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International Review of Business Research Papers

Vol. 4 No.3 June 2008 Pp.1-10

A Relationship between Organizational Climate, Employee

Personality and Intention to Leave

Liew Chai Hong and Sharan Kaur

This study aimed to examine the relationship between organizational

climate, employee personality and their intention to leave an

organization in the Malaysian context. Four organizational climate

dimensions were chosen for this study, i.e. structure, responsibility,

rewards and support. Dominance and sociability were the personality

dimensions chosen and its moderating effects were on the relationship

between organizational climate and intention to leave. Study results

revealed that organizational climate has a significant association with

employees’ intention to leave. All the four organizational climate

dimensions had significant negative correlations with employees’

intention to leave. Meanwhile, both the dominance and sociability

personalities were found significantly moderating the relationship

between organizational climate and employees’ intention to leave. This

study was therefore able to prove the hypotheses proposed and

provide support to the existing theories.

Field of Research: Human Resource Management

1. Introduction

Retaining valuable employees is one of the important issues for competitive

organizations today as employees are the most valuable assets in any company. It is

usually in a company’s best interest to put its energy in retaining the quality

employees that they already have, and not recruiting them. However, increasing

employee turnover has been a trend in many organizations today and the issue of

staff retention has continued to plague organizations in Malaysia.

Intention to leave and actual turnover are often highly correlated. For this reason,

researchers often use intent to leave as a proxy for turnover. Price (1977) developed

a model of turnover which proposes that intention to leave is influenced by...