The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry

The purpose of this study was to examine the antecedents and the outcome of perceived organisational support on turnover intention among direct employees in the manufacturing industry. The study also analysed the role of perceived organisational support as a mediator on the relationship. The researc...

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Main Author:	Magespariamal, Chandran
Format:	Thesis
Language:	eng eng eng eng
Published:	2020
Subjects:	HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/8612/1/depositpermission_not%20allow_s93513.pdf https://etd.uum.edu.my/8612/2/s93513_01.pdf https://etd.uum.edu.my/8612/3/s93513_02.pdf https://etd.uum.edu.my/8612/4/s93513_references.docx
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id	my-uum-etd.8612
record_format	uketd_dc
spelling	my-uum-etd.86122021-09-06T03:48:21Z The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry 2020 Magespariamal, Chandran Mohd Yunus, Jasmani Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. The purpose of this study was to examine the antecedents and the outcome of perceived organisational support on turnover intention among direct employees in the manufacturing industry. The study also analysed the role of perceived organisational support as a mediator on the relationship. The research framework of this study is developed under the norms of social exchange theory (SET). Questionnaires were distributed to 768 direct employees working in the manufacturing industries in the State of Johor. 437 questionnaires were returned, but only 392 were used in the analysis using the Statistical Package for the Social Sciences (SPSS) method. The data was analyse using various statistical techniques such as correlation, multiple regression and mediation analysis. The results of the study showed a significant and negative effect of perceived co-worker support, distributive justice and procedural justice on turnover intention but perceived supervisor support showed an insignificant effect on turnover intention. The results also revealed a significant and positive effect of perceived supervisor support, coworker support, distributive justice and procedural justice on perceived organisational support. The results also demonstrated the mediating role of perceived organisational support in the link between perceived co-worker support, distributive justice, procedural justice and turnover intention. However, perceived organisational support did not mediate the relationship between perceived supervisor support and turnover intention. The present study also highlighted the implications of the research, future research recommendations as well as its limitations. This study further discusses the theoretical contribution and managerial implications for academics and professionals. The findings in this study can be useful in giving some understandings to the employers, on the effective plans and strategies to deal with the turnover intention wisely. 2020 Thesis https://etd.uum.edu.my/8612/ https://etd.uum.edu.my/8612/1/depositpermission_not%20allow_s93513.pdf text eng staffonly https://etd.uum.edu.my/8612/2/s93513_01.pdf text eng staffonly https://etd.uum.edu.my/8612/3/s93513_02.pdf text eng staffonly https://etd.uum.edu.my/8612/4/s93513_references.docx text eng public other doctoral Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng eng eng
advisor	Mohd Yunus, Jasmani
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Magespariamal, Chandran The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
description	The purpose of this study was to examine the antecedents and the outcome of perceived organisational support on turnover intention among direct employees in the manufacturing industry. The study also analysed the role of perceived organisational support as a mediator on the relationship. The research framework of this study is developed under the norms of social exchange theory (SET). Questionnaires were distributed to 768 direct employees working in the manufacturing industries in the State of Johor. 437 questionnaires were returned, but only 392 were used in the analysis using the Statistical Package for the Social Sciences (SPSS) method. The data was analyse using various statistical techniques such as correlation, multiple regression and mediation analysis. The results of the study showed a significant and negative effect of perceived co-worker support, distributive justice and procedural justice on turnover intention but perceived supervisor support showed an insignificant effect on turnover intention. The results also revealed a significant and positive effect of perceived supervisor support, coworker support, distributive justice and procedural justice on perceived organisational support. The results also demonstrated the mediating role of perceived organisational support in the link between perceived co-worker support, distributive justice, procedural justice and turnover intention. However, perceived organisational support did not mediate the relationship between perceived supervisor support and turnover intention. The present study also highlighted the implications of the research, future research recommendations as well as its limitations. This study further discusses the theoretical contribution and managerial implications for academics and professionals. The findings in this study can be useful in giving some understandings to the employers, on the effective plans and strategies to deal with the turnover intention wisely.
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Magespariamal, Chandran
author_facet	Magespariamal, Chandran
author_sort	Magespariamal, Chandran
title	The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
title_short	The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
title_full	The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
title_fullStr	The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
title_full_unstemmed	The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
title_sort	antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2020
url	https://etd.uum.edu.my/8612/1/depositpermission_not%20allow_s93513.pdf https://etd.uum.edu.my/8612/2/s93513_01.pdf https://etd.uum.edu.my/8612/3/s93513_02.pdf https://etd.uum.edu.my/8612/4/s93513_references.docx
_version_	1747828423291568128

The antecedents and outcome of perceived organisational support on turnover intention among direct employees in manufacturing industry

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