Browsing by Subject "Turnover intention"

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  • Elstad, Eyvind; Juuti, Kalle; Christophersen, Knut-Andreas; Solhaug, Trond; Turmo, Are (2021)
    The purpose of this study was to explore antecedents of Finnish and Norwegian student teachers’ prospective commitment to work as teachers or pursue other careers. Are student teachers’ perceptions of coherence between the theoretical and practical elements of the teaching programme related to their commitment to work as teachers or to pursue other careers? For Finnish student teachers, strong associations emerged between the theory-practice interaction in supervision and student teachers’ prospective commitment to work as teachers. Norwegian student teachers exhibited strong associations between personalised feedback and their prospective commitment to teaching. Implications for practice and further research are discussed.
  • Puhakka, Ilmari J. A.; Nokelainen, Petri; Pylväs, Laura (2021)
    In addition to well-being, workplace learning has gained increasing interest in supporting employee and organizational development and success. Focusing on specific factors affecting workplace learning and well-being, this study examines the links between individual factors (basic psychological need satisfaction) and environmental factors (expansiveness of the workplace as a learning environment), job satisfaction, and turnover intention. Survey data were collected from the employees (N = 153) of two Finnish engineering companies from 2018 to 2019. The data were analyzed with correlation analysis and structural equation modeling (observed and latent variable path analysis). Results show that a more expansive workplace learning environment is associated with higher satisfaction of basic psychological needs. High levels of autonomy and competence need satisfaction, versatile work, promotion of learning, and acknowledgment of skills are positively associated with job satisfaction. Higher levels of autonomy and non-routine work tasks are associated with lower turnover intention. The results indicate that turnover intention is not necessarily associated with only negative conditions or perceptions, as high levels of competence and participation and understanding of the workplace are positively associated with turnover intention. The findings provide information about workplace factors that are relevant to improving employees' workplace learning and well-being. The results also highlight the ambiguous nature of turnover intention.