Turnover

This article primarily aimed to examine the level of influence by Perceived Person Environment Fit Scale (PPEFS) on Employees’ Turnover Intention with their present employers through analyzing the predictors of Perceived Person-Environment Fit Scale (PPEFS), i.e. Person-Supervisor Fit Scale (PSFS), Person-Group Fit Scale (PGFS), PersonOrganization Fit Scale (POFS) and Person-Job Fit Scale (PJFS). Data are collected from 332 employees, has been tested with KMO sampling adequacy (0.862) and Bartlett’s sphericity test (p = 0.000). Data Analysis has been done through Descriptive Statistics, Analysis of Variance (ANOVA), Friedman Rank Test and Structural Equation Model. Results were revealed that the PPEFS is significantly predicted by PSFS, PGFS, POFS and PJFS. Further, results were revealed that Perceived Person-Environment Fit Scale is influencing Employees’ Turnover Intention with their present employers.

Compromise of the ubiquitin-proteasome system (UPS) is a potential basis for multiple physiological abnormalities and pathologies in the CNS. This could be because reduced protein turnover leads to bulk intracellular protein accumulation. However, conditions associated with compromised UPS function are also associated with impairments in protein synthesis, and impairment of UPS function is sufficient to inhibit protein synthesis. These data suggest that the toxicity of UPS inhibition need not depend on gross intracellular protein accumulation, and indicate the potential for crosstalk between the UPS and protein-synthesis pathways. In this review, we discuss evidence for interplay between the UPS and protein-synthesis machinery, and outline the implications of this crosstalk for physiological and pathological processes in the CNS.

In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attachment Theory to test a model predicting turnover intentions among 131 working adults in a variety of industries. Consistent with TWA, the results revealed that needs–supplies (N-S) fit was
positively related to job satisfaction and that job satisfaction partially mediated the relationship between N-S fit and turnover intentions from the current job. Anxious and avoidant attachment did not have direct effects on TWA constructs, but the relationship between fit perceptions and job satisfaction
was moderated by avoidant attachment such that the  relationship was weaker for highly avoidant employees. We discuss the implications of these results for future vocational research on work adjustment and the effects of attachment dynamics in the workplace.

Teacher turnover is associated with administrative leadership; however, there is an empirical gap in the practices that principals enact that influence teacher turnover. This article uses in-depth case studies and interviews with 32 teachers across two high-turnover and two low turnover middle schools in one large urban public school district to examine teachers' perceptions of principals' leadership practices. When compared to principals leading high-turnover schools, we found three common practices that characterized principals of low-turnover schools: (a) recognizing teachers as knowledgeable contributors, (b) clearly communicating the school's vision around high-quality teaching, and (c) centering student learning.

Two theoretical perspectives (i.e., standpoint theory and the communication boundary management theory) were used to investigate the comments that 39 female information technology (IT) employees made during focus groups as they discussed issues related to workplace barriers and voluntary turnover. The revealed causal mapping method was used to analyze the women’s responses. Voluntary turnover decisions were influenced by work schedule flexibility, family responsibilities, work stress, job qualities, and lack of consistency in workplace policies. Perceived barriers to promotion were linked to lack of respect, ageism, stress, and work schedule flexibility. Differences emerged between explicitly stated and implicitly embedded responses. Women explicitly discussed issues consistent with previous IT research; however their implicit statements often addressed barriers not commonly linked with IT advancement and turnover concerns.

Stress and burnout for health care professionals have received increasing attention in the literature. Significant administrative, societal and political changes have impacted on the role of workers and the responsibilities they are expected to assume. Most writers suggest that social work is a highly stressful occupation, with stress deriving in particular from role conflict between client advocacy and meeting agency needs. This article reviewed the social work literature with two questions in mind: Are social workers subject to greater stress than other health professionals? What factors contribute to stress and burnout among social workers? We found that most of the literature was either anecdotal or compared social worker stress with general population norms rather than with stress levels of workers in comparable professions. Such empirical research as is available suggests that social workers may experience higher levels of stress and resulting burnout than comparable occupatio...

Employee engagement and workplace well-being are two important factors that can affect to turnover intention. The purpose of this study was to analyze how much influence engagement (X1) and workplace well-being (X2) on employee turnover intentions (Y) at Public Accounting Firm ABC & Partners in Jakarta. This study used quantitative method and the research tool used questionnaires of employee engagement and workplace wellbeing on turnover intention were spread to 70 respondent. Data analysis is using multiple linear analysis with additional supported application SPSS 20. The result showed that X1 has score-t hitung <-t tabel (-2,346 <-1,996) which is partially affected Y. X2 has score-t hitung <-t tabel (-2,628 <-1,996) which is partially affected Y. X1 and X2 have score F hitung > F tabel (7,458 > 3,134) which is simultaneously affected Y. The higher engagement and workplace well-being of an employee, the better they will work and turnover intentions of employees in the organization will be decrease.

Handicraft industry is one of the traditional industries in India as well as in Kerala. In India, the handicrafts sector creates the employment generation of 68.86 lakh artisans. The handicraft industry gives direct and indirect employment opportunities in Kerala, especially for rural peoples. Major income earners from this sector are mainly from economically backward societies. Central and State government gives incentives and support to the artisans mainly through the Handicrafts Apex Cooperative Society (SURABHI) in Kerala. In recent years handicrafts industry faces some problems regarding marketing and production of their products. Efficient working of the Handicrafts Cooperative Society is essential for the development of the artisan. This study is taken to identify the performance of SURABHI in Kerala mainly regarding employment, assistance provided by the government, Turnover and Profit.

This study empirically examines the differentiating
impact of challenge-hindrance stressors on turnover intention through job satisfaction in IT industry of Pakistan. Moreover, perceived job alternatives were tested as a moderator in the relationship between
job satisfaction and turnover intention. Primary data was collected
from 186 randomly selected IT professionals, working in project based IT organizations of Islamabad and Rawalpindi. Results
indicated significant: (1) positive relationship between challenge
stressors and job satisfaction, (2) negative relationship between
hindrance stressors and job satisfaction, (3) negative relationship between job satisfaction and turnover intention, (4) Job satisfaction fully mediates the relationship between challenge stressor and turnover intention, (5) Job satisfaction partially mediates the relationship between hindrance stressor and turnover intention. However, it was observed that perceived job alternatives do not have any moderating effect. Proper balancing of two stressors may help top management to increase the job satisfaction and reduce the turnover intention of IT professionals.

A well-developed and financially strong banking sector is the backbone of the economic development of any nation. Banks mobilize the savingsof the public by accepting deposits and disburse credit according to socio-economic priorities of the country. Banks and financial institutions provide financial assistance in the form of advances to agricultural and industrial units, MSMEs and service sector, to run their businesses efficiently and to contribute in the economic development. It took almost 3-4 years for banks to come out of the 2008 financial crisis that happened in the world economy and still, banks are facing issues like non-performing assets, which not only reduced the profitability of banks but also affect their smooth operations and goodwill. A drastic increase in NPAs is happening in public sector banks of India. Public sector banks are ruling the banking sector in concern of net worth, which is 70 percent of the banking system of India. In the mid of September 2018 gross ...

This paper explores the factors that contribute to high employee turnover at one Jamaican call center with a view to recommending strategies which may be implemented to increase staff retention. The study reviews literature on the topic, discusses the results of a phenomenological study on the case organization and presents the implications of the findings.

In this article, I integrate research in social construct theory, the medicalization of attention deficit/hyperactivity disorder (ADHD), and strengths-based theory to propose a change in the way American society negatively labels and interacts with people diagnosed with ADHD. This article presents examples of global perspectives on ADHD, the nature of stigma that occurs to those who receive a medical diagnosis of ADHD, and the need to reframe ADHD from a disease to that of a positive difference. The reader is asked to consider the implications for millions who suffer from the stigma of ADHD. Starting with children diagnosed with ADHD, I suggest that members of society begin to reframe ADHD as a social construct recognizing the strengths and positive traits because there are many. This is a call to all members of society, especially those professionals of the medical, psychological, social, and educational systems, to adopt a strengths-based model of support for those diagnosed with ADHD.

This paper examines factors that  may cause  turnover among Saudi Female Nurses  in Saudi Arabia and its effects based on the overall reviews. Findings of this review found that there are
many factors which can cause turnover among Saudi female Nurses, such as poor administration, job dissatisfaction, work overload, poor fringe benefits, lack of respect, lack of
professional growth,  low salary,  living with spouse, educational level, public  image, family disagreement, cultural values, long working hours, mingling with men, the dilemma/fear/worry
of not getting married Lack of gender segregation , unwillingness of young people to marry a nurse, harassment during night shift and  old traditions. This paper also revealed that the  most
common and contributing factors that influence Saudi’s female nurses were the nature of their work that requires mingling with men and the negative public perception, which will jeopardize
their reputation and marriage. Based on the findings and the effects of turnover strategies to reduce Saudi’s female turnover are presented.

Keywords: Nurses, turnover, factors, effects,  strategies , Health Sector in Saudi Arabia .