The stakeholders of the health care systems are endeavouring to render effective, efficient, and equitable care in an environment that is enduring transitions in business, clinical, and operating models. In this scenario, the performance of the health care organisations is largely dependent on the knowledge, skills and motivation of the employees. However, health care organisations worldwide, including India are facing an acute shortage of skilled health care employees, which is further intensified by high employee turnover rates. Therefore, it has become crucial for organisations to explore the perceptions of health care employees regarding the factors that influence and shape their decision to quit, for developing effective strategies to reduce turnover and retain the workforce essential to achieve health care outcomes.
Seminal works in developed countries have advocated that the turnover and turnover intention is mostly influenced by the extent to which the employees are satisfied with the facets of their work life. However, the past studies emphasising on the quality of work life (QWL) to address the turnover of health care employees are scarce in India. Thus, this research examines the impact of QWL on the turnover intention of the employees in the private health care units of India. Specifically, the study focuses on gauging the perception of health care employees on the job dimensions, human resource (HR) interventions, QWL, employee commitment, and turnover intention to build logical relationships among these variables.
A survey was conducted among the health care employees (nurses, pharmacists, laboratory technicians, and radiology technicians) working in the private health care units (nursing homes, non-corporate hospitals, and corporate hospitals) situated in the major cities of Odisha (an Indian state), namely Bhubaneswar, Cuttack, Berhampur, Sambalpur and Rourkela. A structured questionnaire comprising of one hundred thirty three items was distributed to eight hundred employees by adopting the method of convenience sampling. In the process of opinion survey, six hundred nine useful responses were retrieved owing to a response rate of seventy six percent. The responses obtained were subjected to analysis by using SPSS 20 and AMOS 20. The preliminary analysis of data was conducted by using the descriptive statistics, correlation and regression analysis. Then, the hypothesised research model was validated by using statistical tools such as exploratory factor analysis and structural equation modelling.
The findings reveal that the job dimensions have a significant association with QWL of health care employees. Further, the perceived QWL of employees is significantly and positively influenced by the operational HR interventions in the health care units. Subsequently, QWL was substantially linked with the commitment levels of the employees in health care organisations. Conversely, QWL and employee commitment were inversely related to the turnover intention of the employees. Besides, employee commitment partially mediated the relationship between QWL and turnover intention. The results also divulged that the job dimensions did not have a noticeably direct influence on employee commitment and turnover intention and both the relationship was fully mediated by QWL. Likewise, HR interventions did not have a substantial direct effect on employee commitment but had a direct and significant relationship with turnover intention. Moreover, QWL acted as a full mediator between the relationship of HR interventions and employee commitment and as a partial mediator between HR interventions and turnover intention.
Thus, this research provides a holistic framework that may act as a blueprint for health care organisations to assess and improve QWL, commitment levels, as well as reduce employee turnover. Further, the study may also provide substantial evidence to the health care managers for improving structures and planning appropriate remedial measures to build employee-friendly workplaces as well as ensure a meaningful and value driven working lives for the employees. Finally, this work supports the crusade to enhance the QWL of the employees as the top priority of the health care decision makers of the country.

Impact of Quality of Work Life on Turnover Intention: A Study on Private Health Care Units in Odisha

Employee turnover is a topic that generates much interest in the academia and the industry alike. Since employee turnover is a costly problem for any organisation, it needs to be addressed. This study investigated this issue by considering the turnover intention and not the actual turnover because the former is argued to be a precursor to the latter. Hence, to address turnover, the management needs to understand why employees develop turnover intention. This study was conducted on the Relationship Managers (RMs) of selected local banks in Malaysia. To investigate the turnover intention of the RMs, the push-pull model was used. The push factors included role conflict, work overload and licensing status while the pull factors included career advancement and salary. Both an online and an offline survey were carried out to collect the data. A total of four hundred and fifty-two survey questionnaires were distributed, but only 136 valid questionnaires were returned, yielding a response rate of 33.2%. Descriptive statistics and multiple regression analysis were used to analyse the data. Of the push factors, only workload was found to be positively associated with turnover intention. Career advancement, one of the pull factors, was shown to be negatively related to turnover intention. Of the overall factors, work overload was found to be the best predictor of the RMs’ turnover intention to leave. The study recommends that the bank management revisit the current practices of establishing workload and implement effective career paths for RMs. The limitations and suggestions for future research are also discussed.

Turnover intention among relationship managers in selected local banks in Malaysia

Purpose: The purpose of this bibliometric study is to analyze, realize, and identify the scope of research on employee turnover, as well as to indicate the growth and development of this area of study as it appears in the Scopus database. The fundamental goal of this study is to undertake a thorough bibliometric review of research on the application, identification, network structure, and conceptual framework of employee turnover. Design/methodology/approach: After doing extensive research online, we located the best available articles. The studies used for the review were located using the Scopus database. From 1957 to 2023, a total of 2904 articles were located and whittled down to 1948 papers. With the aid of the R programming language and the VOS viewer software, we have analyzed each piece of writing from multiple angles, including authorship, citation, conceptual structure, co-word occurrence, trend topics analysis, thematic map, and visualization. Findings: A strategic thematic map was used to identify motor themes, basic transversal themes, specialty themes, and emerging and decreasing topics. The findings of the study revealed significant progress in the study of employee turnover during the previous 67 years of literature. This work also serves as a resource for researchers to use in the years to come. This research utilized relational methods such as co-word, co-author, co-citation analysis, bibliographic coupling, and thematic map analysis to identify new areas of inquiry. According to the relational method, "employee turnover" and "turnover intention" are key components that link to other commonly used phrases in the reviewed research. Originality: The interest of academics and businesspeople in studying the factors that contribute to employee turnover has led to a boom in this area of study during the past two decades. This research goes farther than previous efforts in evaluating the scientific development of articles in employee turnover, including a closer look at the individuals and methods used in the process. An annual growth rate of 7.25% was also found for researchers' joint, multi-author, and interdisciplinary endeavors. Overall, this research improves our knowledge of employee turnover and offers different insights. Social implications: It enlightens future scholars on the new topics, settings, and potential for interdisciplinary work in this field. It draws attention to the most pressing concerns in the field and points the way to promising avenues for future study. This study has the potential to contribute significantly to the study of employee turnover and its causes 

Insights on Employee Turnover: A Bibliometric Analysis

PURPOSE
This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses.


METHODS
A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used.


RESULTS
The total effect size r (ESr) was -0.25 (95% confidence interval: -0.29 to -0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = -0.34), transformational leadership (ESr = -0.28), authentic leadership (ESr = -0.23), transactional leadership (ESr = -0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses.


CONCLUSION
Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.

[Effects of Leadership Styles of Nursing Managers on Turnover Intention of Hospital Nurses: A Systematic Review and Meta-Analysis].

Purpose:  The purpose of this bibliometric study is to analyze, realize, and identify the scope of research on employee turnover, as well as to indicate the growth and development of this area of study as it appears in the Scopus database. The fundamental goal of this study is to undertake a thorough bibliometric review of research on the application, identification, network structure, and conceptual framework of employee turnover.
 
Design/methodology/approach: After doing extensive research online, we located the best available articles. The studies used for the review were located using the Scopus database. From 1957 to 2023, a total of 2904 articles were located and whittled down to 1948 papers. With the aid of the R programming language and the VOS viewer software, we have analyzed each piece of writing from multiple angles, including authorship, citation, conceptual structure, co-word occurrence, trend topics analysis, thematic map, and visualization.
 
Findings: A strategic thematic map was used to identify motor themes, basic transversal themes, specialty themes, and emerging and decreasing topics. The findings of the study revealed significant progress in the study of employee turnover during the previous 67 years of literature. This work also serves as a resource for researchers to use in the years to come. This research utilized relational methods such as co-word, co-author, co-citation analysis, bibliographic coupling, and thematic map analysis to identify new areas of inquiry. According to the relational method, "employee turnover" and "turnover intention" are key components that link to other commonly used phrases in the reviewed research.
 
Originality: The interest of academics and businesspeople in studying the factors that contribute to employee turnover has led to a boom in this area of study during the past two decades. This research goes farther than previous efforts in evaluating the scientific development of articles in employee turnover, including a closer look at the individuals and methods used in the process. An annual growth rate of 7.25% was also found for researchers' joint, multi-author, and interdisciplinary endeavors. Overall, this research improves our knowledge of employee turnover and offers different insights.
 
Social implications: It enlightens future scholars on the new topics, settings, and potential for interdisciplinary work in this field. It draws attention to the most pressing concerns in the field and points the way to promising avenues for future study. This study has the potential to contribute significantly to the study of employee turnover and its causes

https://openaccessojs.com/JBReview/article/download/2322/945

Employee turnover among Nurses A Comparative Analysis with Respect to Push and Pull Factors

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Employee turnover among Nurses A Comparative Analysis with Respect to Push and Pull Factors