An Exploratory Study on Turnover Intention among Private Sector Employees
By Benjamin Chan Yin-Fah, Yeoh Sok Foon, Lim Chee-Leong, Syuhaily Osman. 2010
244 citations recorded by the source corpus.
This study aims to study the organizational commitments, job stress, job satisfaction and turnover intentionamong the private sector employees in Petaling. A total of 120 respondents in Petaling District were selectedconveniently. Organizational Commitments Questionnaire (Mowday, Steers & Porter, 1979), perceived StressScale (PSS), Minnesota Satisfaction Questionnaire (MSQ) and Mobley, Horner & Hollingsworth (1978) wereused to measure organizational commitments, job stress, job satisfaction, and turnover intention. Majority of therespondents were single (77.5%), followed by married (20%), and divorced 2.5%. Results showed that majorityof the respondents experienced moderate level of commitment (70.8%); half of the total respondents (50%)experienced high level of job stress; 67.5% of them experienced moderate level of job satisfaction and 42.5% ofthem experienced moderate level of turnover intention. The result uncovered that there was a significant negativerelationship between organizational commitments and turnover intention in the study (r = -.367, p ???? .05);positive relationship between job stress and turnover intention (r = .96, p ???? .05) and negative relationshipbetween job satisfaction and turnover intention in the study (r = -.447, p ???? .01). Further analysis concluded thatdemographic background of respondent mediated the relationship between organizational commitments, jobstress, job satisfaction and turnover intention. For future research, it is suggested to compare the predictivevalidity of the model across different jobs and industries. The methodology of study can be improved by increasethe sample size to wider population and adopt probability sampling method in order to generalize more reliableresults.
Subfields: Demography, Human Factors and Ergonomics, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/35c1f3763690ec719a7c3fd5afb61a711353285e
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In Organizational Behavior and Human Resource Management
Citations in the corpus
- The Impact of Work-Life Balance on Job Engagement and Turnover Intention (2019, background): “Employee turnover intention had been a serious and continuous problem in the human resource management of many developing countries (Chan et al., 2010; Goh 2012).”