Unraveling the Relationship between Employees’ Perception to Organization and Turnover Intentions: Exploring the Mediating Effects of Trust to Organization

Belal Al-Sakarnah, Faleh Abdelgader Alhawary

Abstract


Staff turnover is a serious issue in the field of human resources management, Organizations of all kind must pay more attention to this phenomenon and must not be overlooked, so it is important to understand their needs and be able to satisfy it in order to reduce or may be strongly control the turnover. This study therefore was conducted to examine the main effects of employees’ perceived organizational support and external prestige on their turnover intentions, with the mediating effects of their trust to organization. Questionnaire was designed and administered to collect data from sample of 402 employees of various levels selected from different insurance companies in Jordan. The study findings show that employees with higher level of perceived organizational support and perceived external prestige may have higher level of trust towards the management of their company, and hence, less likely to leave the firm.  Therefore, the key to maintain a stable workforce is to make employees perceive the support from the company, and become proud of their company. The direct and indirect effects of these constructs on turnover intention are analyzed by structural equation modeling (SEM). The findings of this study will assist top management in business organizations to better deal with the phenomena of staff turnover, finally, the limitations of the study, directions for future research, and implications of the results are discussed.

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International Journal of Business and Management   ISSN 1833-3850 (Print)   ISSN 1833-8119 (Online)

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