Career satisfaction of Jordanian dental hygienists

Malkawi, ZA

doi:10.1111/idh.12168

Cited by 10 publications

(8 citation statements)

References 6 publications

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“…Kong et al (2012), indicated that increase career satisfaction for employees contributes to reducing the employee's turnover intention. The literature that studied career satisfaction in the Arab world and Jordan is rare because their focus was on job satisfaction (Malkawi, 2016). On the other hand, Lang et al (2016) confirmed that most of the literature examining the relationship between career satisfaction and employees' turnover intention occurred in the West (e.g.…”

Section: Introductionmentioning

confidence: 74%

The impact of human resource management practices and career satisfaction on employee’s turnover intention

Aburumman¹,

Salleh²,

Omar³

et al. 2020

10.5267/j.msl

117

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Banks in Jordan are facing a crisis related to their employees, where it has recently become clear that employees are leaving their jobs in increasing numbers. Thus, this study examined the impact of the human resources management (HRM) practices (compensation, performance appraisal, promotion, and training & development) on employee's turnover intention and the mediating role of career satisfaction. The survey questionnaire was gathered from 394 employees located in 25 banks in Jordan. The study used PLS-SEM to get the results and examine the hypotheses. The findings indicate that HRM practices (compensation, performance appraisal, promotion, and training & development) negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between HRM practices (compensation, performance appraisal, promotion, and training & development) and employee's turnover intention. The study recommends that banks in Jordan provide a high compensation, fair performance appraisal, fast promotion systems, sufficient training & development program and high level of career satisfaction to maintain the human element and reduce the employees' turnover intention. Future studies may include other practices such as employee empowerment, teamwork, employment security information sharing, and job description.

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Section: Introductionmentioning

confidence: 74%

The impact of human resource management practices and career satisfaction on employee’s turnover intention

Aburumman¹,

Salleh²,

Omar³

et al. 2020

10.5267/j.msl

117

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“…Researchers discovered that Career Development impacted Turnover Intention in some contexts and had no impact on Turnover Intention in others. Employees' Perceived Career Development influences their Turnover Intentions, which was significant at a P value of 0.021 among US employees in the food and beverage industry [40]. Because the P-value was 0.295, Career Development does not significantly contribute to engineers' Turnover Intention [9].…”

Section: Discussionmentioning

confidence: 99%

“…In addition, it has been found that career development affects turnover intention [22,39]. Career satisfaction is related to job outcomes [40], and career satisfaction is related to future intention [41]. Therefore, hypothesis two is, H2: Career development has a positive impact on turnover intention.…”

Section: Career Developmentmentioning

confidence: 99%

The Effect of HRM Practices: Performance Appraisal System and Career Development on Turnover Intention

Rajapakshe

2021

AJEBA

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The purpose of this study is to determine the impact of Performance Appraisal System (PAS) and Career Development (CD) on Turnover Intention (TI). The sample was made up of executive-level employees from large-scale garment factories in Sri Lanka. For the final data analysis, 386 samples were used. The hypotheses were tested using structural equation modeling. According to the findings, PAS has a significant negative impact on TI, whereas CD has a positive impact on TI. The study concluded that improving Performance Appraisal Satisfaction can lower employees' Turnover Intention, whereas improving Career Development lowers employees' TI. Improved Career Advancement in this case indicates that employee CD expectations are high. As a result, the organization should develop Performance Appraisal and Career Development strategies, especially for executives. Many studies in the garment industry look at the social and working environments, but little is said about how PAS and CD affect TI. The findings have theoretical implications, filling a literature gap.

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“…In addition, dental highest who had the willingness of reentry leave the job and their obstacle for the reentry was working hours. It may be general trend in worldwide [20,22,23].In addition, hygienists with childcare responsibilities were likely to be working part time workers [20,23].For the working hours, it was reported that dental hygienists generally satisfied with flexibility in working hours [24,25]. However, working styles of dental hygienist varied between the countries.…”

Section: Discussionmentioning

confidence: 99%

Factors affecting on the leaving job and reentry for the Japanese dental hygienist

Nomura¹,

Okada²,

Yamamoto³

et al. 2019

Preprint

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Career satisfaction of Jordanian dental hygienists

Cited by 10 publications

References 6 publications

The impact of human resource management practices and career satisfaction on employee’s turnover intention

The impact of human resource management practices and career satisfaction on employee’s turnover intention

The Effect of HRM Practices: Performance Appraisal System and Career Development on Turnover Intention

Factors affecting on the leaving job and reentry for the Japanese dental hygienist

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