Project On Turnover Intentions:-: Submitted To-MS. ESHA SHARMA Bhagra Submitted by - Aman Karanwal (BBA - LLB. 1ST Year)

PROJECT ON TURNOVER INTENTIONS:-
Submitted To- MS. ESHA SHARMA

BHAGRA
Submitted By- Aman Karanwal (BBA.LLB. 1ST
year)
INTRODUCTION:-
Turnover is the process through which staff leave a business or organization and that
business or organization replaces them. Turnover intention is a measurement of
whether a business' or organization's employees plan to leave their positions or whether
that organization plans to remove employees from positions. Turnover intention, like
turnover itself, can be either voluntary or involuntary.
Turnover intention is a measurement of whether a business' or organization's

employees plan to leave their positions or whether that organization plans to remove
employees from positions. Turnover intention, like turnover itself, can be either
voluntary or involuntary.
TOPIC –
A Study of Factors Influencing Turnover Intention of King Power Group

at Downtown Area in Bangkok, Thailand.
In the current economic scenario, more and more company owners and managers recognize
that they must not only have a winning business model, but they also need to have loyal
employees for controlling business expenses in hiring and training new staff in order to increase
profits. Abbasi and Hollman (2000) stated that employees are the major contribution to the
efficient achievement of the organization’s success. Boles mentioned that in retail business,
salesperson play an important role for daily operational success; they have direct contact with
customers; deliver a great quantity of customer transactions a day at the same time maintain
fast and high quality service. Despite these efforts, if many good staff quit, the impact is
significantly negative to the firm. Boshoff and Allen (2000) pointed out that the company that is
unable to understand the customer’s needs and wants result in losing dissatisfied customers
and also lack of competition. For many companies, the work of hiring and training new staff
takes a lot of effort on time, money, knowledge etc. and the work of keeping good staff is even
more difficult. Turnover intention issue among the employees is one of the prime concerns in
the travel industry sector. Keeping this mind, researchers explored some significant factors that
prompt employee’s decision retention or to quit their job. Ajzen and Fishbein (1980) and Igbaria
and Greenhaus (1992) mentioned that the intention are the most direct determinants of actual
behavior while once people have actually performed the behavior to quit a job, the employer
just has little chance to acquire information and understand employees’ prior situation.
According to Moore (2002) people also intend to quit their job when they feel much pressured
or just don’t derive expected satisfaction from their job. In addition, White (1995) stated that
for many businesses, employee turnover is one of the most depressed areas especially of the
high employee turnover rates. Throughout up until today, numerous researchers studied
factors that refer to turnover intention e.g. stress (Firth et al., 2004), experience (Kalbers and
Cenker, 2007), salary (Arocas and Camps, 2008), leadership support (Chiu et al, 2005). Also,
Boles et al. (2007) studied about measuring model of turnover intention among retail industries
including a company’s salespersons. Based on this generalization, “what determines employee
quit a job?” It leads to the focus of this study to find whether these factors contribute to
people’s intention to quit their jobs. Accordingly, this research investigates the relationship
among stress, experience, salary, leadership support, job satisfaction, organization
commitment and turnover intention, especially among employees who worked at King Power
Group at Downtown Area, in Bangkok, Thailand. The competitive environment exists in various
fields, especially in retail industry, as leader of Thailand travel retail industry, the King Power
Group have its own strategies to maintain their employees. Boles et al. (2007) mentioned that
experienced staff salespeople, know-how about their customers and industries show a valuable
resource for company. Also, Firth et.al (2004) concluded that managers who are interested in
the impact intention to quit, which means they are able to control it. The study on turnover
intention is essential for the King Power managers to understand all factors with their
interchangeable impacts that at the end lead to turnover intention. Given these situations, in
order to enhance strategic managerial decision and expansion growth of companies, it is
important that the relationship among the factors and turnover intention be studied to improve
their service quality.
Turnover Intention Applebaum indicated that turnover intention is positively correlated with
workload, stress for work, and burnout. Firth et al. (2004) defined that a person has immediate
decided behavior to leave a job in the organization. Similarly, Meeusen presented that
excessive workload and lack of coworker and supervisor support lead to emotional and
psychological fitness of deteriorated. Consequently, turnover intention is increased. Recent
studies indicated that turnover or their intention to quit is associated with transformational
leadership style .Mebley (1977) described that people dissatisfied with their jobs, look for
choosing, and compare those chooses (such as: salary, job stabile, organizational commitment
etc.) with their current jobs using an expected value like decision process, and leave if any of
the choosing is better than their current situation . Likewise, Kalbers and Fogarty (1995) stated
that turnover intention is an intention of employees to quit their job or look for new job.
Moreover, Tett and Meyer (1993) mentioned that turnover intentions can be considered
relevant to an individual’s view as person who thinks of quitting a job or intent to leave the
organization or even for the management facing with lack of employee permanence. Turnover
intentions comprise the latest perceptive step of decision making process of an individual’s
decision to quit and search for alternative occupation. Even if employee’s intentions are not
actual turnovers, they are possibly the best indicator or important antecedent of turnover in
the future. On the other hand, Mitchell) and mentioned that the organizations have to
concentrate more on the effect of employee turnover due to cost of hiring replacement, social
capital losses, organizational productivity, and time consumed when the organization has to
find a new one to maintain the existing position of leaving experienced employees. Besides
with the increasing various change in organizations, managers should constantly look for
different ways to create greater employees’ commitment . Similarly, reported that fresh
graduates are highly intended to quit the current work within their first year of employee
practice.
PREVIOUS STUDIES:-
 Arocas and Camps (2008) designed a conceptual framework on the base of the High
performance work practice (HPWP) model to analyze which factors would influence
employee turnover intention. They presented that turnover continually posed as a
serious problem for businesses. Therefore, reducing turnover intention should consider
main factors which develop satisfaction and commitment as a mediator step, but the
relationship between employee commitment and turnover intention in not clearly
presented.
 In fact, there is lack of evidence to show the relationship among job stress, leadership
support, and job satisfaction and organization commitment are presented in the paper
of Igbaria and Greenhaus (1992) and Tinker and Moore (2001). The result can imply that
they found there are indirect effects among job stress, leadership support, and job
satisfaction and organization commitment.
 Kalbers and Cenkers (2007) designed a merged model according to pervious study. The
researcher attempts to test the relationships among the designs of experience, role
ambiguity, organizational commitment (affective and continuance), job satisfaction, and
turnover intentions.
They found that, the employee with higher levels of affective organizational commitment and
job satisfaction are less probable to leave their job, however, there was no evidence to show
the relationship between continuance commitment and turnover intentions.
RESEARCH METHODOLOGY:-
Although there are evidences showing the possibility of relationship among stress,
experience, salary, leadership support, job satisfaction, organization commitment and
turnover intention, but, no research papers confirm their association exactly. Further,
turnover intention study is not only important for the King Power Group in Thailand but
also a significant goal for all kinds of businesses. In fact, the turnover intention is
affected by many factors, but in this study the researcher focuses only on six of them:
stress, experience, salary, leadership support, job satisfaction and organization
commitment. The research questions of this study are as follows:
1. Is there a significant relationship between stress and organization commitment?

2. Is there a significant relationship between experience and organization commitment?
3. Is there a significant relationship between salary and job satisfaction?
4. Is there a significant relationship between leadership support and job satisfaction?
5. Is there a significant relationship between job satisfaction and organization
commitment?
6. Is there a significant relationship between job satisfaction and turnover intention?
7. Is there a significant relationship between organization commitment and turnover
intentions?
Prime Minister – Chavalit Yongchaiyudh

Project On Turnover Intentions:-: Submitted To-MS. ESHA SHARMA Bhagra Submitted by - Aman Karanwal (BBA - LLB. 1ST Year)

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PROJECT ON TURNOVER INTENTIONS:-

Submitted To- MS. ESHA SHARMA

Turnover intention is a measurement of whether a business' or organization's

A Study of Factors Influencing Turnover Intention of King Power Group

1. Is there a significant relationship between stress and organization commitment?

Prime Minister – Chavalit Yongchaiyudh

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