Predicting Employees' Turnover Intention by Individual, Occupational and Organizational factors
Subject Areas : Educational
Farzaneh Dabbashi
1
(
کارشناسی ارشد روانشناسی صنعتی و سازمانی، دانشگاه اصفهان، اصفهان، ایران
)
Aboulghasem Nouri
2
(
عضو هیأت علمی دانشگاه اصفهان، اصفهان، ایران
)
Keywords: Turnover Intention, Job satisfaction, Work-Family Conflict, Perceived Organizational Support, work engagement,
Abstract :
The aim of this study was to predict employees' turnover intention based on individual, occupational and organizational factors in Isfahan Social Security Organization. It was correlational study and the population comprised all employees of the five main branches in Isfahan Social Security Organization in 2012. The sample was selected using stratified random sampling based on Morgan sample size table. The subjects, then, completed Emotional Intelligence (Wong & law, 2000), Work-Family Conflict (Netemyre, Boles & Mucmurrian, 1996), Job Satisfaction (Judge & Bono), Work Engagement (Schaufeli & Bakker, 2003), Perceived Organizational Support (Rhoades & Eisenberger, 2002), and Turnover Intention (O’Reilly, Chatman & Caldwell, 1991) Questionnaires. The data analysis was performed through applying Pearson correlational coefficient and stepwise regression analysis. The results of regression analysis showed that the work engagement, perceived organizational support and work-family conflict can justify 50 percent of variance of employees' turnover intention (p<0.01).
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