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Examining the influence of perceived organizational support towards job-hopping behaviour: a case of casual dining restaurant employees’ in KLang valley area, Malaysia
Hazrina Ghazali1, Jules, Nathalie J2, Mohhidin Othman3.
Food and beverage industries are playing a big role in offering a wide range of job
vacancies for job seekers. With many job vacancies and opportunities available, people are
moving from one job to another. This behaviour called job hopping. Theoretically, employees
with higher perceive organization support tends to have lower intention to quit and job hop to
another company to work with. This has caused organizations restless in retaining employees
especially skilled and valuable were not an easy task. It was uncertain either these employees
have a low level of their perceived organization support or job hop for no apparent reason.
Thus, the main objective of this study conducted was to determine employee’s perceived
organization support mediated with affective commitment towards their job-hopping
behaviour. Methodologically, main primary data used in this study were quantitative data
survey, which was distributed to employees of casual dining restaurants in Klang Valley area,
Malaysia. Criteria for selection of respondents were strictly only Malaysian and who had
worked at least a year throughout their working career. Total of 612 questionnaires was usable
for data analysis. After the screening of eligible respondents, data were analysed using
Software Package Statistical Analysis (SPSS) version 21 and PROCESS MACRO plugin for
regression analysis together with bootstrapping method to determine mediation effect. The
result indicated perceived organization support predicts job-hopping behaviour with negative
significant relationship (Beta = -.087, p-value < .05). When perceived organization support
held constant with mediator affective commitment predicting job hopping, it was directed that
mediation occur in the relationship and is significant. Employees of casual dining restaurants
with a higher level of perceived organization support tend to have a higher affective
commitment towards their organization and a lesser tendency to job hop. With peer and
supervisor support available for one, one will feel being part of the organization. Hence, employers may provide moral support for their respective employees in need apart from given
that basic well-being in place while motivate and retain them.
Affiliation:
- Universiti Putra Malaysia, Malaysia
- Universiti Putra Malaysia, Malaysia
- Universiti Putra Malaysia, Malaysia
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