Do employees’ perceptions of workplace diversity influence their turnover intentions? A sequential mediation analysis

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.

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.

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.

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.

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.

This study examines the influence of work-life balance, work flexibility, and workload on turnover intention, with job satisfaction acting as a mediating variable, among Generation Z employees working at private Internet Service Providers in Bandar Lampung. The research aims to explore how these factors contribute to employees' intentions to leave their organizations, providing insights for ISP companies to improve retention strategies. Using a quantitative approach, data were collected through surveys distributed to 100 employees, representing various departments within 10 private ISPs. The analysis utilizes path analysis to assess direct and indirect relationships among the variables. The findings indicate that work-life balance does not significantly affect job satisfaction but has a negative and significant impact on turnover intention. Conversely, work flexibility positively influences job satisfaction and significantly reduces turnover intention. Workload was found to negatively impact job satisfaction, but it did not have a significant direct effect on turnover intention. Job satisfaction was not shown to mediate the effects of work-life balance, work flexibility, and workload on turnover intention. The study concludes that work flexibility plays a critical role in enhancing job satisfaction and reducing turnover intention among Generation Z employees. Recommendations for ISP companies include the implementation of flexible work policies, improved workload management, and fostering a supportive work culture to enhance employee satisfaction and retention. Keywords: Work-life Balance, Work Flexibility, Workload, Job Satisfaction, Turnover Intention.

<p><em> </em><em>The high level of employee turnover intention is an important problem for companies. Companies to make efforts to increase job satisfaction and employee engagement in their work, so that it will have an impact on reducing turnover intentions. Research was conducted on employees to analyze the influence of professional identity on turnover intention with employee engagement and job satisfaction as mediation. This research uses a quantitative approach using a questionnaire filled out by 42 respondents who work at company.. techniques </em><em>probability sampling</em><em> with simple random sampling. The results show that professional identity, job satisfaction and work engagement have a negative influence on turnover intention. </em>Meanwhile, professional identity has a positive effect on employee engagement and job satisfaction. <em>Job satisfaction and employee engagement are able to mediate the influence of professional identity on turnover intention. In an effort to minimize employees turnover intention , companies need to improve their professional identity, which can have an impact on employee engagement and employee job satisfaction which will have the effect of lowering turnover intention.</em></p>

本研究主要目的是探討企業購併後被購併員工工作報酬、工作滿意、組織承諾與離職意願之間的關聯性。在確定研究動機、擬定研究方向及研究目的後，對國內外之相關文獻加以歸納整理，再根據其理論基礎建立本研究之架構與假說並進行實證分析。問卷調查對象以金控業主併公司進駐被併公司後，被併公司員工在公司被購併後，仍在存續組織單位服務之員工為主要研究對象，並針對回收的有效樣本159份資料，進行敘述性統計、因素分析、信度分析、ANOVA分析、相關分析及迴歸分析，最後根據實證之結果提出主要研究結論如下： (1)外在報酬比內在報酬更能提升員工工作滿意度。 (2)內在報酬比外在報酬更能提升員工的組織承諾。 (3)外在報酬比內在報酬更能降低員工離職意願。 (4)工作滿意度在工作報酬與組織承諾之間具有部分中介效果。 (5)工作滿意度在工作報酬與離職意願之間具有完全中介效果。 (6)組織承諾在工作報酬與離職意願之間具有完全中介效果。 (7)組織承諾在工作滿意度與離職意願之間具有完全中介效果。

The retail industry faces significant challenges in terms of employee turnover, particularly at Indomaret. The main objective of this study is to examine the potential impact of gender equality and job stress on turnover intention employee Indomaret, both directly and through mediation by job satisfaction. A high employee turnover rate is a sign of problems in management. Data were collected through a questionnaire distributed via Google Forms, with 120 respondents. Structural Equation Modeling (SEM) and Partial Least Squares (PLS) were used as data measurement methods, utilizing the SmartPLS 3 application. The research analysis findings were determined at a significance level of 0.05, indicating that gender equality negatively impacts turnover intention but positively affects job satisfaction. On the other hand, job stress significantly affects turnover intention and decreases employee job satisfaction. Additionally, gender equality and job stress significantly impact turnover intention, mediated by job satisfaction. This research is expected to contribute by providing information, additional insights, and better literature related to factors that can influence the Indomaret company in Pontianak City and practical implications for human resource management. Additionally, expected to serve as a consideration for the company to take steps to improve job satisfaction and reduce turnover intention.

Job satisfaction is an important factor that reflects teachers’ comfort, happiness, and positive perception of their work, and is closely related to turnover intention. This study aims to analyze the influence of job satisfaction on turnover intention among teachers at Sekolah X using a quantitative approach. All 37 teachers at X school were selected as participants through total sampling. Data were collected using a job satisfaction scale based on Fattah’s theory (reliability 0.901), which includes five aspects: the work itself, salary, promotion, supervision, and coworkers. Turnover intention was measured using a scale developed from Mobley’s theory (reliability 0.938), covering the aspects of thinking of quitting, intention to search, and intention to quit. The data were then analyzed using simple linear regression with JASP 0.18.3, including normality and linearity tests. The results showed that job satisfaction had a significant and negative effect on turnover intention (R² = 0.402, p < 0.001), indicating that higher job satisfaction corresponds to lower intention to leave. These findings are expected to serve as a basis for developing strategies to improve job satisfaction and reduce turnover intention.

PurposeThere is a lacuna in research work in terms of understanding how Indian IT organizations can become global brands. Benchmarking has not received much attention in marketing literature due to lack of benchmarking framework, and IT organizations are yet to make progress in benchmarking. The purpose of this paper is to examine the impact of brand strength on global branding by developing a conceptual benchmarking framework for Indian IT organizations.Design/methodology/approachSemi-structured in-depth interviews are conducted with thirty middle-level managers from two Indian IT organizations, two US-based global IT organizations and one UK-based leading bank, which is a customer of these IT organizations.FindingsResults show a positive relationship between brand strength and global branding, between customer loyalty and global branding, between brand loyalty and competitive advantage and between global branding and competitive advantage. Indian IT organizations can benchmark global IT organizations to improve delivering brand promise, positioning, awareness building and authenticity toward making Indian IT organizations future ready to address the entire breadth of opportunities in the evolving world of cloud and digital.Practical implicationsThis research helps managers with a brand strength-based benchmarking framework toward global branding of Indian IT organizations.Social implicationsIT is instrumental for rapid growth of Indian’s economy. India should optimally utilize its greatest wealth, its human potential, with the latent global demand in IT through building global IT brands.Originality/valueThe originality of the study lies in conducting a qualitative study on global branding of Indian IT organizations and also proposing a conceptual benchmarking framework. The study further validates the model using qualitative analysis.

The turnover intention of repatriates in the IT sector requires immediate attention due to the rapid rise of India as a global market. To survive in an environment of cut-throat competition, organizations are required to have a proper understanding of the reasons for repatriate turnover in the IT sector and of the solutions to overcome this problem. Factors such as repatriate adjustment, job satisfaction, and organizational commitment are the key to understand the intentions for repatriate turnover. The primary objective of this study was to compare the role of organizational commitment as a mediator and as an independent variable for explaining the intent to leave. Feedback from IT repatriates in Indian organizations were generated. The items of the questionnaires were adapted from various previous studies to generate the relevant data. Data was generated from a sample of 273 respondents. Appropriate tools were employed for the purpose of refining and analysis of data. Study findings supported that organizational commitment role as a mediator is more important than as an independent variable in explaining the intentions of repatriate regarding the turnover. The study will provide useful insights to the practitioners and policymakers in understanding the process of repatriate adjustment and, hence, can assist in reducing the turnover intentions among the repatriates. Indian IT sector faces considerable high attrition. It has been observed that employees after returning from their foreign assignments find it difficult to readjust and thereafter eventually quit the organization. The turnover intention of repatriation in the IT sector requires immediate attention to arrest this kind of attrition. There is a paucity of studies focusing on turnover intention of repatriates in the Indian context. This study aims to fill that gap.

This study suggests applying the concept of internal marketing to combat turnover intentions in knowledge workers in the IT sector. Internal marketing sees all employees as the firm's customers. The major hypothesis examined here is that when employees feel that a firm considers and treats them like customers, it increases employment commitment and reduces turnover intentions. A multivariate hierarchical regression analysis and structural equation modelling (SEM) incorporating demographic, personal, organizational and external variables were used to identify the unique contribution of internal marketing to turnover intentions. The findings showed a negative correlation between internal marketing and turnover intention that contributed significantly to the explained variance beyond the effects of other independent variables. These results are discussed in the light of their theoretical and practical implications and in particular that IT organizations should consider adopting internal-marketing practices to reduce turnover intention and hence voluntary turnover.

Background/Objectives: Shift work among nurses is associated with adverse outcomes, such as low job satisfaction, reduced quality of life, and high turnover intention. A pattern-based shift system has recently been introduced to provide more predictable and regular schedules. However, empirical research directly comparing the pattern-based shift system with traditional rotating shifts is lacking. Therefore, this study compared job satisfaction, quality of life, and turnover intention between nurses working under a pattern-based shift system and those working under a traditional rotating shift system. Methods: In total, 112 nurses (56 on a rotating shift and 56 on a pattern-based shift) were surveyed in this cross-sectional study. Job satisfaction was assessed using the Job Satisfaction Scale for Clinical Nurses, specifically developed for Korean nurses. Quality of life was measured using the Scale for Korean Adults’ Quality of Life. The Turnover Intention Measurement Tool, developed for Korean nurses, was used to evaluate turnover intention. Results: Nurses working under a pattern-based shift system reported significantly higher job satisfaction and quality of life than those in a traditional rotating shift system. No significant difference in turnover intention was observed between the two groups. Conclusions: Pattern-based shift systems were associated with higher job satisfaction and quality of life than traditional rotating shift systems; however, their impact on turnover intention was not significant. These findings highlight the need for comprehensive strategies in scheduling reform, as schedule predictability may improve nurses’ job satisfaction and quality of life but appears insufficient to reduce turnover intention, which is likely shaped by broader organizational and psychosocial factors.

Purpose:This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India.Methodology:In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71.Findings:The majority of employees of all ranks, in both private and public sector banks, suffer from high role stress of all types. It was found that role overload and role stagnation are inversely associated with banking employees' job satisfaction. Private sector bank employees have more role stress and more unsatisfied than employees of public sector banks. Employees Turnover intention was found to be positively impacted by job satisfaction, contrary to many other studies. Possible reasons have been suggested. Job satisfaction was found to play a partial mediating role in the relationship between role overload and turnover intention with 40% mediation. Further, employees with longer tenure (work experience) have less role stress and are more satisfied.Originality:This study is unique in the sense there is hardly any study linking role stress to job satisfaction and turnover intention, specially in Indian context.