Turnover Intention of Employees, Supervisor Support, and Open Innovation: The Role of Illegitimate Tasks

Abstract

Recently, the small and micro enterprises have earned significant fame in the management and entrepreneurship discipline. Researchers have examined the turnover intention of employees working within formal organizations, but ignored the employees working within small and micro enterprises. The aim of this study is to analyze the moderating effects of supervisor support on the relationship between illegitimate tasks and turnover intention of the employees of small and micro enterprises. An interview-administered questionnaire approach was used for data collection, and the snowball sampling technique was employed in this study to contact employees who were working within small and micro enterprises. The sample size was 420 employees from Lahore city (the provincial capital city of Punjab, Pakistan). Results showed that supervisor support would moderate the impact of illegitimate tasks on turnover intention, and a high level of support available from supervisor to the employee at the workplace would make them less likely to leave the organization as opposed to an employee who has less supervisor support at the workplace. The study reveals that supervisor support in small and micro enterprises is necessary to reduce or eliminate stress in the environment. Consequently, this study implies that the managers and supervisors of small and micro enterprises should provide logic and explanation to their subordinates and motivate their subordinates as to why they are assigned that particular task instead of any other employee and how important it is. This study contributes to the field of small and micro enterprises by evaluating the relationship between illegitimate tasks and turnover intention. This study is unique because management scholars have more often studied employees’ behavior in large corporations rather than in small and micro enterprises.

Impact of Co-Worker Support and Supervisor Support Among the Middle and Senior Management in the Manufacturing Industry

“…On the other hand, the results showed that supervisor support has a greater influence than co-worker support on helping mitigate cynical attitudes and increase employees' feelings of professional efficacy (indirect effect). In addition, previous studies have shown that supervisor support is an important ingredient in increasing company efficiency [51]. Authentic leadership behavior and communication from supervisors will be key to driving employees' altruistic and supportive behavior towards the achievement of common and shared goals with their co-workers [5].…”

The Influence of Local Economic Conditions on Start-Ups and Local Open Innovation System

“…They do not bear the economic, image, organizational, and legal consequences of the failure of a business. They only lose the invested capital, which usually does not significantly deplete their accumulated financial resources [73][74][75][76].…”

Determinants of Employee Turnover: A Case During the Covid-19 Pandemic

“…This study identifies it as a distinct concept that has a number of positive outcomes. As examples, organizational effectiveness (Ilyas, et al, 2020;Thomas, Bliese, & Jex, 2005), commitment, satisfaction, productivity, and performance (Basuil, Manegold, & Casper, 2016) Previous studies provide evidence for the relationship and effect of supervisor support over employee turnover. Supervisor support is identified as a tool to reduce employee stress (Etzion, 1984) thereby, it helps reduce employee turnover through lower stress (Ilyas, et al, 2020).…”

“…As examples, organizational effectiveness (Ilyas, et al, 2020;Thomas, Bliese, & Jex, 2005), commitment, satisfaction, productivity, and performance (Basuil, Manegold, & Casper, 2016) Previous studies provide evidence for the relationship and effect of supervisor support over employee turnover. Supervisor support is identified as a tool to reduce employee stress (Etzion, 1984) thereby, it helps reduce employee turnover through lower stress (Ilyas, et al, 2020). While several studies claim that there is no direct influence between supervisor support and turnover intention (Astuti & Helmi, 2021), other studies conclude that there is such direct influence (Arici, 2018;Newman, Thanacoody, & Hui, 2012).…”

“…Also, literature provides evidence for the negative relationship about the focal effect across a different scale and types of organizations. As an example, Ilyas, et al (2020) 2020). Also, the negative effect of supervisor support on employee turnover is confirmed by the studies conducted during the Covid-19 pandemic (Yorulmaz & Sevinc, 2021).…”