An Exploratory Study on Turnover Intention among Private Sector Employees

Abstract

This study aims to study the organizational commitments, job stress, job satisfaction and turnover intention among the private sector employees in Petaling. A total of 120 respondents in Petaling District were selected conveniently. Organizational Commitments Questionnaire (Mowday, Steers & Porter, 1979), perceived Stress Scale (PSS), Minnesota Satisfaction Questionnaire (MSQ) and Mobley, Horner & Hollingsworth (1978) were used to measure organizational commitments, job stress, job satisfaction, and turnover intention. Majority of the respondents were single (77.5%), followed by married (20%), and divorced 2.5%. Results showed that majority of the respondents experienced moderate level of commitment (70.8%); half of the total respondents (50%) experienced high level of job stress; 67.5% of them experienced moderate level of job satisfaction and 42.5% of them experienced moderate level of turnover intention. The result uncovered that there was a significant negative relationship between organizational commitments and turnover intention in the study (r = -.367, p .05); positive relationship between job stress and turnover intention (r = .96, p .05) and negative relationship between job satisfaction and turnover intention in the study (r = -.447, p .01). Further analysis concluded that demographic background of respondent mediated the relationship between organizational commitments, job stress, job satisfaction and turnover intention. For future research, it is suggested to compare the predictive validity of the model across different jobs and industries. The methodology of study can be improved by increase the sample size to wider population and adopt probability sampling method in order to generalize more reliable results.

Influence of Quality of Work Life towards Psychological Well-Being and Turnover Intention of Nurses and Midwives in Hospital

“…Variables used in this study were quality of work life (with six indicators that were management leadership-values, work pressures, autonomy-fulfilment, salary, pride in organization, and happiness and progress), 17 psychological well-being (with six indicators that were self-acceptance, positive relations with others, autonomy, environmental mastery, purpose in life, and personal growth), 18 and turnover intention (with one indicator that was turnover intention). 11,19 Measurement category of respondent's distribution using criteria low (1.00-2.33), medium (2.34-3.67), and high (3.68-5.00). 20 The conceptual framework is shown at Figure 1.…”

Expressed Turnover Intention: Alternate Method for Knowing Turnover Intention and Eradicating Common Method Bias

“…All of the previous studies assessed employees' turnover intention from their self-reported measures [e.g. 5,10,12,22,45] and reported the possibility of common method bias, which can lead towards misleading information and results. We argued that due to collective culture of South Asia, people share their feelings and intentions with others close to them.…”

“…Organizational scholars and practitioners have shown a burgeoning attention to satisfy and retain key performer as the cost of leaving a job is very high for both; the employee itself and for the employing organizations [2]. Employee retention is coveted as the organizations invest lots of money and effort, directly or indirectly, on employees' recruitment, selection, training and development [3][4][5]. Turnover costs suffered by the organizations incorporate departure costs (post quit surveys, administrative time, and reserved salary), replacement costs (training expenses), and staffing costs (publicizing costs, the amount of time spent, test evaluation, candidate screening, individual verification, travel expenses [6].…”

The Relationship Between Job Autonomy And Social Support With Turnover Intention

“…This particular intention occurs as a result of strong job dissatisfaction (Hassan et al, 2015;Choong et al, 2012) and poor organizational http://dx.doi.org/10.15405/epsbs.2018.05.19 Corresponding Author: Michael Teng Selection and peer-review under (Lew, 2009;Yin-Fah et al, 2010). In specific, the turnover intention among Malaysian academicians of private higher education institutions (PHEIs) is in critical stage (Hashim & Mahmood, 2011).…”