The Effect of Socio-Affective Variables in the Relationship between Organizational Trust and Employee Turnover Intention
Employee turnover leads to lowered productivity, decreased morale and work quality, and psychological effects associated with employee separation and replacement. Yet, it remains unknown why talented employees willingly withdraw from organizations. This uncertainty is worsened as studies; a) priorities organizational over individual predictors resulting in restriction in range in turnover measurement; b) focus on actual rather than intended turnover thereby limiting conceptual understanding of the turnover construct and its relationship with other variables and; c) produce inconsistent findings across cultures, contexts and industries despite a clear need for a unified perspective. The current study addressed these gaps by adopting the theory of planned behavior (TPB) framework to examine socio-cognitive factors in organizational trust and individual turnover intentions among bankers and energy employees in Jamaica. In a comparative study of n=369 [nbank= 264; male=57 (22.73%); nenergy =105; male =45 (42.86)], it was hypothesized that organizational trust was a predictor of employee turnover intention, and the effect of individual, group, cognitive and socio-affective variables varied across industry. Findings from structural equation modelling confirmed the hypothesis, with a model of both cognitive and socio-affective variables being a better fit [CMIN (χ2) = 800.067, df = 364, p ≤ .000; CFI = 0.950; RMSEA = 0.057 with 90% C.I. (0.052 - 0.062); PCLOSE = 0.016; PNFI = 0.818 in predicting turnover intention. The findings are discussed in relation to socio-cognitive components of trust models and predicting negative employee behaviors across cultures and industries.
Digital Object Identifier (DOI): doi.org/10.5281/zenodo.1317276Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 695
 Sousa-Poza, A., & Henneberger, F. (2002). An empirical analysis of working-hours constraints in 21 countries. Review of Social Economy, 60(2), 209-242.
 Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259-293.
 Price, J. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower 22, 600-624.
 Morrell, K., Loan-Clarke, J. & Wilkinson (2001). Unweaving leaving: the use of models in the management of employee turnover. International Journal of Management Review, 3(3), 219-244.
 Price, J. L. (1977). The study of turnover. Ames, IA: Iowa State University Press.
 Boushey, H., Glynn, S. (2012). There are significant business costs to replacing employees. Centre for American Progress. https://www.americanprogress.org/issues/economy/reports/2012/11/16/44464/there-are-significant-business-costs-to-replacing-employees/. Accessed 25 Sep 2017.
 Heilmann, S.G., Holt, D.T., & Rilovick, C.Y. (2008). Effects of career plateauing on turnover: A test of a model. Journal of Leadership & Organizational Studies, 15(1), 59-68. doi: 10.1177/1548051808317999.
 Batt, R. (2002). Managing customer services: Human Resource practices, quit rates and sales growth. Academy of Management Journal. Vol. 45 (3), pg 587-597.
 Ton, Z., Huckman, R.S., (2008). Managing the impact of employee turnover on performance: the role of process Conformance. Organization Science. Vol 19 (1) pg 56-68.
 Kacmar, K. M., Andrews, M. C., Van Rooy, D. L., Steilberg, R. C., & Cerrone, S. (2006). Sure everyone can be replaced . . . but at what cost? Turnover as a predictor of unit-level performance. Academy of Management Journal, 49, 133-144.
 Prodromos D. Chatzoglou, P. D, Vraimaki, E., Komsiou, E., Polychrou E, and Diamantidis, A.D. Factors Affecting Accountants’ Job Satisfaction and Turnover Intentions: A Structural Equation Model 8thInternational Conference on Enterprise Systems, Accounting and Logistics (8th ICESAL 2011) 11-12 July 2011, Thassos Island, Greece.
 Alexandrov, A., Babakus, E., &Yavas, U. (2007). The Effects of perceived management concern for frontline employees and customers on turnover intention: moderating role of employment status. Journal of Service Research, 9(4), 356–371. doi:10.1177/1094670507299378.
 Cohen, A., & Golan, R. (2007). Predicting absenteeism and turnover intentions by past absenteeism and work attitudes. Career Development International, 12(5), 416-432.
 Griffeth, R., Steel, R., Allen, D., & Bryan, N. (2005). The development of a multidimensional measure of job market cognitions: The employment opportunity index (EOI). Journal of Applied Psychology, 90, 335-349.
 Steel, R. P. (2002). Turnover theory at the empirical interface: Problems of fit and function. Academy of Management Review, 27, 346-360.
 Cho, S., Cheong, K., & Kim, K. (2009). A Psychological Contract Breach and Turnover Intention of Telemarketers in South Korea. Journal of Business and Policy Research, 4(1), 66–78.
 Tuzun, I. K., & Kalemci, R. A. (2012). Organizational and supervisory support in relation to employee turnover intention. Journal of Managerial Psychology, 27(5), 518–534. doi:10.1108/02683941211235418.
 Kerr, V.O. (2005). Influence of perceived organizational support, organizational commitment, and professional commitment on turnover intention of healthcare professionals in Jamaica. Nova Southeastern University. H. Wayne Huizenga Graduate School of Business and Entrepreneurship.
 Ajzen, I., and Fishbein, M. 2005. “The Influence of Attitudes on Behavior,” in The Handbook of Attitudes, D. Albarracín, B. T. Johnson, and M. P. Zanna (eds.), Mahwah, NJ: Erlbaum, pp. 173-221.
 Ajzen, I. 1991. The Theory of Planned Behavior. Organizational Behavior and Human Decision Processes (50:2), pp. 179-211.
 Bandura, A. (2001). Social cognitive theory: An agentic perspective. In S. T. Fiske (Ed.), Annual review of psychology (Vol. 52, pp. 1–26). Palo Alto: Annual Reviews, Inc.
 Gilbert, J. and Li-Ping Tang, T. (1998), An examination of organizational trust antecedents, Public Personnel Management, Vol. 27 No. 3, pp. 321-338.
 Yilmaz, A. and Atalay, C. (2009), A theoretical analysis on the concept of trust in organizational life. European Journal of Social Sciences, Vol. 8 No. 2, pp. 341-352.
 Lin HF. Understanding behavioral intention to participate in virtual communities. Cyber Psychology & Behavior 2006; 9:540–7.
 McAllister, D. J. (1995). Affect and cognition based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24–59. doi:10.2307/256727.
 Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628.
 Costigan, R. D., Insinga, R. C., Berman, J. J., Kranas, G., & Kureshov, V. A. (2011). Revisiting the relationship of supervisor trust and CEO trust to turnover intention: A three-country comparative study. Journal of World Business, 46(1), 74–83.
 Haibo, Y., Liluo, F., Wenquan, L., & Xiaoming, Z. (2007). Effects of organizational trust on individual attitudes, turnover intentions and organizational financial performance of Chinese companies. Acta Psychologica Sinica, 39(2), 311-320.
 Al-Sakarnah, B., & Alhawary F. A (2009). Unraveling the relationship between employees’ perception to organization and turnover intentions: Exploring the mediating effects of trust to organization. International Journal of Business and Management, 4(10), 177-183.
 McLeary, C. N., & Cruise, P. A., (2015). A context-specific model of organizational trust. Cross Cultural Management, 22(2), 297-320. http://dx.doi.org/10.1108/CCM-11-2013-0180.
 Mayer, R. C., Davis, J. H., & Schoorman, F. D. (2008). Integrative model of organizational trust. Management, 20(3), 709–734.
 Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). Editor’s forum - an integrative model of organizational trust: Past, present and future. Academy of Management Review, 32(2), 344-354. doi: 10.5465/AMR.2007.24348410.
 Kelloway, E. K., Gottlieb, B. H., & Barham, L. (1999). The source, nature, and direction of work and family conflict: A longitudinal investigation. Journal of Occupational Health Psychology, 4, 337–346.
 Lowry, P. B., & Gaskin, J., (2014), Partial Least Squares (PLS) Structural Equation Modelling (SEM) for Building and Testing Behavioral Causal Theory: When to Choose it and How to Use it. IEEE Transactions on Professional Communication, Vol 57, (2), pg 123-146.
 Tan, H. H. and Chee, D. (2005), “Understanding interpersonal trust in a Confucian-influenced society: an exploratory study”, International Journal of Cross-cultural Management, Vol. 5 No. 2, pp. 197-212.
 Wasti, S. A., Tan, H. H. and Erdil, S. E. (2011), “Antecedents of trust across foci: a comparative study of Turkey and China”, Management and Organization Review, Vol. 7 No. 2, pp. 279-302.
 More, K. V. and Tzafrir, S. S. (2009), “The role of trust in core team employees: a three-nation study”, Cross Cultural Management: An International Journal, Vol. 16 No. 4, pp. 410-433.
 Berg, T. R. (1991). The importance of equity perception and job satisfaction in predicting employee intent to stay at television stations. Group and Organization Studies, 16(3), 268-284.
 Chiu, R., & Francesco, K. A. M. (2003). Dispositional traits and turnover intention: examining the mediating role of job satisfaction and affective commitment. International Journal of Manpower, 24(3), 284-299.
 Guper, M. (1999). To be or not to be? A study of employee turnover. Journal of Organizational Behavior, 34, 23-39.
 Trimble, D. E. (2006). Organizational commitment, job satisfaction, and turnover intention of missionaries. Journal of Psychology and Theology, 34(4), 349-360.