Explaining employee turnover in an Asian context

By Naresh Khatri, Chong Tze Fern, P. Budhwar. 2001

384 citations recorded by the source corpus.

Subfields: Gender Studies, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/78b0a74c707fb3c2f1cf1eacb3ddf6856049047e

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In Gender Studies

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Reducing turnover intent: supervisor and co-worker incivility and socialization-related learning (2013, background): “Although the actual turnover may seem relatively low considering the reported frequency of incivility in organizations, notwithstanding the loss of work motivation and performance, the cost figures associated with voluntary turnover are quite alarming (Khatri et al. 2001).”
Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model (2019, background): “Past research shows that perceived alternatives job opportunities lowers organizational commitment (Rahman, et al., 2008) and strengthens turnover intention (Dardar et al., 2012; Ing-San & JyhHuei, 2006; Khatri et al., 2001).”
FACTORS AFFECTING OVERALL JOB SATISFACTION AND TURNOVER INTENTION (2007, background): “Rahman at al (2008) found that job satisfaction had negative effect on turnover intentions of IT professional.13 Khatri and Fern (2001) concluded that there was a modest relationship between job satisfaction and turnover intentions.14 Sarminah (2006) found a moderate relationship between job…”
Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context (2011, neutral): “(2000) claimed modest relationship between pay and actual turnover; while pay is not an important variable for turnover research in Asian context (Khatri et al. 2001); and Iverson and Deery (1997) concluded that pay has insignificant influence on turnover decision in Australian context.”
Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation (2006, methodology): “Turnover intention, defined simply as the behavioural intent to leave an organization, was measured by five items based on prior measures (eg, Naresh, 2001 ), such as ‘I will probably look for a new job in the next year’, and ‘I often think about quitting my present job.”
An empirical study of high performance HRM practices in Chinese SMEs (2006, positive): “This is particularly true in the Asian context where the labour market has a shortage of skilled workers and there are financial constraints for firms to provide employees with opportunities for further education and training (Khatri et al., 2001; Zheng and Stahl, 2001).”