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Bibliography Assignment
PADM 704 Bibliography Assignment
Precious McMillan
Liberty University
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Bibliography Assignment
ANNOTATED BIBLIOGRAPHY
Proposed Topic:
Turnovers in public administration
Proposed Thesis Statement:
Employee turnover rates are a serious problem in human resource management within public
administration due to harsh work environments, lack of organizational commitment and work
engagement, and no progression within employees’ careers.
Preliminary Bibliography
Al Balushi, A. K., Thumiki, V. R. R., Nawaz, N., Jurcic, A., & Gajenderan, V. (2022). Role of
organizational commitment in career growth and turnover Intention in the public sector of
oman.PloS One,17(5), e0265535-
e0265535.8https://doi.org/10.1371/journal.pone.0265535
Bao, Y., & Zhong, W. (2019). Public service motivation matters: examining the differential
effects of challenge and hindrance stressors on organizational identification and turnover
intention. Public Management Review, 23(4), 545–566.
https://doi.org/10.1080/14719037.2019.1699944
Chu-Mei, L., & Chou-Kang, C. (2020/06//). Modeling turnover intention and job performance:
the moderation of perceived benevolent climate.8Review of Managerial Science,814(3),
611-631. https://doi.org/10.1007/s11846-018-0302-3
De Clercq, D.8(2022), "Getting nowhere, going elsewhere: the impact of perceived career
compromises on turnover intentions",8Personnel Review, Vol. 51 No. 2, pp. 662-
682. https://doi.org/10.1108/PR-
Demirović Bajrami, D., Petrović, M. D., Sekulić, D., Radovanović, M. M., Blešić, I.,
Vuksanović, N., Cimbaljević, M., & Tretiakova, T. N. (2022). Significance of the work
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Bibliography Assignment
environment and personal resources for employees' well-being at work in the hospitality
sector.International Journal of Environmental Research and Public Health,19(23),
16165.8https://doi.org/10.3390/ijerph192316165
Gan, K., Lin, Y., & Wang, Q. (2020). Public service motivation and turnover intention: Testing
the mediating effects of job attitudes.Frontiers in Psychology,11, 1289-
1289.8https://doi.org/10.3389/fpsyg.2020.01289
Hur, H., & Abner, G. (2024). What makes public employees want to leave their jobs? A meta‐
analysis of turnover intention predictors among public sector employees.Public
Administration Review,84(1), 115-142.8https://doi.org/10.1111/puar.13601
Ilyas, A., Ahmed, H. K., Zaid, F., Ali, M., Razzaq, A., & Waris, A. K. (2020). Turnover
Intention of Employees, Supervisor Support, and Open Innovation: The Role of
Illegitimate Tasks.Journal of Open Innovation: Technology, Market, and
Complexity,6(4), 128. https://doi.org/10.3390/joitmc6040128
Kim, N., Kang, Y. J., Choi, J., & Sohn, Y. W. (2020). The crossover effects of supervisors'
workaholism on subordinates' turnover intention: The mediating role of two types of job
demands and emotional exhaustion.International Journal of Environmental Research
and Public Health,17(21), 7742.8https://doi.org/10.3390/ijerph17217742
Lee, H. (2020). A career stage analysis of the U.S. federal employees’ job satisfaction and
turnover intention: A comprehensive overview.Review of Public Personnel
Administration,40(4), 717-742.8https://doi.org/10.1177/0734371X19856082
Liu, Z., & Wong, H. (2023). Linking authentic leadership and8employee turnover intention: The
influences of sense of calling and job satisfaction.Leadership & Organization
Development Journal,44(5), 585-608.8https://doi.org/10.1108/LODJ-01-2023-0044
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Bibliography Assignment
Memon, M. A., Salleh, R., Mirza, M. Z., Cheah, J., Ting, H., Ahmad, M. S., & Tariq, A. (2021).
Satisfaction matters: The relationships between HRM practices, work engagement and
turnover intention.International Journal of Manpower,42(1), 21-
50.8https://doi.org/10.1108/IJM-04-2018-0127
Rawashdeh, A. M., Elayan, M. B., Mohamed, D. S., & Hamouche, S. (2022). Human resource
development and8turnover intention: organizational commitment's role8as a mediating
variable.European Journal of Management and Business Economics,31(4), 469-484.
https://doi.org/10.1108/EJMBE-12-2021-0343
Sun, S. (2021). Public service motivation and proactive behavioral responses to change: A three-
way interaction.Social Behavior and Personality,49(9), 1-
15.8https://doi.org/10.2224/sbp.10337
Wang, Q., Gan, K., Wei, H., Sun, A., Wang, Y., & Zhou, X. (2024). Public service motivation
and public employees' turnover intention: The role of job satisfaction and career growth
opportunity.Personnel Review,53(1), 99-118.8https://doi.org/10.1108/PR-11-2020-0836
Annotated Bibliography
The article “Role of Organizational Commitment in Career Growth and Turnover
Intention in Public Sector of Oman” discusses establishing a program to enhance organizational
commitment to increase employee retention and motivation. Also, a study is conducted to
determine how much career growth influences turnover rates. Researchers gathered data through
questionnaires from 38 government organizations. As a result, researchers discovered
employees’ potential to experience career growth is an important factor in motivating employees
in the public sector to decrease turnover rates and encourage retention. Also, it was discovered
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Bibliography Assignment
that organizational commitment increases with career growth and turnover intentions. Moreover,
when career development is not managed correctly it can increase turnover rates because career
growth is related to employees’ attitudes and behaviors in the work environment. The article
advises organizations to use a model that will establish professional ability development,
promotion, career goal progress, and earnings growth. It was confirmed through research that
career growth is mediated by key elements, such as affective and continuance commitment.
Managers are encouraged to adopt this model because employees who have low commitment
and high turnover rates are less willing to commit and do their best for the organization.
Keywords: turnover, career growth, organizational commitment
The article “Significance of the Work Environment and Personal Resources for
Employment Well-Being at Work in the Hospitality Sector” discusses a study that was
conducted to investigate whether various factors of a work environment and resources available
contribute to employees’ well-being at work. It also examines the beliefs of employees’ career
plateau and the leader's interpersonal unfairness and its relationship between organizational
politics and job performance. When employees began to believe that their opportunities to grow
within their careers were limited, they developed perceptions of a dysfunctional organization,
which in turn reduced job performance. Employees develop career plateau beliefs when they are
exposed to leadership that treats them with disrespect. Therefore, organizations can diminish the
risk of negative performance outcomes by establishing fair interpersonal relationships.
Furthermore, researchers examined dysfunctional organizations’ decision-making skills and how
they create negative feelings toward employees’ careers. Meanwhile, a study was conducted to
understand the relationship between employees’ perceptions of organizational politics on career
plateau, job performance, and leadership interpersonal unfairness. This study collected data from
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Bibliography Assignment
over 16 organizations by using surveys. As a result, researchers confirmed that employees’
beliefs of limited career development and exposure to disrespectful leaders negatively affect job
performance.
Keywords: organizational, career development, unfairness, plateau
The article “What makes public employees want to leave their job? A meta-analysis of
turnover intention predictors among public sector employees” examined turnover intention rates
in the public sector. For government organizations to achieve their missions and reduce turnover
rates they must manage human resources successfully. Why, because high turnover rates within
an organization in turn negatively affect the quality of service citizens receive. It is very
expensive for government to continuously recruit, hire, and train new employees. Therefore, the
study conducted by researchers seeks to improve people’s understanding of turnover intention
rates in the public sector. Researchers discovered employees are more satisfied with their work
when they are highly engaged in work activities. This will cause employees to be more
emotionally attached to their organization, which means they are less likely to quit. Therefore,
researchers suggest that managers use surveys and performance reviews to monitor employees’
work attitudes, which will allow managers to address any deficiency that exists within the work
environment. Employees are more likely to be committed to their organization when they feel
they are being treated fairly and involved in the decision-making process. Researchers encourage
managers to make employees understand their job roles and establish a manual that is
consistently updated and spells out employees’ job roles. Also, to gather information from
performance evaluation, job duties, and feedback from employees about their opinions on how to
proceed before making decisions.
Keywords: fairly, performance reviews, commitment, workplace
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Bibliography Assignment
The article “Satisfaction Matters: The Relationships Between HRM Practices, Work
Engagement, and Turnover Intention” discusses the impact of human resources practices on
employee satisfaction, work engagement, and employee turnover intention rates. Researchers
conducted a study on the impact of human resource practices and employee satisfaction. It
examined the relationship between work engagement, employee satisfaction, turnovers, and
human resource practices. It was discovered during the study that there is a direct influence
between employee satisfaction and work engagement. However, the study suggests that one way
to control the rate of voluntary turnover is work engagement. Also, managers need to pay close
attention to the factors that affect employees’ engagement levels. Researchers suggest one-way
employees can determine employees’ level of engagement is through engagement appraisal. In
return, this will help all levels of management know employees’ level of engagement to help
further improve the organization. Moreover, researchers found the most important factor that is
influential to employees’ level of engagement is employee satisfaction with the organizational
appraisal system. Employee satisfaction with the organizational appraisal system will decrease
voluntary turnover rates. Therefore, researchers suggest that human resource management needs
to understand the importance of employee satisfaction using performance appraisal in order to
attain their desired outcome.
The article “Public Service Motivation and Proactive Behavioral Responses to Change: A
Three-way Interaction” analyzes the effect that public service motivation has on employees’
behaviors and turnover intentions. Researchers used the person-organizational fit theory to
propose when employees have high public service motivation the lower the employees’ turnover
intention rate. When employees have high public service motivation tend to stay with their
organization because they worry whether a new organization will be appropriate for fulfilling
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Bibliography Assignment
their aspirations. Why, because employees fear that it will affect their career growth in a negative
way, which makes them less likely to leave their organization. Employees with strong public
service motivation organizations provide them the opportunities to fulfill their personal and
professional goals, which in turn reinforces their reasons to stay. Researchers conducted a study
based on the person-organization fit theory to examine the effects of public service motivation
and runover intentions. Researchers used proactive behavioral responses to collect the data.
There were over 460 public sector employees who responded to the questionnaire. The result of
the questionnaire showed the relationship between turnover intentions and public motivation.
Researchers recommended that managers need to identify characteristics in employees that are
willing to face reform risks. Therefore, researchers found that public service motivation is
essential to motivating employees’ organizational commitment and for employees to participate
in public sector change.
Keywords: proactive responses, motivation, public service
The article “Modeling Turnover Intention and Job Performance: The Moderation of
Perceived Benevolent Climate" discusses the creation of a mediation model of positive effect
that explains the influence job stress has on turnover intentions and job performance. High
turnover intention rates within an organization can negatively impact organizational morale and
can affect the organization's finances due to additional costs for recruiting and training new
employees. Moreover, the study offered insight into the relationship between turnover intention
rates and job stress through the mediation of positive effects. Employees used various coping
strategies when they were confronted with job stress during the study. Researchers discovered
when valid resources are lost it can cause high levels of job stress, which causes turnover
intention rates to increase. Also, employees’ strategies on how they deal with stress in the work
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Bibliography Assignment
environment can improve job performance indirectly. Researchers stress to management that it is
essential to hire employees who are quality service workers by evaluating their endurance in
stressful situations. It is very important for management to develop stress and emotional
management training. This training should be used to explain to employees how job stress and
positive effects can influence one’s job performance success.
Keywords: training, turnover intention, job stress, coping strategies
The article “Turnover Intention of Employees, Supervisor Support, and Open Innovation:
The Role of Illegitimate Tasks” discusses a study on supervisor support's influence on turnover
intention rates. Researchers collected this data through an interviewed-administrated
questionnaire with a sample size of 420 employees. High levels of turnover rates usually stem
from different kinds of stress in the workplace, such as harassment, bullying, and miserable work
environment. Low job resources in an organization and high demand from employees cause high
turnover intentions as well. Researchers examined how employee’s self-respect, self-image, and
self-esteem are negatively affected by having unwelcomed and undesirable practice experiences
in the work environment. This can lead to employee’s decision to leave their organization
because employees take action to overcome issues in the work environment. The study focuses
on the effects that two illegitimate tasks that employees should not perform have on turnover
intentions. These two illegitimate tasks are unnecessary and unreasonable. Employees feel that
illegitimate tasks are inappropriate and are not consistent with employee job roles. This causes
employees a lack of self-esteem, which is unfair and extremely stressful. As a result of the study
researchers found that employees who receive high supervisor support do not experience having
to do illegitimate tasks. On the other hand, Illegitimate task is associated with low supervisor
support within the work environment.
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Bibliography Assignment
Keywords: job stress, illegitimate task, self-esteem, supervisor support
The article “Getting Nowhere, Going Elsewhere: The Impact of Perceived Career
Compromises on Turnover Intentions” discusses employees’ voluntary willingness to leave their
organization due to frustration and unwanted career adjustment. When employees experience
verbally abusive leaders within their organization, they are more likely to quit. This article
allows human resource management to understand how employees having to compromise their
career goals may escalate to employees leaving the organization. When employees decide to
leave an organization, it creates a new demand for human resource management to recruit, hire,
and train new employees. It is also important for human resource management to understand
why employees have intentions to leave the organization because it is the reason for employee
turnover behaviors. Therefore, researchers discovered employees who see their career with many
career compromises may view the work environment as unfavorable, which is considered a sign
of disrespect to their hard work in the workplace. This makes employees feel that their
organization deserves disloyalty and negative outcomes. On the other hand, employees
experience more positive emotions when their organizations meet their career and personal
goals. This allows employees to feel that their organization is treating them fairly and they will
have a reduced desire to leave the organization.
Keywords: abusive leaders, unfavorable, career goals
The article “The Cross Effects of Supervisors’ Workaholism on Subordinates’ Turnover
Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion:
analyzes the effect of supervisors who are workaholics and employees’ turnover intentions. The
researchers predicted that supervisors' workaholism has a positive effect on employees’ turnover
intention rates because employees become emotionally exhausted due to an increase in job
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Bibliography Assignment
demand. In turn, researchers found that job demands can predict whether an employee will
develop turnover intentions. Why, because supervisors that are workaholics tend to work beyond
the organization's requirements. This causes employees to have limited family time due to the
spillover-crossover process. Supervisors who are workaholics are unable to play their role in
their families because they transfer their work frustrations and stress onto their families. It affects
employees because their partner's relationship satisfaction is reduced, and children experience
high levels of depression and behavioral problems. Also, supervisors who are workaholics have
perfectionism standards for their employees that display unreasonable job performance
expectations. Employees who experience this have a high level of workload compared to
employees who work under mom-workaholics. Therefore, employees will suffer from emotional
exhaustion because of the large workload. In turn, this causes supervisors to not have a good
relationship with their employees they neglect relations of work.
Keywords: Workaholic, conflict, family, job demand, workload
The article “Human Resource Development and Turnover Intention: Organizational
Commitment’s Roles as a Mediating” discusses the relationship between turnover intentions and
human resource management by arbitrating the role of organizational commitment. Turnover
intention rates increase organizational costs due to expensive of recruiting, hiring, and training
new employees. High turnover intention rates also cost the organization knowledge of employees
and loss of skills. Therefore, human resource management's main focus needs to be developing
practices that will retain the most qualified employees. In order to do so organizations need to
focus their human resource practices on decreasing turnover rates by effectively implementing
practices that increase employees’ skills and competence. Employees are more likely to stay with
their organization when they value human resource management enterprise such as
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Bibliography Assignment
compensation, performance appraisals, and training. Organizational commitment is an essential
element in reducing employees’ turnover intentions because of employee’s commitment to their
organization. Employees tend to have a strong organizational commitment when they feel
obligated to repay the organization or have a strong emotional attachment to their workplace.
Also, when human resource management helps the career growth of employees by establishing
an environment where they show care, concern, and fairness as it relates to career growth
opportunities.
Keywords: human resource, organizational commitment, emotional attachment, career growth
The article “A Career Stage Analysis of the U.S. Federal Employees’ Job Satisfaction
and Turnover Intention: A Comprehensive Overview” analyzes the difference in career stages
and how it affects employees' job satisfaction and turnover intentions. Researchers examined this
by using a set of data from the United States Federal organizations. Many job factors are
different based on people's career stages, which means employees' aspirations are different as
well. Although job factors change based on career stages that does not mean that one factor is
more important than the other. However, researchers identified what needs are requirements for
reducing turnover intentions in each career stage, which are the following: pay, workload,
relationships, intrinsic motivation, career advancement opportunity, recognition, and
participatory decision-making. Moreover, the study focused on two important factors that affect
employees' attitudes, which are job satisfaction and turnover intentions, it is important for
researchers to examine these elements because they affect employees' job satisfaction.
Researchers encourage management to promote job satisfaction. Turnover intentions and job
satisfaction are more diverse based on employees’ career stages. Also, it was discovered that
senior employee’s turnover intention stems from their personal life and age. Also, the
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Bibliography Assignment
relationship between employees and their colleagues’ affects turnover intentions for senior
employees because they are concerned about whether they will adapt to the organization's
environment. On the other hand, younger employees tend to be more motivated to stay because
of pay and career growth.
Keywords: Career stages, job satisfaction, turnover intentions, federal government
The article “Public service motivation and public employees’ turnover intention: the role
of job satisfaction and Career Growth Opportunity” analyzes the relationship between job
satisfaction and career growth opportunities as it relate to public service. Researchers conducted
a study with more than 580 employees of public service to measure employees’ turnover
intentions, career growth opportunities, and job satisfaction. Therefore, researchers discovered
that job satisfaction negatively affects turnover intentions within an organization. Also, career
growth affects employees’ attitudes and behaviors during work-related activities. Employees are
more likely to stay with their organization when they have favorable career growth. However,
when employees are denied support for career growth within their organization, they develop a
strong desire to resign from their jobs. This means career growth determines employees’
turnover intentions and job satisfaction. However, public service motivation alone negatively
affects employees’ turnover intentions. Employees who were motivated to correct social equality
were less likely to leave their organization. Employees with high levels of public service
motivation have high levels of job satisfaction, which lowers turnover intention rates. Therefore,
researchers stress that organizations should make public service motivation important in
recruiting and hiring new employees. Also, they advise organizations to establish several reward
mechanisms that would offer career growth opportunities for employees. This can allow
employees to feel like they are part of the organization, which will reduce turnover intentions.
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Bibliography Assignment
Keywords: public service motivation, new employees, job satisfaction, turnover intentions
The article “Linking Authentic Leadership and Employee Turnover Intention: The
Influences of Sense of Calling and Job Satisfaction” discusses the serious concern regarding
retention in public service organizations. Researchers suggest that turnover intentions are
affected by organizational leadership. It is instrumental to the retention of employees to have a
positive work environment and support from supervisors. Leadership within an organization
must be respected and valued by employees by showing deep personal values and creditability.
Therefore, job satisfaction is established by work experience and conditions employees
experience. Withdraw behaviors from employees have a negative effect on job satisfaction.
Researchers believe employees who experience job dissatisfaction would inform supervisors of
their intention the leave the organization before leaving. Moreover, leadership is essential to
turnover intentions because leaders set goals, and standards, and make sure employees
understand the mission of the organization Leadership also advocates for the greater good and
empowers employees. Leaders must have the four following dimensions: transparency, moral
processing, self-awareness, and balanced processing. These dimensions help trust building and
foster teamwork. Also, they help promote employees to increase their engagement at work,
organizational commitment, motivation, and job satisfaction. This could more than likely prevent
employees from quitting. Leadership's ability to stop employees from quitting can be found in
jobs that are labor-intensive and highly demanding.
Keywords: leadership, motivation, job satisfaction
The article “Public Service Motivation Matters: examining the Differential Effects of
Challenge and Hindrance Stressors on Organizational Identification and Turnover Intention”
examines job stress and its relationship to turnover intentions within public administration. The
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Bibliography Assignment
article focused on public service motivation and organizational identification. Job stress is an
essential issue in the public sector because employees experience a work overload, role conflict,
and emotional demands. Low job satisfaction and negative employee outcomes are negatively
related to job stressors, which are challenge and hindrance stressors. Challenge stressors relate to
beneficial outcomes in a positive way. While hindrance stressors negatively affect beneficial
outcomes. Moreover, there are two types of stressors that influence turnover intentions. In the
article, there was a study conducted where researchers collected data from over 400 people from
the public sector to determine if the different types of job stressors relate to the level of public
service motivation. Therefore, researchers suggest that is more complicated than what they have
discovered in the research and requires more information. Researchers believe that the work
environment should have values and resources employees need to have high levels of public
service motivation this will make employees less prone to leaving the organization.
Keywords: stressors, public service motivation, turnover intentions
The article “Public Service Motivation and Turnover Intention: Testing the Mediating
Effects of Job Attitudes” examines the relationship between work performance and public
service motivation. Researchers did this by developing a model that focuses on the relationships
between public service motivation on turnover intentions in relation to organizational
commitment and job satisfaction. Employees seek jobs within the public sector and perform
better in the work environment when they have high levels of public service motivation.
Employees usually change jobs when they are less engaged with the organization. Much research
has confirmed that job dissatisfaction increases employees’ willingness to leave their
organization. Organizations only have a little influence over a person's decision to quit. Job
satisfaction plays an essential part in employees' willingness to quit because it is one of the
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Bibliography Assignment
organization's critical indicators that employees have high turnover intentions. However, when
employees develop the intention to leave their organization it is not only because of job
satisfaction, but mental health, well-being, etc. However, job satisfaction positively affects
employees' job satisfaction in a positive way. Employees will have a decreased intention to leave
the organization especially when employees have the desire to serve others and the community.
Therefore, policymakers in organizations need to focus on promoting employee public service
motivation through training and occupational socialization.
Keywords: public service motivation, job satisfaction, turnover intention, organizational
commitment
