Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust

Abstract

Purpose- This study aimed to examine the predictive role of organizational-based self-esteem and organizational identification on turnover intention while also studying the mediating effect of organizational trust among employees across five organizations. Design/Methodology- This study utilized the cross-sectional research design and quantitative approach for data collection. The study sample comprises 131 employees drawn from five organizations with a mean age of 33.15 years (SD, 7.97). Standardized instruments (questionnaires) were used for data collection. The IBM-SPSS Statistics and Hayes PROCESS macro (model 4) was used for testing the hypotheses and conducting the mediational analysis. Findings- The results of the study revealed a significant negative relationship between organizational-based self-esteem and turnover intention (β= -.33, p < .01), and also a significant negative relationship between organizational identification and turnover intention (β=-.29, p < .01). Organizational trust was also found to mediate both relationships. Practical Implications- The results of this study highlight the importance of organizational-based self-esteem, organizational identification and trust in reducing turnover intention. The study recommends that to keep employees in the organization, human resources management (HRM) needs to foster trust, build practice that will promote identification and attachment, and enhance the relationship between the organization and employees.

The Mediating Role of Psychological Ownership and the Moderating Role of Life Satisfaction in the Relationship Between Person-Organization and Organizational Identification

“…Örgütsel özdeşleşmeyle birlikte çalışanlarda iş tatmini (Karanika-Murray, 2015), iş performansı (Chunghtai & Buckley, 2010), örgütsel vatandaşlık davranışı (Uzun, 2018) ve örgütsel bağlılığın (Stinglhamber vd., 2015) arttığı ve işten ayrılma niyetinin (Oguegbe & Edosomwan, 2021) ise azaldığı çalışmalarla ortaya konmuştur.…”

Investigating the Factors Influencing Turnover Intentions in the Nigerian Banking Sector

“…Organisational identification refers to "the perception of belongingness or oneness to an organisation, where an individual defines him or herself in terms of an organisation in which he or she is a member" (Kapoor, Yadav & Srivastava, 2019). Organisational identification classifies into two main dimensions: cognitive and affective (Oguegbe & Edosomwan, 2021). Organisational identification is defined as employees linking their membership in the organisation to their self-concept, either cognitively, emotionally, or both (Boon et al, 2021;Omanwar & Agrawal, 2022).…”

Psychological Contract Fulfillment and Attitude towards Organizational Change: A Mediation and Moderation Analysis of Affective Commitment and Empowering Leadership

“…The theory proposed that the best predictor of individual actions are their intentions, which to a large extent is determined by their attitude (Ajzen & Fishbein, 1977). Empirically, workplace attitudes such as organizational identification and organizational-based self-esteem have been found to influence employees' turnover intention (Oguegbe & Edosomwan, 2021). Organizational change is when some salient aspects of the organization, such as structures, strategies, methods of operation, technologies, and culture, go through changes that influence activities within and outside the organization (Juma, 2014).…”