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首页> 外文期刊>South Asian Journal of Global Business Research >An investigation of the antecedents of turnover intentions and job hopping behavior: An empirical study of universities in Pakistan
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An investigation of the antecedents of turnover intentions and job hopping behavior: An empirical study of universities in Pakistan

机译：离职意向和跳槽行为的前因调查：巴基斯坦大学的实证研究

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Purpose - It is believed that dissatisfied employees are more likely to leave, but research shows that satisfied employees also do not necessarily stay. It is important to understand why employees leave Therefore, the purpose of this paper is to investigate empirically the antecedents of turnover intention and job hopping, simultaneously, in Pakistani universities. It investigates the impact of perceived alternative employment, job satisfaction and job involvement on turnover intention and job hopping behavior, with organizational commitment as a mediator. Design/methodology/approach - The variables were measured through established questionnaires and the results were analyzed through structural equation modeling on a sample of 250 faculty members from both public and private universities. Findings - Results revealed that faculty members do not intend to leave or hop jobs if they are satisfied with their jobs and this relationship is mediated by organizational commitment. Perceived alternative employment also showed a positive relationship with employees' intentions to quit; while faculty members would job hop, if not satisfied, despite lacking substantial alternative employment opportunities. Practical implications - Research reveals that employee retention, even in developing countries, is not just about money. Rather, the satisfaction that a person gets from his/her job or the environment in which the employee works serves as a significant antecedent of employee retention. Thus, accordingly some well-planned perks and rewards can serve as a source of extrinsic as well as intrinsic motivators. Originality/value - This study has investigated the impact of job satisfaction, job involvement, perceived alternative employment, organizational commitment, turnover intention and job hopping along with the dimensions of job satisfaction and organizational commitment in a simultaneous manner through structural equation modeling. It will correspondingly add worth to the discussion in the literature about reasons of employee turnover and job hopping behavior within the specific context of Pakistani universities because there are no official statistics available regarding the number of faculty members leaving or job hopping among various universities. In addition, not much work has been done in this regard, therefore, it shall also provide the basis for future research studies.
机译：目的-人们认为不满意的员工更容易离开，但研究表明，满意的员工也不一定会留下。了解员工为何离职很重要。因此，本文的目的是对巴基斯坦大学中离职意向和跳槽的前因进行实证研究。它以组织承诺为中介，调查感知到的替代性就业，工作满意度和工作参与对离职意图和跳槽行为的影响。设计/方法/方法-通过既定的问卷对变量进行测量，并通过结构方程模型对来自公立和私立大学的250名教职员工的样本进行分析。调查结果-结果显示，教师如果对工作感到满意，则无意离职或跳槽，而且这种关系是由组织的承诺所调解的。感知的替代性就业也与员工的离职意愿呈正相关；尽管缺乏足够的替代性就业机会，教职员工仍会跳槽，即使不满意。实际意义-研究表明，即使在发展中国家，留住员工也不只是金钱。相反，一个人从他/她的工作或员工所处的环境中获得的满足感是员工留任率的重要前提。因此，相应地，一些精心计划的津贴和奖励可以作为外部动机和内在动机的来源。原创性/价值-这项研究通过结构方程模型同时研究了工作满意度，工作参与，感知的替代就业，组织承诺，离职意向和工作跳跃的影响，以及工作满意度和组织承诺的维度。相应地，这将增加文献中有关巴基斯坦大学特定背景下员工流动和跳槽行为的原因的讨论的价值，因为没有关于各大学间教师离职或跳槽人数的官方统计数据。此外，在这方面还没有做太多的工作，因此，它也应为将来的研究提供基础。

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