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 UNIVERSITY OF ECONOMICS, HO CHI MINH CITY Nguyễn Thị Hải Thúy EXPLAINING TURNOVER INTENTION WITH ORGANIZATIONAL IDENTIFICATION, PERCEIVED ORGANIZATIONAL SUPPORT, PROTEAN CAREER APPROACH AND THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT MASTER THESIS Ho Chi Minh City, 2012 MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS, HO CHI MINH CITY Nguyễn Thị Hải Thúy EXPLAINING TURNOVER INTENTION WITH ORGANIZATIONAL IDENTIFICATION, PERCEIVED ORGANIZATIONAL SUPPORT, PROTEAN CAREER APPROACH, AND THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT – A STUDY OF LECTURERS IN VIET NAM Major: Business Administration Code: 60.34.01.02 MASTER THESIS Supervisor: Dr Phạm Quốc Hùng Ho Chi Minh City, 2012 ACKNOWLEDGEMENT I would like to express my deepest appreciation and gratitude to my Supervisor, Dr Pham Quoc Hung, a highly responsible and greatly respectable scholar, who has given me much support, guidance, and encouragement throughout my graduation study This research study could not have been completed without his surprising expertise, valuable insights, tactful guidance, timely constructive feedback, and unbelievable attention to detail Dr Pham Quoc Hung has been a 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 when I lost hope and strength I would like to offer my heart-felt thanks to Dr Tran Ha Minh Quan, who has been a whole-hearted and thoughtful watcher of my eMBA19, for his moral support and timely encouragement at every stage of the study process I am deeply thankful and grateful to my parents-in-law, Le Van Ninh and Nguyen Thi Kim Lien, for their ongoing support and encouragement, empathy and sympathy to the completion of my graduation study My master course could not have been finished without their support and encouragement They always help me with the housework and childcare so that I could whole-heartedly invest in my master course I would like to send my endless love and gratitude to my parents, Nguyen Dang Dien and Tran Thi Dung, for their inspiration, reminder and even urge during my life of study I am very fortunate to have my husband, a partner and also a friend, Le Viet Hung, whose unconditional love kept me alive throughout my master study His love enriches my life beyond imagination I truly thank him for his help with the data collection and development of the survey Finally, I am extremely blessed to have my two daughter and son, Gato and Fifa, to inspire me and give me a great perspective in life It is their presence that gives me the true understanding of my presence in life ABSTRACT The primary purpose of the present study is to develop and test a model that examines the turnover intention of lecturers through the influence of Organizational Identification, Perceived Organizational Support, Protean Career Approach and the mediating effect of Organizational Commitment Based on the previous research frameworks, the study tests positive or negative link of various factors on turnover intention of lecturers Moreover, the current study introduces a mediator – Organizational Commitment – as a variable that plays an important role in governing the relationships between the independent variables and the dependent variable The data for the study was gathered from 300 currently employed lecturers in Viet Nam As hypothesized, the research model was proved to be reliable for further testing The results also indicate that these various factors all contribute to some extent to turnover intention of lecturers Especially, the mediator, Organizational Commitment, was proved to significantly influence the relationships of Organizational Identification – Turnover Intention, Perceived Organizational Support – Turnover Intention, and Protean Career Approach – Turnover Intention Finally, the findings of the study are targeted at providing university management an insight into the various factors that feed into lecturers’ turnover intention with the hope that this can help them measure lecturers’ turnover intention for better retention of this highly-qualified assets TABLE OF CONTENTS List of Figures List of Tables List of Abbreviations Chapter 1: Introduction 1.1 Research background 1.2 Research objective 1.3 Scope and research methodology .3 1.4 Structure of the research .4 Summary for Chapter Chapter 2: Review of the literature .6 2.1 Turnover Intention 2.2 Organizational Identification 2.3 Perceived Organizational Support .10 2.4 Protean Career Approach 12 2.5 Organizational Commitment .15 2.6 Organizational Identification and Turnover Intention 19 2.7 Perceived Organizational Support and Turnover Intention 19 2.8 Protean Career Approach and Turnover Intention 20 2.9 Organizational Commitment and Turnover Intention .21 2.10 Organizational Identification and Organizational Commitment 21 2.11 Perceived Organizational Support and Organizational Commitment 22 2.12 Protean Career Approach and Organizational Commitment 23 2.13 Hypothesized research model 24 Summary for Chapter Chapter 3: Methodology .27 3.1 Research design .27 3.2 Questionnaire development .29 3.2.1 Turnover Intention 29 3.2.2 Organizational Identification 29 3.2.3 Perceived Organizational Support 29 3.2.4 Protean Career Approach .30 3.2.5 Organizational Commitment 30 3.3 Translation of the Questionnaire 32 3.4 The pilot study 34 3.5 Target population .35 3.6 Sample size .36 3.7 Sample characteristics 36 3.8 Selecting the sample and collecting data 37 3.9 Methods of data analysis 38 3.9.1 Data screening 38 3.9.2 Reliability 39 3.9.3 Confirmatory factor analysis 40 3.9.4 Multiple regressions .43 3.9.5 Testing mediation relationship 45 Summary for Chapter Chapter 4: Data Analysis 47 4.1 Data cleaning 47 4.2 Profiles of qualified respondents 47 4.3 Normality check .48 4.4 Reliability of the measurements .48 4.5 Confirmatory factor analysis 49 4.5.1 Confirmatory factor analysis for Organizational Identification, Perceived Organizational Support, Protean Career Approach and Turnover Intention 49 4.5.2 Confirmatory factor analysis for Organizational Commitment 53 4.6 Correlation analysis 57 4.7 Hypothesis testing .60 4.7.1 Effects of Organizational Identification, Perceived Organizational Support, Protean Career Approach on Organizational Commitment (H1) .60 4.7.2 Effects of Organizational Identification, Perceived Organizational Support, Protean Career Approach, Organizational Commitment on Turnover Intention (H2) 62 4.7.3 The mediating effect of Organizational Commitment on Organizational Identification – Turnover Intention, Perceived Organizational Support – Turnover Intention, and Protean Career Approach – Turnover Intention relationships (H3) 63 Summary of Chapter Chapter 5: Discussion 71 5.1 Discussions of findings .71 5.2 Practical implications 77 5.3 Contribution of the current study 78 5.4 Limitations and Future research , 79 Summary of Chapter REFERENCES APPENDIX A: English & Vietnamese Questionnaire APPENDIX B: Socio-Demographic Characteristics of the Qualified Samples APPENDIX C: Assessment of Normality APPENDIX D: Reliability Test APPENDIX E: Standardized Regression Weights & Squared Multiple Correlations APPENDIX F: Multiple Regressions for Hypotheses Testing LIST OF FIGURES Figure Description Figure 2-1 The three components of Organizational Commitment Page 18 (Affective, Continuance, Normative) based on Meyer & Allen (1991) Figure 2-2 Hypothesized Research Model 25 Figure 3-1 The research process 28 Figure 3-2 Mediating relationship 45 Figure 4-1 Hypothesized first-order 24-item CFA Model 51 Figure 4-2 Modified first-order 20-item CFA Model 52 Figure 4-3 Hypothesized first-order 18-item CFA Model 55 Figure 4-4 Modified first-order 11-item CFA Model 56 LIST OF TABLES Table Description Page Table 3-1 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 Table 4-1 Summary of Cronbach Alpha measures across variables 49 Table 4-2 Assessing Fit Indices - Confirmatory factor analysis for 50 Organizational Identification, Perceived Organizational Support, Protean Career Approach and Turnover Intention Table 4-3 Assessing Fit Indices - Confirmatory factor analysis for 54 Organizational Commitment Table 4-4 Correlation analysis 59 Table 4-5 Model Summary, ANOVA & Coefficients - The mediating 66 effect of Affective Commitment Table 4-6 Model Summary, ANOVA & Coefficients - The mediating 68 effect of Normative Commitment Table 5-1 Research Purposes, Hypotheses and Results 71 LIST OF ABBREVIATIONS No 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 B Trước kết thúc bảng câu hỏi, xin Thầy/ Cô cho biết vài thông tin thân:  Nam  Nữ Tình trạng nhân:  Đã lập gia đình  Độc thân Học hàm:  Cử nhân  Thạc sĩ Giới tính: Tuổi: Số năm kinh nghiệm: _ Thâm niên công tác trường tại: CHÂN THÀNH CẢM ƠN SỰ HỢP TÁC CỦA QUÝ THẦY (CÔ)  Tiến sĩ APPENDIX B SOCIO-DEMOGRAPHIC CHARACTERISTICS OF THE QUALIFIED SAMPLES No Socio-demographic variables Percentage (%) Sex (n=214) - Male 111 51.9 - Female 103 48.1 Age (n=214) - 50 11 5.1 Marital status (n=214) - Married 126 58.9 - Unmarried 88 41.1 63 29.4 Highest level of completed education (n=214) Frequency - Bachelor 141 65.9 - Master 10 4.7 - Doctor Working years (n=214) - 20 years 17 7.9 Tenure at the current university (n=214) - 20 years 1.4 APPENDIX C ASSESSMENT OF NORMALITY No Variable Mean Std Deviation Skewness Kurtorsis C1 5.44 1.640 -.938 132 C2 4.09 1.840 -.168 -.951 C3 4.61 1.669 -.468 -.523 C4 3.97 1.695 -.131 -.785 C5 3.88 1.779 -.039 -.931 C6 4.06 1.720 -.095 -.888 C7 5.16 1.724 -.805 -.229 C8 5.21 1.725 -.868 -.124 C9 5.05 1.837 -.751 -.400 10 C10 5.38 1.628 -1.005 312 11 C11 5.64 1.550 -1.024 102 12 C12 5.19 1.716 -.768 -.405 13 C13 4.98 1.739 -.620 -.537 14 C14 4.41 1.752 -.385 -.655 15 C15 4.22 2.036 -.150 -1.181 16 C16 4.92 2.072 -.628 -.905 17 C17 4.55 2.124 -.389 -1.174 18 C18 5.00 1.705 -.650 -.458 19 C19 5.24 1.785 -.894 -.159 20 C20 4.52 1.976 -.325 -1.147 21 C21 4.30 2.015 -.266 -1.104 22 C22 3.69 1.858 095 -1.065 23 C23 4.00 1.788 -.141 -.798 24 C24 2.44 1.748 1.050 053 25 C25 4.20 1.998 -.123 -1.158 26 C26 4.34 1.854 -.172 -1.043 27 C27 4.31 1.894 -.161 -1.003 28 C28 4.63 1.700 -.305 -.689 29 C29 4.65 1.912 -.502 -.769 30 C30 4.23 1.879 -.263 -.927 31 C31 4.55 1.759 -.306 -.681 32 C32 5.68 1.330 -.938 244 33 C33 5.21 1.503 -.699 116 34 C34 4.85 1.457 -.198 -.377 35 C35 5.88 1.188 -1.016 865 36 C36 6.21 1.065 -1.630 3.070 No Variable Mean Std Deviation Skewness Kurtorsis 37 C37 5.74 1.366 -1.302 1.812 38 C38 2.70 2.017 969 -.334 39 C39 3.77 2.023 206 -1.160 40 C40 3.10 1.830 611 -.543 41 C41 3.83 2.190 082 -1.368 42 C42 2.77 2.197 928 -.643 APPENDIX D RELIABILITY TEST Appendix D – 1: Reliability Test for Organizational Identification Reliability Statistics Cronbach's Alpha N of Items 915 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C7 21.29 34.881 777 897 C8 21.23 34.349 809 891 C9 21.40 34.719 720 911 C10 21.07 35.291 814 890 C11 20.81 36.190 809 892 Appendix D – 2: Reliability Test for Perceived Organizational Support Reliability Statistics Cronbach's Alpha N of Items 934 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C2 16.52 37.678 837 916 C3 16.00 40.127 807 922 C4 16.64 39.706 814 920 C5 16.73 37.297 898 904 C6 16.55 40.258 767 929 Appendix D – 3: Reliability Test for Protean Career Approach Reliability Statistics Cronbach's Alpha N of Items 726 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C31 27.35 22.415 370 724 C32 26.21 23.503 496 678 C33 26.69 22.845 457 688 C34 27.05 24.251 369 714 C35 26.01 24.023 535 672 C37 26.15 22.178 593 649 Appendix D – 4: Reliability Test for Affective Commitment Reliability Statistics Cronbach's Alpha N of Items 879 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C13 23.10 59.169 740 850 C14 23.67 60.756 665 862 C15 23.86 58.600 617 870 C16 23.16 53.715 789 839 C17 23.53 55.574 691 858 C18 23.07 62.051 634 866 Appendix D – 5: Reliability Test for Continuance Commitment Reliability Statistics Cronbach's Alpha N of Items 816 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C19 12.51 22.890 679 752 C20 13.23 21.595 663 757 C21 13.45 21.075 678 750 C22 14.06 24.391 535 814 ppendix D – 6: Reliability Test for Normative Commitment Reliability Statistics Cronbach's Alpha N of Items 911 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C27 13.51 24.411 810 881 C28 13.20 26.018 821 879 C29 13.17 23.956 830 873 C30 13.60 25.575 739 906 Appendix D – 7: Reliability Test for Turnover Intention Reliability Statistics Cronbach's Alpha N of Items 892 Item-Total Statistics Scale Mean if Scale Variance if Item Deleted Item Deleted Corrected Item- Cronbach's Total Alpha if Item Correlation Deleted C38 9.70 28.793 860 824 C40 9.30 33.170 710 881 C41 8.57 30.481 670 890 C42 9.63 27.539 829 835 APPENDIX E STANDARDIZED REGRESSION WEIGHTS & SQUARED MULTIPLE CORRELATIONS Confirmatory factor analysis for Organizational Identification, Perceived Organizational Support, Protean Career Approach and Turnover Intention Appendix E – 1: Standardized Appendix E – 2: Squared Multiple Regression Weights Correlations 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 < < < < < < < < < < < < < < < < < < < < < < < < < < < < < < < - 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 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 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 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 Confirmatory factor analysis for Organizational Commitment Appendix E – 3: Standardized Appendix E – 4: Squared Multiple Regression Weights Correlations c18 c16 c14 c21 c20 c19 c28 c27 c26 c29 c30 < < < < < < < < < < < - AC AC AC CC CC CC NC NC NC NC NC Estimate 806 687 786 663 736 899 869 863 644 872 791 c30 c29 c26 c27 c28 c19 c20 c21 c14 c16 c18 Estimate 625 760 515 744 755 809 541 540 617 572 649 APPENDIX F MULTIPLE REGRESSION FOR HYPOTHESES TESTINGS Appendix F - 1: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Affective Commitment Model Summary Model R2 R Adjusted R2 Std Error of the Estimate 224a 050 023 1.53726 b 736 725 81609 858 ANOVA Model Sum of df Mean Squares F Sig 1.822 096a 63.253 000b Square Regression 25.834 4.306 Residual 489.177 207 2.363 Total 515.011 213 Regression 379.146 42.127 Residual 135.866 204 666 Total 515.011 213 COEFFICIENTS Model No Model Predictor B (Constant) Sex Age Marital Status Education Working years Tenure OI 10 Beta 3.171 Sig B 003 434 Beta Sig .498 024 008 914 076 024 513 051 266 084 022 116 158 -.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 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: AC Appendix F - 2: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Continuance Commitment Model Summary Model R2 R Adjusted R2 Std Error of the Estimate 162a 026 002 1.64794 a 625 608 1.03056 790 ANOVA Model Sum of df Mean Squares F Sig .927 476a 26.071 000b Square Regression 15.107 2.518 Residual 562.152 207 2.716 Total 577.259 213 Regression 360.601 40.067 Residual 216.657 204 1.062 Total 577.259 213 COEFFICIENTS Model No Model Predictor B (Constant) Sex Age Marital Status Education Working years Tenure OI 10 Beta 3.969 Sig B 001 1.147 Beta Sig .157 -.130 -.040 578 -.083 -.025 572 029 143 357 000 000 993 -.156 -.047 571 -.138 -.041 423 157 050 529 043 014 784 -.012 -.053 714 010 042 643 -.003 - -.008 - 937 - -.033 -.095 127 497 429 000 POS - - - 474 427 000 PCA - - - -.140 -.086 048 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: CC Appendix F - 3: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Normative Commitment Model Summary Model R2 R Adjusted R2 Std Error of the Estimate 181a 033 005 1.55853 a 718 706 84742 847 ANOVA Model Sum of df Mean Squares F Sig 1.167 325a 57.761 000b Square Regression 17.005 2.834 Residual 502.806 207 2.429 Total 519.811 213 Regression 373.315 41.479 Residual 146.496 204 718 Total 519.811 213 COEFFICIENTS Model No Model Predictor B (Constant) Sex Age Marital Status Education Working years Tenure OI 10 Beta 2.652 Sig B 013 -.821 Beta Sig .217 -.127 -.041 566 -.095 -.030 432 051 267 086 020 103 225 183 058 482 190 060 180 138 047 559 022 008 863 -.023 -.101 480 -.003 -.012 878 -.011 - -.033 - 732 - -.037 -.112 037 521 474 000 POS - - - 469 446 000 PCA - - - -.023 -.015 689 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: NC Appendix F - 4: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Turnover Intention Model Summary Model R2 R Adjusted Std Error R of the Estimate 175a 031 002 1.791 b 592 574 1.170 770 ANOVA Model Sum of Squares df Mean Square F Sig Regression 20.918 3.486 1.086 372a Residual 664.297 207 3.209 Total 685.215 213 Regression 405.861 45.096 32.931 000b Residual 279.354 204 1.369 Total 685.215 213 COEFFICIENTS Model No Predictor B (Constant) Sex Age Marital Status Education Model Beta 4.410 Sig B 000 6.298 Beta Sig .000 -.179 -.050 481 -.256 -.072 124 -.055 -.250 108 -.029 -.131 199 301 083 315 243 067 214 -.014 -.004 960 059 018 738 033 127 378 013 051 587 022 - 060 - 541 - 056 148 053 -.724 -.573 000 -.259 -.214 001 393 223 000 Working years Tenure OI POS - - - 10 PCA - - - a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: TIN Appendix F - 5: Effects of Affective Commitment, Continuance Commitment and Normative Commitment on Turnover Intention Model Summary Model R2 R Adjusted R2 Std Error of the Estimate 175a 031 002 1.791 a 621 605 1.128 788 ANOVA Model Sum of df Mean Squares Regression F Sig Square 20.918 3.486 Residual 664.297 207 3.209 Total 685.215 213 Regression 425.774 47.308 Residual 259.441 204 1.272 Total 685.215 213 1.086 372a 37.199 000b COEFFICIENTS Model No Model Predictor B Beta Sig B 000 7.414 (Constant) Sex Age Marital Status Education Working years Tenure AC CC - - - 10 NC - - - 4.410 Beta Sig .000 -.179 -.050 481 -.212 -.059 187 -.055 -.250 108 -.008 -.037 709 301 083 315 233 064 223 -.014 -.004 960 169 050 321 033 127 378 004 017 849 022 - 060 - 541 - 021 055 374 -.594 -.515 000 -.103 -.095 182 -.267 -.233 002 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, AC, CC, NC Dependent Variable: TIN ... ORGANIZATIONAL SUPPORT, PROTEAN CAREER APPROACH, AND THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT – A STUDY OF LECTURERS IN VIET NAM Major: Business Administration Code: 60.34.01.02 MASTER THESIS... factors in the present study include Turnover Intention, Organizational Identification, Perceived Organizational Support, Protean Career Approach and Organizational Commitment Chapter defines and. .. factors: Turnover Intention, Organizational Identification, Perceived Organizational Support, Protean Career Approach, and Organizational Commitment The hypotheses are proposed based on the literature