Is Turnover Intention of Waste Industry Employees Determined by Career Growth, Affective, Normative and Continuance?
DOI:
https://doi.org/10.31334/logistik.v7i2.3458Keywords:
Career Growth, Affective Commitment, Normative Commitment, Continuance Commitment, Turnover Intention,Abstract
However, in some businesses, job requirements are sometimes not in line with employees' aspirations for professional advancement, which often leads to a high incidence of employee turnover. The goal of this study is to determine how the likelihood of employee turnover is influenced by career development, emotional commitment, normative commitment, and continuation commitment.Purposive sampling was also utilised in this study to choose respondents. 158 employees, primarily on the island of Java, who work in the waste business industry were the subject of this study. The data is examined using the structural equation model (SEM) technique. According to the study's findings, career growth positively and significantly influences commitment, continuance commitment, and normative commitment. Additionally, career growth, affective commitment, normative commitment, and continuance commitment do not influence turnover intention. Last but not least, psychological capital does not moderate the relationship between affective commitment and turnover intention.References
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Chang, E. (1999). Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257–1278. https://doi.org/10.1177/001872679905201002
Choong, Y.-O., Wong, K.-L., & Lau, T.-C. (2012). Organizational Commitment: An Empirical Investigation on the Academicians of Malaysian Private Universities. Business and Economics Research Journal, 3(2), 51–64
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Guchait, P., & Cho, S. (2010). The impact of human resource management practices on intention to leave employees in the service industry in India: The mediating role of organizational commitment. International Journal of Human Resource Management, 21(8), 1228–1247. https://doi.org/10.1080/09585192.2010.48384
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Weng, Q., McElroy, J.C., Morrow, P.C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. https://doi.org/10.1016/j.jvb.2010.05.003
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Al Balushi, AK, Thumiki, VRR, Nawaz, N., Jurcic, A., & Gajenderan, V. (2022). Role of organizational commitment in career growth and turnover intention in the public sector of Oman. In PLoS ONE (Vol. 17, Issue 5 May). https://doi.org/10.1371/journal.pone.0265535
Chang, E. (1999). Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257–1278. https://doi.org/10.1177/001872679905201002
Choong, Y.-O., Wong, K.-L., & Lau, T.-C. (2012). Organizational Commitment: An Empirical Investigation on the Academicians of Malaysian Private Universities. Business and Economics Research Journal, 3(2), 51–64.
Green S B. (1991). How Many Subjects Does It Take To Do A Regression Analysis. Multivariate Behavioral Research, 26(3), 499–510. https://doi.org/10.1207/s15327906mbr2603
Guchait, P., & Cho, S. (2010). The impact of human resource management practices on intention to leave employees in the service industry in India: The mediating role of organizational commitment. International Journal of Human Resource Management, 21(8), 1228–1247. https://doi.org/10.1080/09585192.2010.483845
Hair jr, Celsi, Wolfinbarger, M., H. Money, A., Samouel, P., & J. Page, M. (2015). Business research methods. Armonk, New York, 1–494.
Huselid, M. A., Associates, B., & Day, N. E. (1991). Organizational Commitment, Job Involvement, and Turnover: A Substantive and Methodological Analysis. 76(3), 380–391.
Januszyk, K., Liu, Q., & Lima, C. D. (2011). Activities of human RRP6 and structure of the human RRP6 catalytic domain. Rna, 17(8), 1566–1577. https://doi.org/10.1261/rna.2763111
Khan, I., Khan, F., Khan, H., Nawaz, A., & Bakht Yar, N. (2013). Determining the Demographic Impact on the Organizational Commitment of Academicians in the HEIs of DCs like Pakistan. European Journal of Sustainable Development, 2(2), 117–130. https://doi.org/10.14207/ejsd.2013.v2n2p117
Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1998). Explaining nursing turnover intent: Job satisfaction, pay satisfaction, or organizational commitment? Journal of Organizational Behavior, 19(3), 305–320. https://doi.org/10.1002/(SICI)1099-1379(199805)19:3<305::AID JOB843>3.0.CO;2-N
Mathieu, J. E., & Zajac, D. M. (1990). A Review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171– 194. https://doi.org/10.1037/0033-2909.108.2.171
McDonald, K.S., & Hite, L.M. (2005). Reviving the Relevance of Career Development in Human Resource Development. Human Resource Development Review, 4(4), 418–439. https://doi.org/10.1177/1534484305281006
McNabb, D. E. (2018). Exploring Multivariate Statistics. Research Methods in Public Administration and Nonprofit Management, 233–250. https://doi.org/10.4324/9781315181158-21
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299–326. https://doi.org/10.1016/S1053 4822(00)00053-X
Meyer, J. P., & Parfyonova, N. M. (2010). Normative commitment in the workplace: A theoretical analysis and re-conceptualization. Human Resource Management Review, 20(4), 283–294. https://doi.org/10.1016/j.hrmr.2009.09.001
Meyer, J.P., Stanley, D.J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151–176. https://doi.org/10.1037/h0034829
Publication, R., Rand, J., August, O., Blair, L., Pignataro, R., & Poore, N. (2000). The Raymond Road Runner.
Salamin, A., & Hom, P. W. (2005). In search of the elusive U-shaped performance-turnover relationship: Are high performing Swiss bankers more liable to quit? Journal of Applied Psychology, 90(6), 1204–1216. https://doi.org/10.1037/0021-9010.90.6.120
Watkins, W.D. (1975). 1970) Has Defined Different Primary Catalysts in the Rat and the Rhesus Monke for
the Oxidation of. Toxicology and Applied Pharmacology, 34, 49–61.
Wells, J. (2021). Biosocial Research Methods. In The Encyclopedia of Research Methods in Criminology and Criminal Justice: Volume II: Parts 5-8. https://doi.org/10.1002/9781119111931.ch108
Weng, Q., McElroy, J.C., Morrow, P.C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. https://doi.org/10.1016/j.jvb.2010.05.003
Yucel, I., McMillan, A., & Richard, O. C. (2014). Does CEO transformational leadership influence top executive normative commitment? Journal of Business Research, 67(6), 1170–1177. https://doi.org/10.1016/j.jbusres.2013.05.005
Zhou, H., Long, L. R., & Wang, Y. Q. (2009). What is the most important predictor of employees' turnover intention in Chinese call center: Job satisfaction, organizational commitment or career commitment? International Journal of Services, Technology and Management, 12(2), 129 145. https://doi.org/10.1504/IJSTM.2009.025231
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