Academic journal article International Journal of Education and Management Studies

Relationship of Emotional Intelligence, Alternative Employment Opportunities, Job Satisfaction and Organizational Commitment with Turnover Intensions

Academic journal article International Journal of Education and Management Studies

Relationship of Emotional Intelligence, Alternative Employment Opportunities, Job Satisfaction and Organizational Commitment with Turnover Intensions

Article excerpt

Indian economy is flourishing with the increased opportunity in almost every sector. The near to double digit growth has resulted in the enhanced job opportunities and employees' high ambition to grow. The trends to growth have led Indian economy to a damaging attrition rate which has touched a 20% in recent times. India has entered into the global world of business and employee turnover has been fluctuating. An acute shortage of manpower has hit almost every industry despite the exceptional growth in several sectors. With modem equipment and tech ware, learning has become far easier. The IT and ITES industry have battered the traditional industries. The success of any business is significantly people dependent and employee attrition has become the biggest challenge to tackle. A plethora of job openings has contributed to high rate of attrition, according to recent studies with one in four employees stating they intend to leave their employer in the next 12 months (Sadjady & Alvarez, 2011), retaining staff becomes critical to delivering success in any organization. Turnover of highly skilled employees can be very expensive and disruptive for firms. Losing highly skilled staff members means that companies incur substantial costs associated with recruiting and re-skilling, and hidden costs associated with difficulties completing projects and disruptions in team-based work environments.

Attrition cannot be completely eradicated as there is no 'zero attrition', but turnover intentions can be predicted with the help of psychologists and thereby reduce or control the rate of turnover of in organization. Staff turnover is a serious issue especially in the field of human resources management. The losses related to termination, advertising, recruitment, selection, and hiring (Abbasi, Hollman & Hayes, 2008) hit the companies' profits. With attrition being impossible to arrest, many organizations aim at predicting the intention of the employees to leave their jobs. Thus, in the present study the researchers have examined four antecedents of turnover intentions, namely: emotional intelligence, perceived alternative employment opportunities, job satisfaction, and organizational commitment along with certain demographic variables (gender and tenure).

Emotional intelligence is the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth. Trivellas, Gerogiannis and Svama (2011) examined the influence of emotional intelligence and reported that it exerts a direct negative relation with turnover intentions. This means that the employees with a higher degree of emotional intelligence would have lower intentions to leave their organization. Many other studies also have reported similar findings (Carmeli, 2003; Jang & George, 2011)

Perceived alternative employment opportunity, also known as perceived ease of movement, is the perception of the availability of job alternatives. This perception is an uncontrollable factor because it is closely associated with the external environment, such as availability of job vacancies and unemployment rate. According to Khatri & Fern (2001) perceived alternative employment opportunities is a factor that would not be under the control of management and thereby, intention to quit is purely based on employees' perception of the job market. Steel and Griffeth (1989) also have reported that perception of job opportunities is related to turnover intentions.

Job satisfaction has to do with the way how people feel about their job and its various aspects. It has to do with the extent to which people like (satisfaction) or dislike (dissatisfaction) their job. Joseph (2011) reported in his study that there is a strong negative relationship betweenjob satisfaction and turnover intentions, i.e. the intentions to quit were low among those employees who were highly satisfied with their job. …

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