Validity and Reliability of Measurements for Perceived Organizational Support and Turnover Intention Among Employees in the Services Sector

Abstract

Employee turnover is a major challenge faced by Small and Medium-sized Enterprises (SMEs) in the services sector in Malaysia. It is found that this sector has faced a conservative turnover for the past two years and further studies need to be done to solve this problem. To minimize turnover, employees need to feel safe, valued, and satisfied. Many previous literatures showed that organizations that implement and increase the level of Perceived Organizational Support (POS) among employees could help to overcome turnover problems. Increasing the level of POS is believed to help strengthen the relationship between employee and employer, thereby reducing employees' intention to seek or accept other jobs. This study aims to analyze the validity and reliability of measuring tools designed to identify how POS affects employee turnover in Malaysian SMEs. This study also extends POS research by demonstrating support for a multidimensional measure of supervisor support, organizational justice, and organizational rewards & work conditions. A quantitative method was used and a pilot test for the reliability of the questionnaires was carried out by using SPSS to examine the results of Cronbach's Alpha. There were 33 respondents from the services sectors who participated in answering the questionnaires. The questionnaire contained 42-items and was developed after a detailed analysis of the literature. Overall, all components show measuring components under the given component providing a reliable internal consistency measure as the alpha of Cronbach for POS and Turnover Intention ranged from 0.784 to 0.856.

The Role of Perceived Organizational Support on Employee Turnover Intention

“…Employees who are emotionally committed to the organization/company will show increased performance, reduce absenteeism/absence from work, and decrease the likelihood of quitting their jobs (Rhoades & Eisenberger, 2002). Unfortunately, the turnover rate continues to increase significantly in Asian countries, which is supported by previous studies that state that the majority of organizations in Asian countries, such as South Korea, Malaysia, Singapore, and Taiwan, currently have high turnover rates (Sinniah & Kamil, 2017;Norizan et al, 2021). Moreover, several kinds of research have proved that Employees who are perceived to be supported by their organizations have a lower turnover intention (Tetteh et al, 2020;Knapp et al, 2017;Kurtessis et al, 2017).…”