This paper investigated the impact of organizational commitment and perceived organizational support on the turnover intention of Telecom employees in Pakistan. Data from 230 respondents was used to measure the impact of two factors on turnover intentions. Correlation and regression analysis techniques were used to analyze the relationship of organizational commitment and perceived organization...

This paper examines the relationship between OCBs and turnover intention. The sample consisted of 557 non manager employees across 63 hotels in Malaysia. Managers’ ratings of employees’ OCBs were collected and matched with 557 employees’ self ratings of turnover intention and demographic. Factor analysis of OCB items revealed a new dimension of OCB, labeled as patience, together with four commo...

Drawing on a tripartite perspective on attitudes, this study examines the influence of psychological ownership and territoriality on turnover intention, as well as the moderating role of work relationship closeness on the relationship between territoriality and turnover intention. Analyses of longitudinal data collected from 341 employees in three Chinese automobile manufacturing companies demo...

This article examines the influence of social networks and value congruence on turnover intention among public and nonprofit employees. We argue that employees exist in social networks inside and outside their organization, and these networks shape employee attitudes and behavior. To illustrate this theory, we use turnover intention. A strong and positive intraorganizational social network char...

Th is study investigates the eff ects of challenge and hindrance stressors and exhaustion on frontline hotel employees’ turnover intentions and whether hope, as a personal resource, can moderate the deleterious eff ects of these antecedents on turnover intentions. Data were collected from a sample of 183 full-time frontline employees working in 5-star and 4-star hotels in Northern Cyprus. To en...

Employee retention is one of the challenging issues faced by corporate leaders in any industry as the performance of any business unit depends on its employees. The ability to retain talented and committed employees contributes significantly to the success of the business. As employees are important, so is employee retention an important factor for all companies, especially the small businesses...

We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE...