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Submitted 20 february 2020 accepted 16 july 2020 published 28 june 2021 abstract. Employees intending to resign are commonly due to material matters, such as lack of salary or incentives. Abstract this paper investigates the age specificities in the link between employee’s perceived external employability and turnover intention and how the use of human resource practices moderates this relationship.
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Results based on 391 correlations from 144 independent studies indicated that work attitudes, job strains, and role stressors/interrole conflicts showed relatively large effects on turnover intention. We describe and analyze a unique. Studies pertaining the effect of these two variables to intention to.
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Since employee turnover can have a detrimental impact on business and the labor market at large, it is important to understand the determinants of such a choice. Despite many years of strict research, the problem of employee turnover intention (ti) still plagues human resource management, organizational behavior scholars and practitioners (hom et al., 2017; For decades, employee turnover has always attracted the attention of researchers (conley & you, 2021; Adhering to prisma guidelines, six studies (k=06) were meticulously selected, and the random effects model was applied for analysis.
Turnover intention is an employee’s reported willingness to leave her organization within a given period of time and is often used for studying actual employee turnover. Evidently, moral matters, e.g., supervisor support, implies to affect the turnover intention in an organization. The findings reveal a significant positive correlation (r = 0.31) between wo and ti,. This study investigates employee turnover intention in a university and the influence of five human resource management factors (performance appraisal, working conditions, equal employment opportunity, training & development, and rewards).
