Abstract
Purpose- This study aimed to examine the predictive role of organizational-based self-esteem and organizational identification on turnover intention while also studying the mediating effect of organizational trust among employees across five organizations. Design/Methodology- This study utilized the cross-sectional research design and quantitative approach for data collection. The study sample comprises 131 employees drawn from five organizations with a mean age of 33.15 years (SD, 7.97). Standardized instruments (questionnaires) were used for data collection. The IBM-SPSS Statistics and Hayes PROCESS macro (model 4) was used for testing the hypotheses and conducting the mediational analysis. Findings- The results of the study revealed a significant negative relationship between organizational-based self-esteem and turnover intention (β= -.33, p < .01), and also a significant negative relationship between organizational identification and turnover intention (β=-.29, p < .01). Organizational trust was also found to mediate both relationships. Practical Implications- The results of this study highlight the importance of organizational-based self-esteem, organizational identification and trust in reducing turnover intention. The study recommends that to keep employees in the organization, human resources management (HRM) needs to foster trust, build practice that will promote identification and attachment, and enhance the relationship between the organization and employees.
Highlights
Organizational-based self-esteem, organizational identification, turnover intention, and trust in the organization are recurring topics in management literature
The Mediational analysis established that organizational trust mediated the relationship between organizationalbased self-esteem and turnover intention as the indirect effect measured through PROCESS macro (Hayes, 2013) had no absolute zero in the range between the boot LLCI and boot ULCI giving support for hypothesis 3a
As the extant literature and this study indicated, organizational-based self-esteem, organizational identification, and organizational trust are of great importance to employee turnover in the organization
Summary
Organizational-based self-esteem, organizational identification, turnover intention, and trust in the organization are recurring topics in management literature. It is well established that the human capital in the organization remains an essential factor to consider in achieving organizational success, which is the goal of organizations worldwide (Valenti & Horner, 2019). Organizations worldwide are designing retention strategies to help them optimize the human resource at their disposal (Kaur & Mohindru, 2013). Irrespective of this, some employees still consider leaving the organization, which can be attributed to various factors (including individual and organizational). Turnover is defined as the degree to which existing employees leave and new employees come into the organization (Kaur & Mohindru, 2013). Turnover is categorized into a voluntary and involuntary turnover It is voluntary when employees leave the organization out of their choice or freewill
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