The Relationship Between Job Autonomy And Social Support With Turnover Intention

Abstract

Boredom at workplace is a negative well-being displayed by both blue and white collar employees who had lost their passion and value towards jobs under non stimulating working environment. Yet, there are limited studies in this area. Scholars had constantly associated boredom with negative working performance such as job dissatisfaction, high absenteeism, poor health condition and low organizational commitment. However, the association with turnover intention remains debatable. In Malaysia, the turnover intention among academicians of private higher education institutions (PHEIs) is in critical stage ever since year 2013. Although the Ministry of Higher Education (MOHE) Malaysia recognize the potential of PHEIs in supporting Malaysia to be the Asia educational hub, this issue remain unsolved which may jeopardize the success. Therefore, this study put forward the antecedents and consequence of boredom at workplace under a single model which includes the investigation of job autonomy, social support, and turnover intention among academicians. A quantitative study was conducted by obtaining data from 279 academicians working for 20 (PHEIs) in Sarawak. The results showed that job autonomy was not significantly associated with turnover intention because job autonomy has no association with boredom at the first place. In contrast, social support was negatively associated with boredom which led to positive association with turnover intention. Moreover, the result confirmed the presence of boredom as mediator upon bootstrapping. It is suggested that PHEIs shall motivate academicians to actively participate in trainings, conferences, and seminars as the opportune time can be used to build good rapport among them.

The Relationship of Human Resource Practices (HRP) Constructs With Turnover Intention Among Employees in Sarawak, Malaysia

“…Job autonomy means the privilege of freedom provided to employees in doing their work (Rathakrishnan et al, 2016). Employee experience autonomy in doing their job when they are being empowered to allow making decisions to fulfil their job demands through the skills they possess and receives minimal intervention from their superior (Teng et al, 2018). However, the result from the regression analysis indicates the absence of a significant relationship between job autonomy and turnover intention.…”