Impact of communication satisfaction and work-life balance on employee turnover intention

Almalki

et al. 2021

PeerJ

Objective In consideration of the current nursing shortage in Saudi Arabia, we aimed to investigate the association among perceptions of work environment, communication satisfaction, and intentions to quit nursing profession among nurses. In addition, we aimed to investigate the mediating effect of communication satisfaction on the association between nurses’ perception of work environment and their intentions to quit nursing profession. Methods This predictive correlational study was conducted at one of the major hospitals in Saudi Arabia from January 2020 to March 2020. It included a convenience sample of 367 full-time registered nurses who completed three types of close-ended questionnaires. We used IBM SPSS version 24.0 to analyze the collected data. Regression analyses were used to test the study’s hypotheses. All regression assumptions were assessed and confirmed. Significance for all tests was set at p ≤ .05. Results The findings indicated an affirmative association between work environment perception and communication satisfaction (b = .764, p < .05) among nurses. In addition, findings showed that work environment perception (b = −.187, p < .05) and communication satisfaction (b = −.226, p < .05) have negative impacts on the nurses’ intentions to quit; indicating that as work environment perception or communication satisfaction increases, the intention to quit decreases among nurses. Further, a mediation effect of communication satisfaction on the relationship between work environment perception and intention to quit was confirmed. Conclusion This study presents a novel conceptual framework developed based on the literature about the predisposing factors for nurses’ intentions to quit nursing profession. Our results suggest that work environment perception and communication satisfaction among the most contributing factors for nurses resignation. Effective communication was established as a crucial factor for establishing attractive and healthy working environment. Nursing managers can benefit by applying these findings to develop appropriate strategies to inhibit the shortage of nurses in Saudi Arabia.

Section: Introductionmentioning

confidence: 99%

Impact of work environment perceptions and communication satisfaction on the intention to quit: an empirical analysis of nurses in Saudi Arabia

Almalki

et al. 2021

PeerJ

“…In Table 1, the author presented the concept of dividing the factors influencing VET the IT sector directly related to work group. Cotton et al, 1986;Lee, 2004;Thwala et al, 2012;Foong, 2008;Longenecker and Scazzero, 2003;McKnight et al 2009 Co-workers relationship Fisher, 1985;Uhl-Bien et al, 2000;Tews et al, 2013;Beehr et al, 2003;Viswesvaran et al, 1999Internal communication Kotter, 1996Ballard andSeibold, 2006, Kotter, 2012;Kim et al, 2010;Adebayo and Ogunsina, 2011;Abdien, 2019 Group factors, by the author, are defined as the factors related to the employees' position in the team. Scarnati (2001) defines teamwork as a cooperation process that allows employees to achieve additional results (Tarricone & Luca, 2002).…”

Section: Group Factors Of Voluntary Employee Turnover In It Organizationmentioning

confidence: 99%

“…Effective managers listen to their employees, allow them to present their point of view, and involve them in the decision-making process -then the work proceeds smoothly and effectively (Mishra et al, 2014). Employees who describe communication as ineffective and inefficient show much more intention to leave the organization (Kim et al, 2010;Adebayo & Ogunsina, 2011;Abdien, 2019). Ballard and Seibold (2006) recognized the indirect impact of communication on VET.…”

Section: Internal Communicationmentioning

confidence: 99%

Group Factors of Voluntary Employee Turnover in Organizations from IT Sector

Koszela¹

2021

Hradec Economic Days

The research conducted so far on the phenomenon of voluntary employee turnover has still not achieved the desired method of keeping employees, especially in IT organizations. Therefore, it is important to expand the research by presenting new concepts that have not been developed so far, focusing on factors considered so far to be unclear in the context of voluntary employee turnover. This article aimed to present group factors relevant to mitigating voluntary employee turnover in IT organizations. In the context of factors related to the work on the team, identified the following factors: styles of leadershipinspiring and supporting leader like transformational or servant leadership, manager relationship, co-worker's relationship -emotional and instrumental support and internal communication, which cannot be ineffective and inefficient. A review of the literature considering group factors mitigating voluntary employee turnover shows that proper care for employees at the group level leads to measurable benefits for the whole organization.

“…Research conducted by Abdien (2019) indicates that work-life balance has a negative and significant effect on turnover intentions of the employee in five-star affiliated hotels in Egypt. The research by Lestari and Margaretha (2020) also shows that work-life balance has a negative and significant effect on turnover intention of generation Y employees in Bandung, Jawa Barat, Indonesia.…”

Section: H2: Work-life Balance Affects the Turnover Intentionmentioning

confidence: 99%

“…Meanwhile, a recent study from Dewi and Nurhayati (2021) demonstrates that job satisfaction does not influence employee turnover intention. On the other hand, outcomes of the research carried out by Fayyazi and Aslani (2015), Lestari and Margaretha (2020), and Abdien (2019) indicate that work-life balance has a negative and significant effect on employee turnover intention. In the interim, Nafiudin (2017) This research aims to find out the description of job satisfaction, work-life balance, and turnover intention of the employee in the real estate industry in Kebon Sirih, Central Jakarta, to find out the effect of job satisfaction and work-life balance on employee turnover intention partially, and to find out whether job satisfaction and work-life balance can predict employee turnover intention.…”

Section: Introductionmentioning

confidence: 99%

The Effect of Job Satisfaction and Work-life Balance on Employee Turnover Intention in Real Estate Industry

Herliana

Handaru

Parimita

2021

jdmb

This study aims to: 1) To find out the description of job satisfaction, work-life balance, and turnover intention of generation Y employees in the real estate industry in Kebon Sirih, Central Jakarta, 2) To find out the effect of job satisfaction on turnover intention of generation Y employees in the real estate industry in Kebon Sirih, Central Jakarta, 3) To find out the effect of work-life balance on turnover intention of generation Y employees in the real estate industry in Kebon Sirih, Central Jakarta, 4) To find out how much the contribution of job satisfaction and work-life balance to turnover intention of generation Y employees in the real estate industry in Kebon Sirih, Central Jakarta. This research was conducted on 104 generation Y employees in the real estate industry in Kebon Sirih, Central Jakarta. Data collection technique using survey methods by distributing questionnaire which then processed with SPSS software version 25. This research used descriptive and explanatory analysis. The result of this study shows that the level of job satisfaction and work-life balance of generation Y employee in the real estate industry in Kebon Sirih, Central Jakarta are low, the level of turnover intention of generation Y employees in the real estate industry in Kebon Sirih, Central Jakarta is high, job satisfaction has a negative and significant effect on turnover intention, work-life balance has a negative and significant effect on turnover intention, and the model of job satisfaction and work-life balance can predict turnover intention of generation Y employee in the real estate industry in Kebon Sirih, Central Jakarta.