engleski

When Context shape Affect: Alternative Job Opportunities as Mediator between Job Satisfaction and Turnover Intention

High turnover rate brings difficulties and costs to organisation so employee losses are multidimensional phenomena. Apart from natural and involuntary turnover, Human Resources Management is mostly focused on dysfunctional voluntary turnover with aim to retain top- performers. Turnover is not easy to predict so in terms of investigating its causes, turnover intention is more often studied. Turnover intention is driven by certain internal factors where the greatest impact comes from job satisfaction. Organisational psychology therefore considers that decision to quit is mostly shaped by perceptions and expectations, so the attitude that will lead to the actual behaviour, must be affected by external factors as well. Labour market conditions create perception that there are more job opportunities when unemployment rate is low so alternative job opportunities are becoming a threat to organisation. When employees perceive greater alternative job opportunities, it is more likely that their turnover intention will be higher. Nevertheless, this review paper suggest that alternative job opportunities indirectly can increase job dissatisfaction which only further encourages the desire to leave the current organisation.

alternative job opportunities, job satisfaction, turnover intention

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