A design of turnover intention antecedents and their relation on work design for firms
DOI:
https://doi.org/10.34069/AI/2021.37.01.2Keywords:
Work design; HR practices; individual and Firm-level factors; Turnover intention; Job characteristics.Abstract
Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food – outlet of Pakistan retail food service. Employee’s turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics explains within-store variance. The hypothesis statement of the study projected that turnover intention has significantly affected due to individual level and firm level constructs setting in this situation. Outlet variance is described in adding to compensation, transformational leadership among employees in perspective of age and tenure similarity in the firm employees. Further research, limitation are managerial implication and theoretical framework can be discussed in detail.
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References
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Batt, R. (2002). Managing customer services: Human resources, quit rates, and sales growth. Academy of Management Journal, 45, 587–597.
Brislin, R. W. (1980). Cross-cultural research methods. In Environment and culture (pp. 47-82). Springer, Boston, MA.
Brislin, R. W., Lonner, W. J., & Thorndike, R. M. (1973). Cross-cultural research methods. New York, NY: Wiley.
Bums, J. M. (1978). Leadership. New York: Harper & Row.
Dupré, K. E., & Day, A. L. (2007). The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management, 46, 185–201.
Felfe, J., & Schyns, B. (2006). Personality and the perception of transformational leadership: The impact of extraversion, neuroticism, personal need for structure, and occupational self efficacy. Journal of Applied Social Psychology, 36, 708–741.
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turn over contagion: How coworkers’ job embeddedness and job search behaviors influence quitting. Academy of Management Journal, 52, 545–561.
Fried, Y., & Ferris, G. R. (1987). The validity of the job characteristics model: A review and meta-analysis. Personnel Psychology, 40, 287–322.
Ganster, D. C., Hennessey, H. W., & Luthans, F. (1983). Social desirability response effects: Three alternative models. Academy of Management Journal, 26, 321–331.
Gerhart, B., Wright, P. M., McMahan, G. C., & Snell, S.A. (2000). Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates? Personnel Psychology, 53, 803–834.
Glebbeek, A., & Bax, E. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47, 277–286.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior & Human Performance, 16, 250–279.
Harris, R. B., Harris, K. J., & Harvey, P. (2008). An examination of the impact of supervisor on the relationship between job strains and turnover intention for computer workers. Journal of Applied Social Psychology, 38, 2108–2131.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Inderrieden, E. J. (2005). Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44, 337–352.
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Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.
Johns, G. (2006). The essential impact of context on organizational behavior. Academy of Management Review, 31, 386–408.
Kammeyer-Mueller, J. D., Wanberg, C. R., Glomb, T. M., & Ahlburg, D. (2005). The role of temporal shifts in turnover processes: It’s about time. Journal of Applied Psychology, 90, 644–658.
Lawrence, B. S. (2006). Organizational reference groups: A missing perspective on social context. Organization Science, 37(1), 26–46.
Lee, T. W., & Maurer, S. D. (1999). The effects of family structure on organizational commitment, intention to leave and voluntary turnover. Journal of Managerial issues, Vol. 11, No. 4, 493-513.
Li, J., Wang, W., Sun, G., Jiang, Z., & Cheng, Z. (2018). Supervisor–subordinate guanxi and job satisfaction among migrant workers in china. Social Indicators Research, 139(1), 293-307.
Liao, H. & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47, 41–58.
Martin, R., & Epitropaki, O. (2001). Role of organizational identification on implicit leadership theories, transformational leadership and work attitudes. Group Processes & Intergroup Relations, 4, 247–262.
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McKnight, D. H., Phillips, B., & Hardgrave, B. C. (2009). Which reduces IT turnover intention the most: Workplace characteristics or job characteristics? Information & Management, 46, 167–174.
Mobley, W. H., Homer, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of employee turnover. Journal of Applied Psychology, 63, 408–414.
Morgeson, F. P., & Campion, M. A. (2003). Work design. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (Vol. 12, pp. 423–452). Hoboken, NJ: Wiley.
Nederhof, A. J. (1985). Methods of coping with social desirability bias: A review. European Journal of Social Psychology, 15, 263–280.
Paré, G., & Tremblay, M. (2007). The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions. Group & Organization Management, 32, 326–357.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12, 531–544.
Robbins, S. P. (2005). Organizational behavior (11thed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
Rosch, P. J. (2001). The quandary of job stress compensation. Health and Stress, 3, 1–4.
Sarmiento Orna, D., & Vinueza Martínez, J. (2020). Percepción estudiantil de la calidad del servicio universitario: caso de una Universidad Ecuatoriana. Revista Científica Del Amazonas, 3(5), 54-66. https://doi.org/10.34069/RC/2020.5
Schyns, B., Felfe, J., & Blank, H. (2007). Is charisma hyper-romanticism? Empirical evidence from new data and a meta-analysis. Applied Psychology, 56, 505–527.
Shahzad, M. A., Gul, R. F., Jamil, K., & Kumar, A. (2018). A study of causal relationship of job autonomy, social support and turnover intention. Amazonia Investiga, 7(17), 462-471. https://amazoniainvestiga.info/index.php/amazonia/article/view/761
Slattery, J., Selvarajan, T., Anderson, J., & Sardessai, R. (2010). Relationship between job characteristics and attitudes: A study of temporary employees. Journal of Applied Social Psychology, 49, 1539–1565.
Smyth, R., Zhai, Q., & Li, X. (2009). Determinants of turnover intentions among Chinese off farm migrants. Economic Change and Restructuring, 42(3), 189-209.
Snell, S., & Dean, J. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35, 467-504.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259–293.
Wayne, S. J., Shore, L. M., & Linden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82–111.
Werner, J. M., & DeSimone, R. L. (2006). Human resource development (4th Ed.). Singapore: Thomson/ South-Western.
Whiteoak, J. (2007). The relationship among group process perceptions, goal commitment and turnover intention in small committee groups. Journal of Business & Psychology, 22, 11–20.
Wu, P. C., & Chaturvedi, S. (2009). The role of procedural justice and power distance in the relationship between high performance work systems and employee attitudes: A multilevel perspective. Journal of Management, 35, 228–247.
Yang, D. (2008). Understanding and profi ting from intellectual property: A guide for IP partitions and analysts. London, UK: Palgrave Macmillan.
Albrecht, S. (2005). Leadership climate in the public sector: Feelings matter too! International Journal of Public Administration, 28, 397–416.
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48–64.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29, 99–118.
Allen, D. G., Weeks, K. P., & Moffi tt, K. R. (2005). Turnover intentions and voluntary turnover: The moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion. Journal of Applied Psychology, 90, 980–990.
Arokiasamy, A. R. A., & Tat, H. H. (2019). Organizational culture, job satisfaction and leadership style influence on organizational commitment of employees in private higher education institutions (PHEI) in Malaysia. Amazonia Investiga, 8(19), 191-206. https://amazoniainvestiga.info/index.php/amazonia/article/view/220
Bass, B. M. (1985). Leadership and performance beyond expectations. New York, NY: Free Press.
Bass, B. M., & Avolio, B. J. (1997). Full-range of leadership development: Manual for the Multifactor Leadership Questionnaire. Palo Alto, CA: Mind Garden.
Batt, R. (2002). Managing customer services: Human resources, quit rates, and sales growth. Academy of Management Journal, 45, 587–597.
Brislin, R. W. (1980). Cross-cultural research methods. In Environment and culture (pp. 47-82). Springer, Boston, MA.
Brislin, R. W., Lonner, W. J., & Thorndike, R. M. (1973). Cross-cultural research methods. New York, NY: Wiley.
Bums, J. M. (1978). Leadership. New York: Harper & Row.
Dupré, K. E., & Day, A. L. (2007). The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management, 46, 185–201.
Felfe, J., & Schyns, B. (2006). Personality and the perception of transformational leadership: The impact of extraversion, neuroticism, personal need for structure, and occupational self efficacy. Journal of Applied Social Psychology, 36, 708–741.
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turn over contagion: How coworkers’ job embeddedness and job search behaviors influence quitting. Academy of Management Journal, 52, 545–561.
Fried, Y., & Ferris, G. R. (1987). The validity of the job characteristics model: A review and meta-analysis. Personnel Psychology, 40, 287–322.
Ganster, D. C., Hennessey, H. W., & Luthans, F. (1983). Social desirability response effects: Three alternative models. Academy of Management Journal, 26, 321–331.
Gerhart, B., Wright, P. M., McMahan, G. C., & Snell, S.A. (2000). Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates? Personnel Psychology, 53, 803–834.
Glebbeek, A., & Bax, E. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47, 277–286.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior & Human Performance, 16, 250–279.
Harris, R. B., Harris, K. J., & Harvey, P. (2008). An examination of the impact of supervisor on the relationship between job strains and turnover intention for computer workers. Journal of Applied Social Psychology, 38, 2108–2131.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Inderrieden, E. J. (2005). Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44, 337–352.
Huang, Y., Ma, Z., & Meng, Y. (2018). High?performance work systems and employee engagement: empirical evidence from China. Asia Pacific Journal of Human Resources, 56(3), 341-359.
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332-1356.
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.
Johns, G. (2006). The essential impact of context on organizational behavior. Academy of Management Review, 31, 386–408.
Kammeyer-Mueller, J. D., Wanberg, C. R., Glomb, T. M., & Ahlburg, D. (2005). The role of temporal shifts in turnover processes: It’s about time. Journal of Applied Psychology, 90, 644–658.
Lawrence, B. S. (2006). Organizational reference groups: A missing perspective on social context. Organization Science, 37(1), 26–46.
Lee, T. W., & Maurer, S. D. (1999). The effects of family structure on organizational commitment, intention to leave and voluntary turnover. Journal of Managerial issues, Vol. 11, No. 4, 493-513.
Li, J., Wang, W., Sun, G., Jiang, Z., & Cheng, Z. (2018). Supervisor–subordinate guanxi and job satisfaction among migrant workers in china. Social Indicators Research, 139(1), 293-307.
Liao, H. & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47, 41–58.
Martin, R., & Epitropaki, O. (2001). Role of organizational identification on implicit leadership theories, transformational leadership and work attitudes. Group Processes & Intergroup Relations, 4, 247–262.
Mathis, R. L., & Jackson, J. H. (2003). Human resource management (10th Ed.). Mason, OH: Thomson/ South-Western.
McKnight, D. H., Phillips, B., & Hardgrave, B. C. (2009). Which reduces IT turnover intention the most: Workplace characteristics or job characteristics? Information & Management, 46, 167–174.
Mobley, W. H., Homer, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of employee turnover. Journal of Applied Psychology, 63, 408–414.
Morgeson, F. P., & Campion, M. A. (2003). Work design. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (Vol. 12, pp. 423–452). Hoboken, NJ: Wiley.
Nederhof, A. J. (1985). Methods of coping with social desirability bias: A review. European Journal of Social Psychology, 15, 263–280.
Paré, G., & Tremblay, M. (2007). The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions. Group & Organization Management, 32, 326–357.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12, 531–544.
Robbins, S. P. (2005). Organizational behavior (11thed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
Rosch, P. J. (2001). The quandary of job stress compensation. Health and Stress, 3, 1–4.
Sarmiento Orna, D., & Vinueza Martínez, J. (2020). Percepción estudiantil de la calidad del servicio universitario: caso de una Universidad Ecuatoriana. Revista Científica Del Amazonas, 3(5), 54-66. https://doi.org/10.34069/RC/2020.5
Schyns, B., Felfe, J., & Blank, H. (2007). Is charisma hyper-romanticism? Empirical evidence from new data and a meta-analysis. Applied Psychology, 56, 505–527.
Shahzad, M. A., Gul, R. F., Jamil, K., & Kumar, A. (2018). A study of causal relationship of job autonomy, social support and turnover intention. Amazonia Investiga, 7(17), 462-471. https://amazoniainvestiga.info/index.php/amazonia/article/view/761
Slattery, J., Selvarajan, T., Anderson, J., & Sardessai, R. (2010). Relationship between job characteristics and attitudes: A study of temporary employees. Journal of Applied Social Psychology, 49, 1539–1565.
Smyth, R., Zhai, Q., & Li, X. (2009). Determinants of turnover intentions among Chinese off farm migrants. Economic Change and Restructuring, 42(3), 189-209.
Snell, S., & Dean, J. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35, 467-504.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259–293.
Wayne, S. J., Shore, L. M., & Linden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82–111.
Werner, J. M., & DeSimone, R. L. (2006). Human resource development (4th Ed.). Singapore: Thomson/ South-Western.
Whiteoak, J. (2007). The relationship among group process perceptions, goal commitment and turnover intention in small committee groups. Journal of Business & Psychology, 22, 11–20.
Wu, P. C., & Chaturvedi, S. (2009). The role of procedural justice and power distance in the relationship between high performance work systems and employee attitudes: A multilevel perspective. Journal of Management, 35, 228–247.
Yang, D. (2008). Understanding and profi ting from intellectual property: A guide for IP partitions and analysts. London, UK: Palgrave Macmillan.
Published
2021-03-05
How to Cite
Rana, A. M., Bilal, M., Ajmal, M. M., Zaheer, M. A., & Zia-ur-Rehman, M. (2021). A design of turnover intention antecedents and their relation on work design for firms. Amazonia Investiga, 10(37), 24–33. https://doi.org/10.34069/AI/2021.37.01.2
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