Turnover is a major concern of human resource (HR) managers working with information systems (IS) personnel. Aspects of career incentives, as perceived by the IS employees, are important in their decisions to leave or stay with the organization. We utilize a framework of various job anchors to examine how a sample of IS personnel regard incentives provided by employers and the importance of the...

The Covid-19 pandemic has had a profound and unanticipated impact on the hospitality business globally. In particular, employees who work in quarantine repatriation programs face detrimental challenges during pandemic, which may result well-being crises. This study explores employees' fear of Covid-19, mental health, intention to leave hotel when program was conducted Indonesia. 82 were examine...

While multinational firms invest large amounts of money in employee stock ownership plans (ESOPs) to reduce turnover, there is little evidence regarding ESOPs' effectiveness retaining rank-and-file employees and none on a global scale. Building psychological (PO) arguments, we predict that employee's ESOP participation will be negatively associated with firm exit decision this effect stronger c...

In describing the behavior of employees, classified organizational citizenship behavior is applied and has been named as a "good member". In the working climate, the substance of building organizational citizenship behavior could not distinguish from the existing commitment within employees. The challenges and contribution of organizational citizenship behavior are to be a driving force in the ...

This study focuses on how employees cope with dueling social identities when one is of relatively low status compared to the other by studying local senior executives in mulinational corporations’ (MNC’s) subsidiaries who can identify with the local staff and/or headquarters’ management. As hypothesized, perceptions of local staff incompetence are positively related to executives’ turnover inte...

Current reports claim that the constantly switching job became a norm among Generation Y workforce in Malaysia with reason being dissatisfied organization’s working system, pay and fringe benefits. This study aims to explore antecedent leading employees’ turnover intention. Five (5) informants construction industry were interviewed. Findings showed generation employees prefer stay at current or...