What are the moderating factor for employee turnover?
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Organizational commitment has been identified as a significant moderating factor for employee turnover in various studies. This commitment plays a crucial role in influencing the relationship between different variables like attitude, subjective norms, perceived behavioral control, job satisfaction, and turnover intentions. Additionally, job opportunities have also been found to moderate the relationship between job satisfaction and turnover intention, especially during challenging times like the pandemic. Furthermore, the study on work-related stress and turnover intentions highlights the mediating role of job satisfaction in mitigating turnover intentions, emphasizing the importance of enhancing employees' morale and work engagement to control turnover rates effectively. These findings collectively underscore the significance of organizational commitment, job opportunities, and job satisfaction as key moderating factors influencing employee turnover.
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7 Citations | Job satisfaction is identified as a moderating factor for employee turnover in the study, emphasizing its role in mitigating work-related stress and turnover intentions among employees. |
| Job opportunities and organizational commitment are the moderating factors for employee turnover, with job opportunities having a weaker effect compared to organizational commitment during the pandemic. | |
| Gender was examined as a moderating factor for employee turnover intention in the study, but it was found to have no moderating effect on the relationship between identified factors and turnover intention. | |
| Organizational commitment (OC) is examined as a moderating factor for self-efficacy, perceived organizational support, and Islamic work ethics on turnover intention in the study. | |
30 Jun 2023 | Organizational commitment is a moderating factor for employee turnover, influencing the relationship between attitude, subjective norms, perceived behavioral control, and turnover intentions among Nigerian SME workers. |
Related Questions
What are the factors that affect turnover intention and job satisfaction?5 answersFactors that affect turnover intention and job satisfaction include perceived career development opportunity, perceived pay for performance, affective organizational commitment, job autonomy, salary, transformational leadership, work stress, emotional intelligence, job security, and burnout. These factors have both direct and indirect effects on turnover intention and job satisfaction. Perceived career development opportunity, perceived pay for performance, and affective organizational commitment directly influence turnover intention, and they also indirectly influence turnover intention through job satisfaction. Salary and transformational leadership have direct effects on turnover intention, and they also indirectly affect turnover intention through job satisfaction. Job security has a positive effect on job satisfaction, while burnout has a negative effect on job satisfaction. Job satisfaction is a significant mediator towards turnover intention. Work stress and emotional intelligence do not have significant effects on turnover intention.
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