Impact of Core-self Evaluation and Job Satisfaction on Turnover Intentions: a Study of Indian Retail Sector

Abstract

Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

“…Job satisfaction, which emerges from a general evaluation by the employee in various ways concerning his/her work (Junru & Huang, 2019), strengthens the job embeddedness (Dugan et al, 2019), and work engagement (Garg et al, 2018), as well as improving citizenship behavior (Junru & Huang, 2019) and business performance (Inuwa, 2016). In case of dissatisfaction, both intention for quitting the job (Chhabra, 2018; Li et al, 2018; Rode et al, 2007) and actual job-leavings increase (Dalluay et al, 2017). Therefore, satisfaction is one of the most important factors of business and organizational success (Hedayat et al, 2018; Rodríguez et al, 2013).…”

For the Future Sustainable Career Development of College Students: Exploring the Impact of Core Self-Evaluation and Career Calling on Career Decision-Making Difficulty

“…At present, the research on core self-evaluation mainly focuses on the field of industrial and organizational psychology. Among them, research has been done on the relationships between core self-evaluation and various variables such as job performance [47], job satisfaction [48], and turnover intention [49,50]. Moreover, researchers have introduced core self-evaluation as a personality trait in the field of career [51,52].…”

Family Responsive Policies and Employee Turnover Intentions, the Mediating Role of Work Stress: Perspectives from a Developing Country

“…However, Higgins et al (2000) found that the perception of overload and work-life imbalance is the function of job type, a distinction that is clearly relevant for this study considering that the financial services sector is characterized by long work hours and heavy workloads. These stressors in the work environment affect the job satisfaction of employees, which in turn leads to turnover intentions (Applebaum et al, 2010;Chhabra, 2018). Kraemer and Gouthier (2014) add that emotional exhaustion determines turnover intentions.…”