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首页> 外文期刊>Management Science Letters >Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana
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Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana

机译：员工离职意图的前因和后果：来自加纳的经验证据

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Guided by the theory of reasoned action, this study found support for the hypothesized inverse relationship between work-related factors and employee turnover intention on the one hand, and turnover intention and perceptions of accountable absence legitimacy on the other hand. Specifically, the higher employees’ turnover intent, the lower their perceptions about the accountability of their absence behavior and vice versa. The findings highlight the need to consider turnover intention as a salient construct that plays a dual role, first as a consequence variable to job satisfaction, affective and normative commitments, and next as an antecedent to accountable absence legitimacy in the workplace. The article concludes with a discussion on the significance of lessening employee turnover intent as a means of mitigating the perceptions of absence legitimacy in the workplace.
机译：在合理行动理论的指导下，本研究一方面支持与工作相关的因素与员工离职意图之间的假设反比关系，另一方面支持离职意图和对责任缺席合法性的看法。具体来说，员工的离职意图越高，他们对缺勤行为的责任感的认识就越低，反之亦然。研究结果强调，需要将离职意图视为一个重要的结构，它起着双重作用，首先是影响工作满意度，情感和规范承诺的变量，其次是在工作场所负责任缺勤合法性的前提。本文最后讨论了减少员工离职意图作为减轻工作场所缺勤合法性观念的重要性。

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