Exploring intrinsic factors that affect quality job and turnover intention in the Chinese educational services industry
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Author(s)Ganesh RamasamyLink to ORCID Index: https://orcid.org/0000-0002-0366-3753
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Wu MenglingLink to ORCID Index: https://orcid.org/0000-0001-9386-9861
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DOIhttp://dx.doi.org/10.21511/ppm.22(3).2024.13
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Article InfoVolume 22 2024, Issue #3, pp. 162-173
- 175 Views
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38 Downloads
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Creative Commons Attribution 4.0 International License
Organizations must attain a sustainable competitive advantage via the workforce. Active employee engagement can foster motivation and provide intrinsic job satisfaction. This study aims to analyze the impact of prospective intrinsic factors on the turnover intention of academic staff in the educational service industry in Anhui, China. A quantitative study method was devised using the Daniel Pink’s theory with a survey questionnaire consisting of 51 items. The study used a 5-point Likert scale. Nonprobability sampling with the snowball method was exercised for 403 fully completed responses for data analysis using the SPSS program version 23. The Pearson correlation analysis revealed a significant and robust inverse relationship between employee turnover intention and all of the independent variables examined (r² = 55.06 for managerial behavior empowerment, r² = 54.76 for psychological empowerment, r² = 54.46 for career growth opportunity, r² = 63.84 for organizational commitment, and r² = 27.46 for compensation). The multiple regression analysis was subsequently implemented. The model evaluation yields an adjusted R² value of 0.685, signifying that the independent variables collectively account for approximately 69% of the variance in the dependent variable, except for compensation, which exhibits a significant positive correlation with turnover intention. However, it is impossible to disregard the impact of compensation as the silence factor. Appropriate delivery of this baseline reward is necessary to ensure that it satisfies the fundamental requirements of the employee and fosters intrinsic motivation.
Acknowledgment
This study received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors.
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JEL Classification (Paper profile tab)M12, M54, O15
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References36
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Tables4
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Figures0
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- Table 1. Correlations
- Table 2. Model summary
- Table 3. ANOVA
- Table 4. Coefficients
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Industrial Revolutions and their impact on managerial practice: Learning from the past
Lucia Kohnová ,
Nikola Salajová
doi: http://dx.doi.org/10.21511/ppm.17(2).2019.36
Problems and Perspectives in Management Volume 17, 2019 Issue #2 pp. 462-478 Views: 4053 Downloads: 1744 TO CITE АНОТАЦІЯTechnological changes that come with industrial revolution have largely affected businesses, as well as society. With the current technological shift and Fourth Industrial Revolution, many questions arise regarding the impacts and effects on current ways businesses operate. This study presents a retrospective analysis and overview of previous industrial revolutions. The aim of the retrospective analysis is to identify common characteristics that may lead to lessons learned for the forthcoming Fourth Industrial Revolution and thus complement the current debate on technological change. All previous industrial revolutions have led to change in business environments and new challenges for managers and owners. The findings show that all previous revolutions have led to increase in the number of service jobs created. The key approach of successful countries during the times of industrial revolution has included education as the source of new skills and knowledge necessary for adaption. Countries that were able to produce high skilled people could not only invent, but also adapt to new technologies sooner than others. Similarly, these approaches included introduction of new managerial practices in order to be able to utilize new technologies and new skilled workers effectively. The research article processes secondary data together with literature review on this topic.
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Waste management policy and employment: the case of France
Environmental Economics Volume 9, 2018 Issue #1 pp. 38-46 Views: 2319 Downloads: 287 TO CITE АНОТАЦІЯThis paper examines whether a causal relationship exists between waste tonnage and employment when the waste collection is entrusted to a private operator in France (i.e. waste management policy by delegation of service). The empirical investigation is based on weekly data for four waste streams for the period from January 2015 to June 2017. Using nonstationary time series techniques including cointegration, VECM (Vector Error Correction Model) and long-run causality test of Toda and Yamamoto (1995) within a bivariate framework, the results demonstrate potential causal negative relationship between waste tonnage and employment. For three waste streams (i.e. household waste, outdoor garbage waste and miscellaneous waste), the results suggest that waste management practices that aim at entrusting the collection and treatment to a private operator (i.e. waste management by delegation of service) are not economically beneficial to society, because this policy does not favor environmental jobs creation. The paper calls for the adoption of other waste management practices to preserve employment in the waste collection sector.
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The effects of perceived organizational support and social comparison on work attitudes
Nuri Herachwati , Jovi Sulistiawan ,
Zainiyah Alfirdaus ,
Mario Gonzales B. N.
doi: http://dx.doi.org/10.21511/ppm.16(1).2018.02
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