How Psychosocial Indicators Push Millennials to Intend Leaving Their Job: A Study of Generational Differences in Iranian Organizations

Document Type : Research Paper

Authors

1 PhD Student, Department of Social and Developmental Sciences, University Putra Malaysia (UPM), Selangor, Malaysia

2 Associate Professor, Department of Social and Developmental Sciences, University Putra Malaysia (UPM), Selangor, Malaysia

3 Associate Professor, Department of Psychology, Shahid Behashti University, Tehran, Iran

Abstract

Nowadays, high voluntary turnover intention among Millennials has presented new challenges for organizations although it is unclear how the tendency to leave the organization has varied across generations and is significantly dominant among Millennials. This study aims to examine the effect of psychosocial factors including value, attitude, subjective norm, and perceived behavioral control on turnover intention, and specifically targets Iranian generations since they have been studied less in the workplace. The current study employed a descriptive cross-sectional survey procedure and randomly sampled 498 full-time workers from a large automotive company in Tehran. The direct assessment of the association between variables showed that extrinsic value has a significant and positive effect on turnover intention while the intrinsic value is not significantly associated with turnover intention. However, indirectly, intrinsic value orientation significantly contributes to a low turnover intention through the mediating effect of attitude, subjective norm, and perceived behavioral control, and extrinsic value is related to a high turnover intention through attitude and subjective norm but not through perceived behavioral control. Eventually, multi-group analysis revealed that the strength and direction of the relationship between value and turnover intention differ depending on generational cohorts in an Iranian social context.

Keywords

Main Subjects


Article Title [فارسی]

چگونه شاخص های روانشناختی-اجتماعی نسل هزاره را به سوی قصد ترک شغل خود سوق می دهد: بررسی تفاوتهای نسلی در سازمانهای ایرانی

Authors [فارسی]

  • رضوان صحرائی 1
  • هاسلیندا بنت عبدالله 2
  • فاطمه باقریان 3
1 دانشجوی دکترا دانشکده علوم اجتماعی و توسعه ، دانشگاه پوترای مالزی (UPM)، مالزی
2 دانشیاردانشکده علوم اجتماعی و توسعه، دانشگاه پوترای مالزی (UPM)، مالزی
3 دانشیار دانشکده روانشناسی ، دانشگاه شهید بهشتی، تهران ،ایران
Abstract [فارسی]

امروزه، بالا بودن قصد ترک شغل داوطلبانه در بین نسل هزاره چالشهای جدیدی را برای سازمانها ایجاد کرده است اگرچه مشخص نیست که چگونه در تمایلات نسلهای مختلف برای ترک سازمان تغییر ایجاد شده است و آن به طور قابل توجهی در میان نسل هزاره غالب است. هدف این مطالعه بررسی تأثیر عوامل روانی- اجتماعی شامل ارزش، نگرش، هنجار انتزاعی و کنترل رفتاری ادراک شده بر روی قصد خروج می باشد و اختصاصاً نسلهای ایرانی را هدف گرفته است زیرا آنها کمتر در محیط کار مطالعه شده‌اند. پژوهش حاضر یک پیمایش توصیفی-مقطعی است که با روش تصادفی 498 نفر از کارمندان یک شرکت خودروسازی در تهران را نمونه‌گیری کرده است. آنالیز مستقیم روابط نشان داد، بر خلاف ارزش درونی، ارزش بیرونی تأثیر معناداری بر قصد خروج دارد. هرچند، بطور غیر مستقیم، ارزش درونی از طریق اثر میانجی‌گری نگرش، هنجار انتزاعی، و کنترل رفتاری ادراک شده بر کاهش قصد خروج تاثیرگذار است و ارزش بیرونی از طریق نگرش و هنجارانتزاعی و نه از طریق کنترل رفتاری ادراک شده با قصد ترک شغل بالا مرتبط است. سرانجام، تحلیل چندگروهی آشکار کرد که قدرت و جهت رابطه بین ارزش و قصد ترک شغل در بین نسلها در جامعه ایران متفاوت می باشد.

Keywords [فارسی]

  • قصد ترک شغل
  • نسل هزاره
  • نسلهای ایرانی
  • ارزش
  • تفاوتهای نسلی
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