10 papers analyzed
These studies suggest that turnover intention is influenced by factors such as human resource management practices, demographic characteristics, job satisfaction, organizational commitment, and psychological responses to job context, and it is distinct from actual turnover behavior.
Turnover intention, the likelihood that an employee will voluntarily leave their job, is a critical area of study in organizational behavior and human resource management. Understanding the factors that influence turnover intention and its relationship to actual turnover behavior is essential for developing effective employee retention strategies.
Distinct Constructs of Turnover Intention and Actual Turnover:
Predictive Value of Turnover Intention:
Psychological and Contextual Triggers:
Role of Job Satisfaction and Organizational Commitment:
Cultural Moderation:
Impact of Demographic and Organizational Variables:
Turnover intention and actual turnover are distinct yet related constructs influenced by different factors. While turnover intention can provide some insights into potential turnover, it is not a definitive predictor of actual turnover behavior. Psychological responses to job context, job satisfaction, organizational commitment, and cultural factors play significant roles in shaping turnover intentions. Understanding these nuances can help organizations develop more targeted and effective retention strategies.
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