THE RELATION BETWEEN TURNOVER INTENTION, HIGH PERFORMANCE WORK PRACTICES (HPWPs), AND ORGANISATIONAL COMMITMENT: A STUDY AMONG PRIVATE HOSPITAL NURSES IN MALAYSIA

Nasurdin, Aizzat Mohd.; Tan, Cheng Ling; Khan, Sabrina Naseer

doi:10.21315/aamj2018.23.1.2

Cited by 38 publications

(34 citation statements)

References 80 publications

(113 reference statements)

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“…Clinical nursing experience and training accumulated by these nursing staff enable them to provide superior services and perform their tasks efficiently. Hospital managers could implement relevant practices (e.g., objective performance appraisal mechanisms; competitive compensation) to increase the willingness of nursing staff to stay at a hospital (Nasurdin, Ling, & Khan, 2018).…”

Section: Discussionmentioning

confidence: 99%

The Influence of Compassion Fatigue on Job Performance and Organizational Citizenship Behaviors: The Moderating Effect of Person–Job Fit

Chu

2021

J of Nursing Scholarship

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Purpose This study investigated the influence of compassion fatigue on job performance and organizational citizenship behavior. Moreover, this study analyzed whether person–job fit effectively moderates the negative impacts of compassion fatigue. Design A longitudinal, two‐stage questionnaire was used to collect data. Methods This study adopted a convenience sampling whose participants consisted of 263 nursing staff from medical centers, regional hospitals, district hospitals, and clinics in Taiwan. Descriptive, correlational, and hierarchical regression analyses were used to investigate the relationships between variables. Findings The study results indicated that compassion fatigue exerts a significant negative influence on job performance and organizational citizenship behavior, whereas person–job fit effectively moderates the negative relationships between compassion fatigue and job performance and organizational citizenship behavior. Conclusions Hospital administrations could pay more attention to the negative influence of compassion fatigue on the job performance and organizational citizenship behavior of nursing staff. Enhancing person–job fit can mitigate the negative impacts of compassion fatigue. Clinical Relevance Apart from seeking reasons for compassion fatigue and proposing effective solutions, hospitals also could adopt appropriate practices to constantly monitor and manage the person–job fit of nursing staff, thereby assisting the nursing staff in adapting to current nursing job requirements.

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Section: Discussionmentioning

confidence: 99%

The Influence of Compassion Fatigue on Job Performance and Organizational Citizenship Behaviors: The Moderating Effect of Person–Job Fit

Chu

2021

J of Nursing Scholarship

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“…Rissanen (2017: 52) reported that, in order to be retained and to reduce incidents of turnover intent, employees expect compensation that is in line with their skills and work experience. Unless the total payment structure is perceived as internally fair and externally benchmarked for competitiveness, employees are likely to leave their organisations (Nasurdin, Tan andKhan 2018, Onah &Anikwe 2016). Location of workplace also has the potential to have an impact on employees' level of job satisfaction and, in turn, influence their turnover intentions (Nair, Mee & Cheik 2016).…”

Section: Organisational Determinants Influencing Turnover Intentionmentioning

confidence: 99%

“…Fyn et al (2019) and Johennesse and Chou (2017) found that pay and fringe benefits are predictors of turnover intention. Nasurdin, Tan and Khan (2018) emphasised that payment and fringe benefits should be externally benchmarked for fairness and competitiveness. Keng (2014) reported that employees would change their job for a 10% increment in salary.…”

Section: Organisational Determinants and Turnover Intentionsmentioning

confidence: 99%

Determinants of turnover intentions of librarians at the City of Johannesburg libraries in Gauteng province, South Africa

Masenya

Ngoepe

Jiyane

2020

SAJLIS

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Organisations, including public libraries, are confronted with the challenges of managing, controlling and putting in place retention strategies to mitigate high turnover intention. Turnover intention can bring devastation to an organisation, leading to consequences such as decreased morale and productivity, shortage of skilled and qualified staff, and direct and indirect costs to the organisation. This quantitative study employed the census method and adopted a case study design, with an embedded survey design, making use of a structured questionnaire to collect data from 174 librarians at the City of Johannesburg Libraries in the Gauteng province of South Africa. Quantitative data were analysed using the Statistical Packages for Social Sciences (SPSS). The findings in relation to demographic factors revealed that the majority of the librarians who have been with the library organisation for a considerable length of time exhibited turnover intention. Findings further showed that the majority of librarians were mostly dissatisfied with organisational determinants, namely: payment and fringe benefits, working environment (work-life balance), and promotion and recognition which are significant predictors of turnover intention. It is recommended that in order to mitigate turnover intention and increase retention, strategic initiatives should be developed which could incorporate variables such as payment and fringe benefits, promotion and recognition.

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“…According to Aizzat Mohd Nasurdin, et.,al (2018), employee turnover is one of the biggest obstacles in achieving the required scale of productivity. Performance appraisal, compensation and employment security can reduce turnover intention and increase organizational commitment.…”

Section: Literature Reviewmentioning

confidence: 99%

Impact of Turnover on Organizational Efficiency: A Case Study of Dawlance Company

Shaikh¹,

Shaikh²,

Benghal³

et al. 2020

ACDMHR

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The research is conducted to investigate and analyse the impact of employee turnover on organizational effectiveness and employee performance, this study also highlights those factors which makes the employees less comfortable in DS Motors (Unique) Hyderabad Pakistan and provide possible solutions to reduce employee turnover. In this study we examine the increasing ratio of employee’s turnover in DS Motors (Unique) that observed in the last couple of years. High rate of employee turnover negatively affects the organizational efficiency and decreases the productivity of the organization. The cooperative sampling strategy was used to select the participants/respondents. Self-administered survey questionnaires were distributed among 166 employees of DS Motors from which 135 were returned in a useful condition. SPSS (version 20.0) was utilized for statistical data analysis. The study findings suggest that salary is one of the reasons of employee turnover in DS Motors. The results of the study highlight that increasing rate of employee turnover increased workload to present employees of the organization. The evidences found in this study also highlights that high employee turnover reduce the productivity and quality of the product produced in the organization. The findings also highlight that employee turnover may cause customer dissatisfaction and disrupts the delivery of the products and reduce service provisions. Other findings suggested that poor and unhealthy working conditions and lack of advancement opportunities increase employee turnover in the organization. The recommendations highlighted in this study that top management must provide competitive remuneration to the employees of the organization and need to create career development opportunities and develop a communication network between employees and management of the organization. This study concludes with the future direction of the research.

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THE RELATION BETWEEN TURNOVER INTENTION, HIGH PERFORMANCE WORK PRACTICES (HPWPs), AND ORGANISATIONAL COMMITMENT: A STUDY AMONG PRIVATE HOSPITAL NURSES IN MALAYSIA

Cited by 38 publications

References 80 publications

The Influence of Compassion Fatigue on Job Performance and Organizational Citizenship Behaviors: The Moderating Effect of Person–Job Fit

The Influence of Compassion Fatigue on Job Performance and Organizational Citizenship Behaviors: The Moderating Effect of Person–Job Fit

Determinants of turnover intentions of librarians at the City of Johannesburg libraries in Gauteng province, South Africa

Impact of Turnover on Organizational Efficiency: A Case Study of Dawlance Company

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