Sentence examples for intent to turnover from inspiring English sources

Multivariate analysis examined the impact of RN certification on empowerment, job satisfaction, intent to turnover, and clinical competence.

A fixed effects analysis showed intent to turnover was a function of changes in empowerment, job dissatisfaction, and competency (F = 79.2; p < 0.001).

The present study examines the multilevel relationship between job-level HRM effectiveness, employee intent to turnover, and employee mindfulness behaviors (measured as workarounds) in a hospital system.

Service providers at inbound call centers answered questionnaires designed to measure their personal orientation towards optimism, perceptions of job stress, work/nonwork conflict, performance, absenteeism and intent to turnover.

The results of our structural equation analyses indicated that accounting survivors' perceptions of procedural and interactional organizational justice affected their post-layoff stress and job insecurity, which in turn directly and indirectly influenced job satisfaction, affective commitment, and intent to turnover.

Previous studies have shown a consistent association between job satisfaction and turnover and intent to turnover [e.g., [ 2, 3]].

Hence, more research is needed to determine whether and how moonlighting contributes to high nurse turnover intent, and ultimately to turnover.

Many of the studies of rural nurses have as their objective to investigate rural nurses' intention to stay (turnover intent) in rural posts.

The specific aims of this study were to determine differences between certified and noncertified ED nurses in perceptions of structural empowerment, anticipated turnover, intent to leave the current position, and intent to leave the nursing profession.

We anticipated including studies that reported on various indicators of demand such as tenure, turnover and intent to leave (either/both the profession/facility) and factors, community-, facility-, or individual- level, associated with each indicator.

Researches from various countries have confirmed that job satisfaction and organizational commitment are statistically significant predictors of nurse absenteeism or turnover, or their intent to quit[ 1, 6, 7].