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研究生： 查可娃
Chakubva, Elizabeth
論文名稱： Antecedents of Employee Turnover Intention: a Case of Small and Medium Enterprises in Zimbabwe
Antecedents of Employee Turnover Intention: a Case of Small and Medium Enterprises in Zimbabwe
指導教授： Alan Webb
Alan Webb
學位類別： 碩士
Master
系所名稱： 管理學院 - 國際經營管理研究所碩士班
Institute of International Management (IIMBA--Master)
論文出版年： 2010
畢業學年度： 99
語文別： 英文
論文頁數： 103
外文關鍵詞： Employee perception of organizational politics, Employee perception of equity, Organizational commitment, Turnover intention, Organizational performance, Family business connections and Socio-economic instability
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    • The motivation of this study was to investigate and explore the impact of employee perception of organizational politics, employee perception of equity, organizational commitment, family business connections, organizational performance and socio-economic instability on turnover intention in Zimbabwean Small and Medium Enterprises (SMEs). This study provides advice and help on how SMEs managers can retain their employees since there is high turnover intention in Zimbabwean SMEs. It has both practical and theoretical implications to both policy makers in the government and the SME owners based on the empirical evidence obtained. The applicability of justice judgement theory teaches SME owners or managers to indulge in good human resources management practices to retain employees. The study reaches the following conclusion that: (1) Employee perception of organizational politics has influence on employee perception of equity, organizational commitment and turnover intention, (2) Employee perception of equity has influence on organizational commitment and turnover intention, (3) There is no significant influence of organizational performance, family business connections and socio-economic instability on turnover intention. All in all six hypotheses are supported and three are not supported.

    TABLE OF CONTENTS ACKNOWLEDGEMENTS I ABSTRACT II TABLE OF CONTENTS III LIST OF TABLES VII LIST OF FIGURES VIII CHAPTER ONE INTRODUCTION 1 1.1 Research Background and Statement of the Problem. 1 1.2 Research Gaps and Objectives. 3 1.3 Importance and Research Procedures of the Study. 5 1.4 Research Structure. 7 CHAPTER TWO LITERATURE REVIEW 9 2.1 Theoretical Background and Definition of Constructs. 9 2.1.1 Justice Judgement Theory. 9 2.1.2 Employee Perception of Equity (POE). 13 2.1.3 Perceptions of Organizational Politics (POP). 15 2.1.4 Organizational Commitment. 18 2.1.5 Employee Turnover Intention. 22 2.1.6 Organizational Performance. 25 2.1.7 Family Business Connections. 27 2.1.8 Socio-economic Instability. 29 2.1.9 Control Variables. 31 2.2 Hypotheses Development. 33 2.2.1 The Research Model. 34 2.2.2 Relationship between Employee POP and OC. 34 2.2.3 Relationship between Employee POE and OC. 35 2.2.4 Relationship between Employee POP and Turnover Intention. 36 2.2.5 Relationship between Employee POE and Turnover Intention. 36 2.2.6 Relationship between Employee OC and Turnover Intention. 37 2.2.7 Relationship between Organizational Performance and Turnover Intention. 38 2.2.8 Relationship between Family Business Connections and Turnover Intention. 38 2.2.9 Relationship between Socio-economic Instability and Turnover Intention. 39 2.2.10 Relationship between Employee Perception of Organizational Politics and Employee Perception of Equity. 40 CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 42 3.1 The Construct Measurement Procedures. 42 3.1.1 Research Context. 42 3.1.2 Sampling Design. 43 3.1.3 Sampling Plan. 43 3.2 Questionnaire Design. 44 3.2.1 Employee Perception of Organizational Politics (POP). 44 3.2.2 Employee Perception of Equity (POE). 45 3.2.3 Employee Organizational Commitment. 46 3.2.4 Turnover Intention. 47 3.2.5 Job Performance. 47 3.2.6 Family Business Connections. 48 3.2.7 Socio-economic Instability. 49 3.2.8 The Profile of Respondents. 49 3.4 Data Analysis Methods. 50 3.4.1 Purification and Reliability of Measurement Variables. 50 3.4.2 Confirmatory Factor Analysis. 50 3.4.3 Item- to-total-correlation. 50 3.4.4 Internal Consistency Analysis. 51 3.4.5 Structural Equation Modeling (SEM). 51 CHAPTER FOUR 52 EMPIRICAL RESULTS 52 4.1 Descriptive Data Analysis. 52 4.1.1 Sample Description. 53 4.2 Factor Analysis. 55 4.2.1 Factor Analysis and Reliability Test Results. 55 4.2.2 Employee Perception of Organizational Politics (POP). 56 4.2.3 Employee Perception of Equity (POE). 57 4.2.4 Organizational Commitment (OC). 58 4.2.5 Turnover Intention (TN). 59 4.2.6 Organizational Performance (OP). 60 4.2.7 Family Business Connections. 61 4.2.8 Socio-economic Instability. 62 4.3 Confirmatory Factor Analysis (CFA). 63 4.4. Structural Equation Modeling (SEM). 69 4.4.1 Interpretation of the Results. 70 4.4.2 The Result of the Hypotheses. 74 CHAPTER FIVE 76 CONCLUSIONS AND RECOMMENDATIONS 76 5.1 Research Conclusions. 76 5.2 Overall Conclusion and the Discussion of the results. 77 5.3 Implications for Academic and Management Practice. 82 5.4 Limitations and Suggestions for Future Research. 84 5.5 Overall Contribution of the Thesis. 86 REFERENCES 89 APPENDICES A: SURVEY QUESTIONNAIRE 96

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