Labour turnover has been an important research topic in social science over the past century, involving disciplines such as human resource management, industrial relations, organizational behaviour, individual and organizational psychology, economics and health sciences. This paper presents a systematic literature review of voluntary labour turnover, providing an in-depth analysis of 1375 labour turnover studies published up to July 2019 in 142 academic journals listed in the Chartered Association of Business Schools Academic Journal Guide 2018. The analysis of theoretical and empirical labour turnover studies reveals:(1) distinctive foci in the development of labour turnover research over the past hundred years; (2) relative lack of attention to testing specific labour turnover theories; (3) a prevailing quantitative approach to identifying antecedents of labour turnover; (4) increased reliance on turnover intention as a proxy for actual turnover. This paper highlights these trends over time, providing insight into problematic areas from theoretical, methodological and empirical points of view.We suggest avenues for a more productive route to coherent theoretical, methodological and empirical development of labour turnover research.

Purpose This study aims to investigate to role of empowering leadership and psychological empowerment on nurses' work engagement and affective commitment. Design/methodology/approach Self-administered questionnaire data from 231 nurses working in a university hospital in Saudi Arabia were analysed using a cross-sectional research design using structural equation modelling (SEM) to assess the relationship between empowering leadership (EL), affective commitment (AC) and work engagement (WE) while testing for the mediating role of psychological empowerment (PE). Findings SEM analysis demonstrated that EL significantly relates to AC. AC similarly significantly relates to WE. Further, the results showed that PE substantially mediates the relationship between EL and WE. There is no significant direct relationship found between EL and WE. Practical implications The study findings are essential for nursing managers. They illustrate that nurses become more committed to their organisation and, in return, more engaged with their work when they receive EL. Therefore, nursing managers could train their leaders to practice EL as increased WE has been found to result in other positive work attitudes such as reduced turnover intention. Originality/value This study corroborates the relationships between EL, AC and WE, as well as the mediating role of PE. However, this research is unique as the long-established relationship between EL and WE was not supported. It shows that the propositions of leader-member exchange theory may not hold for unique non-Western contexts, in this case, Saudi Arabia.

This research explores employee experiences of working on board a cruise ship. Cruise liners have been described as floating hotels; but increasingly they are more like floating resorts, embracing passenger and crew populations as big as small towns. In addition to the usual service sector experiences and emotional labour requirements of service jobs in the hospitality sector, the shipboard context in which employees live and work put considerably further constraints and pressure on crew. This paper reports on these crew experiences, informed by both participant observation and semi-structured interviews with a stratified sample of frontline hotel services staff. For most crew, the relative value of earnings on the cruise helped compensate for being away from home in challenging working and living conditions and work relationships involving colleagues from diverse national and linguistic backgrounds.

Aim:The current study aims to examine the moderating role of psychological ownership in the process that translates organisational support into nurses' turnover intentions through job satisfaction.Design: A cross-sectional research design was used to test the hypotheses.Method: Using a purposive sampling 341 self-completed survey data were collected from nurses working in two public hospitals in Iran. Structural equation modelling was used to analyse the data. Result:The research revealed that organisational support and job satisfaction were negatively related to a healthcare professionals' turnover intention. Moreover, job satisfaction mediated the negative relationship between organisational support and turnover intention. The research also revealed that psychological ownership strengthened the positive relationship between organisational support and job satisfaction.

PurposeResearch has shown that autonomy support is a powerful predictor of employee well-being in the West. Despite this importance in the West, the role of autonomy in relation to employee well-being remains relatively understudied in other contexts, such as Malaysia. This is presumably so due to the assumption that employees in a country of excessive hierarchy, like Malaysia, do not value autonomy. Drawing on self-determination theory (SDT), this paper aims to investigate the relationship between employee perceived autonomy support and well-being in the context of Malaysia.Design/methodology/approachThe authors propose that employee-perceived autonomy support is positively related to employee well-being (measured as work engagement and emotional exhaustion) mediated by basic psychological need satisfaction. The authors also hypothesize that the positive relationship is even stronger when employees are less autonomy-oriented. The authors tested this moderated mediation model using a survey of 125 interns in Malaysia.FindingsThe results provide strong evidence for the mediating role of need satisfaction when intern well-being is measured as work engagement, while the evidence is less conclusive when employee well-being is measured as emotional exhaustion. Moreover, the moderating effect of autonomy orientation is insignificant.Originality/valueThis paper enhances understanding of the cross-culture applicability of SDT and thereby provided a nuanced understanding of the boundary conditions of autonomy support.