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What is Turnover Intention

Chapter 3
Promoting Social and Cultural Equity in the Tourism Sector
An employee’s intention to leave his/her current job consciously and voluntarily.
Published in Chapter:
The Relationship Among Perceived Gender Discrimination, Job Satisfaction, and Turnover Intention and the Moderator Role of Gender
Gamze Temizel (Selçuk University, Turkey)
Copyright: © 2022 |Pages: 32
DOI: 10.4018/978-1-6684-4194-7.ch003
Abstract
The main purpose of this chapter is to investigate the effect of gender discrimination perceptions of hotel employees on their job satisfaction levels and turnover intentions. A second aim is to compare employees' perceptions of gender discrimination by their sex. A final aim is to investigate the moderator role of gender in the relationship between perceived gender discrimination and job satisfaction. For this purpose, a study was conducted, and 267 employees working in 4- and 5-star hotels operating in the city of Konya in Turkey were reached. The data were collected by questionnaire technique. As a result of the study, it was determined that perceived gender discrimination affects job satisfaction negatively and affects turnover intention positively. In addition, female employees feel more gender discrimination in the workplace than men. Gender moderates the relationship between perceived gender discrimination and job satisfaction. More clearly, the negative effect of perceived gender discrimination on job satisfaction is stronger for women than for men.
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Chapter 13
Reconfiguring the New Normal: Workplace Spirituality, Millennial Employee Engagement, and Turnover Intentions
Turnover is the process through which staff leaves a business or organization and that business or organization replaces them. Turnover intention is a measurement of whether a business or organization's employees plan to leave their positions or whether that organization plans to remove employees from positions. Turnover intention, like turnover itself, can be either voluntary or involuntary. Voluntary turnover takes place when employees decide to leave their jobs on their own when they get an opportunity better than their present jobs in terms of better pay, location or recognition, etc. Involuntary turnover takes place when an organization plans to remove an employee’s poor job performance or it is to eliminate positions due to economic pressures. Losses related to turnover intention may be lowered by organizations by offering the right compensation (based on tenure and performance), valuing and providing a voice to the employees.
Published in Chapter: Reconfiguring the New Normal: Workplace Spirituality, Millennial Employee Engagement, and Turnover Intentions; From: Enhancing Employee Engagement and Productivity in the Post-Pandemic Multigenerational Workforce
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Chapter 20
Relationship Between Work-Family Conflict and Turnover Intention: A Meta-Analysis of the Researches on Tourism
The intention of quitting is that the employee wants to quit his job as a result of dissatisfaction due to various reasons (salary, management style, justice, rewarding, etc.).
Published in Chapter: Relationship Between Work-Family Conflict and Turnover Intention: A Meta-Analysis of the Researches on Tourism; From: Organizational Behavior Challenges in the Tourism Industry
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Chapter 6
Role of Human Resource (HR) Analytics and Metaverse in Employee Engagement and Turnover Intention
Turnover intention' refers to an employee's willingness or intention to voluntarily quit their job or leave an organization.
Published in Chapter: Role of Human Resource (HR) Analytics and Metaverse in Employee Engagement and Turnover Intention; From: Exploring the Use of Metaverse in Business and Education
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Chapter 5
Exploring Antecedents of Mature Workers' Turnover Intention: Review of the Role of Organizational Culture
An employee's conscious and deliberate willfulness to leave his or her current organization.
Published in Chapter: Exploring Antecedents of Mature Workers' Turnover Intention: Review of the Role of Organizational Culture; From: Strategies for Attracting, Maintaining, and Balancing a Mature Workforce
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Chapter 9
Job Crafting for Tourism Employees: Conceptual Overview, Dimensions, Antecedents, and Consequences
A concept that states the employee’s intention to leave the organization. Employees in this process seek out job alternatives and review their existing firm.
Published in Chapter: Job Crafting for Tourism Employees: Conceptual Overview, Dimensions, Antecedents, and Consequences; From: Organizational Behavior Challenges in the Tourism Industry
Full Text Chapter Download: US $37.50 Add to Cart
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