Employees’ organisational commitment and its impact on their actual turnover behaviour through behavioural intentions

Employees’ organisational commitment and its impact on their actual turnover behaviour through... Purpose – The purpose of this paper is to empirically test an integrated model incorporating the constructs of organisational commitment (OC), behavioural intentions (BI), actual turnover behaviour (ATB) and telecom work characteristics (WC) so as to examine the impact of commitment on employees’ BI, whereby they wish to dissolve their relationship with the employment provider. Design/methodology/approach – Structural equation modelling technique has been used to test the data collected through questionnaire from a sample of 139 employees including managers and executives across the hierarchy of an Indian telecom organisation named Aircel Dishnet Ltd from the Jammu and Kashmir circle head office in India. Findings – The theoretical constructs were validated before incorporating the hypothetical structural model. SEM results indicate a good fit to the empirical data. The findings confirmed that affective, continuance and normative commitments lay significant impact on employees’ OC. Also, commitment influence attitudes, subjective norms and perceived behavioural control, thereby affecting the BI of the employees. An indirect significant impact of OC on the ATB was also revealed. A partial mediation of WC was also found between BI and ATB. Research limitations/implications – The generalisability of the study is limited as the sample concentrates to one organisation of a single industry in India. Practical implications – The study provides insights for the policy makers to create and develop mechanisms and programmes leading to the enhancement of affective OC for employee retention. Originality/value – The model clearly explains telecom employees’ OC and its impact on the ATB through their BI. Though the findings do not reveal any component of commitment to lay more impact on OC, it exhibits higher career commitment than OC among the telecom employees. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Asia Pacific Journal of Marketing and Logistics Emerald Publishing

Employees’ organisational commitment and its impact on their actual turnover behaviour through behavioural intentions

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Publisher
Emerald Publishing
Copyright
Copyright © 2014 Emerald Group Publishing Limited. All rights reserved.
ISSN
1355-5855
DOI
10.1108/APJML-01-2014-0015
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to empirically test an integrated model incorporating the constructs of organisational commitment (OC), behavioural intentions (BI), actual turnover behaviour (ATB) and telecom work characteristics (WC) so as to examine the impact of commitment on employees’ BI, whereby they wish to dissolve their relationship with the employment provider. Design/methodology/approach – Structural equation modelling technique has been used to test the data collected through questionnaire from a sample of 139 employees including managers and executives across the hierarchy of an Indian telecom organisation named Aircel Dishnet Ltd from the Jammu and Kashmir circle head office in India. Findings – The theoretical constructs were validated before incorporating the hypothetical structural model. SEM results indicate a good fit to the empirical data. The findings confirmed that affective, continuance and normative commitments lay significant impact on employees’ OC. Also, commitment influence attitudes, subjective norms and perceived behavioural control, thereby affecting the BI of the employees. An indirect significant impact of OC on the ATB was also revealed. A partial mediation of WC was also found between BI and ATB. Research limitations/implications – The generalisability of the study is limited as the sample concentrates to one organisation of a single industry in India. Practical implications – The study provides insights for the policy makers to create and develop mechanisms and programmes leading to the enhancement of affective OC for employee retention. Originality/value – The model clearly explains telecom employees’ OC and its impact on the ATB through their BI. Though the findings do not reveal any component of commitment to lay more impact on OC, it exhibits higher career commitment than OC among the telecom employees.

Journal

Asia Pacific Journal of Marketing and LogisticsEmerald Publishing

Published: Sep 2, 2014

Keywords: Structural equation modelling; Work characteristics; Organisational commitment; Telecommunications; Switching barriers; Service industry management; Normative commitment; Subjective norms; Perceived behavioural control; Behavioural intentions; Actual turnover behaviour

References

  • Market segmentation in the Indonesian banking sector: the relationship between demographics and desired customer benefits
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    Babakus, E.; Yavas, U.; Karatepe, O.M.; Avci, T.
  • The effect of internal marketing on organisational commitment among retail bank managers
    Caruana, A.; Calleya, P.
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    Dick, R.V.; Becker, T.E.; Meyer, J.P.
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    Flint, D.; Haley, L.M.; McNally, J.J.
  • Quantifying work‐family conflict among registered nurses
    Grzywacz, J.G.; Frone, M.R.; Brewer, C.S.; Kovner, C.T.
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    Hislop, D.
  • Stealing time at work: attitudes, social pressure, and perceived control as predictors of time theft
    Henle, C.A.; Reeve, C.L.; Pitts, V.E.
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    Islam, T.; Khan, S.R.; Ahmad, U.N.U.B.; Ahmed, I.
  • Stress and workplace violence: it takes two to tango
    Johnson, P.R.; Indvik, J.
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    Pettijohn, C.; Pettijohn, L.S.; Taylor, A.J.; Keillor, B.D.

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