How can managers reduce employee intention to quit

By Lucy Firth, D. Mellor, K. Moore, C. Loquet. 2004

962 citations recorded by the source corpus.

This paper reports on an investigation of the variables that may be predictive of intentions to leave a job, and tests a model that includes mediating variables. A total of 173 retail salespeople completed questionnaires measuring commitment to the organization for which they worked, job satisfaction, stress, supervisor support, locus of control, self‐esteem, the perceived stressors in the job and their intention to quit. Path analysis was used to test the relationships hypothesized in the model. The majority of hypotheses were supported, with the variables included accounting for 52 per cent of the variance in intention to quit. Emotional support from supervisors and self‐esteem mediated the impact of stressors on stress reactions, job satisfaction, commitment to the organization and intention to quit. It is suggested that to ameliorate intention to quit and in turn reduce turnover, managers need to actively monitor workloads, and the relationships between supervisors and subordinates in order to reduce and manage stress. Managers also need to monitor both the extrinsic and intrinsic sources of job satisfaction available to employees. These activities could assist in maintaining and increasing job satisfaction and commitment to the organization.

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

View Paper: https://www.semanticscholar.org/paper/d29f74dc80255b412a8e34f78b0336a4fe688b96

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes (2011, methodology): “Intention to quit (Firth, Mellor, Moore and Loquet 2004 ) was measured by a three-item scale (Cronbach's α = 0.”
Job Satisfaction and Organizational Commitment Relationship: Effect of Personality Variables (2013, background): “Locus of Control refers ‘to the extent to which people believe them or external factors such as chance and powerful others are in control of the events that influences their lives’ (Firth et al., 2004).”
Predicting intention to quit in the call centre industry: does the retail model fit? (2006, methodology): “The model to be tested was proposed by Firth et al. (2004)”
The impact of locus of control on job stress, job performance and job satisfaction in Taiwan (2008, background): “Specifically, it refers “to the extent to which people believe they or external factors, such as chance and powerful others, are in control of the events that influence their lives” (see Firth et al. , 2004”
Work role stressors and turnover intentions: a study of professional clergy in Hong Kong (2005, background): “The negative impacts of work stress on job satisfaction and psychological well-being have been confirmed in the current literature, including studies that used Western and Asian samples (Almer and Kaphan, 2002; Firth et al., 2004; Siu et al., 2002).”