在本章中,研究人员希望提出一个全面的和包容性的文献回顾。在这一部分中,过去的研究人员正在研究和突出这些重要的细节和相关的变量与经理离职意图的信息。本研究由三个独立变量和一个因变量。在这项研究中的决定因素是领导风格,工作嵌入和组织任期为自变量。经理离职意愿作为因变量。有了这些变量,研究人员已经预测了三个假设在我们的建议。
In this chapter, researcher would like to present a comprehensive and inclusive set of
literature review. In this section, past researchers are being studied and to highlight those important details and information of the related variables which are related to Manager Turnover Intention. This study consists of three independent variables and one dependent variable. The determinants of the research as in this study are
Leadership style, job embeddedness, and organizational tenure as independent variables. Manager Turnover Intention considered as dependent variable. With those variables, researchers have predicts three hypo
thesis in our proposal.
2.1 Concept of Manager Turnover Intention
According to Tett & Meyer (1993), Turnover intention has been defined as a conscious psychological willingness to leave an organization. When employee judge that high possibility of company will terminate their employment, employee will have intention to leave company (Mobley, 1982).It also can said that feeling of employee to change a job or searching a new employment opportunity.
Mobley (1977) also explain that there is a difference between the desire to leave and the intent to quit. Fishbein (1967) has explained the desire to leave as employee's feelings toward the act of quitting. Mowday, et al. (1982) defined that employee intent to leave can impact the turnover decision in two ways.
It may directly lead to it even when other job opportunities are not available.
It may influence actual turnover indirectly by leading the employee to search for new job alternatives, thus resulting in the likelihood of termination.
Some researchers have verified that intention to leave was consistently correlated with turnover and they verified that turnover intention is the best predictor to turnover. (Bedeian,Kemer & Pizzolatto, 1991; Mobley, Homer & Hollingsworth, 1978; Newman, 1974)
Turnover refers to the voluntary or involuntary exit of an employee from the organization.
Costs associated with turnover may be very high to organizations as Cascio (1987) calculated them to be equivalent to the employee's first year's salary.
2.2 Factors Influenced with Manager Turnover Intention
2.2.1 Leaderships Style
Leaders are considered to be individuals who affect or lead the behaviors of others to reach organizational common goals (Szilagyi and Wallace 1990) or who make a group gather around
a particular purpose and who activate them to reach the pre-purposed aims
(Karkın 2004). These definitions show the focus of leadership which is mainly
on the concepts of human, affecting and purpose (Vecchio 1995).
2.2.2 Job Embeddedness
Mitchell et al., (2001) explained that job embeddedness can be explained in three sub dimensions: fit, link, sacrifices. These three sub dimensions of job embeddedness had identified by Holtom and O'Neill (2004). From these three dimensions, job embeddednes will consider in two over-arching dimensions, which organization (on the job) and community (off the job). Job embeddedness has generating six dimensions, which is links-organization, links-community, fit-organization, fit-
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