Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses

Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses

Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of...

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Main Author: Abdulkareem, Ramatu Abubakar
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HD58.7 Organizational Behavior.
Online Access:https://etd.uum.edu.my/4087/1/s811005.pdf
https://etd.uum.edu.my/4087/2/s811005_abstract.pdf
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id my-uum-etd.4087
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Chauchan, Ajay
topic HD58.7 Organizational Behavior.
spellingShingle HD58.7 Organizational Behavior.
Abdulkareem, Ramatu Abubakar
Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses
description Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM) practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Furthermore, the result showed that male nurses were more likely to leave their organizations or the profession than their female colleagues. Younger nurses were more likely to leave their organizations or the profession than their older colleagues. Theoretical and practical implications of the results are discussed.
format Thesis
qualification_name masters
qualification_level Master's degree
author Abdulkareem, Ramatu Abubakar
author_facet Abdulkareem, Ramatu Abubakar
author_sort Abdulkareem, Ramatu Abubakar
title Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses
title_short Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses
title_full Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses
title_fullStr Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses
title_full_unstemmed Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses
title_sort relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among nigerian nurses
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/4087/1/s811005.pdf
https://etd.uum.edu.my/4087/2/s811005_abstract.pdf
_version_ 1747827678268882944
spelling my-uum-etd.40872022-04-09T23:12:13Z Relationship between perceived organizational politics, organizational trust, selected human resource management practices and turnover intention among Nigerian nurses 2014 Abdulkareem, Ramatu Abubakar Chauchan, Ajay Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM) practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Furthermore, the result showed that male nurses were more likely to leave their organizations or the profession than their female colleagues. Younger nurses were more likely to leave their organizations or the profession than their older colleagues. Theoretical and practical implications of the results are discussed. 2014 Thesis https://etd.uum.edu.my/4087/ https://etd.uum.edu.my/4087/1/s811005.pdf text eng public https://etd.uum.edu.my/4087/2/s811005_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abbas, M., Raja, U., Darr, W., & Bouckenooghe, D. (2012). Combined effects of perceived politics and psychological capital on job satisfaction, Turnover intentions, and performance. Journal of Management. doi: 10.1177/0149206312 455243. Adebayo, S. O., & Ogunsina, S. O. (2011). Influence of supervisory behaviour and job stress on job satisfaction and turnover intention of police personnel in Ekiti state. [Article]. 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