The relationship of Turnover intention with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment

By Iqra Saeed, Momina Waseem, S. Sikander, M. Rizwan. 2014

252 citations recorded by the source corpus.

Turnover is a painful issue in the organizations, in the world of tough competition the organizations try to minimize their turnover ratio and save their cost, turnover cost consists of hiring, recruiting and selecting the employees. The purpose of current study to is to know the effect of some of the factors which affect the turnover intention of employees. We find the impact of organizational commitment, emotional intelligence, leader membership exchange, job performance and job satisfaction on turnover intention. We conducted a survey and took a sample of 200 employees. We used questionnaire method to collect information from the respondents. By using linear regression analysis method we found that Job satisfaction, job performance and leader membership exchange has a direct negative influence on the turnover intention. The results provide understanding that how these variables affect the turnover inten tion and how to reduce turnover rate.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/45c067a96011c29dfa16716cd9f608a11ab15045

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. K. Pyhältö
2. J. Pietarinen
3. T. Soini

In Social Psychology

1. T. Soini
2. K. Pyhältö
3. J. Pietarinen
4. Auli Toom

Citations in the corpus

• Why leave the teaching profession? A longitudinal approach to the prevalence and persistence of teacher turnover intentions (2020, background): “Whether turnover intention leads to actual turnover or not, it is likely to reflect low-level job satisfaction (Saeed et al. 2014), which has been shown to be related to reduced teacher effectiveness, effort and quality of teaching (Ladd 2011).”
• The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam (2020, unknown): “Either voluntary turnover or involuntary turnover creates serious consequences for the organization in today’s business world including a number of difficulties in finding a replacement, recruitment, selection, training and development, socialization cost, and perception of service quality by custom”