Psychosocial impact on intention to leave among generational cohorts in automotive organizations of Tehran, Iran
Generational differences in intention to leave have presented new challenges for organizations. The results of national and global surveys have indicated that voluntary turnover is higher among employees from Generation Y compared to other generations, although little is known about how and why t...
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| 主要作者: | |
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| 格式: | Thesis |
| 语言: | English |
| 出版: |
2019
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| 主题: | |
| 在线阅读: | http://psasir.upm.edu.my/id/eprint/90911/1/FEM%202020%2013%20-%20IR.pdf |
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| 总结: | Generational differences in intention to leave have presented new challenges for
organizations. The results of national and global surveys have indicated that voluntary
turnover is higher among employees from Generation Y compared to other
generations, although little is known about how and why the generational differences
have contributed to such changes in the patterns of turnover intention. This study aims
to determine the psycho-social impacts on intention to leave among generational
cohorts, in Tehran, Iran. It examines the effect of value on intention to leave
through the mediating effect of motivation, attitude (ATT), subjective norm(SN), and
perceived behavioral control(PBC). Moreover, it seeks to identify the moderating
effect of generational cohorts on the relationship between all involved factors and
intention to leave.
A quantitative approach was employed with a descriptive cross-sectional design.
Through a multistage cluster method, 588 study subjects were sampled and surveyed
from an automotive company. With respect to a response rate of 89%, 523
questionnaires were returned among which 498 were statistically analyzed using
AMOS Software.
The results showed that there are relationships among value, motivation, TPB
constructs (ATT, SN, and PBC) and intention to leave. Motivation mediates the
relationship between value and TPB constructs as well as intention to leave. Also, TPB
constructs (ATT, SN, and PBC) mediate the relationship between value and
motivation, and intention to leave. Moreover, generational cohorts moderate the
relationship between value, motivation, TPB constructs (ATT, SN, and PBC) and
intention to leave.
The findings of this study contribute to the body of literature by identifying the
mechanism behind the changes observed over the years in intention to leave among
generational cohorts. From organizational point of view, the results would help the
directors of organizations control the rate of voluntary turnover of their qualified
workers. Theoretically, results suggest that Self-determination Theory and the Theory
of Planned Behavior can successfully complement each other to provide more
explanation for behavioral intention. Therefore, it is recommended that satisfaction of
basic psychological needs for autonomy, competence, and relatedness is a key factor
to consider any attempt to predict and prevent turnover intention. |
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