Expanded-multidimensional turnover intentions: scale development and validation.
Career growth
Expectations
Multidimensional turnover intentions
Organisational culture
Personal orientation
Scale development
Subjective social status
Journal
BMC psychology
ISSN: 2050-7283
Titre abrégé: BMC Psychol
Pays: England
ID NLM: 101627676
Informations de publication
Date de publication:
11 Sep 2023
11 Sep 2023
Historique:
received:
15
09
2022
accepted:
24
08
2023
medline:
13
9
2023
pubmed:
12
9
2023
entrez:
12
9
2023
Statut:
epublish
Résumé
This study aims to provide researchers and practitioners with a more elaborate instrument to measure turnover intentions based on the planned behaviour theory model. The questionnaire assesses 5 distinct aspects of turnover intentions (i.e., subjective social status, organisational culture, personal orientation, expectations, and career growth). In this cross-sectional study (comprise of 2 studies in one) a wave survey design was applied to a large diversity of workers drawn from the staff of universities, banks, hospitals, factories, and telecommunication companies. Exploratory factor analysis (EFA) was applied the identify the sub-dimensions and Cronbach's alpha to assess the reliability of the first study. In the second study, for the Confirmatory factor analysis to establishing structural model of the dimensions. We demonstrate the reliability, factor structure, and validity evidence based on internal structure and relationship with other variables of the new measure among two samples (N In total, the study indicates that the assessment can be used to reliably assess several major indicators of turnover intentions. Therefore, improved employees' evaluations and reduced loss of valuable staff as a result of avoidable measures in considering the interests of workers.
Sections du résumé
BACKGROUND
BACKGROUND
This study aims to provide researchers and practitioners with a more elaborate instrument to measure turnover intentions based on the planned behaviour theory model. The questionnaire assesses 5 distinct aspects of turnover intentions (i.e., subjective social status, organisational culture, personal orientation, expectations, and career growth).
METHODS
METHODS
In this cross-sectional study (comprise of 2 studies in one) a wave survey design was applied to a large diversity of workers drawn from the staff of universities, banks, hospitals, factories, and telecommunication companies. Exploratory factor analysis (EFA) was applied the identify the sub-dimensions and Cronbach's alpha to assess the reliability of the first study. In the second study, for the Confirmatory factor analysis to establishing structural model of the dimensions.
RESULTS
RESULTS
We demonstrate the reliability, factor structure, and validity evidence based on internal structure and relationship with other variables of the new measure among two samples (N
CONCLUSIONS
CONCLUSIONS
In total, the study indicates that the assessment can be used to reliably assess several major indicators of turnover intentions. Therefore, improved employees' evaluations and reduced loss of valuable staff as a result of avoidable measures in considering the interests of workers.
Identifiants
pubmed: 37697427
doi: 10.1186/s40359-023-01303-2
pii: 10.1186/s40359-023-01303-2
pmc: PMC10496226
doi:
Types de publication
Journal Article
Langues
eng
Sous-ensembles de citation
IM
Pagination
271Informations de copyright
© 2023. BioMed Central Ltd., part of Springer Nature.
Références
Hausknecht JP, Holwerda JA. When Does Employee Turnover Matter? Dynamic Member Configurations. Productive Capacity, and Collective Performance. 24, 210–225 (2013).
Hom PW, Lee TW, Shaw JD, Hausknecht JP. One hundred years of employee turnover theory and research. J Appl Psychol. 2017;102:530.
pubmed: 28125259
doi: 10.1037/apl0000103
Ajzen I. The theory of planned behavior. Organ Behav Hum Decis Process. 1991;50:179–211.
doi: 10.1016/0749-5978(91)90020-T
Vardaman JM, et al. Translating intentions to behavior: the interaction of network structure and behavioral intentions in understanding employee turnover. Organ Sci. 2015;26:1177–91.
doi: 10.1287/orsc.2015.0982
Menezes I, Lozado J, Menezes AC, Moraes E, Sandbrand D, Muszynski P, Ruggeri K. Development and validation of the multidimensional turnover intentions scale. In BAM2018 Conference Proceedings: Driving productivity in uncertain and challenging times (2018).
Hanushek EA, Rivkin SG. Pay, working conditions, and teacher quality. Future Child. 2007;17:69–86.
pubmed: 17407923
doi: 10.1353/foc.2007.0002
Sharma S, Sharma SK. Team Resilience: Scale Development and Validation. Vision. 2016;20:37–53.
doi: 10.1177/0972262916628952
March JG. In: Simon HA, editor. Organisations. Wiley; 1958.
Price J. The study of turnover. Ames: Iowa State Univ. Press; 1977.
Lee TW, Mitchell TR. An alternative approach: the unfolding model of voluntary employee turnover. Acad Manag Rev. 1994;19:51–89.
doi: 10.2307/258835
Mitchell TR, et al. Why people stay: using job embeddedness to predict voluntary turnover. Acad Manag J. 2001;44:1102–21.
doi: 10.2307/3069391
Griffeth RW, Hom PW, Gaertner SA. Meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium. J Manag. 2000;26:463–88.
Holtom BC, Mitchell TR, Lee TW, Eberly MB. Turnover and Retention Research: a glance at the past, a closer review of the Present, and a venture into the future. Acad Manag Ann. 2008;2:231–74.
doi: 10.5465/19416520802211552
Bluedorn AC. The theories of turnover: causes, effects, and meaning. In: Bacharach S, editor. Perspectives in Organisational sociology: theory and research. JAI Press; 1982.
Hom PW, Griffeth RW. Structural equations modeling test of a turnover theory: cross-sectional and longitudinal analyses. J Appl Psychol. 1991;76:350.
doi: 10.1037/0021-9010.76.3.350
Vigoda E, Organisational Politics. Job attitudes, and work outcomes: exploration and implications for the Public Sector. J Vocat Behav. 2000;57:326–47.
doi: 10.1006/jvbe.1999.1742
Bothma CFC, Roodt G. The validation of the turnover intention scale. SA J Hum Resour Manag. 2013;11:12.
doi: 10.4102/sajhrm.v11i1.507
Ghosh P, Satyawadi R, Prasad Joshi J, Shadman M. Who stays with you? Factors predicting employees’ intention to stay. Int J Organ Anal. 2013;21:288–312.
doi: 10.1108/IJOA-Sep-2011-0511
Jackman MR, Jackman RW. An interpretation of the relation between objective and subjective social status. Am Sociol Rev. 1973;38:569–82.
pubmed: 4745630
doi: 10.2307/2094408
Singh-Manoux A, Adler NE, Marmot MG. Subjective social status: its determinants and its association with measures of ill-health in the Whitehall II study. Soc Sci Med. 2003;56:1321–33.
pubmed: 12600368
doi: 10.1016/S0277-9536(02)00131-4
Diemer MA, et al. Best practices in conceptualizing and measuring social class in psychological research. Arch Soc Issues Public Health Policy. 2013;13:77–113. https://doi.org/10.1111/asap.12001
doi: 10.1111/asap.12001
Feng D, Su S, Yang Y, Xia J, Su Y. Job satisfaction mediates subjective social status and turnover intention among chinese nurses. Nurs Health Sci. 2017;19:388–92.
pubmed: 28636135
doi: 10.1111/nhs.12357
Joo B-K (Brian), Hahn H-J, Peterson SL Turnover intention, editors. the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Hum. Res. Dev. Int.18(2), 116–130 (2015).
Ali N, Baloch QB. Impact of job satisfaction on turnover intention: an empirical evidence. J Manag Sci. 2010;2:23–41.
Chen G, et al. Current status and related factors of turnover intention of primary medical staff in Anhui Province, China: a crosssectional study. Hum Resour Health. 2021. https://doi.org/10.1186/s12960-021-00563-6
doi: 10.1186/s12960-021-00563-6
pubmed: 34496893
pmcid: 8424853
He R, Liu J, Zhang W-H, et al. Turnover intention among primary health workers in China: a systematic review and meta-analysis. BMJ Open. 2020;10:e037117.
pubmed: 33067275
pmcid: 7569945
doi: 10.1136/bmjopen-2020-037117
Lu Y et al. Analyzing the stability of rural doctor team in Shandong Province in different dimensions. Health Care Manag Sci 517–20 (2018).
MacLeod J, Davey SG, Metcalfe C, Hart C. Is subjective social status a more important determinant of health than objective social status? Evidence from a prospective observational study of scottish men. Soc Sci Med. 2005;61:1916–29.
pubmed: 15916842
doi: 10.1016/j.socscimed.2005.04.009
Tharp MB. Four Organisational Culture Types. http://faculty.mu.edu.sa/public/uploads/1360757023.3588organisational cult98.pdf (2009).
Hakim A. Effect of Organisational Culture, Organisational Commitment to performance: study in hospital of District South Konawe of Southeast Sulawesi. Int J Eng Sci. 2015;4:33–41.
Dwivedi S, Kaushik S, Luxmi. Impact of Organisational Culture on turnover intentions in BPO Sector in India. Indian J Ind Relat. 2014;48:4.
Enwereuzor IK, Ugwu LE. Clarifying the interface between respectful leadership and intention to stay. J Health Organ Manag. 2021. https://doi.org/10.1108/JHOM-06-2020-0258
doi: 10.1108/JHOM-06-2020-0258
pubmed: 33393273
Jacobs EJ, Roodt G. The mediating effect of knowledge sharing between organisational culture and turnover intentions of professional nurses. SA J. Inf.
Kee KN. The Relationship between Selected Organisational Culture and Employees’ Turnover Intentions. (Bachelor Thesis). Retrieved from ir. unimas.my/6786/1/ (2010).
Firth L, Mellor DJ, Moore KA, Loquet C. How can managers reduce employee intention to quit? J Manag Psychol. 2004;19:170–87.
doi: 10.1108/02683940410526127
Parker DF, DeCotiis TA. Organisational determinants of job stress. Organ Behav Hum Perform. 1983;32:160–77.
doi: 10.1016/0030-5073(83)90145-9
Sawyerr OO, Srinivas S, Wang S. Call center employee personality factors and service performance. J Serv Mark. 2009;23:301–17.
doi: 10.1108/08876040910973413
Shih-Tse WE. The effects of relationship bonds on emotional exhaustion and turnover intentions in frontline employees. J Serv Mark. 2014;28:319–30.
doi: 10.1108/JSM-11-2012-0217
Kim MJ, Han SS. Comparison of job satisfaction, commitment to organisation, nursing organisation culture and job experience between national/public hospital nurses and private hospital nurses. J East-West Nurs Res. 2007;13:22–30.
Bakkal E, Serener S, Myrvang NA. Toxic leadership and turnover intention: mediating role of job satisfaction. Rev Cercetare Intervent Soc. 2019;66:88–102.
doi: 10.33788/rcis.66.6
Goldman A. Demagogue to dialogue: an alternative to toxic leadership incorporate downsizings. Organ Dyn. 2011;40:235–41.
doi: 10.1016/j.orgdyn.2011.04.011
Ugwu FO, Onyishi EI, Anozie OO, Ugwu LE. Customer incivility and employee work engagement in the hospitality industry: roles of supervisor positive gossip and workplace friendship prevalence. J Hosp Tour Insights. 2021;5:515–34.
doi: 10.1108/JHTI-06-2020-0113
Abdollahzadeh F, et al. How to prevent workplace incivility? Nurses’ perspective. Iran J Nurs Midwifery Res. 2017;22:157.
pubmed: 28584555
pmcid: 5442998
doi: 10.4103/1735-9066.205966
Doty J, Fenlason J. Narcissism and toxic leaders. Mil Rev (January-February), 55–60 (2013). http://www.dtic.mil/get-tr-doc/pdf?AD=ADA576059
Taştan SB, Environment. In search for the toxic Behaviours in Organisations with a research in Healthcare. Postmod Open. 2017;8:83–109.
doi: 10.18662/po/2017.0801.07
Ali Shah I, Fakhr Z, Ahmad MS, Zaman K. Measuring push, pull and personal factors affecting turnover intention: a case of university teachers in Pakistan. Rev Econ Bus Stud. 2010;3:167–92.
Muchinsky PM, Tuttle ML. Employee turnover: an empirical and methodological assessment. J Vocat Behav. 1979;14:43–77.
doi: 10.1016/0001-8791(79)90049-6
Babajide EO. The influence of personal factors on workers’ turnover intention in work organisations in South-West Nigeria. J Divers Manag. 2010;5:1–10.
Elliott B, Crosswell L. Commitment to teaching: Australian perspectives on the interplays of the professional and the personal in teachers’ lives. Paper presented at the International Symposium on Teacher Commitment at the European Conference on Educational Research, Lille, France (2001).
Fried RL. The passionate teacher: a practical guide. Beacon Press; 1995.
Nias J. Thinking about feeling: the emotions in teaching. Camb J Educ. 1996;26:293–306.
doi: 10.1080/0305764960260301
Chou CK, Chen ML. A qualitative study on perceived value and loyalty: a moderated-mediation framework. Corp Manag Rev. 2016;36:105–22.
Liou FM, Tsai YH. Latent trajectories of competitive heterogeneity: bridging the gap in theories between persistent performance and value creation. Corp Manag Rev. 2016;36:1–36.
Lin C-H, Sanders K. HRM and innovation: a multi-level organisational learning perspective. Hum Resour Manag J. 2017;27:300–17.
doi: 10.1111/1748-8583.12127
Rousseau DM. Psychological contracts in Organisations: understanding Written and Unwritten agreements. Newbury Park, CA: Sage; 1995.
doi: 10.4135/9781452231594
Bravo GA, Won D, Chiu W. Psychological contract, job satisfaction, commitment, and turnover intention: exploring the moderating role of psychological contract breach in National Collegiate athletic association coaches. Int J Sports Sci Coach. 2019;14:273–84.
doi: 10.1177/1747954119848420
Kanu GC, et al. Psychological contract breach and turnover intentions among lecturers: the moderating role of Organisational Climate. Front Educ. 2022;7. https://doi.org/10.3389/feduc.2022.784166
Moquin R, Riemenschneider CK, Wakefield RL. Psychological contract and turnover intention in the Information Technology Profession. Inf Syst Manag. 2019;36:111–25.
doi: 10.1080/10580530.2019.1587574
Arasli H, Arici HE. Çakmakoğlu Arici, N. Workplace favouritism, psychological contract violation and turnover intention: moderating roles of authentic leadership and job insecurity climate. Ger J Hum Resour Manag. 2019;33:197–222.
doi: 10.1177/2397002219839896
Neckebrouck J, Schulze W, Zellweger T. Are family firms good employers? Acad. Manag J. 2018;61:535–85.
Boudrias V, et al. Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses. Empl Relat. 2020;42:213–31.
doi: 10.1108/ER-10-2018-0277
Yang C, Chen Y, Roy XZ, Mattila AS. Unfolding deconstructive effects of negative shocks on psychological contract violation, organisational cynicism, and turnover intention. Int J Hosp Manag. 2020;89:1–10. https://doi.org/10.1016/j.ijhm.2020.102591
doi: 10.1016/j.ijhm.2020.102591
Blau PM. Exchange and Power in Social Life. Wiley; 1964.
Aydogdu S, Asikgil B. An empirical study of the relationship among job satisfaction, Organisational commitment and turnover intention. Int Rev Manag Mark. 2011;1:43–53.
Mobley W. Intermediate linkages in the relationship between job satisfaction and employee turnover. J Appl Psychol. 1977;62:237–40.
doi: 10.1037/0021-9010.62.2.237
Weng Q, McElroy JC. Organisational career growth, affective occupational commitment and turnover intentions. J Vocat Behav. 2012;80:256–65.
doi: 10.1016/j.jvb.2012.01.014
Weng Q, McElroy JC, Morrow PC, Liu R. The relationship between career growth and organisational commitment. J Vocat Behav. 2010;77:391–400.
doi: 10.1016/j.jvb.2010.05.003
Chen JQ, et al. The role of career growth in chinese new employee’s turnover process. J Career Dev. 2016;43:11–25.
doi: 10.1177/0894845315571412
Albrecht S. Predictors of employee extra-role performance and turnover intentions in the public sector: an integrated model. Int J Hum Resour Dev Manag. 2006;6:263–78.
doi: 10.1504/IJHRDM.2006.010399
Griek OHV, Clauson MG, Eby LT. Organisational career growth and proactivity. A typology for individual career development. J Career Dev. 2018. https://doi.org/10.1177/0894845318771216
doi: 10.1177/0894845318771216
Tsui AS, Pearce JL, Porter LW, Tripoli AM. Alternative approaches to the employee-organisation relationship: does investment in employees pay off? Acad. Manag J. 1997;40:1089–121.
Yusoff MSB. ABC of content validation and content validity index calculation. Educ Med J. 2019;11:49–54.
doi: 10.21315/eimj2019.11.2.6
Trochim WMK. The Qualitative Debate. Research Methods Knowledge Base. http://www.socialresearchmethods.net/kb/qualmeth.php (2007).
Worthington RL, Whittaker TA. Scale Development Research: a content analysis and recommendations for best Practices. Couns Psychol. 2006;34:806–38. https://doi.org/10.1177/0011000006288127
doi: 10.1177/0011000006288127
Hair JF, Black WC, Babin BJ, Anderson R. E. Multivariate data analysis: Pearson new international edition. Pearson; 2014.
Raine-Eudy R. Using structural equation modeling to test for differential reliability and validity: an empirical demonstration. Struct Equ Model. 2000;7:124–41.
doi: 10.1207/S15328007SEM0701_07
Fornell CG, Larcker DF. Evaluating structural equation models with unobservable variables and measurement error. J Mark Res. 1981;18:39–50.
doi: 10.1177/002224378101800104
Krabbe PFM, Validity. The measurement of health and health status. Academic Press; 2017. pp. 113–34.
Clinton M, Knight T, Guest DE. Job embeddedness: a new attitudinal measure. Int J Sel Assess. 2012;20:111–7.
doi: 10.1111/j.1468-2389.2012.00584.x
Dechawatanapaisal D. The moderating effects of demographic characteristics and certain psychological factors on the job embeddedness-turnover relationship among thai healthcare employees. Int J Organ Anal. 2018;26:43–62.
doi: 10.1108/IJOA-11-2016-1082
Karatepe OM. The effects of work overload and work-family conflict on job embeddedness and job performance. Int J Contemp Hosp Manag. 2013;25:614–34.
doi: 10.1108/09596111311322952
Fuchs RM, Links. Fit or sacrifice: job embeddedness and intention to quit among Generation Y. Eur J Manag Bus Econ. 2021. https://doi.org/10.1108/EJMBE-05-2021-0156
doi: 10.1108/EJMBE-05-2021-0156
Nafei W. The role of Organisational DNA in improving Organisational performance: a study on the Industrial Companies in Egypt. Int Bus Res. 2014. https://doi.org/10.5539/ibr.v8n1p117 . 8.
doi: 10.5539/ibr.v8n1p117
Browne MW, Cudeck R. Alternative ways of assessing model fit. In: Bollen KA, Long JS, editors. Testing structural equation models. Sage; 1993. pp. 136–62.
Faulkner J, Laschinger H. The effects of structural and psychological empowerment on perceived respect in acute care nurses. J Nurs Manag. 2007;16:214–21.
doi: 10.1111/j.1365-2834.2007.00781.x
McCoach DB, Gable RK, Madura JP. Instrument development in the affective domain: School and corporate applications. 3rd ed. Springer Science + Business Media; 2013.
Tabachnick BG, Fidell LS. Using multivariate statistics. 6th ed. Harlow: Pearson; 2014.
Malhotra NK, Introduction. Analyzing Accumulated Knowledge and Influencing future Research. In: Malhotra, N.K, editor Review of Marketing Research (Review of Marketing Research, Vol. 7). Emerald Group Publishing Limited, Bingley, pp. xiii-xxviii (2010).
Henseler J, Ringle CM, Sarstedt M. A new criterion for assessing discriminant validity in variance-based structural equation modelling. J Acad Mark Sci. 2015;43:1–21.
doi: 10.1007/s11747-014-0403-8
Franke G, Sarstedt M. Heuristics versus statistics in discriminant validity testing: a comparison of four procedures. Internet Res. 2019;29:430–47.
doi: 10.1108/IntR-12-2017-0515
Roemer E, Schuberth F, Henseler J. HTMT2–an improved criterion for assessing discriminant validity in structural equation modelling. Ind Manag Data Syst. 2021;121:2637–50.
doi: 10.1108/IMDS-02-2021-0082
Wang D, et al. A test of psychology of working theory among chinese urban workers: examining predictors and outcomes of decent work. J Vocat Behav. 2019. https://doi.org/10.1016/j.jvb.2019.103325
doi: 10.1016/j.jvb.2019.103325