Biographical and demographical variables as moderators in the prediction of turnover intentions

Abstract

Orientation: The aim of the study was to explore the possible moderation effects of biographical and demographical variables on a prediction model of turnover intention (TI).Research purpose: The main purpose of the study was to determine how biographical and demographical variables have an impact on predictors of turnover intentions.Motivation for the study: Twenty-first century organisations face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process.Research design, approach, and method: A secondary data analysis (SDA) was performed in a quantitative research tradition on the cross-sectional survey sample (n = 2429). Data were collected from a large South African Information and Communication Technologies (ICT) sector company (N = 23 134).Main findings: The results of the study confirmed significant moderation effects regarding race, age, and marital status in the prediction equations of TIs.Practical and managerial implications: Practical implications of the study suggested increased understanding of workforce diversity effects within the human resource (HR) value chain, with resultant evidence-based, employee retention strategies and interventions. Issues concerning talent management could also be addressed.Contribution and value-add: The study described in this article took Industrial/Organisational (I/O) psychological concepts and linked them in unique combinations to establish better predictive validity of a more comprehensive turnover intentions model.

Work-life balance, job satisfaction and retention: Turnover intentions of professionals in part-time study

“…The finding is however at odds with various studies that found moderating effects of gender in the prediction of the turnover intentions of employees (Cotton & Tuttle 1986;Peltokorpi et al 2015), but is in line with other studies that have failed to find gender to moderate predictors of the turnover intentions, as well as to moderate the relationship between work-life balance and turnover intentions (Du Plooy & Roodt 2013). This finding highlights the contextual relevance of gender as a moderator of these relationships.…”

“…This result accords with studies that have not found any moderating effects of age in the prediction of turnover intention. For example, age has been found to fail to moderate certain relationships in workplace contexts, such as those between organisational embeddedness and turnover intentions (Peltokorpi, Allen & Froese 2015), but age has been found to moderate relationships predicting turnover intentions (Du Plooy & Roodt 2013;Hellman 1997) in other settings. These findings suggest the importance of context, in that age has a direct and decreasing influence on turnover intentions but does not affect the relationship between WLBC and withdrawal intensions in this setting.…”

The relationship between perceived organisational support, organisational commitment and turnover intention among employees in a selected organisation in the aviation industry

“…Example items on this scale include 'How often have you considered leaving your current job?' Du Plooy and Roodt (2013) reported a Cronbach's alpha score of 0.80 for their study in the Information and communication Technology sector. Two earlier studies (Jacobs, 2005;Martin, 2007) proved Roodt's (2004) questionnaire to be both reliable (a = 0.913 and a = 0.895, respectively).…”

Effect of Employee Biographical Characteristics and Perceived Organisational Support on Academic Staff Retention: A Case of Academic Staff in Universities in Kenya

“…Highly educated employees have been found to be dissatisfied with their jobs due to unfulfilled high expectations and thus were more likely to turnover unlike employees with low levels of education. Other studies have found insignificant relationships between education and turnover intentions or retention (Choong et al, 2013;Du Plooy & Roodt, 2013).…”

“…Some studies have found that employees who perform unchallenging, low skill jobs were more likely to stay unlike employees with high status jobs who have better job opportunities. Some studies have found insignificant relationships between job position and turnover intentions (Obwoyere & Kipkebut, 2016;Murupus & Kipkebut, 2015;Du Plooy & Roodt (2013).…”