Employees' organisational commitment and its impact on their actual turnover behaviour through behavioural intentions. Issue 4 (19th August 2014)

• Record Type: Journal Article
• Authors: Sahi, Gurjeet Kaur; Mahajan, Rupali; Phau, Ian
• Is Part Of: Asia Pacific journal of marketing and logistics. Volume 26:Issue 4(2014)
• Publication Date: 2014-08-19
• Subjects: Marketing -- Asia -- Periodicals; Marketing -- Pacific Area -- Periodicals; Business logistics -- Asia -- Periodicals; Business logistics -- Pacific Area -- Periodicals; Consumer behavior -- Asia -- Periodicals; Consumer behavior -- Pacific Area -- Periodicals; 381.095
• DOI: 10.1108/APJML-01-2014-0015
• Languages: English
• ISSNs: 1355-5855

Abstract

<abstract> <title> <x content-type="archive" xml:space="preserve">Abstract</x> </title> <sec sec-type="purpose"> <title>Purpose</title> <p>The study aims to empirically test an integrated model incorporating the constructs of organisational commitment, behavioural intentions, actual turnover behaviour and telecom work characteristics so as to examine the impact of commitment on employees' behavioural intentions, whereby they wish to dissolve their relationship with the employment provider. </p> </sec> <sec sec-type="design|methodology|approach"> <title>Design/methodology/approach</title> <p> Structural equation modeling technique has been used to test the data collected through questionnaire from a sample of 139 employees including managers and executives across the hierarchy of an Indian telecom organisation named Aircel Dishnet Ltd. from the Jammu and Kashmir circle head office in India.</p> </sec> <sec sec-type="findings"> <title>Findings</title> <p>The theoretical constructs were validated before incorporating the hypothetical structural model. SEM results indicate a good fit to the empirical data. The findings confirmed that affective, continuance and normative commitments lay significant impact on employees' organisational commitment. Also, commitment influence attitudes, subjective norms and perceived behavioural control, thereby affecting the behavioural intentions of the employees. An indirect significant impact of OC on the actual turnover behaviour was also revealed. A partial mediation of work characteristics was also found between behavioural intentions and actual turnover behaviour. </p> </sec> <sec sec-type="research limitations|implications"> <title>Research limitations/implications</title> <p>The generalisability of the study is limited as the sample concentrates to one organisation of a single industry in India. </p> </sec> <sec sec-type="practical implications"> <title>Practical implications</title> <p>The study provides insights for the policy makers to create and develop mechanisms and programmes leading to the enhancement of affective organisational commitment for employee retention.</p> </sec> <sec sec-type="originality|value"> <title>Originality/value</title> <p>The model clearly explains telecom employees' organisational commitment and its impact on the actual turnover behaviour through their behavioural intentions. Though the findings do not reveal any component of commitment to lay more impact on OC, it exhibits higher career commitment than organisational commitment among the telecom employees. </p> </sec> </abstract>