An Exploratory Study on Turnover Intention among Private Sector Employees

Benjamin Chan Yin-Fah,Yeoh Sok Foon,Lim Chee-Leong,Syuhaily Osman

doi:10.5539/ijbm.v5n8p57

Abstract

This study aims to study the organizational commitments, job stress, job satisfaction and turnover intentionamong the private sector employees in Petaling. A total of 120 respondents in Petaling District were selectedconveniently. Organizational Commitments Questionnaire (Mowday, Steers & Porter, 1979), perceived StressScale (PSS), Minnesota Satisfaction Questionnaire (MSQ) and Mobley, Horner & Hollingsworth (1978) wereused to measure organizational commitments, job stress, job satisfaction, and turnover intention. Majority of therespondents were single (77.5%), followed by married (20%), and divorced 2.5%. Results showed that majorityof the respondents experienced moderate level of commitment (70.8%); half of the total respondents (50%)experienced high level of job stress; 67.5% of them experienced moderate level of job satisfaction and 42.5% ofthem experienced moderate level of turnover intention. The result uncovered that there was a significant negativerelationship between organizational commitments and turnover intention in the study (r = -.367, p ???? .05);positive relationship between job stress and turnover intention (r = .96, p ???? .05) and negative relationshipbetween job satisfaction and turnover intention in the study (r = -.447, p ???? .01). Further analysis concluded thatdemographic background of respondent mediated the relationship between organizational commitments, jobstress, job satisfaction and turnover intention. For future research, it is suggested to compare the predictivevalidity of the model across different jobs and industries. The methodology of study can be improved by increasethe sample size to wider population and adopt probability sampling method in order to generalize more reliableresults.

Highlights

In the era of globalization, turnover is a persistent problem in organizations and it is common in every type and size of organization and at every organizational level
For contributing to the further understanding of these related terms, the task of this study is to examine the relationship between job stress and organizational toward turnover intention among private sector employees in Petaling, Malaysia
The present study intended to study the relationship between organizational commitments, job stress, job satisfaction and turnover intention among private sector employees in Petaling, Selangor

Summary

Introduction

In the era of globalization, turnover is a persistent problem in organizations and it is common in every type and size of organization and at every organizational level. Staff turnover is a serious issue especially in the field of human resources management. It is very costly for an organizational and the cost is due to termination, advertising, recruitment, selection, and hiring (Abbasi & Hollman, 2008). Job satisfaction has been identified as an important factor in the working lives for all occupational groups. Employees who are satisfied are more likely to be committed to their organizations and decreased the intention of quit from a job. Job stress experienced by employees is one of the important factor affect how the committing with organization. Job stress occurs when employees perceive an imbalance between their work demands and their capability and resources to meet these demands

Objectives

Methods

Results

Conclusion