Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities

Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities

Past literature supports negative links between job embeddedness, pay satisfaction and actual voluntary turnover (AVT), several meta-analytical studies have reported weaker links between these constructs. As a result, calls for further research has been suggested, particularly on the interactive pro...

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Main Author: Umar, Talatu Raiya
Format: Thesis
Language:eng
eng
Published: 2016
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/6271/1/s93467_01.pdf
https://etd.uum.edu.my/6271/2/s93467_02.pdf
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id my-uum-etd.6271
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd Shamsudin, Faridahwati
Subramaniam, Chandrakantan
Johari, Johanim
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Umar, Talatu Raiya
Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
description Past literature supports negative links between job embeddedness, pay satisfaction and actual voluntary turnover (AVT), several meta-analytical studies have reported weaker links between these constructs. As a result, calls for further research has been suggested, particularly on the interactive process through which both job embeddedness and pay satisfaction are likely to influence AVT. The purpose of this study was also to explore the likely interactive effect of perceived alternative job opportunities on job embeddedness, pay satisfaction, and AVT. A mixed-method approach was used. Data were obtained from a survey sample of 216 and nine interviewed former faculty members of public universities in Nigeria. Using partial least square structural equation modelling (PLS-SEM), the quantitative results indicated that both organizational embeddedness and pay satisfaction were significantly and negatively related to AVT. On the contrary, community embeddedness demonstrated no significant effect on AVT. The results further showed that perceived alternative job opportunities moderated the relationship between organizational embeddedness and AVT, as well as between pay satisfaction and AVT. But, no significant interaction effect was found between perceived alternative job opportunities and community embeddedness. In addition to the survey, semi-structured interviews were conducted. The results of the interviews showed that the dysfunctional nature of the university’s work environment and longer commute time were important contributors to their reason for leaving. The qualitative result also revealed that the disparity in pay between public and private universities played a critical role in the participants’ decisions to actually leave. Additionally, unsolicited job offer was also identified as another reason that influenced their turnover decisions. Overall, the qualitative results complemented the survey findings in that they were able to further clarify and elaborate the latter. Implications of the results for future research and practice, as well as the limitations of the study are highlighted.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Umar, Talatu Raiya
author_facet Umar, Talatu Raiya
author_sort Umar, Talatu Raiya
title Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
title_short Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
title_full Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
title_fullStr Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
title_full_unstemmed Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
title_sort actual voluntary turnover: a study of job embeddedness, pay satisfaction, and perceived alternative job opportunities
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2016
url https://etd.uum.edu.my/6271/1/s93467_01.pdf
https://etd.uum.edu.my/6271/2/s93467_02.pdf
_version_ 1747828048727638016
spelling my-uum-etd.62712021-12-08T03:25:09Z Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities 2016 Umar, Talatu Raiya Mohd Shamsudin, Faridahwati Subramaniam, Chandrakantan Johari, Johanim Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Past literature supports negative links between job embeddedness, pay satisfaction and actual voluntary turnover (AVT), several meta-analytical studies have reported weaker links between these constructs. As a result, calls for further research has been suggested, particularly on the interactive process through which both job embeddedness and pay satisfaction are likely to influence AVT. The purpose of this study was also to explore the likely interactive effect of perceived alternative job opportunities on job embeddedness, pay satisfaction, and AVT. A mixed-method approach was used. Data were obtained from a survey sample of 216 and nine interviewed former faculty members of public universities in Nigeria. Using partial least square structural equation modelling (PLS-SEM), the quantitative results indicated that both organizational embeddedness and pay satisfaction were significantly and negatively related to AVT. On the contrary, community embeddedness demonstrated no significant effect on AVT. The results further showed that perceived alternative job opportunities moderated the relationship between organizational embeddedness and AVT, as well as between pay satisfaction and AVT. But, no significant interaction effect was found between perceived alternative job opportunities and community embeddedness. In addition to the survey, semi-structured interviews were conducted. The results of the interviews showed that the dysfunctional nature of the university’s work environment and longer commute time were important contributors to their reason for leaving. The qualitative result also revealed that the disparity in pay between public and private universities played a critical role in the participants’ decisions to actually leave. Additionally, unsolicited job offer was also identified as another reason that influenced their turnover decisions. Overall, the qualitative results complemented the survey findings in that they were able to further clarify and elaborate the latter. Implications of the results for future research and practice, as well as the limitations of the study are highlighted. 2016 Thesis https://etd.uum.edu.my/6271/ https://etd.uum.edu.my/6271/1/s93467_01.pdf text eng public https://etd.uum.edu.my/6271/2/s93467_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abbasi, S. M., & Hollman, K. W. (2000). Turnover: The Real Bottom Line. Public Personnel Management, 29(3), 333–342. doi:10.1177/009102600002900303. Abdullah, M. A., Khalid, H. N., Shuib, M., Nor, N., Muhammad, Z., & Jauhar, J. (2007). 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