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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...