The influence of organizational identification, perceived organizational support and protean career approach on turnover intention - a case study at SMES in Viet Nam
Main Article Content
Abstract
It is obvious that employee turnover is of great importance to organizations. There are many reasons for this, among which are high costs in the recruitment and training of new staff. Organizational productivity is also one of the challenges that arises from employee turnover. In the case of SMEs, the cost of high turnover rate is even higher as employees with knowledge and competence are the key assets and it strongly affects the core business activities of the companies. However, the retention of qualified employees has become a challenge for SMEs’ management in recent years.
There has been a huge amount of literature concerning turnover intention and investigations into its causes are abundant. The commonly-mentioned causes are low salary, workplace conflict, work pressure, boring routine task, etc. This paper is targeted at finding new concepts in literature regarding Turnover Intention and developing a new model of the influence of certain factors on turnover intention including Organizational Identification, Perceived Organizational Support and Protean Career Approach.
The research shows that there are positive influences of Organizational Identification and Perceived Organizational Support on Turnover Intention while Protean Career Approach negatively affects Turnover Intention. This offers practical implications for SME’s management in the way that they should foster higher Organizational Identification and Perceived Organizational Support and pay particular attention to those with good Protean Career Approach by giving them higher expectation and brighter career vision.
Article Details
Keywords
SME, Organizational identification, Perceived Organizational Support, Protean Career Approach, Turnover Intention
References
2. Ashforth, B. E. and F. Mael (1989). ‘Social identity theory and the organization’, Academy of Management Review, 14, pp. 20–39.
3. Baruch, y. (2004). Managing careers: Theory andPpractice. Harlow, uk: prentice Hall.
4. Brayfield, A. H., & Crocket, W. H. Employee attitudes and employee performance. Psychological bulletin, 1955, 52, 396-424.
5. Branham, l. (2005). The 7 hidden reasons employees have: How to recognize the subtle sighs and act before it’s too late [Electronic version]. New York, NY: American Management Association.
6. Briscoe, J. P.; Hall, D. T.; Demuth, R. L. F. (2006). Protean and boundaryless Careers: An empirical exploration. Journal of vocational behavior, 69(1): 30-47.
7. Cheney, G. (1983). The Retoric of Identification and the Study of Organizational Communication. Quarterly Journal of Speech, 69, 143-158.
8. Cropanzano, R.S., Kacmar, K.M., & Bozeman, D.P. (1995). The Social Setting of Work Organizations: Politics, Justice, and Support. In R.S. Cropanzano & K.M. Kacmar (eds.), Organizational Politics, Justice, and Support: Managing the Social Climate of the Workplace (pp. 1-18). Westport, CT: Quorum books.
9. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceievd Organizational Support. Journal of Applied Psychology, 71 (3), 500-507.
10. Foote, N.N. (1951). Identification as the Basis for a Theory of Motivation. American Sociological Review, 16, 14–21.
11. Griffeth, R. W., & Hom, P. W. (2001). Retaining Valued Employees. Thousand Oaks: Sage.
12. Hall, D. T., & Moss, J. E (1998). The New Protean Career Contract: Helping Organizations and Employees Adapt. Organizational Dynamics, Winter, 26(3), 22-37.
13. Herzberg, F., Mausner, B., Peterson, R. O., & Capwell, R. Job Attitude: Review of Research and Opinions. Pittsburgh, Psychological Services, 1957.
14. Kline, R. B. (2005). Principles and Practice of Structural Equation Modeling (2nd ed.). New York: Guilford Press.
15. Lefkowitz, J. Personnel Turnover. Progress in Clinical Psychology, 1971, 69-90.
16. Mael, F.A. and B.E. Ashforth (1992). Alumni and their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification. Journal of Organizational Behavior, 13, 103-123.
17. March, J. G., & Simon, H. A. Organizations. New York: Wiley, 1958.
18. Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. Review and Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin, 1979, 86, 493-552.
19. Mowday, R.T., Steers, R.M., & Porter, L.W. (1982). Employee - Organizational Linkages: the Psychology of Commitment, Turnover, and Absenteeism. New York: Academic Press.
20. Nunnally, J. (1978). Psychometric Theory (2nd ed.). New York: MacGraw-Hill.
21. O’reilly, C., & Chatman, J. (1986). Organizational Commitment and Psychological Attachment:
the Effects of Compliance, Identification, and Internalization on Prosocial Behavior. Journal of Applied Psychology, 71, 492-499.
22. Porter, L.W., & Steers, R.M. Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism. Psychological Bulletin, 1973, 80, 151-176.
23. Price, J. L, (1977). The study of turnover. Ames, IA: Iowa State University Press.
24. Jenner, S., & Taylor, S. (2000). Recruiting, Developing and Retaining Graduate Talent. London: Pearson Education limited.
25. Riketta, M. (2005). Organizational Identification: A Meta-analysis. Journal of Vocational Behavior, 66, 358-384.
26. Riketta, M., & Van Dick, R. (2005). Foci of Attachment in Organizations: A Meta-analytic Comparison of the Strength and Correlates of Workgroup versus Organizational Identification and Commitment. Journal of Vocational Behavior, 67, 490–510.
27. Van Dick, R., O. Christ, J. Stellmacher, U. Wagner, O. Ahlswede, C. Grubba, M. Hauptmeier, C. Höhfeld, and K. Moltzen (2004). Should I stay or Should I go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction. British Journal of Management, 15, 351-360.
28. Van Dick, R., U. Wagner, and G. Lemmer (2004). Research note: The Winds of Change – Multiple Identifications in the Case of Organizational Mergers. European Journal of Work and Organizational Psychology, 13, 121-138.
29. Van Dick, R., Wagner, U., Stellmacher, J., & Christ, O. (2004b). The Utility of a Broader Conceptualization of Organizational Identification: Which Aspects Really Matter? Journal of Occupational and Organizational Psychology, 77, 171–191.
30. Wanous, J., Stumpf, S., & Bedrosian, H. (1979). Job Survival of New Employees. Personnel psychology, 32(4), 651-662.
Websites
1. http://www.nhandan.com.vn/chinhtri/cung-suy-ngam/item/23111202-%20ho-tro-the-checho-doanh-nghiep-vua-va-nho.html
2. http://www.moj.gov.vn/tcdcpl/tintuc/Lists/PhapLuatKinhTe/View_detail.aspx?ItemID=390