An analysis of the factors affecting the turnover intention of non-managerial clerical staff: a Singapore study

Abstract

This study examines the factors affecting turnover intention and attempts to construct a turnover prediction model. Sixteen demographic, job satisfaction and job attitude factors are considered in the study. From the three-hundred questionnaires administered, a usable response rate of 36 per cent (i.e., 108 usable questionnaires) was obtained.Correlation analyses, t-tests and multiple regression were used to analyse the data. The results show that demographic and job attitude factors are not significantly associated with turnover intention. In contrast, job satisfaction factors affect turnover intention significantly. In particular, satisfaction with career future, company identity, kind of work and financial rewards were found to be statistically significant. These four variables are thus included in the final turnover prediction model.

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“…This statement coincides with the work of Chen et al (1997) and Sims and Brinkmann (2002), who argue that managers not only must live up to the ethical standards they are espousing, but they also must suggest ethical behaviours to employees. Literature has already reflected that whenever employees perceive that the management of the organization appeals to their higher ideals and moral values, they identify with organizationÕs goals and show citizen behaviour (Bass and Avolio, 1994;Cameron et al, 2003;Koh and Goh, 1995;Podsakoff et al, 1996;Rifai, 2005;Tichy and Ulrich, 1984;Wayne and Green, 1993). Therefore, an ethical manager is one that establishes a context of reciprocal trust not only between himself and his followers, but also among his followers themselves, through helping them, value the consequences on their decisions in their peers (Sison, 2003).…”

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To quit or not to quit: organizational determinants of voluntary turnover in MNC subsidiaries in Singapore

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