Exploring Turnover Intention of Construction Managers in China

Du, Jian; Zhou, Jie; Liu, Chunlu; Picken, David

doi:10.1142/s160994510600061x

Cited by 18 publications

(37 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The outcomes proposed a relation considerably changed of zero and negative in studies recognized in the United States of America (Winterton, 2004). Du et al (2006) revealed that the JS construct related with IT significantly. Further, preceding studies found that the variable JS showed a negative correlation with the IT significantly (Brashear et al, 2003;Ferreira and Siqueira, 2005;Mudor and Tooksoon, 2011).…”

Section: Job Satisfaction and Intention To Turnovermentioning

confidence: 99%

The Impact of Job Satisfaction and Organizational Commitment on Intention to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the Generation Y View Point

Perera

Madagamage

2018

Sri Lankan J Hum Res Mgt

View full text Add to dashboard Cite

This study investigated the impact of job satisfaction and organizational commitment on intention to turnover according to the perceptions from generation Y in the Sri Lankan hospitality industry. The methodological approach of this study was based on the quantitative approach and the type of investigation was correlational. The respondents were limited to 256 generation Y employees who were employed during the period of the study. Data composed of self-administered questionnaire containing 19 closed statements with a five point Likert type scale. The descriptive statistics, correlation and regression analysis were applied among dependent construct and independent constructs. The results of the study revealed that there are a significant impact of job satisfaction (15%), and a significant impact of organizational commitment (4.8%) on intention to turnover, according to the perception of generation Y employees in the Sri Lankan hospitality industry. Further, the findings show that there was a significant joint impact of job satisfaction and organizational commitment on intention to turnover (15.5%). Moreover, the statistical results relating to hypotheses, revealed that there was a moderate negative relationship between job satisfaction and intention to turnover (r =.-0.467 p < 0.01). Also, there was a weak negative relationship between organizational commitment and intention to turnover among generation Y respondents of Sri Lankan hospitality industry (r =.-0.441, p < 0.01). Implications of the findings and suggestions for future research studies have been presented.

show abstract

Section: Job Satisfaction and Intention To Turnovermentioning

confidence: 99%

The Impact of Job Satisfaction and Organizational Commitment on Intention to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the Generation Y View Point

Perera

Madagamage

2018

Sri Lankan J Hum Res Mgt

View full text Add to dashboard Cite

show abstract

“…60% in the People's Republic of China [PRC]; Fallows, 2012). Such attrition causes labor shortages while boosting costs and production shortfalls in manufacturing, construction and other industries vital for emerging economies (Du et al, 2006;Jiang et al, 2009).…”

Section: Introductionmentioning

confidence: 99%

Am I a peasant or a worker? An identity strain perspective on turnover among developing-world migrants

Qin

Hom²,

2018

Human Relations

View full text Add to dashboard Cite

Developing-world rural migrants provide crucial labor for global supply chains and economic growth in their native countries. Yet their high turnover engenders considerable organizational costs and disruptions threatening those contributions. Organizational scholars thus strive to understand why these workers quit, often applying turnover models and findings predominantly derived from the United States, Canada, England or Australia (UCEA). Predominant applications of dominant turnover theories however provide limited insight into why developing-world migrants quit given that they significantly differ from UCEA workforces in culture, precarious employment and rural-to-urban migration. Based on multi-phase, multi-source and multi-level survey data of 173 Chinese migrants working in a construction group, this study adopts an identity strain perspective to clarify why they quit. This investigation established that migrants retaining their rural identity experience more identity strain when working and living in distant urban centers. Moreover, identity strain prompts them to quit when their work groups lack supervisory supportive climates. Furthermore, migrants’ adjustment to urban workplaces and communities mediates the interactive effect of identity strain and supervisory supportive climate on turnover. Overall, this study highlighted how identity strain arising from role transitions and urban adjustment can explain why rural migrants in developing societies quit jobs.

show abstract

“…Schnake and Dumler (2000) studied relationships among perceived equity, job satisfaction, organizational commitment and propensity to turnover on male employees in a medium size firms in the construction industry. It was also found that satisfaction with a supervisor significantly and positively influenced intention to leave (Du et al, 2006).…”

Section: Hypotheses Regarding Organizational Culture In-role Performmentioning

confidence: 94%

The Relationship Between Employees Perceptions of Organizational Culture and Their Behavioral Outcomes: Assessing a Cognitive Process to in-Role Performance Behavior and Intention to Leave

TAŞTAN¹

2012

JGSM

View full text Add to dashboard Cite

The purpose of this paper is to examine the relationship between organizational culture and behavioral outcomes of healthcare employees working in private health care organizations. It is aimed to understand how the employees' psychological processes of organizational culture practices impact their in-role performance behaviors in their nursing roles and their intention to leave. This study examines the proposed model that consists of a number of direct positive and negative relationships between the organizational culture aspects and in-role performance behavior and intention to leave. It is proposed that the aspects of organizational culture, i.e. teamwork, training and development, rewards and recognition and communication will be positively related to employees' inrole performance behaviors and negatively related to intention to leave. The results showed that all dimensions of organizational culture chosen in the study had significant influence on both constructs of employees' behavioral outcomes. It is observed that organizational culture aspects had positive impact on in-role performance behaviors and negative impact on employees' intention to leave.

show abstract

Exploring Turnover Intention of Construction Managers in China

Cited by 18 publications

References 22 publications

The Impact of Job Satisfaction and Organizational Commitment on Intention to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the Generation Y View Point

The Impact of Job Satisfaction and Organizational Commitment on Intention to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the Generation Y View Point

Am I a peasant or a worker? An identity strain perspective on turnover among developing-world migrants

The Relationship Between Employees Perceptions of Organizational Culture and Their Behavioral Outcomes: Assessing a Cognitive Process to in-Role Performance Behavior and Intention to Leave

Contact Info

Product

Resources

About