Predicting Turnover Intention Through Organizational Support and Organizational Commitment: The Case Of A Manufacturing Company

Authors

  • Zubaidah Othman School of Business Management Universiti Utara Malaysia, Malaysia
  • Nur Syafiqah Mohd Shkuri Department of Business & Accounting Universiti Tenaga Nasional, Malaysia

DOI:

https://doi.org/10.32890/ijms2015.22.1.3

Keywords:

Turnover intention, organizational support, organizational commitment, affective commitment, continuance commitment

Abstract

This paper reports a research that investigated factors that might relate to employees’ turnover intention. The study was a cross-sectional study where respondents’ perception was measured at one point in time. 105 respondents participated in this study. Two factors, namely organizational support and organizational commitment (affective commitment and continuance commitment) were tested to predict turnover intention among employees in the company. Results from the study reveal that only affective commitment is significantly negatively related to turnover intention. The findings were discussed and implications were also put forward.
 
Keywords: Turnover intention, organizational support, organizational commitment, affective commitment, continuance commitment.

Downloads

Download data is not yet available.

References

Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18.

Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99–118.

Bigliardi, B., Petroni, A., & Ivo Dormio, A. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal, 26(6), 424–441

Blau, G., & Boal, K. (1989). Using job involvement and organizational commitment interactively to predict turnover. Journal of Management, 15(1), 115–127

Chew, J., & Chan, C. C. A. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 29(6), 503–522.

Cohen, A. (1993). Organizational commitment and turnover: A meta-analysis. Academy of Management Journal, 36(5), 1140–1157.

Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27, 585–605. IJMS 22 (1), 33–45 (2015)

Cotton, J., & Tuttle, J. (1986). Employee turnover: A meta-analysis and review with implication for research. Academy of Management Review, 11(1), 55–70.

Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–489.

Goh, L. (2012, Feb 12). Why job-hoppers hop. The STAR online. Retrieved from http://www.thestar.com.my/News/Nation/2012/02/19/ http://ijms.uum.edu.my/ Why-jobhoppers-hop/

Hellman, C. M. (1997). Job satisfaction and intent to leave. Journal of Social Psychology, 137(6), 667–689.

Hulin, C. (1991). Adaptation, persistence, and commitment in organizations. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology, Vol. 2, Palo Alto, CA: Consulting Psychologists Press.

Jawahar, I. M., & Hemmasi, P. (2006). Perceived organizational support for women’s advancement and turnover intentions. Women in Management Review, 21(8), 643–661.

Jung, C. (2010). Predicting organizational actual turnover rates in the U.S. federal government. International Public Management Journal, 13(3), 297-317.

Lambert, E. G., Hogan, N. L., & Barton, S. M. (2001). The impact of job satisfaction on turnover intention: A test of a structural measurement model using a national sample of workers. The Social Science Journal, 38, 233–250.

Law, D. W. (2005). Interactive organizational commitment and hardiness in public accountants’ turnover. Managerial Auditing Journal, 20(1), 383–393.

Meyer, J., & Allen, N. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61–89.

Mor Barak, M. E., Nissly, J. A., & Levin, A. (2001). Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and meta-analysis. The Social Service Review, 75(4), 625–661.

Mowday, R., Porter, L., & Steers, R. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.

Ng, M. (2009). Unraveling the relationship between employees’ perception to organization and turnover intentions: Exploring the mediating effects of trust to organization. Retrieved from http://academic-papers.org/ocs2/session/Papers/F7/851-2141-1-DR.doc IJMS 22 (1), 33–45 (2015)

Pare, G., Tremblay, M., & Lalonde, P. (2001). The role of organizational commitment and citizenship behaviors in understanding relations between human resources practices and turnover intentions of IT personnel. Retrieved from http://ideas.repec.org/p/cir/ cirwor/2001s-24.html

Paré, G., & Tremblay, M. (2004). The influence of high-involvement human resources practices, procedural justice, organizational commitment and citizenship behaviors on information technology professionals’ turnover intentions. HEC Montréal, http://ijms.uum.edu.my/ 4(17), 1–33.

Perryer, C., Jordan, C., Firns, I., & Travaglione, A. (2010). Predicting turnover intentions, the interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33(9), 911–923.

Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower, 22(7), 600–624.

Shaw, J. D., Delery, J. E., Jenkins, Jr., G. D., & Gupta, N. (1998). An organization-level analysis of voluntary an involuntary turnover. Academy of Management Journal, 41(5), 511–525.

Stallworth, H. L. (2003). Mentoring, organizational commitment and intentions to leave public accounting. Managerial Auditing Journal, 18(5), 405-418.

Tumwesigye, G. (2010). The relationship between perceived organizational support and turnover intentions in a developing country: The mediating role of organizational commitment. African Journal of Business Management, 4(6), 942–952.

Valentine, S., Greller, M. M., & Richtermeyer, S. (2006). Employee job response as a function of ethical context and perceived organization support. Journal of Business Research, 59, 582–588

Downloads

Published

25-06-2015

Issue

Vol. 22 No. 1 (2015): International Journal of Management Studies (IJMS) Vol. 22, No. 1 June 2015

Section

Articles

Research impact

Harvested 2026-09-08
0 citations recorded so far

Counts differ between services because each indexes a different body of literature. None of them is the whole picture.

Identifiers DOI 10.32890/ijms2015.22.1.3