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 oi m ROLE OF ORGANIZATIONAL COMMITMENT at nh z z j ht vb k m gm m co l MASTER THESIS an Lu n va y te 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 – oi m A STUDY OF LECTURERS IN VIET NAM at nh z z Major: Business Administration j ht vb Code: 60.34.01.02 k m gm m co l MASTER THESIS an Lu n va Supervisor: Dr Phạm Quốc Hùng y te 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 oi m 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 master course j ht vb with the housework and childcare so that I could whole-heartedly invest in my m 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 m co l 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 y Fifa, to inspire me and give me a great perspective in life It is their presence that te 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 oi m 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 j ht management an insight into the various factors that feed into lecturers’ turnover m k intention with the hope that this can help them measure lecturers’ turnover intention gm for better retention of this highly-qualified assets m co l an Lu n va y te 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 oi m 2.4 Protean Career Approach 12 nh 2.5 Organizational Commitment .15 at z 2.6 Organizational Identification and Turnover Intention 19 z j ht vb 2.7 Perceived Organizational Support and Turnover Intention 19 2.8 Protean Career Approach and Turnover Intention 20 m k 2.9 Organizational Commitment and Turnover Intention .21 gm 2.10 Organizational Identification and Organizational Commitment 21 l m co 2.11 Perceived Organizational Support and Organizational Commitment 22 2.12 Protean Career Approach and Organizational Commitment 23 an Lu 2.13 Hypothesized research model 24 3.2.1 Turnover Intention 29 y 3.2 Questionnaire development .29 te 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 oi m 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 j ht 4.1 Data cleaning 47 k m 4.2 Profiles of qualified respondents 47 gm 4.3 Normality check .48 l 4.4 Reliability of the measurements .48 m co 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 y 4.7 Hypothesis testing .60 te 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 oi m 5.4 Limitations and Future research , 79 at REFERENCES nh Summary of Chapter z z APPENDIX A: English & Vietnamese Questionnaire vb j ht APPENDIX B: Socio-Demographic Characteristics of the Qualified Samples k m APPENDIX C: Assessment of Normality gm APPENDIX D: Reliability Test l APPENDIX E: Standardized Regression Weights & Squared Multiple Correlations m co APPENDIX F: Multiple Regressions for Hypotheses Testing an Lu n va y te re 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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 j ht vb k m gm m co l an Lu n va y te re 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 Appendix D – 7: Reliability Test for Turnover Intention t to Reliability Statistics ng Cronbach's hi ep Alpha N of Items 892 w n Item-Total Statistics lo ad y th n ua al C42 pl C41 yi C40 Item Deleted ju C38 Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted Scale Mean if Scale Variance if Item Deleted 9.70 28.793 860 824 9.30 33.170 710 881 8.57 30.481 670 890 9.63 27.539 829 835 n va ll fu oi m at nh z z j ht vb k m gm m co l an Lu n va y te re 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 APPENDIX E t to STANDARDIZED REGRESSION WEIGHTS ng hi & SQUARED MULTIPLE CORRELATIONS ep Confirmatory factor analysis for Organizational Identification, Perceived Organizational Support, Protean Career Approach and Turnover Intention Appendix E – 2: Squared Multiple n w Appendix E – 1: Standardized lo Correlations ad Regression Weights y th yi pl n ua n va ll fu oi m at nh z z vb k gm Estimate 869 637 591 787 504 716 764 764 647 840 516 532 614 511 608 542 594 562 512 559 771 712 715 856 657 654 742 557 760 743 523 m co l an Lu n va c38 c40 c41 c42 c26 c27 c28 c29 c30 c19 c20 c21 c14 c16 c18 c32 c33 c35 c37 c1 c2 c3 c4 c5 c6 c7 c8 c9 c10 c11 c12 m Estimate 651 862 872 747 861 808 811 925 845 844 878 678 642 680 628 665 780 715 783 657 719 916 804 874 874 846 636 887 701 798 932 j ht OI OI OI OI OI OI POS POS POS POS POS POS PCA PCA PCA PCA AC AC AC CC CC CC NC NC NC NC NC TIN TIN TIN TIN al < < < < < < < < < < < < < < < < < < < < < < < < < < < < < < < - ju c12 c11 c10 c9 c8 c7 c6 c5 c4 c3 c2 c1 c37 c35 c33 c32 c18 c16 c14 c21 c20 c19 c30 c29 c28 c27 c26 c42 c41 c40 c38 y te re 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 Confirmatory factor analysis for Organizational Commitment t to Appendix E – 4: Squared Multiple Regression Weights Correlations ng Appendix E – 3: Standardized hi ep n w lo ad AC AC AC CC CC CC NC NC NC NC NC ju y th < < < < < < < < < < < - yi Estimate 806 687 786 663 736 899 869 863 644 872 791 Estimate 625 760 515 744 755 809 541 540 617 572 649 c30 c29 c26 c27 c28 c19 c20 c21 c14 c16 c18 pl c18 c16 c14 c21 c20 c19 c28 c27 c26 c29 c30 n ua al n va ll fu oi m at nh z z j ht vb k m gm m co l an Lu n va y te re 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 APPENDIX F t to MULTIPLE REGRESSION FOR HYPOTHESES TESTINGS ng hi Appendix F - 1: Effects of Organizational Identification, ep Perceived Organizational Support, and Protean Career Approach on Affective Commitment w n Model Summary lo ad Model R2 R Adjusted R2 Std Error 224a 050 023 1.53726 b 736 725 81609 ju y th of the Estimate yi 858 pl ANOVA ua al Model Sum of df Mean n Squares 4.306 Residual 489.177 207 2.363 Total 515.011 Regression 379.146 oi m Residual 135.866 204 Total 515.011 213 1.822 096a 63.253 000b ll fu 25.834 n Regression Sig Square va F 213 42.127 at nh 666 z z COEFFICIENTS vb Model Predictor Education Working years Tenure OI 10 024 008 914 076 024 051 266 084 022 116 158 -.170 -.054 509 -.137 -.043 317 219 075 346 131 045 288 -.035 -.157 270 -.017 -.076 317 002 - 007 - 943 - -.026 -.079 131 650 594 000 POS - - - 326 311 000 PCA - - - -.196 -.128 001 l 513 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: AC y Marital Status 498 te re 434 n Age 3.171 va 003 Sig an Lu Sex Beta m co B gm (Constant) Sig k Beta m B j ht Model No 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 Appendix F - 2: Effects of Organizational Identification, t to Perceived Organizational Support, and Protean Career Approach ng on Continuance Commitment hi ep Model Summary Model R2 R Adjusted R2 Std Error n w of the Estimate lo ad 162a 026 002 1.64794 a 625 608 1.03056 790 y th ANOVA ju Model Sum of yi 2.518 Residual 562.152 207 2.716 577.259 213 360.601 40.067 1.062 n ua 15.107 va Total n Regression F Sig .927 476a 26.071 000b Square al Regression Mean Squares pl df 216.657 fu 204 Total 577.259 213 ll Residual oi m z Predictor z Model at Model No nh COEFFICIENTS Marital Status Education Working years Tenure OI 10 157 -.040 578 -.083 -.025 572 029 143 357 000 000 993 -.156 -.047 571 -.138 -.041 157 050 529 043 014 784 -.012 -.053 714 010 042 643 -.003 - -.008 - 937 - -.033 -.095 127 497 429 000 POS - - - 474 427 000 PCA - - - -.140 -.086 048 k -.130 l 423 Dependent Variable: CC y b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA te re a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure n 1.147 va Age 001 an Lu 3.969 Sig m co Sex Beta gm B m (Constant) Sig j ht Beta vb B 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 Appendix F - 3: Effects of Organizational Identification, t to Perceived Organizational Support, and Protean Career Approach ng on Normative Commitment hi ep Model Summary Model R2 R Adjusted R2 Std Error n w of the Estimate lo ad 181a 033 005 1.55853 a 718 706 84742 847 y th ANOVA ju Model Sum of yi ua al Regression Residual 17.005 2.834 502.806 207 2.429 519.811 213 373.315 41.479 204 718 n Regression fu 146.496 Total 519.811 Sig 1.167 325a 57.761 000b ll Residual F Square va n Total Mean Squares pl df oi m 213 z No Model at Model nh COEFFICIENTS Predictor z Marital Status Education Working years Tenure OI 10 217 -.127 -.041 566 -.095 -.030 051 267 086 020 103 183 058 482 190 060 138 047 559 022 008 863 -.023 -.101 480 -.003 -.012 878 -.011 - -.033 - 732 - -.037 -.112 037 521 474 000 POS - - - 469 446 000 PCA - - - -.023 -.015 689 k 432 225 l 180 Dependent Variable: NC y b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA te re a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure n -.821 va Age 013 an Lu 2.652 Sig m co Sex B gm Sig m (Constant) Beta j ht Beta vb B 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 Appendix F - 4: Effects of Organizational Identification, Perceived t to Organizational Support, and Protean Career Approach on Turnover Intention ng Model Summary hi ep Model R2 R Adjusted Std Error n w 175a 031 002 1.791 b 592 574 1.170 lo 770 ad ANOVA Mean Square F Sig Regression 20.918 3.486 1.086 372a 664.297 207 3.209 685.215 213 405.861 45.096 32.931 000b 279.354 204 1.369 va 213 ju df yi y th Sum of Squares Residual pl Regression Residual 685.215 n Total n ua al Total of the Estimate Model R ll fu oi m COEFFICIENTS Model Predictor B Beta Sig at nh No Model B Beta Sig z Marital Status Education 000 -.050 481 -.256 -.072 124 -.055 -.250 108 -.029 -.131 199 301 083 315 243 067 214 -.014 -.004 960 059 018 033 127 378 013 051 587 022 - 060 - 541 - 056 148 053 -.724 -.573 000 -.259 -.214 001 393 223 000 Working years OI POS - - - 10 PCA - - - y Dependent Variable: TIN te re b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA n a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure va Tenure an Lu 738 m co -.179 l 6.298 gm Age 000 k 4.410 m Sex j ht vb (Constant) z 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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 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.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.turnover.intention.with.organizational.identification perceived.organizational.support protean.career.approach and.the.mediating.role.of.opganizational.commitment.a.study.of.lecturers.in.viet.namExplaining.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