The Relationship between Organizational Commitment and Intention to Quit: The Malaysian Companies Perspectives

Kuean, W.L.; Kaur, Sukhvinder; Wong, Elaine

doi:10.3923/jas.2010.2251.2260

Cited by 23 publications

(18 citation statements)

References 24 publications

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“…Nevertheless, employee retention is still a major issue for the hospitality industry. Aksu (2004), Kuean, Kaur, andWong (2010), andProudfoot Consulting (2008) found that turnover rates have considerable passive effects on hospitality performance. It is costly for hotels' management to spend money and time on employees who leave a short time later after they go through the employment process.…”

Section: Introductionmentioning

confidence: 99%

HRM Practices and Employee Retention: The Moderating Effect of Work Environment

Bibi¹,

Ahmad²,

Majid³

2018

Applying Partial Least Squares in Tourism and Hospitality Research

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Emerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.

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Section: Introductionmentioning

confidence: 99%

HRM Practices and Employee Retention: The Moderating Effect of Work Environment

Bibi¹,

Ahmad²,

Majid³

2018

Applying Partial Least Squares in Tourism and Hospitality Research

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“…In essence, LMX relationship acts as a motivating factor for employees in the job context, which does not only increase the job satisfaction but also improving the quality of work they perform (Tierney et al, 1999). Indeed, employees show their affective commitment when they 'want to' stay in the organization at their will (Meyer & Allen, 1997) which may predict employee's turnover intention (Kuean, Kaur, & Wong, 2010). Numerous authors (e.g.…”

Section: Interpersonal Relationship and Turnover Intentionmentioning

confidence: 99%

Effects of Leader-Member Exchange, Interpersonal Relationship, Individual Feeling of Energy and Creative Work Involvement Towards Turnover Intention: A Path Analysis Using Structural Equation Modeling

Adil¹,

Awais²

2016

AAMJ

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“…8, No. 4; that make people leave their jobs because it enables you to estimate intention to leave behaviors in advance and take measures against them (Kuean et al, 2010).…”

Section: Effort-reward Fairness and Intention To Leavementioning

confidence: 99%

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

Dinç¹

2015

IBR

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The main purpose of this study is to examine the relationship between perceived effort-reward fairness, perceived organizational support, affective commitment, and intention to leave. Survey was used as a data collection method in this study. 176 junior and middle level managers working in service industries in the city of Istanbul in Turkey took the survey. Data obtained from surveys was analyzed through the SPSS statistical package software (v.18). Hierarchical regression analysis was employed to test the hypotheses in this study. The results show that perceived organizational support fully mediates the positive relationship between effort-reward fairness, affective commitment, and perceived organizational support while fully mediating the negative relationship between effort-reward fairness and intention to leave.

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The Relationship between Organizational Commitment and Intention to Quit: The Malaysian Companies Perspectives

Cited by 23 publications

References 24 publications

HRM Practices and Employee Retention: The Moderating Effect of Work Environment

HRM Practices and Employee Retention: The Moderating Effect of Work Environment

Effects of Leader-Member Exchange, Interpersonal Relationship, Individual Feeling of Energy and Creative Work Involvement Towards Turnover Intention: A Path Analysis Using Structural Equation Modeling

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

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