1. Health-promoting leadership and leadersʹ listening skills have an impact on the employeesʹ job satisfaction and turnover intentionAnita Dunkl, Borut Milfelner, Simona Šarotar Žižek, Paul Jiménez, 2025, izvirni znanstveni članek Opis: The topic of health-promoting leadership has often been investigated on its impact on health outcomes. However, it is still unclear if healthpromoting leadership has an impact on other well-being parameters at work besides health. Another leadership behavior, the leaders’ listening skills, can benefit well-being parameters at the workplace, such as job satisfaction, which in turn lowers turnover intention. In the present study, we investigate the relationship between health-promoting leadership, the leaders’ listening skills, job satisfaction, and turnover intention to get a clearer picture about the effects of different leadership behaviors on the employees’ well-being. The results of an online-study with 354 Austrian and Slovenian workers showed that both types of leadership behaviors had a direct effect on the employees’ job satisfaction and an indirect effect on turnover intention through job satisfaction. Listening was found to have a stronger direct impact on job satisfaction. The findings indicate that both leadership behaviors are able to support well-being at the workplace.
Ključne besede: health-promoting leadership, job satisfaction, listening, turnover intention, well-being
Objavljeno v DKUM: 05.11.2025; Ogledov: 0; Prenosov: 0
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2. Career development strategies in maintaining turnover intention through organizational commitmentHaliansyah, Ahmad Badawy Saluy, Kasmir, Mafizatun Nurhayati, 2024, izvirni znanstveni članek Opis: Background and purpose: The results of calculating the turnover rate for the Indonesian Air Force in 2022, for officers reaching 17.4%, non-commissioned officers at 7%, and enlisted personnel at 3%. The objective of this study is to investigate the impact of career development on turnover intention and to examine the mediating role of organizational commitment in this relationship. Methodology: This research is research with a quantitative approach. The samples tested in this study were 270 samples of a proportion of Indonesian Air Force officers. The statistical test tool used in this research is SmartPLS 3. Results: The research results show that career development does not affect Turnover Intention. Furthermore, career development influences organizational commitment. Research findings indicate that turnover intention is adversely affected by organizational commitment. Furthermore, it has been established that organizational commitment acts as a mediator in the association between turnover intention and career development. Conclusion: The Indonesian Air Force needs to increase organizational Commitment to the career development activities of each Indonesian Air Force personnel in order to reduce turnover intention that can arise in each member personnel. Further research can expand the research object to other Indonesian military organizations to obtain a more general view regarding the performance of human resources in the Defense of the Republic of Indonesia.
Ključne besede: organizational commitment, career development, turnover intention
Objavljeno v DKUM: 20.10.2025; Ogledov: 0; Prenosov: 2
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3. The Effect of Work-Family Conflict on the Impact of Role Overload on Turnover Intention and Job SatisfactionAbdullah Zübeyr Akman, Oğuzhan Kodalak, 2025, izvirni znanstveni članek Opis: Purpose: This study aims to investigate how role overload and work-family conflict influence turnover intention and job satisfaction among public employees, providing insights for management practices to enhance employee well-being and organizational effectiveness. Design/Methods: Quantitative data were collected from 390 public employees in the Central Anatolia region of Turkey. Structural equation modeling (SEM) was employed to analyze the relationships between role overload, work-family conflict, job satisfaction, and turnover intention. Results: The study reveals that role overload positively influences work-family conflict, which in turn negatively impacts job satisfaction and increases turnover intention among public sector employees. Furthermore, job satisfaction is found to negatively affect turnover intention. Conclusion: The findings highlight the importance of addressing role overload and work-family conflict to mitigate turnover intention and enhance job satisfaction among public employees. From a practical perspective, this study suggests that organizations should prioritize initiatives aimed at reducing role overload and managing work-family conflict to foster a positive work environment and retain talented employees. Socially, the study underscores the significance of supporting employees in balancing work and family responsibilities to promote their overall well-being and contribute to societal welfare.
Ključne besede: role overload, work-family conflict, turnover intention, job satisfaction, role conflict theory
Objavljeno v DKUM: 07.08.2025; Ogledov: 0; Prenosov: 2
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4. How do job-related constructs determine employee turnover? : Serbian hotels exampleMarija Cimbaljević, Milena Nedeljković Knežević, Dunja Demirović Bajrami, Milosav Dunjić, Hamid El Bilali, Milica Rančić Demir, 2020, izvirni znanstveni članek Opis: In the hospitality industry, employee turnover is extremely high. It is often caused by minimal growth opportunities, intensive work, lack of flexibility, limited opportunities for promotion, lack of recognition, etc. Investment in human resources, strategies that maintain an adequate workforce and improve employee engagement is quite justified cost with multiple returns. The specific issue is that hospitality leaders often do not know the relationships between employee satisfaction, employee motivation and employee engagement, which may be the basis for understanding their intention to leave the job. The purpose of this study was to examine the relationship between the three job-related constructs: motivation, job satisfaction, and work engagement, as well as to examine their impact on employee turnover. The results confirmed a positive relationship between job satisfaction and motivation, satisfaction and work engagement, as well as the relationship between motivation and engagement. On the other side, the results showed that job satisfaction, dedication, and vigor negatively predict employee turnover. The findings may provide hotel managers with a foundation to understand this issue and assume where to direct their research and how to improve job conditions.
Ključne besede: job satisfaction, motivation, work engagement, employee turnover, hotel employees, Serbia
Objavljeno v DKUM: 26.01.2024; Ogledov: 365; Prenosov: 7
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5. Relation between knowledge management and turnover in Slovenian micro and small start-up organisationsRiko Novak, Vasja Roblek, Gabrijel Devetak, 2013, izvirni znanstveni članek Opis: This article discusses the importance of knowledge management and employee turnover, using the example of selected Slovenian organisations, in particular, technology parks. The purpose of this article is to point out statistical characteristics between employee turnover and certain selected independent variables. The empirical research was conducted on a population of 667 Slovenian organisations gathered from the subjects of an innovative environment database, and a further sample of 51 chosen technology parks from the A group. By implementing multivariate regression analysis, we sought to examine whether knowledge requirements and knowledge transfer paths in these organisations have a statistically significant influence on employee turnover. The aim of this article is to present the results of empirical research that defines the development of a conceptual framework for understanding the influence of knowledge management on employee turnover. The results have shown that the importance of intellectual and social capital, intangible capital assets and their continuous measurement must be acknowledged within an organisation.
Ključne besede: employee turnover, knowledge management, organisations, employees
Objavljeno v DKUM: 22.01.2018; Ogledov: 1348; Prenosov: 441
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