Gender differences in employee-turnover predictors in organisations facing a crisis
DOI:
https://doi.org/10.37886/ruo.2022.006Keywords:
gender, employee turnover, turnover intentions, job satisfaction, employee inclusion, organisational crisisAbstract
Research Question (RQ): Are there any gender difference in motivation to leave an organisation facing a crisis?
Purpose: The article seeks to establish gender differences in employee-turnover predictors during a crisis in an organisation.
Method: A retrospective study based on 469 participants in Slovenia who had voluntarily left an organisation facing a crisis. Confirmatory factor analysis is used to assess the instrument’s factor structure. Binary regression analysis is relied on to determine gender differences in the employee turnover predictors of job satisfaction, employee inclusion in the organisation’s crisis-solving process, and employee turnover intentions.
Results: Significant gender differences are shown in the turnover predictors of job satisfaction and employee inclusion in the organisation’s crisis-solving process. Employees with lower job satisfaction and greater inclusion in the organisation’s crisis-solving process who exit the organisation during a crisis are more likely to be female than male.
Organisation: Organisations can successfully deal with crises by planning and taking gender-specific activities to keep employee turnover low.
Society: Retaining employees in the organisation when in a crisis and harnessing their knowledge and competencies regardless of their gender can help with successful crisis resolution. Society must provide conditions for all citizens (including employees) that allow them to participate in all activities that lead to the success of both society and organisations.
Originality: This research adds to understanding of gender differences in employee-turnover predictors in organisations encountering a crisis.
Limitations/further research: Only three predictors of employee turnover are investigated: job satisfaction, employee inclusion in the organisation’s crisis-solving process, and turnover intentions of employees. The non-random sampling and small sample of employees limit the generalisability of the results. Future research could compare gender differences in predictors of employee turnover before, during and after a crisis facing an organisation.
References
Adim, C. V., & Emumena, D. E. (2020). COVID-19 crises management: A contingency perspective. Journal of International Conference Series, 1(2), 102–112.
Al-Mansour, K. (2021). Stress and turnover intention among healthcare workers in Saudi Arabia during the time of COVID-19: Can social support play a role? Plos One, 16(10), e0258101. https://doi.org/10.1371/journal.pone.0258101
Artz, B. (2021). Gender, job satisfaction and quits: A generational comparison. Social Science Journal, 1–18. https://doi.org/10.1080/03623319.2021.1994275
Aydogdu, S., & Asikgil, B. (2011). An empirical study of the relationship among job satisfaction, organizational commitment and turnover intention. International Review of Management and Marketing, 1(3), 43–53.
Azim, M. T., Haque, M. M., & Chowdhury, R. A. (2013). Gender, Marital Status and Job Satisfaction An Empirical Study. International Review of Management and Business Research, 2(2), 488–498. Retrieved from http://irmbrjournal.com
Bae, K. Bin, Sabharwal, M., Smith, A. E., & Berman, E. (2017). Does Demographic Dissimilarity Matter for Perceived Inclusion? Evidence From Public Sector Employees. Review of Public Personnel Administration, 37(1), 4–22. https://doi.org/10.1177/0734371X16671367
Bardoel, E. A., Russell, G., Advocat, J., Mayson, S., & Kay, M. (2020). Turnover among Australian general practitioners: a longitudinal gender analysis. Human Resources for Health, 18(1), 1–12. https://doi.org/10.1186/s12960-020-00525-4
Chiu, C. (1998). Do professional women have lower job satisfaction than professional men? Lawyers as a case study. Sex Roles, 38(7–8), 521–537. https://doi.org/10.1023/a:1018722208646
Cole, A., Ali, H., Ahmed, A., Hamasha, M., & Jordan, S. (2021). Identifying patterns of turnover intention among alabama frontline nurses in hospital settings during the covid-19 pandemic. Journal of Multidisciplinary Healthcare, 14, 1783–1794. https://doi.org/10.2147/JMDH.S308397
Collings, D. G., Nyberg, A. J., Wright, P. M., & McMackin, J. (2021). Leading through paradox in a COVID-19 world: Human resources comes of age. Human Resource Management Journal, 1–15. https://doi.org/10.1111/1748-8583.12343
Coomber, B., & Barriball, L. K. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature. International Journal of Nursing Studies, 44(2), 297–314. https://doi.org/10.1016/j.ijnurstu.2006.02.004
Coudounaris, D. N., Akuffo, I. N., & Nkulenu, A. O. (2020). Human resource management for ghanaian nurses: Job satisfaction versus turnover intentions. Sustainability (Switzerland), 12(17), 1–19. https://doi.org/10.3390/su12177117
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297–334.
Dechawatanapaisal, D. (2018). Nurses’ turnover intention: The impact of leader-member exchange, organizational identification and job embeddedness. Journal of Advanced Nursing, 74(6), 1380–1391. https://doi.org/10.1111/jan.13552
Emiroğlu, B. D., Akova, O., & Tanrıverdi, H. (2015). The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul. Procedia - Social and Behavioral Sciences, 207, 385–397. https://doi.org/10.1016/j.sbspro.2015.10.108
Epskamp, S. (2022). Path Diagrams and Visual Analysis of Various SEM Packages’ Output. Structural Equation Modeling. Retrieved from https://cran.r-project.org/web/packages/semPlot/semPlot.pdf
Field, A. (2009). Discovering Statistics using SPSS (3rd edit.). London, England: SAGE Publications Ltd.
Gopinath, G. (2020). The Great Lockdown: Worst Economic Downturn Since the Great Depression. Retrieved from https://blogs.imf.org/2020/04/14/the-great-lockdown-worst-economic-downturn-since-the-great-depression/
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012). Integrating Social Identity and the Theory of Planned Behavior: Predicting Withdrawal from an Organizational Recruitment Process. Personnel Psychology, 65(4), 723–753. https://doi.org/10.1111/peps.12000
Hair, J. F., Black, B., Babin, B., Anderson, R. E., & Tatham, R. L. (2006). Multivariate Data Analysis (Sixth edit). Pearson.
Hosmer, D. W., & Lemeshow, S. (2000). Applied logistic regression (2nd ed.). New York: John Wiley & Sons, Inc. https://doi.org/10.1002/0471722146
Iqbal, A., & Akhtar, S. (2006). Job Satisfaction of Secondary School Teachers. Abasyn Journal of Social Sciences, 5(1), 49–65.
Iverson, R. D., & Deery, M. (1997). Turnover culture in the hospitality industry. Human Resource Management Journal, 7(4), 71–82. https://doi.org/10.1111/j.1748-8583.1997.tb00290.x
Kline, R. B. (2016). Principles and Practice of Structural Equation Modeling (4th ed.). Guilford Press.
Kuswara, G. B., & Sukandi, P. (2020). Pandemic Covid-19 Does Not Accord Barista Spirit. Palarch’s Journal Of Archaeology Of Egypt/Egyptology, 17(10), 2798–2816.
Lee, H. J., Chua, C. H., Miska, C., & Stahl, G. K. (2017). Looking out or looking up: Gender differences in expatriate turnover intentions. Cross Cultural and Strategic Management, 24(2), 288–309. https://doi.org/10.1108/CCSM-02-2016-0046
Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4(4), 309–336. https://doi.org/https://doi.org/10.1016/0030-5073(69)90013-0
Markovits, Y., Boer, D., & Van Dick, R. (2014). Economic crisis and the employee: The effects of economic crisis on employee job satisfaction, commitment, and self-regulation. European Management Journal, 32(3), 413–422. https://doi.org/10.1016/j.emj.2013.09.005
Mattick, P. (2013). Vse po starem: gospodarska kriza in polom kapitalizma. Ljubljana: Studia humanitatis.
Mirzaei, A., Rezakhani Moghaddam, H., & Habibi Soola, A. (2021). Identifying the predictors of turnover intention based on psychosocial factors of nurses during the COVID-19 outbreak. Nursing Open, 0(0), 1–8. https://doi.org/10.1002/nop2.896
Monte, P. A. do. (2019). Gender differences in job dissatisfaction in a developing country. International Journal of Social Economics, 46(5), 686–703. https://doi.org/10.1108/IJSE-08-2018-0403
Mor Barak, M. (2003). Perspectives of workforce diversity and inclusion in national and global contexts. In Developing and Empowering Staff and Volunteers (pp. 239–254).
Mor Barak, Michál E., Cherin, D. A., & Berkman, S. (1998). Organizational and personal dimensions in diversity climate: Ethnic and gender differences in employee perceptions. Journal of Applied Behavioral Science, 34(1), 82–104. https://doi.org/10.1177/0021886398341006
Mor Barak, Michàlle E. (2015). Inclusion is the Key to Diversity Management, but What is Inclusion? Human Service Organizations Management, Leadership and Governance, 39(2), 83–88. https://doi.org/10.1080/23303131.2015.1035599
Mousa, M. (2021). Does Gender Diversity Affect Workplace Happiness for Academics? The Role of Diversity Management and Organizational Inclusion. Public Organization Review, 21(1), 119–135. https://doi.org/10.1007/s11115-020-00479-0
Naidoo, R. (2017). Turnover intentions among South African IT professionals: gender, ethnicity and the influence of pay satisfaction. The African Journal of Information Systems, 10(1), 1–20.
Nashwan, A. J., Abujaber, A. A., Villar, R. C., Nazarene, A., & Al-Jabry, M. M. (2021). Comparing the Impact of COVID-19 on Nurses’ Turnover Intentions before and during the Pandemic in Qatar. Journal of Personalized Medicine Article, 11(456), 1–10. https://doi.org/https://doi.org/10.3390/ jpm11060456
Nishii, L. H. (2019). The Benefits of Climate for Inclusion for Gender-Diverse Groups. Academy of Management Journa, 56(6), 1754–1774. https://doi.org/http://dx.doi.org/10.5465/amj.2009.0823
Ozturk, Y. E. (2021). Burnout syndrome of airline crews during crisis and Covid 19 in the world and Turkey. International Journal of Business Ecosystem & Strategy (2687-2293), 2(4), 36–42. https://doi.org/10.36096/ijbes.v2i4.232
Pipan, R., & Ambrož, M. (2021). Turnover Intentions of Employees in some Slovenian Organisations Experiencing Crisis. Izzivi Prihodnosti / Challenges of the Future, 4, 223–242. https://doi.org/10.37886/ip.2021.028
Rosseel, Y. (2012). lavaan: An R Package for Structural Equation Modeling. Journal of Statistical Software, 48(2), 1–36. https://doi.org/10.18637/jss.v048.i02
Russell, C. J., & Van Sell, M. (2012). A closer look at decisions to quit. Organizational Behavior and Human Decision Processes, 117(1), 125–137. https://doi.org/10.1016/j.obhdp.2011.09.002
Sabharwal, M., & Corley, E. A. (2009). Faculty job satisfaction across gender and discipline. Social Science Journal, 46(3), 539–556. https://doi.org/10.1016/j.soscij.2009.04.015
Snow Andrade, M., Miller, D., & Westover, J. H. (2021). Job Satisfaction and Gender: A Global Comparison of Job Satisfaction in the Hospitality Industry. Journal of Quality Assurance in Hospitality and Tourism, 1–23. https://doi.org/10.1080/1528008X.2021.1911728
Snow Andrade, M., Westover, J. H., & Peterson, J. (2019). Job satisfaction and gender. Journal of Business Diversity, 19(3), 22–40.
Song, L., Wang, Y., Li, Z., Yang, Y., & Li, H. (2020). Mental health and work attitudes among people resuming work during the COVID-19 pandemic: A cross-sectional study in China. International Journal of Environmental Research and Public Health, 17(5059), 1–15. https://doi.org/10.3390/ijerph17145059
Spector, P. E. (1996). Industrial and organizational psychology: Research and practice. New York: John Wiley & Sons, Inc.
Steel, R. P., & Ovalle, N. K. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology, 69(4), 673–686.
Tabachnick, B. G., & Fidell, L. S. (2014). Using Multivariate Statistics (6th ed.). Harlow England: Pearson Education Limited.
Urs K, V., & Rao, P. B. (2019). A Study on Turnover Intentions among Employees working in Software Industry. International Journal of Applied Engineering, 14(17), 3622–3632.
Weisberg, J., & Kirschenbaum, A. (1993). Gender and turnover: a re-examination of the impact of sex on intent and actual job changes. Human Relations, 46(8), 987–1006. Retrieved from http://hjb.sagepub.com.proxy.lib.umich.edu/content/9/2/183.full.pdf+html
Wong, A. K. F., Kim, S. (Sam), Kim, J., & Han, H. (2021). How the COVID-19 pandemic affected hotel Employee stress: Employee perceptions of occupational stressors and their consequences. International Journal of Hospitality Management, 93(102798), 1–10. https://doi.org/10.1016/j.ijhm.2020.102798
Wynen, J., & Op de Beeck, S. (2014). The Impact of the Financial and Economic Crisis on Turnover Intention in the U . S . Federal Government. Public Personnel Management, 43(4), 565–585. https://doi.org/10.1177/0091026014537043
Xu, Y. J. (2008). Gender disparity in STEM disciplines: A study of faculty attrition and turnover intentions. Research in Higher Education, 49, 607–624. https://doi.org/10.1007/s11162-008-9097-4
Yáñez, J. A., Jahanshahi, A. A., Alvarez-Risco, A., Li, J., & Zhang, S. X. (2020). Anxiety, distress, and turnover intention of healthcare workers in Peru by their distance to the epicenter during the COVID-19 crisis. American Journal of Tropical Medicine and Hygiene, 103(4), 1614–1620. https://doi.org/10.4269/ajtmh.20-0800
Žnidaršič, A., & Selak, Š. (2018). Metodološki pogovori: Veljavnost in zanesljivost merskega pripomočka. Javno Zdravje, 2(2), 55–62.
