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To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention

Past research has suggested that the rising rate of turnover intention in the banking industry can be attributed, in part, to employees' work ethics and organisational commitment. However, there is limited empirical evidence investigating the role of these two variables, particularly the three...

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Main Authors: Mohd Mahudin, Nor Diana, Fauzi, Fatin, Melati, Putifatma Hanum, Janon, Nazariah Shar'ie
Format: Article
Language:English
Published: John Wiley & Sons 2016
Subjects:
BF Psychology
BF636 Applied psychology
BP175 Psychology of Islam
HF5548.7 Industrial psychology
Online Access:http://irep.iium.edu.my/51464/1/ICP_2016_WILEY_MOHD_MAHUDIN_ET_AL.pdf
http://irep.iium.edu.my/51464/
http://onlinelibrary.wiley.com/doi/10.1002/ijop.12327/epdf
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spelling my.iium.irep.514642016-10-16T04:43:24Z http://irep.iium.edu.my/51464/ To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention Mohd Mahudin, Nor Diana Fauzi, Fatin Melati, Putifatma Hanum Janon, Nazariah Shar'ie BF Psychology BF636 Applied psychology BP175 Psychology of Islam HF5548.7 Industrial psychology Past research has suggested that the rising rate of turnover intention in the banking industry can be attributed, in part, to employees' work ethics and organisational commitment. However, there is limited empirical evidence investigating the role of these two variables, particularly the three components of organisational commitment (i.e., affective, continuance, and normative) play in explaining intention to quit. Responses from 225 full-time bank employees were analysed using hierarchical regression. Results indicate that both global and normative organisational commitment negatively correlated with turnover intention most strongly. Affective and continuance commitment as well as work ethics, however, were not statistically significant predictors of turnover intention. The results suggest that targeting only one component of organisational commitment may not be sufficient to mitigate intention to quit. Hence, fostering similarity between employees' and organisation's values is recommended as this process could build stronger organisational commitment and help lower employees' turnover intention. John Wiley & Sons 2016-07-22 Article REM application/pdf en http://irep.iium.edu.my/51464/1/ICP_2016_WILEY_MOHD_MAHUDIN_ET_AL.pdf Mohd Mahudin, Nor Diana and Fauzi, Fatin and Melati, Putifatma Hanum and Janon, Nazariah Shar'ie (2016) To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention. International Journal of Psychology (IJP), 51 (Issue Supplement S1). p. 768. http://onlinelibrary.wiley.com/doi/10.1002/ijop.12327/epdf doi:10.1002/ijop.12328
institution Universiti Islam Antarabangsa Malaysia
building IIUM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider International Islamic University Malaysia
content_source IIUM Repository (IREP)
url_provider http://irep.iium.edu.my/
language English
topic BF Psychology
BF636 Applied psychology
BP175 Psychology of Islam
HF5548.7 Industrial psychology
spellingShingle BF Psychology
BF636 Applied psychology
BP175 Psychology of Islam
HF5548.7 Industrial psychology
Mohd Mahudin, Nor Diana
Fauzi, Fatin
Melati, Putifatma Hanum
Janon, Nazariah Shar'ie
To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention
description Past research has suggested that the rising rate of turnover intention in the banking industry can be attributed, in part, to employees' work ethics and organisational commitment. However, there is limited empirical evidence investigating the role of these two variables, particularly the three components of organisational commitment (i.e., affective, continuance, and normative) play in explaining intention to quit. Responses from 225 full-time bank employees were analysed using hierarchical regression. Results indicate that both global and normative organisational commitment negatively correlated with turnover intention most strongly. Affective and continuance commitment as well as work ethics, however, were not statistically significant predictors of turnover intention. The results suggest that targeting only one component of organisational commitment may not be sufficient to mitigate intention to quit. Hence, fostering similarity between employees' and organisation's values is recommended as this process could build stronger organisational commitment and help lower employees' turnover intention.
format Article
author Mohd Mahudin, Nor Diana
Fauzi, Fatin
Melati, Putifatma Hanum
Janon, Nazariah Shar'ie
author_facet Mohd Mahudin, Nor Diana
Fauzi, Fatin
Melati, Putifatma Hanum
Janon, Nazariah Shar'ie
author_sort Mohd Mahudin, Nor Diana
title To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention
title_short To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention
title_full To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention
title_fullStr To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention
title_full_unstemmed To go or to stay? Examining the relationships between organisational commitment, work ethics, and turnover intention
title_sort to go or to stay? examining the relationships between organisational commitment, work ethics, and turnover intention
publisher John Wiley & Sons
publishDate 2016
url http://irep.iium.edu.my/51464/1/ICP_2016_WILEY_MOHD_MAHUDIN_ET_AL.pdf
http://irep.iium.edu.my/51464/
http://onlinelibrary.wiley.com/doi/10.1002/ijop.12327/epdf
_version_ 1643613956853465088
score 13.211869

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