Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?

Article Abstract:

Turnover behavior is a multistage process that include attitudinal, decisional, and behavioral components. Job satisfaction has been found to have no direct effect on turnover intentions of pediatric nurses. Pay satisfaction, on the other hand, has been found to have both a direct and indirect effect upon the pediatric nurses' turnover intent. Also, control variations such as, having children, having a degree and working 12-hour shifts are found to have both indirect and indirect effects on nurses' turnover behavior and pay satisfaction.

Employee Relations NEC, Offices of All Other Miscellaneous Health Practitioners, Offices of health practitioners, not elsewhere classified, Nurses, Labor relations, Job satisfaction, Organizational behavior

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Self-monitoring and turnover: the impact of personality on intent to leave

Article Abstract:

A study was conducted to determine if the inherent trait of self-monitoring significantly affects employee turnover. Results showed that for low self-monitors, commitment was an important influence in the decision to stay or leave. On the other hand, job satisfaction was the important influence on high self-monitors. These results have important implications in formulating guidelines for hiring and retaining employees.

Beliefs, opinions and attitudes, Workers, Employee retention, Employee attitudes, Self-evaluation, Self evaluation

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Voluntary employee turnover: combining variables from the eTraditionalE turnover literature with the theory of planned behavior

Article Abstract:

The capability of traditional measures of employee turnover such as job satisfaction, organizational commitment, age, and tenure to describe the variance in turnover intentions and voluntary turnover is studied.

Science & research, Labour turnover

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