Perceived career incentives and intent to leave

Hsu, Maxwell K.; Jiang, James J.; Klein, Gary; Tang, Zaiyoung

doi:10.1016/s0378-7206(02)00018-6

Cited by 66 publications

(56 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…(Hall & Moss, 1998;Hsu, Jiang, Klein & Tang, 2003;Steel et al, 2002;Woodru e, 1999). e absence of promotion and training opportunities is the cause for the talented employees to quit the organization.…”

Section: Impact Of Promotion On Job Satisfaction and Employee Turnovermentioning

confidence: 99%

Impact of job satisfaction on employee turnover: an empirical study of autonomous medical institutions of Pakistan

Khan¹,

Aleem²

2014

JOIS

146

106

View full text Add to dashboard Cite

Abstract. e Health sector in the Pakistan is facing many problems to provide the Health facilities to the masses spread over the country. e most challenging problem is the shortage of Doctor's as compared to the population. Most of the professional Doctor's prefers to serve in the abroad instead to serve in Pakistan. ere are the many determinants of turnover in the Health Department. e objective of this study is to investigate the factors such as Pay, Promotion, Job Safety and Security, Nature of the Work that e ect the job satisfaction level and that are the cause of turnover of employee's in the Autonomous Medical Health Institutions in the Pakistan. e factors of job satisfaction are such as Pay, Promotion, Job Safety and Security, Nature of the Work. e sample of the research is consist of 200 doctors, nurses, administrative and accounts sta working in Autonomous Medical Health institutions in the Punjab. Out of total 270 Questionnaires distributed in the Autonomous Medical Institutions of the Punjab 200 were received back and used for analysis. For data analysis/results the SPSS 20.0 is used.

show abstract

Section: Impact Of Promotion On Job Satisfaction and Employee Turnovermentioning

confidence: 99%

Impact of job satisfaction on employee turnover: an empirical study of autonomous medical institutions of Pakistan

Khan¹,

Aleem²

2014

JOIS

146

106

View full text Add to dashboard Cite

show abstract

“…For an organization to form a strong bond with its employees must initiate an investment in their human capital development (Hall & Moss, 1998;Hsu, et al, 2003;Steel et al, 2002;Woodruff, 2006).…”

Section: Training As Tool Of Managementmentioning

confidence: 99%

Training & Development Barometer for Effective Transformation of Organizational Commitment and Overall Performance in Banking Sectors of KPK, Pakistan: Qualitative study of Workforce of Bank of Khyber

Zehra¹

2016

IJARBSS

View full text Add to dashboard Cite

This research paper investigates the impact of T&D program on the level of employees' organizational commitment and overall performances in the Banking sector of KPK by considering Bank of Khyber as a case study. Study aims to critically examine all three attributes of organizational commitment (affective, normative, and continuance commitment respectively) and its impact on the job satisfaction in banking sector of KPK, Pakistan.The notions of Guest et.al, (2003) and Wall & Wood (2005) are taken as a foundation to explore the linkage between organisational commitment and T&D program, however both these studies had not investigated all three attributes in equal manner. The focus of these previous studies were more on affective and continuance commitment and did not investigate the causes and consequences that make these attributes to create an impact on the overall performances. Thus this study is significant because it attempts to explain in exploratory manner the reasons behind impact created by training.Inductive approach in a cross-sectional design following interpretive research philosophy research is carried out. The bank of Khyber, KPK is case study selected with 15 regional and branch managers as participants for interviews and 277 employees participated in the survey questionnaire, selected through stratified, convenience, and random sampling technique.Results of present study indicates that to retain skilled workforce, organization has to work on their continuance commitment by offering them promotion and salary increment because these are two factors that enable firms to retain skilled workers.

show abstract

“…(1) Autonomy (2) Creativity (3) Technical competence MIS domain acknowledge the importance of the influence of career planning on the turnover rate of MIS professionals (Burn, Tye, & Ma, 1995;Crook & Crepeau, 1997;Gottschalk, 1999;Hsu, Jiang, Gary, & Tang, 2003;Igbaria & McCloskey, 1996;Igbaria, Kassicieh, & Silver, 1999;Summer & Yager, 2004;Wynne, Ferrat, & Biros, 2002). The concept of career anchor was originally proposed by Schein (1978), who described it as that which guides an employee's career decisions.…”

Section: Previous Studies Samplingmentioning

confidence: 99%

The study of the turnover of MIS professionals—The gap between Taiwanese and US societies

Chang¹

2010

International Journal of Information Management

View full text Add to dashboard Cite

Perceived career incentives and intent to leave

Cited by 66 publications

References 22 publications

Impact of job satisfaction on employee turnover: an empirical study of autonomous medical institutions of Pakistan

Impact of job satisfaction on employee turnover: an empirical study of autonomous medical institutions of Pakistan

Training & Development Barometer for Effective Transformation of Organizational Commitment and Overall Performance in Banking Sectors of KPK, Pakistan: Qualitative study of Workforce of Bank of Khyber

The study of the turnover of MIS professionals—The gap between Taiwanese and US societies

Contact Info

Product

Resources

About