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This study aimed to determine the impact of nurse generation on (a) turnover risk factors (low meaning/joy in work, low resilience, high occupational fatigue, high burnout) and (b) turnover intentions before and during the COVID-19 pandemic. Survey methods were used to compare two samples of hospital nurses who completed online surveys in 2017 or 2021. The results were compared on burnout and turnover risk by generation. Results indicate that in 2017, high acute fatigue and low inter-shift recovery differed by nurse generation, with Baby Boomers (Boomers) being the least affected. Additionally, Boomers were the least likely to report a likelihood of leaving the hospital within 6-12 months. However, in 2021, Millennial nurses experienced significantly higher levels of low meaning and joy in work, low resilience, high acute fatigue, low inter-shift recovery, and high burnout than Generation X (GenX) and Boomers. Millennials were the most likely generation to report turnover intention. This leads to the conclusion that the pandemic may have worsened the work experience of millennial nurses and increased their risk of leaving hospital jobs and the profession.

Purpose The COVID-19 pandemic intensifies the high turnover rate in the restaurant industry. Applying the conservation of resources (COR) theory, this study aims to examine the factors influencing US restaurant frontline employees’ organizational and occupational turnover intention with an emphasis on the three-way interactions between job stress, fear of COVID-19 (FC) and resilience. Design/methodology/approach A sample of 243 US restaurant frontline employees participated in this study. PROCESS macro was used for hypothesis testing. Findings Organizational turnover intention fully mediated the relationship between job stress and restaurant employees’ occupational turnover intention. FC intensified the positive relationship between job stress and organizational turnover intentions. Job stress, FC and resilience interacted to affect restaurant frontline employees’ organizational turnover intention such that when resilience is high, FC strengthened the positive relationship between job stress and organizational turnover intention, and the indirect effect of job stress on occupational turnover intention via organizational turnover intention. Practical implications Restaurants should take measures to reduce frontline employees’ fear and continue implementing practices to alleviate job stress during a crisis to reduce employees’ turnover intentions. Training on building employee resilience could also be provided by restaurant operators. Originality/value This study added to the limited knowledge of factors that are associated with restaurant employees’ organizational and occupational turnover intentions in the context of a global crisis and expanded the current knowledge of how fear and resilience may impact restaurant employees’ behavioral intentions.

Purpose Although scholars have provided sufficient empirical evidence on the effect of peer knowledge hiding on new product development (NPD) project team outcomes, little attention has been given to the relationship between project manager knowledge hiding and individual outcomes. Drawing on the job resources-demands model and a dyadic stressor perspective, this study aims to explore the effect of project manager knowledge hiding on subordinates’ turnover intentions as well as the mediating roles of challenge- and hindrance-related stress. Design/methodology/approach This study conducted a multiple-source survey of NPD project managers and their subordinates in China. Hypotheses were tested by using data collected from 171 manager–subordinate dyads in NPD projects. Findings The findings revealed that project manager knowledge hiding was positively associated with subordinates’ turnover intentions, challenge-related stress and hindrance-related stress. Project manager knowledge hiding imposed a positive indirect effect on turnover intentions through hindrance-related stress, whereas the mediating effect of challenge-related stress was not significant. Originality/value To the best of the authors’ knowledge, this study is one of the first to investigate the individual outcomes of top-down knowledge hiding as well as the mediating roles of challenge- and hindrance-related stress in the context of NPD projects.

PurposeNurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover intention among nurses' can be reduced through paternalistic leadership (PL). The authors further investigate the mediating role of job satisfaction between the associations of benevolent, moral and authoritarian dimensions of PL with turnover intention. Finally, the authors examined perceived organizational support (POS) as a conditional variable between job satisfaction and turnover intention.Design/methodology/approachThe authors collected data from 374 nurses working in public and private hospitals of high power distance culture using a questionnaire-based survey on convenience basis.FindingsStructural equation modeling confirms that benevolent and moral dimensions of PL positively affect nurses' job satisfaction which helps them reduce their turnover intention. While the authoritarian dimension of PL negatively affects job satisfaction to further enhance their turnover intention. In addition, the authors noted POS as a conditional variable to trigger the negative effect of job satisfaction on turnover intention.Research limitations/implicationsThe authors used a cross-sectional design to collect responses and ensured the absence of common method variance through Harman's Single factor test.Originality/valueThis study identified the mechanism (job satisfaction and POS) through which benevolent, moral and authoritative dimensions of PL predict turnover intention among nurses working in high power distance culture.

Bullying influence individuals, organizations and society, requiring support for individuals, causing mental stress leading to exhaustion and potential employee turnover. This study examines the effect of workplace bullying on turnover intentions among hotel employees, including emotional exhaustion as mediator. This study includes five star and non-five-star hotel staffs. A sample of 323 hotel employees were considered in convenience for self-administered questionnaires survey. Data analysis and model fit were conducted with SmartPLS 4 and SPSS 24. This study found that workplace bullying sustainably influence turnover intention through emotional exhaustion among hotel employees. This study concludes that workplace bullying is vital in connection with the turnover intention. This shows a bullied employee leave the organisation while emotionally exhausted. Social support, organizational culture or the way the executive leads matters taking it to a positive endeavor.

Purpose - The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention). Design/methodology/approach - Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate. Findings - The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover intention. Last study hypothesis, however, could not gain support as affective organizational commitment did not moderate the affective occupational commitment-occupational turnover intention relationship. Research limitations/implications - Theoretical and practical implications of the study are discussed in the end. Originality/value - The study poses some valuable contributions to the existing body of literature by exhibiting the role affective occupational commitment in the models of organizational turnover intention and that of affective organizational commitment in occupational turnover intention models which has been over looked so far.

Background Kenya’s healthcare system, like many in Low- and Middle-Income Countries, is grappling with a severe shortage of nurses, yet experiences continuous mass exodus and high turnover. While understanding, and early suppression of nurses’ job and professional turnover intentions is crucial for tackling this crisis, there are limited studies conducted in Kenya focusing on major predictors of nurse turnover intentions, including organizational culture, work-related stress and job satisfaction. This study therefore aimed to fill this gap. Aim To explore the effects of organizational culture, work-related stress and job satisfaction on nurses’ job and professional turnover intentions in Kenya. Methods This cross-sectional study surveyed 429 nurses in Kenya’s major referral hospitals. Validated tools were used to assess organizational culture (OC), Work-Related Stress (WRS), job satisfaction (JS), job Turnover Intention (TI) and Profession Turnover Intention (ProfTI). Data were analysed using SPSS v28 with Chi-square, correlation and logistic regression at a 95% confidence level(P < .005). Results Our analysis revealed that 81.4% and 31.4% of Kenyan nurses intend to leave their jobs and the nursing profession respectively. The overall organizational culture was largely neutral with a slight inclination to positive (M = 2.54, SD = 0.62), work-related stress was moderately high (M = 2.92, SD = 0.51), and job satisfaction was low, with only 56.6% of nurses reporting satisfaction. Predictors of TI were Age (OR = 0.45, 95% CI [0.26,0.078], P = .004), years of work experience (OR = 0.40, 95% CI [0.17, 0.93], P = .033) and job satisfaction (OR = 0.45,95% CI [0.26, 0.77], P = .004). Contrary to many existing literature, WRS inversely predicted TI (OR = 0.63, 95% CI [0.40, 0.99], P = .046). Predictors of ProfTI were: marital status(OR = 3.19, 95% CI [1.70,5.99], P = .001), working in surgical wards (OR = 12.70, 95% CL [1.48,108.85], P = .020) or in ICU/renal/theatre (OR = 10.79, 95% CI [1.27, 91.45] P = .029), salary(OR = 4.91,95% CI[1.21,19.92], P = .026),Job satisfaction (OR = 35, 95% CI [0.23, 0.54], P = < 0.001) and WRS (OR = 1.74, 95%, CI [1.15. 2.61], P = .008). Organizational culture did not significantly predict TI or ProfTI. Conclusion Kenya’s major referral hospitals are facing a crisis, marked by high rates of both TI and ProfTI. Urgent action is required from hospital managers and administrators, policymakers, the Kenyan government, and all other key stakeholders to enhance job satisfaction, reduce work-related stress, foster a strong positive organizational culture, and improve salaries. Clinical trial number Not applicable.

Purpose - The purpose of this paper is to examine the effects of problematic customer behaviors on customer service employee attitudes and subsequent turnover intentions from the organization and also the occupation.Design methodology approach - Data from five semi-structured depth interviews and 215 quantitative surveys using structured questionnaires were used to develop and test the theoretical model. Customer service employees working in different call center companies serving American customers were approached using an established survey panel.Findings - Results using the partial least squares (PLS) methodology showed that problematic customer behaviors drain customer service employees emotionally. Emotional exhaustion is negatively related to job satisfaction, and subsequently, employees' turnover intentions. The results also show that turnover intentions with organization and occupation are positively related to each other.Research limitations implications - As regards implications, this study provides an understanding of the relationship between problematic customer behaviors and employees' turnover intentions. Future researchers can utilize the findings from this study for investigating other consequences and antecedents of problematic customer behaviors. A limitation of the study is its use of cross-sectional data.Practical implications - This paper provides call center managers with an understanding of the effects of problematic customer behaviors on employee attitudes. It discusses the need for understanding problematic customers and ways to manage the effects of such experiences.Originality value - The study investigates an under-researched phenomenon, i.e. problematic customer behaviors. The study provides evidence of the relationship between problematic customer behaviors and turnover intentions in service employees. This study is also one of very few in marketing to investigate the relationship between organizational and occupational turnover intentions.

This study investigates the antecedents of turnover intention among Vietnamese nurses at a hospital in Quang Ninh Province, North Vietnam. This study evaluates the relationship between home–work interface (HWI) and working conditions (WC) on intrinsic job satisfaction (IJS) and extrinsic job satisfaction (EJS), the relationship between intrinsic job satisfaction (IJS) and extrinsic job satisfaction (EJS) on affective commitment (AC) and turnover intention (TI), and the relationship between affective commitment (AC) and turnover intention (TI). The study employs cross-sectional data and a questionnaire survey to collect the data. The 306 qualified questionnaires were collected, and partial least squares structural equation modeling (PLS-SEM) was employed to analyze the research model and test the hypotheses. The study reveals that working conditions and the home-work interface affect intrinsic job satisfaction. Intrinsic and extrinsic job satisfaction affect affective commitment. Interestingly, affective commitment and intrinsic job satisfaction were not significantly affecting turnover intention. The present study develops and empirically examines a conceptual framework by providing theoretical insight and managerial implications into the turnover intention’s antecedents in Vietnamese nursing care at the hospital.

Orientation: Although previous research found evidence that burnout is associated with turnover intention, few studies explore this phenomenon among electronics manufacturing employees in South Africa. Research purpose: To investigate the relationship between burnout and turnover intention among electronics manufacturing employees. Motivation for the study: The study explored the relationship between burnout and turnover intention in order to propose interventions that can reduce burnout and turnover intention in electronics manufacturing companies. Research approach/design and method: The study employed a cross-sectional quantitative research methodology: a self-administered structured questionnaire, principal component analysis and the Spearman’s correlation coefficient. A convenience sample of 133 employees from a selected electronics manufacturing company in South Africa participated in the survey. Main findings: The development of burnout among electronics manufacturing employees is conceptualised by two dimensions: exhaustion/cynicism and professional efficacy. However, exhaustion/cynicism is the only dimension associated with turnover intention. Exhaustion/cynicism is significantly positively related to job cognitions, job search activities, likelihood of leaving the job and turnover intention. Employees’ job functions and satisfaction with stakeholder relationships influence burnout and ultimately turnover intention. Factory workers experienced significantly higher levels of exhaustion/cynicism compared to those performing other functions. Exhaustion/cynicism is significantly negatively associated with supervisor relationships whereas professional efficacy is significantly positively associated. Practical/managerial implications: The study identified opportunities for electronics manufacturing companies to reduce burnout by developing interventions. Contribution/value-add: The study makes a number of recommendations to reduce burnout and ultimately increase retention of electronics manufacturing employees.