Withdrawal cognitions of employee turnover : an investigation of its predictors and moderators

Pao Yue-kong Library Electronic Theses Database

Withdrawal cognitions of employee turnover : an investigation of its predictors and moderators

 

Author: Cheung, Ching-han Grace
Title: Withdrawal cognitions of employee turnover : an investigation of its predictors and moderators
Degree: M.Sc.
Year: 1997
Subject: Labor turnover -- China -- Hong Kong
Hong Kong (China) -- Officials and employees -- Turnover
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Pages: ix, 102 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1410639
URI: http://theses.lib.polyu.edu.hk/handle/200/1563
Abstract: Employee turnover is a worldwide topic which catches the attention of human resources professions and researchers. It has also been a Hong Kong problem. According to the information released by the Hong Kong Institute of Human Resources Management (IHRM) in 1997, employee turnover rate between 1995/1996 averaged 18.4%. This study investigated predictors and moderators of employees' withdrawal cognitions. On the basis of two major theories of turnover (Mobley, 1978 , and Hom & Griffeth, 1995), an integrative model of turnover was developed and 13 hypotheses were tested. Job satisfaction and organizational commitment were assumed to be significant predictors of withdrawal cognitions. Antecedents of job satisfaction and organizational commitment included i, organizational factors (i.e. sufficiency and importance of human resources policies); ii, work-related factors (i.e. perceived supervisory style, supervisor's trustworthiness and peer group's relationship); iii, non-work factors (i.e. work-family conflict), and iv, personal factors (i.e. age, gender and marital status). Organizational factors and work-related factors were assumed to be positive correlation relationship with job satisfaction and organizational commitment. Non-work factors assumed to be negative correction relationship with job satisfaction and organizational commitment. 255 surveys were usable, respondents were coming from various industries with various educational levels, organizational position and age etc. Of the 13 hypotheses, 10 were supported. The findings suggested that job satisfaction and organizational commitment were significant predictors of withdrawal cognitions. Sufficiency of human resources policies, peer group's cohesiveness and work-family conflict were also significant predictors of withdrawal cognitions. Sufficiency of human resources policies was significant predictor of pay satisfaction and security satisfaction. Supervisor's consideration was predictor of growth, co-worker and supervisor satisfaction. Supervisor's participative style was a significant predictor of growth and co-worker satisfaction. Supervisor's trustworthiness was a significant predictor of pay, growth and supervisor satisfaction. Peer group's cohesiveness was a significant predictor of co-worker and supervisor satisfaction. Work-family conflict was a significant predictor of growth and co-worker satisfaction. Age was a significant predictor of growth and supervisor satisfaction. Marital status (Marriage one) was a significant predictor of pay satisfaction. Sufficiency of human resources policies was a significant predictor of continuance commitment. Supervisor's decision decentralization style was a significant predictor of affective commitment. Peer group's support was a significant predictor of affective commitment. Age was a significant predictor of continuance commitment and marital status (marriage one) was a significant predictor of affective commitment. Perceived uncertainty about Hong Kong's future neither enhances nor suppresses the relationship between job satisfaction, organizational commitment and withdrawal cognitions. Other extraneous variable factors are necessary. Employment opportunity was an important moderator which affected the relationship between pay satisfaction and withdrawal cognitions. Meanwhile, employment opportunity was also an important moderator which affected the relationship between continuance commitment and withdrawal cognitions.

Files in this item

Files Size Format
b14106395.pdf 3.453Mb PDF
Copyright Undertaking
As a bona fide Library user, I declare that:
  1. I will abide by the rules and legal ordinances governing copyright regarding the use of the Database.
  2. I will use the Database for the purpose of my research or private study only and not for circulation or further reproduction or any other purpose.
  3. I agree to indemnify and hold the University harmless from and against any loss, damage, cost, liability or expenses arising from copyright infringement or unauthorized usage.
By downloading any item(s) listed above, you acknowledge that you have read and understood the copyright undertaking as stated above, and agree to be bound by all of its terms.

     

Quick Search

Browse

More Information