Abstract
PurposeThe research aims to test the links amongst Meyer and Allen's three levels of organisational commitment and the commitment's effect on reducing turnover intentions for Islamic bank (IB) employees during the lockdown caused by coronavirus disease (COVID-19).Design/methodology/approachThe research follows a variable-centred approach. Primary data are collected through a survey of 324 respondents comprising IB employees from three Arab countries, notably the United Arab Emirates (UAE), Lebanon and Oman. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of turnover intentions.FindingsResults show that there is a high level of significant intercorrelation amongst affective, normative and continuance commitments as well as amongst organisational commitment, individual differences and turnover intentions for IB employees from the three studied Arab countries. The results confirmed that turnover intentions are minimised in the presence of all three organisational commitment subscales and that individual differences amongst IB employees and organisational efficiency moderate the relationship between organisational commitment and turnover intentions.Originality/valueThere is no empirical work that has been done on the determinants of turnover intentions amongst IB employees during the lockdown. This is valuable to organisational behaviour scholars and practitioners who are interested in the role that organisational commitment plays in IB's employment behaviour.
Highlights
As acknowledged since long time ago, employees have various commitment behaviours towards their careers (Delistavrou et al, 2019)
The present study provides a rigid test of the links amongst Meyer and Allen’s three organisational commitments, and their effect on reducing turnover intentions by using data obtained from employees of Islamic bank (IB) during the lockdown
This research contributes to theory by enhancing the knowledge and providing an in-depth understanding of the relation linking “organisational commitment” to “turnover intentions” in IBs
Summary
As acknowledged since long time ago, employees have various commitment behaviours towards their careers (Delistavrou et al, 2019). As per the three-component model (Meyer and Allen, 1991, Allen and Meyer, 1993; Meyer et al, 1993), commitment is categorised into three different attitudes: “affective commitment”, i.e. an intention to stay within the same job; “normative commitment”, i.e. an obligation to stay in the job and “continuance commitment”, i.e. a need to stay. It has been extensively proven that those attitudes are significant, with affective commitment being strongly positively correlated to organisational outcomes (e.g. job performance and retention), whilst normative and continuance commitments show weaker links varying from positive to negative (Serhan and Tsangari, 2019). The full terms of this licence maybe seen at http:// creativecommons.org/licences/by/4.0/legalcode
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