Compensation, Worklife Balance, Employee Engagement, and Turnover Intention

Triningsih, Ni Nyoman; Darma, Gede Sri

doi:10.35877/454ri.qems2158

Cited by 2 publications

(1 citation statement)

References 22 publications

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“…More proof of the inverse association between engagement and the desire to quit, the study found that engagement significantly affects turnover intention. Triningsih and Darma (2023) looked studied the relationship between PT Bali Busana Kreasi employees' intentions to leave and factors including pay, work-life balance, and engagement. Pay and work-life balance were found to have significant negative impacts on the desire to leave an organization.…”

Section: Employee Engagement and Turnover Intention Among Employeesmentioning

confidence: 99%

Examining the Relationship between Job Satisfaction, Employee Engagement, and Turnover Intentions: Insights for HR Strategy

Kanuto

2024

IJSB

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This study examines the association between job satisfaction, employee engagement, and turnover intentions within commercial banks in South Sudan. A sample of 234 respondents was collected from various commercial banks, utilizing a covariance-based structural equation modeling (SEM) approach. The study employed a 5-point Likert scale to measure job satisfaction, employee engagement, and turnover intentions. Findings revealed significant direct effects of job satisfaction on both employee engagement (β = 3.326, p < 0.05) and turnover intentions (β = -2.123, p < 0.05), indicating that higher levels of job satisfaction were associated with increased engagement and decreased turnover intentions. Additionally, employee engagement demonstrated a significant negative impact on turnover intentions (β = -1.332, p < 0.05), supporting the notion that engaged employees are less likely to consider leaving their jobs. Furthermore, indirect effects analysis indicated that job satisfaction negatively influenced turnover intentions through its positive association with employee engagement, suggesting a mediating effect. The model fit indices indicated an overall acceptable fit of the SEM to the data. These findings emphasize the need for supporting job satisfaction and employee engagement to mitigate turnover intentions within commercial banks, thereby offering valuable insights for human resource management strategies in the South Sudanese banking sector.

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Section: Employee Engagement and Turnover Intention Among Employeesmentioning

confidence: 99%

Examining the Relationship between Job Satisfaction, Employee Engagement, and Turnover Intentions: Insights for HR Strategy

Kanuto

2024

IJSB

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Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention

Sinisterra,

Peñalver,

Salanova

2024

Front. Psychol.

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IntroductionIn a post-pandemic environment, characterized by volatility and uncertainty, organizations need to adapt to it for their survival.MethodsFollowing a systematic review method, the aim of this study is to assess the relationship between talent management practices, employee engagement, and turnover intention. Carried out using PRISMA guidelines, this systematic review includes 43 studies.ResultsResults showed a lack of consensus on the talent management concept, definition, and measurement. Also, talent management practices seem to increase employee engagement and decrease turnover intentions. That is, when organizations provide effective talent management practices to employees, they become more engaged and less likely to abandon the company. It is important to highlight the mediating role of engagement in the relation between talent management and turnover intention. Furthermore, the most studied talent management practices for promoting engagement and reducing turnover intention were identified. Regarding control variables, data highlighted the importance of age and organizational tenure in the aforementioned relationships.DiscussionThis review draws attention to the need of designing and implementing talent management practices in an effective way in order to generate a healthy and engaged workforce that is willing to remain in an organization.

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Compensation, Worklife Balance, Employee Engagement, and Turnover Intention

Cited by 2 publications

References 22 publications

Examining the Relationship between Job Satisfaction, Employee Engagement, and Turnover Intentions: Insights for HR Strategy

Examining the Relationship between Job Satisfaction, Employee Engagement, and Turnover Intentions: Insights for HR Strategy

Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention

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