Can the sense of ta’awun behavior reduce voluntarily job turnover in Indonesia?

Abstract

Purpose This study aims to examine the role of ta’awun in reducing voluntary turnover intention. The authors defined ta’awun as the willingness to help colleagues without being asked and expecting rewards as promised by Islam. Also, the antecedent variables of organizational identification and job embeddedness are used to predict ta’awun. Design/methodology/approach This study used 216 respondents from Islamic Universities in Indonesia. Structural equation model was used to analyze data and test the empirical model. Findings Job embeddedness and organizational identification can improve ta’awun behavior. Ta’awun behavior has also been proven to be able to reduce voluntary turnover intention as well as successfully mediating the relationship between job embeddedness and organizational identification with voluntary turnover intention. Research limitations/implications Ta’awun enriches organizational citizenship behavior (OCB) studies which are intervened with Islamic values. The questionnaire given to respondents are very susceptible for self-response bias so that this type of bias influences the conclusion. Thus, consistency of results can be retested in several different objects. Practical implications Organizations need to consider the factor of religiosity when recruiting employees. HRM practices need to be encouraged to create organizational identification through pride in the organization to reduce voluntary turnover intention through ta’awun behavior. Originality/value The Ta’awun concept is a refinement of the previously existing concept, which is OCB. Orientation in the world and the hereafter that underlies this ta’awun behavior is more effective in reducing the intention of voluntary displacement.

Understanding why do we stay in our jobs? A bibliometric and content analysis of job embeddedness in the past two decades (2001–2021)

“…The researchers have established JE’s role as a bulwark against turnover and turnover intentions through past publications in diverse scenarios (Aman-Ullah et al ., 2021; Huang et al ., 2021a; Karatepe, 2014; Sudarti et al ., 2021). The relation was further verified through a longitudinal study (Cheng, 2014), suggesting workforce, strongly connected in their firms, are less inclined to actively seek alternative employment options.…”

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

“…It is vital to research turnover intention in higher education institutions because academicians are the biggest asset of higher education institutions, they are regarded as the core of the educational operation since their performance and competence can significantly affect the student's skills, experience and abilities (Alkadash, 2020). When there is turnover intention in high-quality academicians, organizational performance will not be optimal (Anees et al, 2021;Kakar et al, 2019;Sudarti et al, 2021), can also disrupt and disserve universities, such as disrupting the quality of education, hindering teaching activities, learning activities and student research and reduces the motivation and morale of the existing academic community (Asrar-ul-Haq et al, 2019;Maseri et al, 2022;Usman and Khan, 2015).…”

“…, 2021; Kakar et al. , 2019; Sudarti et al. , 2021), can also disrupt and disserve universities, such as disrupting the quality of education, hindering teaching activities, learning activities and student research and reduces the motivation and morale of the existing academic community (Asrar-ul-Haq et al.…”

“…, 2021; Rubiono and Finahari, 2017), reported that lecturers' turnover rate at private higher education institutions in one province in Indonesia, reached 62%. So, it is important to examine the turnover intention at higher education institutions (Rita and Widodo, 2021; Sudarti et al. , 2021; Narimawati, 2007).…”

“…Several previous studies found that the turnover rate of lecturers in Indonesia is quite high (Harini et al, 2020;Kristanti et al, 2021;Rubiono and Finahari, 2017), reported that lecturers' turnover rate at private higher education institutions in one province in Indonesia, reached 62%. So, it is important to examine the turnover intention at higher education institutions (Rita and Widodo, 2021;Sudarti et al, 2021;Narimawati, 2007). Although higher education institutions in Indonesia were attacked by turnover intention, there is still a scarcity of research that focuses on this context (Harini et al, 2020).…”