Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey

Abstract

This study examined the direct effect of organizational career growth on turnover intention, as well as the buffering influence of organizational commitment on this relationship among auditors in Turkey. Organizational career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. Organizational commitment was conceptualized by three components: Affective commitment, normative commitment and continuance commitment. Data was obtained from 226 auditors from 92 audit firms in Turkey. According to results, organizational career growth dimensions, namely career goal progress, professional ability development, promotion speed and renumeration growth are all negatively related to turnover intention. Besides, it was found that professional ability development and renumeration growth have strong influences on turnover intention. In spite of this, career goal progress and promotion speed had no significant effect on turnover intention. According to the results of hierarchical multiple regression, there is not any buffering effect of organizational commitment (affective commitment, normative commitment and continuance commitment) on the relationship between each of the four dimensions of organizational career growth and turnover intention.

Relationship Between Job Satisfaction And Turnover Intention

“…The following Table 3.3.3 further defines the variables of this study and their nature with each question allotted variable wise. (Alam & Muhammad, 2010) Satisfaction with organizational policies and strategies (Independent Variable) 4 items (Alam & Muhammad, 2010) Satisfaction with career development (Independent Variable) 4 items (Karavardar, 2014) Satisfaction with supervisor (Independent Variable) 3 items (Alam & Muhammad, 2010) Satisfaction with compensation levels (Independent Variable) 4 items (Alam & Muhammad, 2010) Satisfaction with task clarity (Independent Variable) With reference to (Mohammad & Alam, 2010) the Cronbach's alpha value for our variables "turnover intention, satisfaction with organizational policies, satisfaction with supervisor, and satisfaction with compensation levels" are all above 0.7. The Cronbach's alpha value for our one of the independent variable "Task Clarity" is 0.73 (Nandal & Krishnan, 2000).…”

Perception of Frontline Employees Towards Career Growth Opportunities: Implications on Turnover Intention

“…The work further concluded that, career related factors such as increase in remuneration growth, perceived fair and just appraisal, are some of the major parameters for reducing employee turnover intention. The work of Karavardar (2014) also found an inverse significant relationship between remuneration growth and employees' turnover intention. Growth in remuneration is thus pivotal for employees' sustainability; as an employee is growing, his/her responsibilities will also be increasing.…”

“…Nouri and Parker (2013) found that career growth opportunities influence employees' job commitment and reduce their turnover intention. Similarly, Karavardar (2014) identified favourable career growth as one of the major tools for retaining employees in an organisation, and consequently reduce their turnover intentions.…”

“…Wang et al (2014) postulated that adequate opportunities for employees in the organisation could lower employees' turnover rate and consequently improve employees' retention in hospitality industry. Karavardar (2014) asserted that organisational ability to provide satisfactory remuneration advancement for the employees, will enhance the employees' sense of belongingness, hence little or no intention to leave the organisation. Mapelu and Jumah (2013) opined that, when adequate advancement opportunities are available, employees in hospitality industry tend to be more committed to both their works and the organisation, with no intention to leave such organisation.…”

Impact of Local employee Guanxi on Job Satisfaction and TurnoverIntention: the Mediating Role of Job Security

“…The scale presents the turnover intention as the outcome or end result of a process, although it does not identify the specific causes. Although the scale developed from the study of conflicts within the family structure, researchers such as Karavardar (2014) have applied it to measure employee turnover intention efficiently. A fall in business activities may be gradual but the effects can to effect after a sufficient period of time (Smith, 2008).…”