Doc, Docx, Pdf, Wps, Rtf Essay

2124 words - 9 pages

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 ...view middle of the document...

Mobley (1982), on the other hand classes the
causes and correlates of turnover into a simple model, which presents the
determinants into external economy, organizational variables and individual
Dr. Sharan Kaur, Graduate School of Business, University of Malaya email:
Hong & Kaur 2
Liew Chai Hong, Graduate School of Business, University of Malaya email:
This study on employee’s intention to leave, however, is zooming in at the
organizational and individual levels. One of the organizational variables used is
organizational climate which potentially correlates to turnover while employees’
personality is selected in this study as a moderating variable associated to intention
to leave. Employees tend to leave organizations that endure unfavorable
organizational culture. However, organizational culture is something cemented to the
organizations and it is not easy to change. Implementing employee retention
strategies by changing organizational culture could be time-consuming and it would
not probably show significant results in the short term. The process is further
complicated by various types of employees’ personalities that resist changes. On the
other hand, it would be easier for an organization to improve the organizational
climate that share personalities of the employees which consequently will change the
overall impression and perception of employees towards their work. Over time,
positive organizational culture could be developed and changed based on the
stretched norms and assumptions.
It is hoped that this study will shed some light for organizations that encounter high
turnover rates resulting from unfavorable organizational climate. Knowing more
about why people intent to leave is important to develop general guidelines to
improve the relevant organizational climate factors that are considered short-coming
in the organizations.
2. Literature Review
Turnover is defined as the cessation of membership in an organization by an
individual and their movement out of an organization. Voluntary and involuntary
turnover are commonly distinguished. Voluntary turnover is individual movement
across the membership boundary of a social system initiated by the individual while
involuntary turnover is movement not initiated by the individual, probably by the
organization (Price, 1977; Mobley, 1982; Reggio, 2003). Even though turnover is
most frequently thought of in terms of negative organizational consequences, the
movement of employees in and out of an organization is however able to revitalize
an organization. The most obvious positive consequence is replacement of better
performers in the organizations. When turnover occurs, it creates opportunities for
replacement which subsequently brings with innovation, new ideas and approaches,
contributing to organizational effectiveness via change. Turnover may also be able to
reduce cost by eliminating or merging vacant...

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