Determinants of employee turnover intention

• Autorzy: Wójcik Paweł

Identyfikatory

DOI

10.29119/1641-3466.2020.149.60

• Języki publikacji: EN

Abstrakty

EN

Purpose: Voluntary turnover of employees constitutes a challenge for modern organizations, especially when the problem pertains to key specialists or talents. Therefore, the examination of reasons behind such employee decisions is significant. Design/methodology/approach: The paper discusses conceptual model of employee turnover intention developed on the basis of the review of literature. Findings: The model consists of three factors determining the turnover intention: job characteristics, work centrality, and organizational commitment. Research limitations/implications: The model constitutes a theoretical basis for further studies in the issue of turnover intention. Originality/value: The empirical verification of the model will enable the formulation of recommendations for organizations to limit the turnover intention.

Słowa kluczowe

EN

turnover intention; work centrality; organizational commitment; job characteristics

PL

intencja rotacji; centralizacja pracy; zaangażowanie organizacyjne; charakterystyka pracy

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2020
• Tom: z. 149
• Strony: 725--734
• Opis fizyczny: Bibliogr. 54 poz.

Twórcy

autor

Wójcik Paweł

• Faculty of Economics, Maria Curie Skłodowska University in Lublin

Bibliografia

• 1. Bakker, A.B., Demerouti, E., and Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43(1), pp. 83-104. doi: 10.1002/hrm.20004.
• 2. Bal, P.M., and Kooij, D. (2011). The relations between work centrality, psychological contracts, and job attitudes: The influence of age. European Journal of Work and Organizational Psychology, 20(4), pp. 497-523. doi: 10.1080/13594321003669079.
• 3. Bester, F. (2012). A model of work identity in multicultural work settings (Unpublished DPhil thesis). Johannesburg: University of Johannesburg.
• 4. Bothma, C.F.C., and Roodt, G. (2012). Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship. SA Journal of Industrial Psychology, 38(1), pp. 1-17. doi: 10.4102/sajip.v38i1.893.
• 5. Bouckenooghe, D., Raja, U., and Butt, A.N. (2013). Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions. Journal of Psychology, 147(2), pp. 105-123. doi: 10.1080/00223980.2012.678411.
• 6. Brawley, A.M., and Pury, C.L. (2016). Work experiences on MTurk: Job satisfaction, turnover, and information sharing. Computers in Human Behavior, 54, pp. 531-546. doi: 10.1016/j.chb.2015.08.031.
• 7. Brunetto, Y., Teo, S.T., Shacklock, K., and Farr-Wharton, R. (2012). Emotional intelligence, job satisfaction, well-being and engagement: Explaining organizational commitment and turnover intentions in policing. Human Resource Management Journal, 22, pp. 428-441. doi: 10.1111/j.1748-8583.2012.00198.x.
• 8. Brunetto, Y., Xerri, M., Shriberg, A., Farr-Wharton, R., Shacklock, K., Newman, S., and Dienger, J. (2013). The impact of workplace relationships on engagement, well-being, commitment and turnover for nurses in Austrailia and the USA. Journal of Advanced Nursing, 69, pp. 2786-2799. doi: 10.1111/jan.12165.
• 9. Diefendorff, J.M., Brown D.J., Kamin A.M., and Lord R.G. (2002). Examining the Roles of Job Involvement and Work Centrality in Predicting Organizational Citizenship Behaviors and Job Performance. Journal of Organizational Behavior, 23(1), pp. 93-108. doi: 10.1002/job.123.
• 10. Fox, S.R., and Fallon, B.J. (2003). Modeling the effect of work/life balance on job satisfaction and turnover intentions, Symposium paper presented at the 5th Australian Industrial and Organisational Psychology Conference, Melbourne, Australia.
• 11. Gutmann, P. (2016). Tackling Trends in Turnover. Frankfurt, Germany: Mercer Webcast Series.
• 12. Hancock, J.I., Allen, D.G., Bosco, F.A., McDaniel, K.R., and Pierce, C.A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39, pp. 573-603. doi: 10.1177/0149206311424943.
• 13. Hauk, M. (2014). Kwestionariusz Cech Pracy – opracowanie polskiej wersji narzędzia do badania cech pracy i środowiska zawodowego: wstępne wyniki badań. Acta Universitatis Lodziensis. Folia Psychologica, 18, pp. 129-153.
• 14. Hirschfeld, R.R., and Field, H.S. (2000). Work centrality and work alienation: distinct aspects of a general commitment to work. Journal of Organizational Behavior, 21, pp. 789-800. doi: 10.1002/1099-1379(200011)21:7<789::AID-JOB59>3.0.CO;2-W.
• 15. Jacobs, E., and Roodt, G. (2007). The development of a knowledge sharing construct to predict turnover intentions. Aslib Proceedings, 59(3), pp. 229-248. doi: 10.1108/00012530710752034.
• 16. Janse van Rensburg, K. (2004). A predictive model of employee commitment in an organisation striving to become world-class (Unpublished Doctoral thesis). Johannesburg, South Africa: Rand Afrikaans University.
• 17. Jiang, L., and Johnson, M.J. (2017). Meaningful Work and Affective Commitment: A Moderated Mediation Model of Positive Work Reflection and Work Centrality. Journal of Business and Psychology, 33(4), pp. 545-558. doi: 10.1007/s10869-017-9509-6.
• 18. Jiang, L., and Lavaysse, L.M. (2018). Cognitive and Affective Job Insecurity: A Meta-Analysis and a Primary Study. Journal of Management, 44(6), pp. 2307-2342. doi: 10.1177/0149206318773853.
• 19. Jordan, P.J., and Troth, A.C. (2011). Emotional intelligence and leader member exchange: The relationship with employee turnover intentions and job satisfaction. Leadership & Organization Development Journal, 32(3), pp. 260-280. doi: 10.1108/01437731111123915.
• 20. Joseph, D., Ng, K.-Y., Koh, Ch., and Angs, S. (2007). Turnover of Information Technology Professionals: A Narrative Review, Meta-Analytic Structural Equation Modeling, and Model Development. MIS Quarterly, 31(3), pp. 547-577. doi: 10.2307/25148807.
• 21. Kanungo, R.N. (1982). Work alienation: An integrative approach. New York: Praeger.
• 22. Khanin, D., Turel, O., and Mahto, R.V. (2012). How to Increase Job Satisfaction and Reduce Turnover Intentions in the Family Firm: The Family-Business Embeddedness Perspective. Family Business Review, 25(4), pp. 391-408. doi: 10.1177/0894486512441944.
• 23. Krot, K., and Lewicka, D. (2015). Wpływ jakości środowiska pracy na zachowania pracowników. Zeszyty Naukowe Uniwersytetu Szczecińskiego. Studia i Prace Wydziału Nauk Ekonomicznych i Zarządzania. Zarządzanie, 39(4), pp. 95-109.
• 24. Krzyszkowska, P. (2015). Zwolnienia pracowników jako nieuchronny proces zachodzący w działalności każdej organizacji. Zeszyty Naukowe Politechniki Śląskiej, seria Organizacja i Zarządzanie, 82(1940), pp. 101-110.
• 25. Lewicka, D. (2016). Jak zatrzymać wartościowych pracowników w organizacji? Wyzwania dla strategicznego ZKL (zarządzania kapitałem ludzkim). Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu. Zarządzanie strategiczne w teorii i praktyce, 444, pp. 274-284. doi: 10.15611/pn.2016.444.25.
• 26. Lu, A., and Gursoy, D. (2013). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter? Journal of Hospitality & Tourism Research, 40(2), pp. 210- 235. doi: 10.1177/1096348013495696.
• 27. Luna-Arocas, R., and Camps, J. (2008). A model of high performance work practices and turnover intentions. Personnel Review, 37(1), pp. 26-46. doi: 10.1108/ 00483480810839950.
• 28. Maertz, C.P., Griffeth, R.W., Campbell, N.S., and Allen, D.G., (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behaviour, 28, pp. 1059-1075. doi: 10.1002/job.472.
• 29. Mahdi, A.F., Zin, M.Z.M., Nor, M.R.M., Sakat, A.A., and Naim, A.S.A. (2012). The relationship between job satisfaction and turnover intention. American Journal of Applied Sciences, 9(9), pp. 1518-1526.
• 30. Mannheim, B., Baruch, Y., and Tal, J. (1997). Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel. Human Relations, 50(12), pp. 1537-1562. doi: 10.1177/001872679705001204.
• 31. March, J.G., and Simon, H.A. (1958). Organizations. Oxford, England.
• 32. Markey, R., Ravenswood, K., and Webber, D.J. (2012). The impact of the quality of the work environment on employees’ intention to quit. Economics Working Paper Series, 1220, pp. 1-33.
• 33. Martin, A. (2007). Employee Perceptions of Organisational Commitment, Job Satisfaction and Turnover Intentions in a Post-merger Institution (Master’s dissertation). Johannesburg: University of Johannesburg, Faculty of Management.
• 34. Martin, A., and Roodt, G. (2008). Perceptions of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution. SA Journal of Industrial Psychology, 34(1), pp. 23-31. doi: 10.4102/sajip.v34i1.415.
• 35. Mendryk, I., and Rakowska, A. (2017). Poczucie sprawiedliwości organizacyjnej a poziom zaangażowania pracowników. Wyniki badań. Annales Universitatis Mariae Curie-Skłodowska Lublin – Polania, Sectio H, 51(4), pp. 237-246. doi: 10.17951/h.2017.51.4.237.
• 36. Meyer, J.P., and Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), pp. 61-89. doi: 10.1016/1053-4822(91)90011-Z.
• 37. Meyer, J.P., Stanley, D.J., Herscovitch, L., and Topolnytsky, L. (2002). Affective, continuance, and normative commitment t10.17951/h.2017.51.4.237o the organization: a meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), pp. 20-52. doi: 10.1006/jvbe.2001.1842.
• 38. Mobley, W.H. (1982). Some unanswered questions in turnover and withdrawal research. Academy of Management Review, 7(1), pp. 111-116. doi: 10.5465/amr.1982.4285493.
• 39. Oosthuizen, R.M., Coetzee, M., and Munro, Z. (2016). Work-life balance, job satisfaction and turnover intention amongst information technology employees. Southern African Business Review, 20(1), pp. 446-467. doi: 10.25159/1998-8125/6059.
• 40. Park, J., Yoon, S., Moon, S.S., Lee, K.H., and Park, J. (2017). The Effects of Occupational Stress, Work-Centrality, Self-Efficacy, and Job Satisfaction on Intent to Quit Among Long-Term Care Workers in Korea. Home Health Care Services Quarterly, 36(2), pp. 96-111. doi: 10.1080/01621424.2017.1333479.
• 41. Park, T., and Shaw, J. D. (2013). Turnover rates and organizational performance: A metaanalysis. Journal of Applied Psychology, 98, pp. 268-309. doi: 10.1037/a0030723.
• 42. Roodt, G. (2004). Turnover Intentions (Unpublished manuscript). Johannesburg, South Africa: University of Johannesburg.
• 43. Sager, J.K., Griffeth, R.W., and Hom, P.W. (1998). A comparison of structural models representing turnover cognitions. Journal of Vocational Behavior, 53(2), pp. 254-273. doi: 10.1006/jvbe.1997.1617.
• 44. Schmidt, J.A., and Lee, K. (2008). Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs. Journal of Business and Psychology, 22(4), pp. 297-309. doi: 10.1007/s10869-008-9068-y.
• 45. Schyns, B., Torka, N., and Gössling, T. (2007). Turnover intention and preparedness for change: Exploring leader-member exchange and occupational self-efficacy as antecedents of two employability predictors. Career Development International, 12(7), pp. 660-679. doi: 10.1108/13620430710834413.
• 46. Shalley, C.E., Gilson, L.L., and Blum, T.C. (2000). Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave. Academy of Management Journal, 43, pp. 215-223. doi: 10.2307/1556378.
• 47. Singh, P. and Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations Industrielles/Industrial Relations, 65(3), pp. 470-490. doi: 10.7202/044892ar.
• 48. Snir, R., and Harpaz, I. (2002). Work-leisure relations: leisure-orientation and the meaning of work. Journal of Leisure Research, 34(2), pp. 178-203. doi: 10.1080/ 00222216.2002.11949968.
• 49. Spector, P.E., and Jex, S.M. (1991). Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health. Journal of Applied Psychology, 76(1), pp. 46-53. doi: 10.1037/0021-9010.76.1.46.
• 50. Tett, R.P., and Meyer, J.P. (1993). Job satisfaction, organisational commitment, turnover intention and turnover: Path analysis based on meta-analytic findings. Personnel Psychology, 46(2), pp. 259-293. doi: 10.1111/j.1744-6570.1993.tb00874.x.
• 51. Vandenberghe C., Bentein K., Michon R., Chebat J., Tremblay M., and Fils J. (2007). An examination of the role of perceived support and employee commitment in employee-customer encounters. Journal of Applied Psychology, 92(4), pp. 1177-1187. doi: 10.1037/0021-9010.92.4.1177.
• 52. Walsh, K., and Gordon, J. R. (2008). Creating an individual work identity. Human Resource Management Review, 18(1), pp. 46-61. doi: 10.1016/j.hrmr.2007.09.001.
• 53. Wnuk, M. (2018). Psychospołeczne uwarunkowania dobrostanu pracowników i zamiaru odejścia z organizacji. Weryfikacja modelu. Czasopismo Psychologiczne – Psychological Journal, 24(2), pp. 361-371. doi: 10.14691/CPPJ.24.2.361.
• 54. Wright, T.A., and Bonett, D.G. (2007). Job satisfaction and psychological well-being as nonadditive predictors of workplace turnover. Journal of Management, 33(2), pp. 141-160. doi: 10.1177/0149206306297582.