Main Article Content

Abstract

Work termination that is initiated by employees is crucial to be identified because it potentially reduces company productivity. Positive career opportunities perceived by employees could reduce their intention to quit because employees can evaluate the match between their work and their interests and, therefore, they perceive that the company provides an opportunity for their career pathway. This study was conducted on a retail company that was facing high work employees-initiated termination (24.75% annually) and aims to examine the influence of employees’ perceptions of career opportunities on their intention to quit mediated by employees’ levels of organizational commitment. A total of 148 employees participated in the survey where their data were analyzed using simple mediation analysis. The results showed that affective and continuance commitment partially mediated the influence between employees’ perception of career opportunities on their intention to quit. The study potentially informs organizations facing high rates of employee-initiated termination by providing career opportunity that allows employees to increase their organizational commitment.

Keywords

turnover intention organizational commitment perceived career opportunity intensi berhenti bekerja komitmen organisasi persepsi peluang karier

Article Details

How to Cite
Leonardi, V., & Panggabean, H. R. G. (2021). The impact of perceived career opportunity to employees turnover intention mediated by organizational commitment. Jurnal Psikologi Ulayat, 8(2), 227–246. https://doi.org/10.24854/jpu123

References

  1. Allen, N. J., & Mayer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
  2. Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118. https://doi.org/10.1177/014920630302900107
  3. Ambrosius, J. (2018). Strategic talent management in emerging markets and its impact on employee retention: Evidence from Brazilian MNCs. Thunderbird International Business Review, 60(1), 53-68. https://doi.org/10.1002/tie.21799
  4. Amstrong, M., & Taylor, S. (2014). Handbook of human resource management practice (13th ed.). Kogan Page.
  5. Aydogdu, S., & Asikgil, B. (2011). An empirical study of the relationship among job satisfaction, organizational commitment and turnover intention. International Review of Management And Marketing, 1(3), 43-53.
  6. Becker, H. S. (1960). Notes on the concept of commitment. American journal of Sociology, 66(1), 32-40. https://doi.org/10.1086/222820
  7. Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263. https://doi.org/10.1177/0734371X15581850
  8. Deloitte Indonesia Perspectives. (2019). Generasi milenial dalam industri 4.0: Berkah bagi sumber daya manusia indonesia atau ancaman?. Deloitte. Ditemu kembali dari https://www2.deloitte.com/content/dam/Deloitte/id/Documents/about-deloitte/id-about-dip-edition-1-chapter-2-id-sep2019.pdf
  9. Dogar, N. (2014). Relations between organizational commitment and demographic factors: A research in banking sector. Academicus International Scientific Journal, (10), 103-115.
  10. Esterlita, H. M., & Purba, D. E. (2019, August). Proceedings of the 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018). Atlantis Press. https://doi.org/10.2991/iciap-18.2019.70
  11. Fishbein, M & Ajzen, I. (1975). Belief, attitude, intention and behaviour: An introduction to theory and research. Addison-Wesley.
  12. Harvard Business Essential. (2004). Coaching and mentoring: How to develop top talent and achieve stronger performance. Harvard Business Review Press.
  13. Hayes, A. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. The Guilford Press. https://doi.org/10.1111/jedm.12050
  14. Islam, T., Ahmad, U. N. B. U., Ali, G., Ahmed, I., & Bowra, Z. A. (2013). Turnover intentions: The influence of perceived organizational support and organizational commitment. Procedia-Social and Behavioral Sciences, 103, 1238-1242.
  15. Kalidass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International Journal of Business Administration, 6(5), 82-89. https://doi.org/10.5430/ijba.v6n5p82
  16. Kane, L., & Ashbaugh, A. R. (2017). Simple and parallel mediation: A tutorial exploring anxiety sensitivity, sensation seeking, and gender. The Quantitative Methods For Psychology, 13(3), 148-165. https://doi.org/10.20982/tqmp.13.3.p148
  17. Kraimer, M. L., Seibert, S. E., Wayne, S. J., Liden, R. C., & Bravo, J. (2011). Antecedents and outcomes of organizational support for development: The critical role of career opportunities. Journal of Applied Psychology, 96(3), 485-500. https://doi.org/10.1037/a0021452
  18. Kundi, Y. M., Ikramullah, M., Iqbal, M. Z., & Ul-Hassan, F. S. (2017). Affective commitment as mechanism behind perceived career opportunity and turnover intentions with conditional effect of organizational prestige. Journal of Managerial Sciences, 11(3), 65-82.
  19. Lee, C. C., Huang, S. H., & Zhao, C. Y. (2012). A study on factors affecting turnover intention of hotel empolyees. Asian Economic and Financial Review, 2(7), 866-875.
  20. Markovich, M. (2019, Febuary 04). The negative impacts of a high turnover rate. Chron. Ditemu kembali dari https://smallbusiness.chron.com/negative-impacts-high-turnover-rate-20269.html
  21. 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
  22. Michael Page. (2015, March 24). Indonesian employees confident in the job market. Michael Page. https://www.michaelpage.co.id/advice/market-insights/industry-reports/indonesian-employees-confident-job-market
  23. Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of applied psychology, 67(1), 53-59.
  24. Oluwafemi, O. J. (2013). Predictors of turnover intention among employees in Nigeria’s oil industry. Organizations and Markets In Emerging Economies, 4(08), 42-63. https://doi.org/10.15388/omee.2013.4.2.14249
  25. Perryer, C., Jordan, C., Firns, I., & Travaglione, A. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33(9), 911-923. https://doi.org/10.1108/01409171011070323
  26. Rey, T., Himawan, K. K., & Matahari, D. (2016). Perbedaan turnover intention pada tenaga pemasar dengan berbagai kualifikasi pendidikan pada industri perbankan di Jakarta. Prosiding Seminar Nasional Psikologi Indigenous Indonesia 2016 “Kebhinekaan Dan Masa Depan Indonesia: Peran Ilmu Sosial Dalam Masyarakat”, 357-374. http://eprints.mercubuana-yogya.ac.id/8850/1/26%202016%20ROCEEDING%20_Psikologi%20Indegeneous%20Indonesia_%20%281%29.pdf
  27. Samosir, P. P., & Sulistyaningsih, E. (2012). Pengaruh komitmen organisasional terhadap intensi keluar di P.T. MGF [Skripsi tidak dipublikasikan].Universitas Katolik Atma Jaya.
  28. Stanley, D. J., Meyer, J. P., Jackson, T. A., Maltin, E. R., McInnis, K., Kumsar, A. Y., & Sheppard, L. (2007, April). Cross-cultural generalizability of the three-component model of commitment [Conferece session]. Twenty-Second Annual Conference of the Society for Industrial and Organizational Psychology, New York.
  29. Sugiyono. (2011). Metode penelitian kuntitatif kualitatif dan R&D. Alfabeta.
  30. Utomo, W.P. (2019). Indonesia millenial report 2019. IDN research institute. Ditemu kembali dari https://cdn.idntimes.com/content-documents/indonesia-millennial-report-2019-by-idn-times.pdf
  31. Wood, R. E., Goodman, J. S., Beckmann, N., & Cook, A. (2008). Mediation testing in management research: A review and proposals. Organizational research methods, 11(2), 270-295. https://doi.org/10.1177/1094428106297811
  32. Mahan, T. F., Nelms, D., Bearden, C. R., & Pearce, B. (2018). 2019 Retention Report. Work Institute. https://info.workinstitute.com/hubfs/2019%20Retention%20Report/Work%20Institute%202019%20Retention%20Report%20final-1.pdf
  33. Wynen, J., Op de Beeck, S., & Ruebens, S. (2015). The nexus between gender and perceived career opportunities: Evidence from the US federal government. Public personnel management, 44(3), 375-400. https://doi.org/10.1177/0091026015588194