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Expressed Turnover Intention: Alternate Method for Knowing Turnover Intention and Eradicating Common Method Bias
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Abstract of the Article
Employees are the building blocks and valuable assets in an organization. Organizational researchers and practitioners have shown a burgeoning attention to satisfy and retain key performer as the cost of leaving a job is very high for the employing organizations. Discovering turnover intention in its formation stages is very crucial, not only to resist its’ piled up effect but also to control the actual turnover in the future. Most of the times, management is not aware of the employee’s quit intention because employees don’t show their intention explicitly until they actually leave the organization.
Expressed Turnover Intention: Alternate Method for Knowing Turnover Intention and Eradicating Common Method Bias
However, the majority of the times employees share their feeling with their colleagues or other close workmates. Based on the positive relationships at work, we argued that the individuals who work together normally share their feelings with their close colleagues regarding their decision of leaving or staying (expressed turnover intention) with the current employer.
Therefore, the objective of the current study is to investigate the relationship between turnover intention and expressed turnover intention. Furthermore, we offer a new perspective to data collection from other sources, which will assist us in shortening the questionnaire, also minimizing the common method bias and knowing the quit intention from other sources. Finally, theoretical and practical implications along with direction for future studies are also discussed.
Authors of the Article
- Ghulam Abid (adr.ghulamabid@gmail.com)
- Tahira Hassan Butt (tahirabutt433@hotmail.com)
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