Abstract
Purpose: The main purpose of the study is to investigate the relationship between job satisfaction, organizational commitment and intention to stay among the millennials working in IT organizations of North India. Research methodology: The present study has adopted descriptive research design and purposive sampling technique was used to gather data from 396 respondents with the help of a structured questionnaire. The data was analyzed using SPSS and PLS-SEM. Findings: Findings revealed that job satisfaction has a significant impact on organizational commitment (β=0.457, p<0.05) and intention to stay (β=0.596, p<0.05). It was also revealed that managerial support moderates the relationship between job satisfaction and intention to stay. Originality: This study is one of the few empirical studies that have investigated the perception of millennials about their intention to stay in IT sector. The study will be beneficial for the HR experts in improving the employees’ intention to stay by focusing on giving support to their employees.
Highlights
Retaining employees in an organization has become an important area of concern in this competitive scenario for the success of the organization (Mowday, 1998)
Various studies have examined the antecedents of job satisfaction, organizational commitment and intention to stay but whether satisfied and committed employees have intentions to remain in the organization is a matter of concern
The present study aims to examine the direct and indirect impact of job satisfaction on employees’ intention to stay including the moderating effect of managerial support
Summary
Retaining employees in an organization has become an important area of concern in this competitive scenario for the success of the organization (Mowday, 1998). Studies related to employee turnover have highlighted that job dissatisfaction and low level of commitment increase the employees’ intention to leave the organization (Long et al, 2012). Mathieu and Zajac (1990) identified that organizational financial benefits can be increased as a result of retaining competent employees, which includes reduced turnover, less training costs (Tett and Meyer, 1993). Brunetto et al (2012) highlighted that satisfied employees have higher commitment level towards their organization in comparison to the less satisfied employees. If there is a match between the employees’ goals and organizational goals, the employees are more likely to remain loyal and committed to their organizations (Sharma, 2019). India’s top organizations are facing issues in hiring and retaining talented employees
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