Factors Affecting Job Turnover: A Case Study of Private Schools of District Swat

Khan, Faisal; Mateen, Abdul; Hussain, Badshah; Sohail, Muhammad; Khan, Amjad

doi:10.31529/sjms.2017.3.1.4

Cited by 6 publications

(8 citation statements)

References 21 publications

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“…This result is difference from the previous studies that emphasized salary. Research by (Loeb et al, 2005;Shah & Jumani, 2015;Weldeyohannes, 2016;Kahn et al, 2017) concluded that teacher turnover intentions were mainly due to salaries.…”

Section: Reward Affect Directly Negative On Turnover Intentionmentioning

confidence: 99%

“…Many previous researchers have examined the teacher's turnover intention. Some of the research were conducted by (Loeb, Darling-Hammond, & Luczak, 2005;Janik & Rothmann, 2015;Shah & Jumani, 2015;Chika, Irene, Joseph, & Ayooluwa, 2016;Jaswani, 2016;Heikonena, Pietarinenb, Kirsi Pyhältöc, Toome, & Soinif, 2016;Larkin, Brantley-Dias, & Lokey-Vega, 2016;Kahn & Qadir, 2016;Tiplic, Lejonberg, & Elstad, 2016;Weldeyohannes, 2016;Ajayi & Olatunji, 2017;Kahn, Mateen, Hussain, Sohail, & Kahn, 2017;Chalim, 2018;Yang, Fan, Chen, Hsu, & Chien, 2018).…”

Section: Introductionmentioning

confidence: 99%

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The Effect of Reward and Job Satisfaction toward Turnover Intention Private Junior High School

Hardianto¹

2019

International E-Journal of Educational Studies

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The problem of teacher turnover, especially private teachers is a quite worrying in Indonesia and other developing countries. The high rate of teacher turnover will disrupt the achievement of educational goals. The main objective of this study was to see the effect of reward and job satisfaction on teachers' turnover intentions. This study uses a quantitative approach with a survey method. The sample of the study was all private junior high school teachers in Rokan Hulu District, consisting of 235 people selected from 20 schools. Samples size determination was done by using Slovin formula. The sample was taken by using simple random technique. Based on the results of calculations, it is known that the number of sample size in this study was 149 participants. Data collection technique used a Likert scale questionnaire. The questionnaire was first tested for its validity and reliability. The results of the study showed that there is a direct negative effect of rewards on turnover intention, and there is a direct negative effect of job satisfaction on turnover intention and lastly there is a direct positive effect of reward on job satisfaction.

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Section: Reward Affect Directly Negative On Turnover Intentionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Effect of Reward and Job Satisfaction toward Turnover Intention Private Junior High School

Hardianto¹

2019

International E-Journal of Educational Studies

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“…Very fast changes in financial conditions and expansion in innovation has made many issues like rivalry between employees and organizations. Organizations wants their employees to work more smartly in competition and resulting job stress and low pay (Khan, et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

The Impact of Pay Satisfaction, Job Stress, and Abusive Supervision on Turnover Intention among Banking Employees

Raza

Azeem

Humayon

et al. 2017

SJMS

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Pakistan banks cannot survive well without trained and experienced employees. Many researchers have reported the high turnover in banking sector. Therefore it was highly important to address this problem. The purpose of this study was to test the factors (pay satisfaction, job stress, and abusive supervision) influencing turnover intention among bank employees. This study collected the data from a sample of 100 bank employees both public and private banks in Vehari. The results showed that there was a significant negative effect of pay satisfaction on turnover intention and there was significant positive effect both job stress and abusive supervision on turnover intention. This study will be helpful to decision authority in banks to identify factors contributing towards turnover intention.

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“…Research results from Qureshi et al (2013), Yang et al (2014, Khan et al (2014), and Pradana and Salehudin (2015) prove that workload affects the turnover intention. The workload is closely related to feeling tired when given excessively to employees and this can trigger a turnover of the employee (Bakker et al, 2008).…”

Section: Hypothesis Development the Hypothesis Of This Research Ismentioning

confidence: 97%

The Effect of Workloads on Turnover Intention With Work Stress as Mediation and Social Support as Moderated Variables

Wibowo

Setiawan

Yuniarinto

2021

JAM

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The purpose of this study was to examine and analyze the relationship of workload, work stress, and social support for employee turnover intentions of PT. Bentoel Prima Malang. This study uses a population of all Primary Manufacturing Department (PMD) permanent employees of 83 employees. All members of the population are used as research samples (total sampling). Analysis tool to test the relationship between variables using the help of smartPLS 3.0. The results showed that workload did not significantly influence turnover intention. Job stress plays a mediating role between workload and work stress. Social support does not moderate work stress on turnover intention. The theoretical implications of this research provide opportunities for further research on workloads, not a major factor in employee decisions leaving the organization. Practical implications in this study provide new insights to companies and employees about the negative impact of increasing workload.

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Factors Affecting Job Turnover: A Case Study of Private Schools of District Swat

Cited by 6 publications

References 21 publications

The Effect of Reward and Job Satisfaction toward Turnover Intention Private Junior High School

The Effect of Reward and Job Satisfaction toward Turnover Intention Private Junior High School

The Impact of Pay Satisfaction, Job Stress, and Abusive Supervision on Turnover Intention among Banking Employees

The Effect of Workloads on Turnover Intention With Work Stress as Mediation and Social Support as Moderated Variables

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