorganisational commitment (affective and normative commitment, highnsacrifice and low alternatives) in explaining a range of outcome variablesn(career satisfaction, job satisfaction, well-being and turnover intentions). Basednon the theoretical literature, a number of mediational models (e.g.,norganisational commitment as a mediator between career climate and outcomenvariables) and moderation models (career commitment as a variable moderatingnthe relationship between career climate and organisational commitment) werenspecified.n Three cross-sectional survey studies were conducted with samples fromndifferent professional backgrounds. Study 1 (N=67) provided a preliminarynassessment of the interrelationships among the variables and a test of thenmediation and moderation models. Results showed that affective commitmentnmediated between career climate and turnover intentions. Also, careerncommitment moderated the relationship between career climate and highnsacrifice such that the relationship was stronger for those employees who werenlower in career commitment.n Study 2 (N=798) examined the research question within a large samplenof employees from a variety of different professional backgrounds andnhierarchical levels. The results showed that the relationship between careernclimate and career satisfaction was mediated by low alternatives. Similarly, thenrelationship between career climate and well-being was mediated by lownalternatives as well as affective commitment. Lastly the relationship betweenncareer climate and turnover intentions was mediated by affective and normativencommitment and high sacrifice. When testing the relationship betweennorganisational commitment and job satisfaction it was found that jobnsatisfaction mediated between career climate and the four components ofnorganisational commitment rather than organisational commitment componentsnmediating between career climate and job satisfaction. The proposednmoderation model was also confirmed. Career commitment moderated thenrelationship between career climate and affective commitment, and betweenncareer climate and low alternatives.n Study 3 (N=288) was designed to replicate these findings in a sample ofnemployees from one profession (teachers). In addition, this study was designednto introduce the concept of career entrenchment, which assesses people'snperceptions of being 'stuck' in their career and job, and to evaluate itsnrelationship with career-related variables (career climate and careerncommitment) and organisational commitment. The mediational results from thisnstudy replicated those from previous studies. The relationship between careernclimate and career satisfaction was mediated by high sacrifice, which alsonmediated the relationship between career climate and turnover intentions. Thenrelationship between career climate and well-being was mediated by lownalternatives and affective commitment, which also mediated between careernclimate and turnover intentions. Job satisfaction mediated between careernclimate and three of the four organisational commitment components. Thenmoderation model was also confirmed. Career commitment moderated thenrelationship between career climate and affective commitment, and betweenncareer climate and high sacrifice. Further results confirmed the three-dimensionalnstructure of career entrenchment, perceived career alternatives,nemotional attachment to the career, and investments in the career, and itsndistinctiveness from career commitment. Moderated regression results revealedna two-way interaction. The relationship between career climate and highnsacrifice was moderated by emotional career attachment whereby thenrelationship was more pronounced for the high emotional career attachmentngroup. Furthermore, a significant three-way interaction occurred. Thenrelationship between career climate and low alternatives was more pronouncednfor low career commitment and low investment employees. However, thisnrelationship was less pronounced for the high career investment and low careerncommitment employees.n To summarise, a consistent pattern of results across all three samplesnindicated the stability of the proposed relationships between the variables.nResults confirm the role of organisational commitment as a mediator betweenncareer climate and the outcome variables and job satisfaction as a mediatornbetween career climate and components of organisational commitment.n Furthermore, results confirmed that career commitment moderated thenrelationship between career climate and affective commitment, high sacrificenand low alternatives.n Overall, the results from this research provide an insight into thenimportance of career-related concepts in the prediction of organisationalncommitment. As such, these results expand our understanding of thenantecedents of organisational commitment as they apply in a modern workncontext where individual careers are gaining in importance. ln terms ofnpractical implications, these results show that organisations need tonprovide effective career management as a means of raising employees'norganisational commitment and of deriving the benefits from annorganisationally committed workforce.n

The purpose of this study is to know and test to determine the effect of job satisfaction on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada. To know the influence of organizational commitment to Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada. To know the effect of workload on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Sekintang Denpasar Gajah Mada Unit and To know the influence of organizational commitment, job satisfaction and workload simultaneously (together) to Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at PT. Bank Rakyat Indonesia (Persero) TBK unit sekima Denpasar Gajah Mada as many as 85 people. The method of selecting the sample of this study using a saturated sample. Analysis technique used in this research is Regression Analysis. The results showed that job satisfaction has no significant effect on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Sekjian Unit Denpasar Gajah Mada Denpasar, this can be seen from the significance of t-count for the variable Job satisfaction (X1) 0.660> 0.05. Organizational commitment has a positive and significant impact on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada Denpasar. Significance t-count for organizational commitment variable (X2) 0.017 <0.05 Workload has a positive and significant effect on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada Denpasar. Significance of t-count for the variable Work load (X3) 0.007 <0.05, Job satisfaction, organizational commitment, and workload simultaneously (together) have a positive and significant effect on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada Denpasar.

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.

PurposeThe paper aims to analyze the relationships between ethical leadership (EL), job satisfaction (JS), affective commitment (AC) and turnover intention (TI) that might make accountants quit withdrawal and become productive and useful in private organizations operating in Istanbul.Design/methodology/approachData were collected through an online survey using a simple random sampling methodology, obtained from 153 accountants working in companies in Istanbul. The methodology included descriptive statistics, factor analysis, structural equation modeling and mediation analysis.FindingsConcerning direct relationships between EL, JS, AC and TI, EL has significant positive associations with JS and AC, whereas EL has a significant negative association with TI. JS has a significant positive association with AC, whereas JS has a significant negative association with TI. Also, AC has a weak significant negative association with TI. Given indirect relationships among EL, JS, AC and TI, JS and AC mediate the relationship between EL and TI. Finally, a similarity is found when comparing Generation X and Generation Y in terms of overall JS, AC and TI.Research limitations/implicationsThe study is limited solely to companies functioning in Istanbul and incorporates a low number of respondents. Therefore, the results cannot be considered to be accurate for the whole country. The study might guide both private and public organizations in which owners/managers develop strategic plans.Originality/valueThe study fills the gap in research on organizational behavior where little has existed until now that probes the EL–JS–AC–TI links in Turkey. A few studies measure the TIs of accountants. Furthermore, EL and AC are rarely evaluated in the field of accounting in Turkey.

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.

This research was conducted because employee turnover experienced an increase and to test the effect of Organizational Commitment and Job Satisfaction Against Turnover Intention with Organization Citizenship Behavior as an intervening variable in PT. Watusalam Textile Pekalongan. The study sample consisted of 80 respondents. Sampling is done using the simple random sampling method. The data analysis technique in this study used multiple linear regression analysis. The results of this study indicate that Organizational Commitment and Job Satisfaction have a positive effect on Organization Citizenship Behavior (OCB). Job satisfaction has a negative effect on turnover intention. Organizational commitment and organization Citizenship behavior does not affect turnover intention and Organization citizenship behavior cannot mediate the influence of organizational commitment and job satisfaction on turnover intention.

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.

Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses' commitment and satisfaction and decreasing their turnover intention.

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.

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.

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.

Pharmacist turnover could negatively impact not only work efficiency, organizational performance, work productivity, and customer satisfaction but also the quality of pharmaceutical services and patient safety. The turnover intention was a core antecedent of turnover, therefore, this study aimed to systematically review the extent of pharmacists’ actual turnover and their intention to leave their jobs or the pharmacy profession, and to elaborate on the factors affecting the pharmacists’ turnover intention and their associations. Studies related to any factors affecting pharmacists’ turnover intention in all pharmacy settings were included. The QualSyst assessment tool was used for assessing the quality of the included studies. Twenty-eight studies were contained in this systematic review. Fifteen studies (53.6%) were conducted from the US, 3 studies (10.7%) from Taiwan, 2 studies (7.1%) from the UK, and the remaining studies from Lithuania, Australia, New Zealand, Malaysia, Saudi Arabia, and Jamaica. The actual turnover of the pharmacists from their jobs was ranged in 8.6-17% and the actual turnover from the pharmacy profession was in the range of 6-9%. The turnover intention of the pharmacists in their jobs was ranged from 13% to 61.2% and the turnover intention in the pharmacy profession was 6.5% to 18.8%. Hospital pharmacists had significantly higher turnover intentions than community ones. The turnover intention rates of both hospital and community pharmacists were gradually increased over time in both European countries and Asian countries. From 20 included studies, 30 factors were explored and a model for pharmacists’ turnover intention was produced. Organizational commitment, job satisfaction, career commitment, job stress, perceived organizational support, and work climate were frequently found as drivers to pharmacist turnover intention. Some of the other 24 factors had both direct and indirect effects on pharmacist turnover intention via organizational commitment, job satisfaction, career commitment, job stress, and perceived organizational support. Many studies reported that organizational commitment and job satisfaction had a significant influence on pharmacist turnover intention in all settings. Job stress and work climate had direct and indirect effects on the turnover intention of hospital pharmacists. Career commitment and perceived organizational support had direct and indirect effects on community pharmacist turnover intention. Our systematic review was beneficial to guide human resource management in pharmacy and useful for guiding the conceptual framework of future research studies.

This study aims to determine the level of personality, motivation, job satisfaction, organizational commitment, and turnover intention, in addition to know the relation between individual characteristics with the turnover intention as well as the influence of personality, motivation, job satisfaction, and organizational commitment on the turnover intention of hatchery employees at PT Prima Larvae. The research use census method and the location is chosen purposively in PT Prima Larvae, located in Cukuh Balak Sub District, Tanggamus Regency. Respondents in this study were all hatchery employees at PT Prima Larvae. Data collection was carried out from October to November 2018. The data analysis method used descriptive and verification analysis using multiple regression analysis. The results of this study indicated that the level of motivation and turnover intention in the high category, while the level of job satisfaction in the medium category but tended to be low and the level of personality in the medium category but tended to be high, and the level of organizational commitment in the low category. The individual characteristics (age and tenure) related to employee’s intention turnover, but not of the level of education and status marital. In overall, personality, motivation, job satisfaction, and organizational commitment influenced on employee turnover while partially only job satisfaction and organizational commitment. Key words: job satisfaction, organizational commitment, turnover intention

The purpose of this study is to analyze Job Insecurity, job satisfaction, and organizational Commitment directly affect turnover intention and organizational culture; it analyzes Job Insecurity, job satisfaction, and organizational Commitment have an indirect impact on turnover intention through organizational culture. The population of this study was employees of The Airline Transportation Services Company, with 300 samples taken as research subjects. The analysis method uses Structural Equation Modeling (SEM) through AMOS software version 2.2. The results showed that Job Insecurity, job satisfaction, and organizational culture had a significant effect on turnover intention, work commitment had no significant impact on turnover intention, Job Insecurity, job satisfaction, and Commitment had a considerable influence on organizational culture, and organizational culture was able to mediate the effect of Job Insecurity, job satisfaction, and organizational commitment. Work has a significant impact on turnover intention.

Objective To analyze the correlation between work values and the turnover intention in the male nurses,and provide the empirical data on organizational behavior for mobilizing the enthusiasm of male nurses,reducing their turnover rate,increasing nursing work efficiency and improving job satisfaction.Methods Seventy-two nurses were chosen from four hospitals in Harbin,two hospitals in Dalian and one hospital in Wenzhou,and were surveyed by general information questionnaire,work values questionnaire and turnover intention scales.Seventy-two questionnaires were issued and 65 questionnaires were responsive with an effective response rate of 90.3％.Results The identity degree of nurses' work values was upper level (5.05 ±0.47),and the emotional value was the highest level of identity work values (5.06 ± 0.49).The score of getting the possibility to work from outside was the highest score (2.42 ± 0.62),and the relative low score was the possibility to leave the present work (1.94 ± 0.67).Instrumental values was significantly positive correlation with turnover intention (P =0.008).Conclusions The important measures to reduce turnover intention are to meet the male nurses' underlying need and stimulate their need for pursuing the high level. Key words: Male nurses; Work Values; Turnover intention; Correlation analysis