The effects of job satisfaction, organizational commitment, perceived alternative opportunities and employment terms on withdrawal cognitions of employee turnover : a study on a university in Hong Kong

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The effects of job satisfaction, organizational commitment, perceived alternative opportunities and employment terms on withdrawal cognitions of employee turnover : a study on a university in Hong Kong

 

Author: Kwan, Siu-kuen
Title: The effects of job satisfaction, organizational commitment, perceived alternative opportunities and employment terms on withdrawal cognitions of employee turnover : a study on a university in Hong Kong
Degree: M.Sc.
Year: 1998
Subject: Hong Kong Polytechnic University -- Employees
Labor turnover -- China -- Hong Kong
Hong Kong (China) -- Officials and employees -- Turnover
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: iii, [3], 78 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1436969
URI: http://theses.lib.polyu.edu.hk/handle/200/3170
Abstract: The study of turnover has attracted lots of interest in Western countries for decades and also received Hong Kong's academic researchers' attention in recent years. To add to the budding substance, a survey was carried out at one of the universities in Hong Kong, namely, The Hong Kong Polytechnic University, in 1997 to study the relationship of two job attitudes (i.e. job satisfaction and organizational commitment) with withdrawal cognitions. The effects of perceived alternative opportunities and employment terms on the relationships between job satisfaction as well as organizational commitment and withdrawal cognitions are also studied. A proposed model on withdrawal cognitions was developed and tested. The results are supportive of the existence significant relationships between the independent variables and dependent variable presented in the proposed model. Findings also indicate that perceived alternative opportunities has moderating effects on relationship between job satisfaction, organizational commitment and withdrawal cognitions. Although results do support the hypotheses that employment terms have effects on job attitudes, hypotheses suggesting that employment terms as a negative moderator between the relationship of job satisfaction, organizational commitment and withdrawal cognitions are rejected.

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