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 1.4 Structure of the research Summary for Chapter Chapter 2: Review of the literature 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 3.2.2Organizational Identification 3.2.3Perceived Organizational Support 3.2.4Protean Career Approach 3.2.5Organizational Commitment 3.3 Translation of the Questionnaire 3.4 The pilot study 3.5 Target population 3.6 Sample size 3.7 Sample characteristics 3.8 Selecting the sample and collecting data 3.9 Methods of data analysis 3.9.1 Data screening 3.9.2 Reliability 3.9.3 Confirmatory factor analysis 3.9.4 Multiple regressions 3.9.5 Testing mediation relationship Summary for Chapter Chapter 4: Data Analysis 4.1 Data cleaning 4.2 Profiles of qualified respondents 4.3 Normality check 4.4 Reliability of the measurements 4.5 Confirmatory factor analysis 4.5.1 Confirmatory factor analysis for Organizational Identification, Perceived Organizational Intention 4.5.2 Confirmatory factor analysis for Organizational Commitment 4.6 Correlation analysis 4.7 Hypothesis testing 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 Figure 2-1 The three components of Organizational Commitment Figure 2-2 Hypothesized Research Model Figure 3-1 The research process Figure 3-2 Figure 4-1 Hypothesized first-order 24-item CFA Model Figure 4-2 Modified first-order 20-item CFA Model Figure 4-3 Figure 4-4 LIST OF TABLES Table Table 3-1 Description of Scales adopted in the study Table 3-2 Demographic characteristic questions and range of responses Table 3-3 Desired range of values for a good fit Table 4-1 Summary of Cronbach Alpha measures across variables Table 4-2 A O S Table 4-3 A O Table 4-4 C Table 4-5 Model Summary, ANOVA & Coefficients - The mediating e Table 4-6 Model Summary, ANOVA & Coefficients - The mediating e Table 5-1 Research Purposes, Hypotheses and Results LIST OF ABBREVIATIONS No Appendix D – 7: Reliability Test for Turnover Intention Reliability Statistics Cronbach's Alpha 892 C38 C40 C41 C42 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 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 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 c30 c29 c26 c27 c28 c19 c20 c21 c14 c16 c18 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 Model No Predictor (Constant) Sex Age Marital Status Education 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: AC Appendix F - 2: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Continuance Commitment Model Summary Model COEFFICIENTS No Predictor (Constant) Sex Age Marital Status Education 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: CC Appendix F - 3: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Normative Commitment Model Summary Model Mod Regression Residual Total Regression Residual Total No Predictor (Constant) Sex Age Marital Status Education Working years Tenure OI POS 10 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: NC PCA Appendix F - 4: Effects of Organizational Identification, Perceived Organizational Support, and Protean Career Approach on Turnover Intention Model Summary Model Model Residual Residual No Predictor (Constant) Sex Age Marital Status Education Working years Tenure OI POS 10 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, OI, POS, PCA Dependent Variable: TIN PCA Appendix F - 5: Effects of Affective Commitment, Continuance Commitment and Normative Commitment on Turnover Intention Model Summary M Model Re Re To Re Re To No (Co Sex Ag Ma Ed Wo Ten AC CC 10 a Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure b Predictors: (Constant), Age, Sex, Marriage, Education, Experience, Tenure, AC, CC, NC Dependent Variable: TIN NC ... 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... Organizational Support, Protean Career Approach) on their turnover intentions It also aims at finding out the mediating role of Organizational Commitment that contributes to the intentions of lecturers. .. themselves Individuals who have a more traditional career attitude tend to be passive in managing their career while individuals with a protean career attitude take more active role in making their career