Explaining turnover intention with organizational identification, perceived organizational support, protean career approach, and the mediating role of opganizational commitment a study of lecturers in viet nam

MINISTRY OF EDUCATION AND TRAINING t to UNIVERSITY OF ECONOMICS, HO CHI MINH CITY ng hi ep w n Nguyễn Thị Hải Thúy lo ad ju y th yi pl ua al EXPLAINING TURNOVER INTENTION n WITH ORGANIZATIONAL IDENTIFICATION, va n PERCEIVED ORGANIZATIONAL SUPPORT, fu ll PROTEAN CAREER APPROACH AND THE MEDIATING m oi ROLE OF ORGANIZATIONAL COMMITMENT at nh z z k jm ht vb om l.c gm MASTER THESIS an Lu n va ey t re Ho Chi Minh City, 2012 MINISTRY OF EDUCATION AND TRAINING t to UNIVERSITY OF ECONOMICS, HO CHI MINH CITY ng hi ep w n Nguyễn Thị Hải Thúy lo ad ju y th yi EXPLAINING TURNOVER INTENTION pl ua al WITH ORGANIZATIONAL IDENTIFICATION, n PERCEIVED ORGANIZATIONAL SUPPORT, va n PROTEAN CAREER APPROACH, AND THE MEDIATING fu ll ROLE OF ORGANIZATIONAL COMMITMENT – m oi A STUDY OF LECTURERS IN VIET NAM at nh z z Major: Business Administration k jm ht vb Code: 60.34.01.02 om l.c gm MASTER THESIS an Lu n va Supervisor: Dr Phạm Quốc Hùng ey t re Ho Chi Minh City, 2012 ACKNOWLEDGEMENT t to I would like to express my deepest appreciation and gratitude to my ng hi Supervisor, Dr Pham Quoc Hung, a highly responsible and greatly respectable ep scholar, who has given me much support, guidance, and encouragement throughout my graduation study This research study could not have been completed without w n his surprising expertise, valuable insights, tactful guidance, timely constructive lo ad feedback, and unbelievable attention to detail Dr Pham Quoc Hung has been a ju y th wonderful model for me to follow as an advisor, scholar, and a human being I cannot thank him enough for always being there to contact, remind and motivate me yi pl when I lost hope and strength al ua I would like to offer my heart-felt thanks to Dr Tran Ha Minh Quan, who n has been a whole-hearted and thoughtful watcher of my eMBA19, for his moral va n support and timely encouragement at every stage of the study process fu ll I am deeply thankful and grateful to my parents-in-law, Le Van Ninh and m oi Nguyen Thi Kim Lien, for their ongoing support and encouragement, empathy and nh sympathy to the completion of my graduation study My master course could not at z have been finished without their support and encouragement They always help me z jm master course ht vb with the housework and childcare so that I could whole-heartedly invest in my k I would like to send my endless love and gratitude to my parents, Nguyen gm Dang Dien and Tran Thi Dung, for their inspiration, reminder and even urge during om l.c my life of study I am very fortunate to have my husband, a partner and also a friend, Le Viet an Lu Hung, whose unconditional love kept me alive throughout my master study His gives me the true understanding of my presence in life ey Fifa, to inspire me and give me a great perspective in life It is their presence that t re Finally, I am extremely blessed to have my two daughter and son, Gato and n data collection and development of the survey va love enriches my life beyond imagination I truly thank him for his help with the ABSTRACT t to The primary purpose of the present study is to develop and test a model that ng hi examines the turnover intention of lecturers through the influence of Organizational ep Identification, Perceived Organizational Support, Protean Career Approach and the mediating effect of Organizational Commitment Based on the previous research w n frameworks, the study tests positive or negative link of various factors on turnover lo ad intention of lecturers Moreover, the current study introduces a mediator – ju y th Organizational Commitment – as a variable that plays an important role in governing the relationships between the independent variables and the dependent yi pl variable al ua The data for the study was gathered from 300 currently employed lecturers in n Viet Nam As hypothesized, the research model was proved to be reliable for further va n testing The results also indicate that these various factors all contribute to some fu ll extent to turnover intention of lecturers Especially, the mediator, Organizational m oi Commitment, was proved to significantly influence the relationships of at nh Organizational Identification – Turnover Intention, Perceived Organizational z Support – Turnover Intention, and Protean Career Approach – Turnover Intention z vb Finally, the findings of the study are targeted at providing university jm ht management an insight into the various factors that feed into lecturers’ turnover k intention with the hope that this can help them measure lecturers’ turnover intention om l.c gm for better retention of this highly-qualified assets an Lu n va ey t re TABLE OF CONTENTS t to List of Figures ng hi List of Tables ep List of Abbreviations Chapter 1: Introduction w n 1.1 Research background lo ad 1.2 Research objective ju y th 1.3 Scope and research methodology .3 1.4 Structure of the research .4 yi pl Summary for Chapter al ua Chapter 2: Review of the literature .6 n 2.1 Turnover Intention va n 2.2 Organizational Identification fu ll 2.3 Perceived Organizational Support .10 m oi 2.4 Protean Career Approach 12 nh 2.5 Organizational Commitment .15 at z 2.6 Organizational Identification and Turnover Intention 19 z ht vb 2.7 Perceived Organizational Support and Turnover Intention 19 jm 2.8 Protean Career Approach and Turnover Intention 20 k 2.9 Organizational Commitment and Turnover Intention .21 gm 2.10 Organizational Identification and Organizational Commitment 21 l.c 2.11 Perceived Organizational Support and Organizational Commitment 22 om 2.12 Protean Career Approach and Organizational Commitment 23 an Lu 2.13 Hypothesized research model 24 3.2.1 Turnover Intention 29 ey 3.2 Questionnaire development .29 t re 3.1 Research design .27 n Chapter 3: Methodology .27 va Summary for Chapter 3.2.2 Organizational Identification 29 t to 3.2.3 Perceived Organizational Support 29 ng 3.2.4 Protean Career Approach .30 hi ep 3.2.5 Organizational Commitment 30 3.3 Translation of the Questionnaire 32 w n 3.4 The pilot study 34 lo ad 3.5 Target population .35 y th 3.6 Sample size .36 ju 3.7 Sample characteristics 36 yi pl 3.8 Selecting the sample and collecting data 37 ua al 3.9 Methods of data analysis 38 n 3.9.1 Data screening 38 va n 3.9.2 Reliability 39 fu ll 3.9.3 Confirmatory factor analysis 40 m oi 3.9.4 Multiple regressions .43 at nh 3.9.5 Testing mediation relationship 45 Summary for Chapter z z Chapter 4: Data Analysis 47 vb jm ht 4.1 Data cleaning 47 4.2 Profiles of qualified respondents 47 k l.c gm 4.3 Normality check .48 4.4 Reliability of the measurements .48 om 4.5 Confirmatory factor analysis 49 Organizational Support, Protean Career Approach and an Lu 4.5.1 Confirmatory factor analysis for Organizational Identification, Perceived Turnover ey 4.7 Hypothesis testing .60 t re 4.6 Correlation analysis 57 n 4.5.2 Confirmatory factor analysis for Organizational Commitment 53 va Intention 49 4.7.1 Effects of Organizational Identification, Perceived Organizational Support, t to Protean Career Approach on Organizational Commitment (H1) .60 ng 4.7.2 Effects of Organizational Identification, Perceived Organizational Support, hi ep Protean Career Approach, Organizational Commitment on Turnover Intention (H2) .62 w n 4.7.3 The mediating effect of Organizational Commitment on Organizational lo Identification – Turnover Intention, Perceived Organizational Support – Turnover ad y th Intention, and Protean Career Approach – Turnover Intention relationships (H3) ju .63 yi pl Summary of Chapter ua al Chapter 5: Discussion 71 n 5.1 Discussions of findings .71 va n 5.2 Practical implications 77 fu ll 5.3 Contribution of the current study 78 m oi 5.4 Limitations and Future research , 79 at REFERENCES nh Summary of Chapter z z APPENDIX A: English & Vietnamese Questionnaire vb APPENDIX C: Assessment of Normality k jm ht APPENDIX B: Socio-Demographic Characteristics of the Qualified Samples l.c gm APPENDIX D: Reliability Test APPENDIX E: Standardized Regression Weights & Squared Multiple Correlations om APPENDIX F: Multiple Regressions for Hypotheses Testing an Lu n va ey t re LIST OF FIGURES t to Figure Description Page ng hi Figure 2-1 The three components of Organizational Commitment 18 ep (Affective, Continuance, Normative) based on Meyer & Allen (1991) w 25 n Figure 2-2 Hypothesized Research Model lo 28 ad Figure 3-1 The research process y th Figure 3-2 Mediating relationship 45 ju 51 Figure 4-2 Modified first-order 20-item CFA Model 52 yi Figure 4-1 Hypothesized first-order 24-item CFA Model pl al 55 n ua Figure 4-3 Hypothesized first-order 18-item CFA Model 56 n va Figure 4-4 Modified first-order 11-item CFA Model ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re LIST OF TABLES t to Table Description Page ng hi ep Description of Scales adopted in the study 33 Table 3-2 Demographic characteristic questions and range of responses 33 Table 3-3 Desired range of values for a good fit 41 Summary of Cronbach Alpha measures across variables 49 Assessing Fit Indices - Confirmatory factor analysis for 50 w Table 3-1 n Table 4-1 lo ad Table 4-2 y th Organizational Identification, Perceived Organizational ju yi Support, Protean Career Approach and Turnover Intention Assessing Fit Indices - Confirmatory factor analysis for 54 pl Table 4-3 al n ua Organizational Commitment Correlation analysis 59 Table 4-5 Model Summary, ANOVA & Coefficients - The mediating 66 n va Table 4-4 fu ll effect of Affective Commitment m Model Summary, ANOVA & Coefficients - The mediating 68 oi Table 4-6 nh effect of Normative Commitment at Research Purposes, Hypotheses and Results 71 z Table 5-1 z k jm ht vb om l.c gm an Lu n va ey t re LIST OF ABBREVIATIONS t to ng hi ep w n lo ad Variables Description OI Organizational Identification POS Perceived Organizational Support PCA Protean Career Approach AC Affective Commitment CC Continuance Commitment NC Normative Commitment OC Organizational Commitment TIN Turnover Intention ju y th No yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re