The purpose of this research was to look into the work-life interface of professionals in a de-manding and high-risk occupation in an organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results found show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-family conflict). At the same time, organizational culture negatively affects turnover intentions and work-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor behaviors and culture provides implications for work and family practices in this type of organization.

Academia is prone to incivility and interpersonal conflict like any other workplace environment, although incivility in academia is manifested in behaviors such as undermining colleagues’ professional standing, intelligence and authority; reprobating other’s accomplishments; and hiding knowledge from other faculty members. The autonomy, independence, academic freedom, and tenure in academia lead to a working environment (culture) with different “rules of engagement”, governed by the faculty members themselves. This study examines the impact of employee cynicism on faculty’s interpersonal conflict as a source of stress, which leads to undesirable organizational behaviors, namely higher turnover intention and knowledge hiding behavior; furthermore, the role of faculty’s emotional intelligence as a moderator on the relationship between interpersonal conflict among faculty members and turnover intention has been investigated as a second objective of this study. The study uses a quantitative method of research and analysis, by collecting data from 200 faculty members in private higher education institutions. The study’s hypotheses were tested by Smart PLS3 (SEM) to conclude that: 1) interpersonal conflict directly influences turnover intention and knowledge hiding behavior; 2) employee cynicism has no mediating effect in the relationship between interpersonal conflict, and turnover intention or knowledge hiding behavior; 3) Faculty’s emotional intelligence moderates the relationship between interpersonal conflict and turnover intention.

The purpose of this study was to determine the alternative external influence and job stress on employee satisfaction and to determine the effects of the alternative external influence, job satisfaction job stress on Turnover Intention on employees of PT Bank Mandiri Regional X South Sulawesi. Respondents in this study were 100 people. The analysis model used to determine the effect between variables was a structural model with the Partial Least Square (PLS) approach. The results show that external alternatives had a significant effect on job satisfaction, stress had no significant effect on job satisfaction, external alternatives had a significant effect on turnover intention, stress had no significant effect on turnover intention, and finally, job satisfaction had a significant effect on turnover intention. To reduce turnover intention, it is better to reduce employee access to information on outside market opportunities. Job market conditions outside the company had a stronger effect on turnover intention than the job satisfaction felt by Bank Mandiri employees and to increase employee job satisfaction efforts are needed to reduce stress in the form of reducing work overload, reducing conflict, giving proper responsibilities and improving development policies.

Y Generation upholds flexibility in work, therefore work-life balance becomes particular factor that affect attitude of Y generation employees in the organization. Job engagement is a psychological factor that makes employees emotionally attached to their work in order to produce performance and high commitment. A good quality of work-life balance reduces the sum of turnover intention; therefore, organization should avoid problems involving turnover intention. The objective of this study was to examine and analyze the influence of work-life balance toward job engagement and turnover intention of Y generation employees in the city of Bandung, West Java-Indonesia. Respondents used in this study were 190 employees from various fields of work. The data analysis of this study used simple linear regression, with validity and reliability test for data quality test. The results of this study show there is no effect of work-life balance on job engagement; however, it was found there is an effect of work-life balance toward turnover intention. One of managerial implications from the research results that have been proposed is that the company should provide work time and paid leave for employees in accordance with applicable government regulations and should not impose overtime on employees, however the company should consider adding to the number of new employees, therefore work can be completed on target without placing more strain on existing employees.

The present paper attempts to analyse the effect of organizational climate on organizational citizenship behaviour (OCB), as well as the effect of OCB on turnover intention. Data on organizational climate, OCB and turnover intention were obtained from a sample of 78 internal auditors of Jordanian private universities. Hypotheses were proposed and were tested using PLS-SEM, and the outcomes demonstrate the positive linkage between organizational climate and OCB. Meanwhile, OCB and turnover intention were found to have inverse linkage. Strong organizational climate should be created in Jordanian private universities since it improves and predicts OCB. OCB will in turn cause turnover intention to decrease among internal auditors. With the use of PLS-SEM method, this study adds to the extant literature.

This study aimed to determine the effect of overtime, job stress, and workload on turnover intention. This is a quantitative study with a sample collection method using a purposive sampling in PT. Ungaran Sari Garmen, Indonesia. Data collection was carried out by the method of observation, documentation, and questionnaires. The data obtained were then processed and analyzed with ordinary least square regression model. The results show that overtime, job stress, and workload significantly affected the turnover intention. Adjusted R2 value of this study was 0.776, which means overtime, job stress, and workload explained the turnover intention of 77.6%, and 22.4% was influenced by other variables.

This study investigates the influences of job demands, work exhaustion, and job satisfaction on turnover intention among Vietnamese civil service employees. Additionally, the correlation between social support and job motivation with job satisfaction and turnover intention are also examined. A structural equation modeling technique was employed to conduct the data analysis with a survey of 318 civil service employees working in 10 different departments in the public sector. The results reveal that job demands had a positive association with both work exhaustion and turnover intention. In contrast, work exhaustion and job satisfaction are both significantly related to turnover intention. Surprisingly, the adverse effects of social support and job motivation on work exhaustion are insignificant. In addition to theoretical high-lights, our study provides practical implications and managerial recommendations for government agencies in the public sector to minimize the turnover rate and retain their employees.

This study aims to examine and analyze the influence of work-life balance and emotional intelligence on turnover intention with organizational commitment as an intervening variable. The research method used in this research is descriptive method. The population of this study is employees in a computer spare parts distribution company with a sample of 60 respondents. The approach used in this research is Structural Equation Model (SEM) with Smart-PLS analysis tool 3.2.8. The results show that work-life balance had a positive and significant effect on organizational commitment. Emotional intelligence had a positive and significant effect on organizational commitment. Work-life balance had a negative and significant effect on turnover intention. Emotional intelligence had a positive and significant effect on turnover intention and finally, organizational commitment has a negative and significant effect on turnover intention.

In this competitive environment for the survival of the organization, it is essential to retain competent workforce, and keep them well aligned with organizational objectives. Turnover of employees creates panic situation and unnecessary burden of high recruitment cost. The present study identifies the relationship between job embeddedness and turnover intention. The survey of 119 employees was conducted in Saudi Arabia. The study found no significant relationship between job embeddedness and turnover intention. Negative correlation was found between turnover intention with respect to age and experience of employees. It clearly states that as the employees gain experience, their turnover intent decreases. Age is also an important factor of turnover intention. It was found that older employees showed less turnover intent in comparison to younger employees. The results will provide insights to organization for making effective strategies to keep employees embedded with their jobs and help in reducing turnover intent and actual turnover.

This study aims at investigating the factors that influence Bank Mandiri employees' turnover intention including work environment, stress, and job satisfaction. This research is expected to be able to find a solution to the problem of increasing turnover intention which could lead to serious problems. The study uses a quantitative method with the Path Analysis model and the resulted model analyzes both direct effect and indirect effects of independent variables on dependent variable. The sample size includes 100 employees of Mandiri Bank who were selected from a population of 430 employees based on purposive random sampling technique. The findings of this research indicate that, work environment had a positive and significant effect on job satisfaction. Second, stress had a neg-ative and significant effect on job satisfaction. Third, work environment had a negative and significant effect on turnover intention. Fourth, stress had a positive and significant effect on turnover intention. Fifth, job satisfaction had a negative and significant effect on turnover intention. Based on these results, work environment, stress, and job satisfaction can be policy tools to reduce turnover intention, which can lead to a decrease in real turnover at Mandiri Bank.