Antecedents of Employee Turnover Intention: a Case of Small and Medium Enterprises in Zimbabwe

• Main Authors: ElizabethChakubva, 查可娃
• Other Authors: Alan Webb
• Format: Others
• Language: en_US
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/27204794167382203465

碩士 === 國立成功大學 === 國際企業研究所碩博士班 === 99 === The motivation of this study was to investigate and explore the impact of employee perception of organizational politics, employee perception of equity, organizational commitment, family business connections, organizational performance and socio-economic instability on turnover intention in Zimbabwean Small and Medium Enterprises (SMEs). This study provides advice and help on how SMEs managers can retain their employees since there is high turnover intention in Zimbabwean SMEs. It has both practical and theoretical implications to both policy makers in the government and the SME owners based on the empirical evidence obtained. The applicability of justice judgement theory teaches SME owners or managers to indulge in good human resources management practices to retain employees. The study reaches the following conclusion that: (1) Employee perception of organizational politics has influence on employee perception of equity, organizational commitment and turnover intention, (2) Employee perception of equity has influence on organizational commitment and turnover intention, (3) There is no significant influence of organizational performance, family business connections and socio-economic instability on turnover intention. All in all six hypotheses are supported and three are not supported.