Employee development and turnover intention: theory validation

Rahman, Wali; Nas, Zekeriya

doi:10.1108/ejtd-may-2012-0015

Cited by 103 publications

(99 citation statements)

References 51 publications

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“…One of the pivotal functions of the human resource department is employee development. A number of studies have suggested favourable outcomes for organizations investing in employee development (Choo & Bowley, ; Rahman & Nas, ; Tansky & Cohen, ). Employee development practices often impact the organizational outcomes by influencing employee behaviour and attitude (Woods & de Menezes, ).…”

Section: Introductionmentioning

confidence: 99%

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Jehanzeb

Mohanty

2018

Int J Training Development

105

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Researchers have begun to focus on emerging markets, particularly those in Asia, because of the phenomenal growth in the size of their business sectors and a remarkable increase in their share of global business. Businesses in the developing world are now grappling with people management issues that formerly were the preserve of businesses in the West. This study aims at exploring the role of employee development in job satisfaction and organizational commitment and in particular its moderation by person–organization fit. The context is the telecommunications sector in Pakistan. The results reported show a positive impact of employee development initiatives on employee job satisfaction and later the job satisfaction has significant impact on organizational commitment. The results also revealed, however, an unfavourable relationship between employee development and organizational commitment. The relationship between job satisfaction and organizational commitment was significantly moderated by person–organization fit.

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Section: Introductionmentioning

confidence: 99%

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Jehanzeb

Mohanty

2018

Int J Training Development

105

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“…Indirect costs to be incurred include; knowledge lost and reduction in productivity as employee will leave a vacuum to be filled up by new recruited employee. Therefore it is imperative to determine the causes in order to avert the negative effect on the performance of an organization [6]. Turnover intention can be either voluntary or involuntary.…”

Section: Introductionmentioning

confidence: 99%

A Mediating Role of Relational Psychological Contract on the Relationship Between Work Place Spirituality and Employee Turnover Intention in Nigeria Banks

Oyelakin¹

2017

AJAP

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Abstract:The study examined the effect of workplace spirituality (meaningful work, inner life and community) on employee turnover intention in Nigeria banks mediated by relational psychological contract. Data were collected from a sample of 357 employees in 21 Deposit Money Banks located in Kaduna State. Structural Equation Model was used to explore the effect. Findings revealed that meaningful work has positive, significant effect on employee turnover intention while inner life and community were found to have insignificant effect on employee turnover intention. Relational psychological contract was found to have fully mediating effect between workplace spirituality (inner life, meaningful work and community) and employee turnover intention. The most explanatory variable of the study is the relationship that exists between meaningful work and relational psychological contract. The study recommends that management of Banks should attach more importance to meaningful work and relational psychological contract of employees to reduce employee turnover intention.

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“…The issue of voluntary turnover has been rigorously studied over the past few decades. Empirical evidence indicates that a high rate of voluntary turnover is costly for organizations because it negatively affects organizational effectiveness and success [5]. Losing good employees can negatively affect an organization's competitive advantage; lowering the morale of other staff [6], as well as reducing productivity and work quality [7].…”

Section: Introductionmentioning

confidence: 99%

Factors Affecting the Employees’ Turnover at the Ministry of High Education in Gaza Governorates-Case study: North and West Gaza Directorates of Education

Al-Habil¹,

Allah²,

Shehadah³

2017

Arts Social Sci J

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All governmental and private organizations are trying to implement the optimal utilization of their resources, whether human or financial resources or raw materials to achieve their goals and objectives. The human resources are of the most important of these resources because an organization can organize and control the exploitation of the rest of the organization's resources appropriately through human resource management. The basis of the progress and development in various fields of life is the organization's ability to explore the elements of the human performance in terms of efficiency and productivity, which leads to developing the overall effectiveness of the organization. Employee's turnover is a much studied phenomenon. However, there is no standard account for why people choose to leave an organization. This is noteworthy because it is typically the occasions where people choose to leave that concern organizations and organizational theorists [1]. Employee turnover refers to the termination of an official and psychological contract between an employee and an organization. There are two major types of employee turnover: involuntary and voluntary [2]. Involuntary turnover is initiated by the organization to terminate the relationship with an employee, whereas voluntary turnover is primarily initiated by the employees themselves [3]. In the academic literature, turnover intention is commonly used as a measure of anticipated workplace turnover. Intent to leave, intent to quit, intention to leave and turnover intention are often used interchangeably. Voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also (and perhaps more significantly) in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, organizational memory) and the loss of social capita [4]. The issue of voluntary turnover has been rigorously studied over the past few decades. Empirical evidence indicates that a high rate of voluntary turnover is costly for organizations because it negatively affects organizational effectiveness and success [5]. Losing good employees can negatively affect an organization's competitive advantage; lowering the morale of other staff [6], as well as reducing productivity and work quality [7]. Despite these unfavourable consequences, the voluntary turnover rate across the globe remains relatively high. Previous research suggests that high work engagement leads to lower voluntary turnover. Highly engaged employees exhibit higher quality behaviours and performance. The evidence suggests that having engaged employees results in greater profitability, shareholder returns, productivity and customer satisfaction. Employees are an AbstractThis study aims at identifying the factors which influence the turnover phenomenon of the Employees of the Ministry of Education and Higher Education in the Gaza Strip. The Ministry of Education in Gaza suffers from the employee turnover p...

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Employee development and turnover intention: theory validation

Cited by 103 publications

References 51 publications

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

A Mediating Role of Relational Psychological Contract on the Relationship Between Work Place Spirituality and Employee Turnover Intention in Nigeria Banks

Factors Affecting the Employees’ Turnover at the Ministry of High Education in Gaza Governorates-Case study: North and West Gaza Directorates of Education

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