Training & Development and Employee Retention Rates in Listed Insurance Companies in Nigeria (Published)
This study investigates the impact of Training and Development on Employee Retention in Listed Insurance Companies in Nigeria, guided by the Human Capital Theory. A cross-sectional survey design was employed, targeting management staff from 23 insurance firms. Data was collected using structured questionnaires, and validity and reliability were ensured through rigorous testing. Multivariate Analysis of Variance (MANOVA) was conducted to test hypotheses, revealing that while training frequency and quality significantly influence job satisfaction, they do not significantly affect turnover intention. Development opportunities moderately impact job satisfaction but have no significant effect on turnover intention. The findings underscore the importance of continuous and high-quality training programs in enhancing job satisfaction, supporting the Human Capital Theory. Future research should explore additional factors influencing retention and satisfaction within the insurance sector, including organizational culture, employee engagement, and career aspirations.
Keywords: Employee Retention, Job Satisfaction, Organizational Culture, Turnover Intention, development opportunities, training frequency, training quality
An Empirical Study of the Influence of Perceived Organizational Support, Leader Member Exchange and Proactive Personality on Turnover Intention and Innovative Work Behavior: The Mediating Role of Employee Engagement (Published)
Purpose: The authors investigate employee engagement at work for employees as the mediating mechanism for the influence of perceived organizational support, leader member exchange, and proactive personality on turnover intention and innovative work behavior. It critically reflects on the issue of employee engagement to develop the theoretical model of this study and provide empirical evidence to explain the link between perceived organizational support, leader member exchange, proactive personality, employee engagement, innovative work behavior and turnover intention with the aim of increasing the levels of engagement in the workplace, lowering the turnover intention and increasing creativity and innovative work behavior. Design/methodology/approach: Data is collected from 142 employees and managers in Saudi context, and statistical analysis is performed on SPSS 28 and Mplus 8.7, conduct CFA and structural equation modeling. Findings: The results are concluded by the quantitative approach to investigate the relationships under this study. Findings confirm the impact of mediation of employee engagement in the effect of perceived organizational support, leader member exchange and proactive personality on innovative work behavior and turnover intention. The mediation of employee engagement in the effect of perceived organizational support, leader member exchange and proactive personality on turnover intent is a negative correlation. Originality: A theoretical framework is proposed whereby the model is evaluated with SPSS and structural equation modeling. This study contributes to the literature regarding the struggle of disengagement in the workplace and its implications for management.
Citation: Maha Khan and Suad Dukhaykh (2022) An Empirical Study of the Influence of Perceived Organizational Support, Leader Member Exchange and Proactive Personality on Turnover Intention and Innovative Work Behavior: The Mediating Role of Employee Engagement, Global Journal of Human Resource Management, Vol.10, No.4, pp.32-59
Keywords: Employee Engagement, Turnover Intention, innovative work behavior, leader member exchange, perceived organizational support., proactive personality
Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk (Published)
This study examines the effect of organizational culture, transformational leadership, compensation, and career development on job satisfaction and its implications for turnover intention, in employees of PT Kalbe Farma Tbk. The instrument used in this research is a questionnaire to 100 respondents, then analyzed descriptively and quantitatively. Descriptive analysis in this study is used to provide an overview of the characteristics of respondents and an overview of research variables. In contrast, quantitative analysis conducted by SEM – PLS (Partial Least Square) will test the hypothesis in this study. Based on the results of the analysis in this study, the results obtained are that:1) Organizational Culture has a positive effect on Job Satisfaction; 2) Transformational Leadership has a positive effect on Job Satisfaction; 3) Compensation has a positive effect on job satisfaction; 4) Career development has a positive effect on job satisfaction; 5) Organizational Culture has a negative effect on Turnover Intention; 6) Transformational Leadership has a positive effect on Turnover Intention; 7) Compensation has a negative effect on Turnover Intention; 8) Career Development has a negative effect on Turnover Intention; 9) Job Satisfaction has a negative effect on Turnover Intention.
Citation: Chrisna William, and Setyo Riyanto (2022) Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk, Global Journal of Human Resource Management, Vol.10, No.1, pp.1-16
Keywords: Career Development, Compensation, Job Satisfaction, Organizational Culture, Transformational Leadership, Turnover Intention
Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)
In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.
Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention
Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)
In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.
Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention