Effects of Perceived Organisational Support and Emotional Intelligence on Turnover Intention among Logistics Drivers

  • Wan Arnidawati Wan Abdullah Department of Human Development and Family Studies, Faculty of Human Ecology, Universiti Putra Malaysia (UPM) http://orcid.org/0000-0002-8555-1148
  • Faidatul Nadiah Hanib Department of Human Development and Family Studies, Faculty of Human Ecology, Universiti Putra Malaysia (UPM)
Keywords: perceived organisational support, emotional intelligence, turnover intention

Abstract

The turnover trends in the logistics industry are surprisingly high, regardless of the rapid growth of the industry. Turnover contributes to an impactful loss for the industry to tolerate the new recruitment costs, time consumption, performance disruption, and moral decline among employees due to the workload transfer. Previous literature presented various factors affecting turnover intention, and it could be concluded that factors within an organisation and individual play an essential role in turnover actions. Hence, this research focuses on perceived organisational support and emotional intelligence as factors to turnover intention among logistics drivers in Selangor. Eighty respondents from POS Logistics Berhad in Selangor participated in self-administered survey questions of Survey Perceived Organizational Support, Wong and Law Emotional Intelligence Scale, and Turnover Intention Scale. Results revealed that most of the respondents have a moderate level of POS (84%) and a high level of EI (91%). In comparison, slightly half have a low level of TOI (56%). Research also found that POS and EI have no significant relationship with turnover intention, which is contrary to previous literature. Similarly, three criteria of EI; self-emotion appraisal, uses of emotions, and others-emotions appraisal also have no significant relationship with turnover intention. Only regulations of emotions (r=0.024, p=0.031) has significant relationship with turnover intention. Since the current study location was restricted for a few branches of Pos Logistics in Selangor, it limits the result of the study due to misrepresent the whole community fairly. Future researchers are encouraged to extend or increase the sampling size to other companies and regions to make better generalisations.

Statistics
Abstract views: 64 , PDF downloads: 41

Downloads

Download data is not yet available.

References

Adan Gok, O., Akgunduz, Y., & Alkan, C. (2017). The effects of job stress and perceived organizational support on turnover intentions of hotel employees. Journal of Tourismology, 3(2), 23–32. https://doi.org/10.26650/jot.2017.3.2.0003

Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118–125. https://doi.org/10.1016/j.jhtm.2016.12.002

Akhtar, M. Waheed, Ghufran, H., & Fatima, T. (2017). The effect of emotional intelligence on turnover intentions; the role of employee well-being, engagement and perceived organisational support. Jinnah Business Review, 5(2), 69–80. https://doi.org/10.4172/2168-9601.1000243

Akhtar, M Waheed, Shabir, A., Safdar, M. S., & Akhtar, M. S. (2017). Impact of emotional intelligence on turnover intentions: The role of organizational commitment and perceive organizational support. Journal of Accounting & Marketing, 06(04), 259. https://doi.org/10.4172/2168-9601.1000259EI has a negative relationship with TI

Akhtar, Muhammad Waheed, Shabir, A., Safdar, M. S., & Akhtar, M. S. (2017). Impact of Emotional Intelligence on Turnover Intentions : The Role of Journal of Accounting & Impact of Emotional Intelligence on Turnover Intentions : The Role of Organizational Commitment and Perceive Organizational Support. December, 0–7. https://doi.org/10.4172/2168-9601.1000259

Akova, O., Cetin, G., & Cifci, I. (2015). The relation between demographic factors and the turnover intention in pre-opening hotel businesses. Procedia - Social and Behavioral Sciences, 207, 377–384. https://doi.org/10.1016/j.sbspro.2015.10.177

Albaqami, A. (2016). Determinants of turnover intention among faculty members in Saudi public universities [Univeristy of salford]. In ProQuest Dissertations and Theses. http://usir.salford.ac.uk/40542/

Alias, N. E., Rohmanan, N. H., Ismail, S., Koe, W.-L., & Othman, R. (2018). Factors influencing turnover intention in a Malaysian manufacturing company. International Conference on Economics, Business and Economic Education 2018, KnE Social, 771–787. https://doi.org/10.18502/kss.v3i10.3171

Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences, 30, 1103–1108.  https://doi.org/10.1016/j.sbspro.2011.10.215

Bande, B., Fernández-Ferrín, P., Varela, J. A., & Jaramillo, F. (2015). Emotions and salesperson propensity to leave: The effects of emotional intelligence and resilience. Industrial Marketing Management. https://doi.org/10.1016/j.indmarman.2014.10.011

Chang, H. P., Hsieh, C. M., Lan, M. Y., & Chen, H. S. (2019). Examining the moderating effects of work-life balance between human resource practices and intention to stay. Sustainability (Switzerland), 11(17), 4585. https://doi.org/10.3390/su11174585

Chin, C. L. (2018). The influence of job satisfaction on employee turnover intention in the manufacturing industry of Malaysia. Journal of Arts and Social Sciences, 1(2), 53–63.

Choi, J. S., & Kim, K. M. (2015). Job embeddedness factors as a predictor of turnover intention among infection control nurses in Korea. American Journal of Infection Control, 43(11), 1213–1217. https://doi.org/10.1016/j.ajic.2015.06.017

Emiroğlu, B. D., Akova, O., & Tanrıverdi, H. (2015). The relationship between turnover intention and demographic factors in hotel businesses: A study at five star hotels in Istanbul. Procedia - Social and Behavioral Sciences, 207, 385–397. https://doi.org/10.1016/j.sbspro.2015.10.108

Fayaz, M., Amin, K., & Khan, N. (2019). Factors affecting employees turnover intentions in Khyber Pukhthunkhwa-Pakistan (A case study of Habib Banks Limited, Peshawar Region). SSRN Electronic Journal, 1–14. https://doi.org/10.2139/ssrn.3438115

Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership and Organization Development Journal, 37(2), 181–199. https://doi.org/10.1108/LODJ-05-2014-0090

Giao, H. N. K., Vuong, B. N., Huan, D. D., Tushar, H., & Quan, T. N. (2020). The effect of emotional intelligence on turnover intention and the moderating role of perceived organizational support: Evidence from the banking industry of Vietnam. Sustainability, 12(5), 1857. https://doi.org/10.3390/su12051857

Gojeh, L. A., Ayde, A., & Fantahun, A. (2015). Staff development and training on turnover pattern and retention in academic libraries of Ethiopian universities. Journal of Library and Information Sciences, 3(1), 1–32. https://doi.org/10.15640/jlis.v3n1a1

Grotto, A. R., Hyland, P. K., Caputo, A. W., & Semedo, C. (2017). Employee turnover and strategies for retention. In H. W. Goldstein, E. D. Pulakos, J. Passmore, & C. Semedo (Eds.), The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention (First, Issue April 2017, pp. 443–472). John Wiley & Sons Ltd. https://doi.org/10.1002/9781118972472.ch21

Hossain, S. M. K., Roy, M. K., & Das, P. K. (2017). Factors affecting employee’s turnover intention in banking sector of Bangladesh : An empirical analysis. ASA University Review, 11(2), 103–116.

Hussain, T., & Asif, S. (2012). Is employees ’ turnover intention driven by organizational commitment and perceived organizational support ? Journal of Quality and Technology Management, 8(2), 1–10.

Islam, N., Zeesan, E. A., Chakraborty, D., Rahman, M. N., Uddin Ahmed, S. I., Nower, N., & Nazrul, T. (2019). Relationship between job stress and the turnover intention of private sector bank employees in Bangladesh. International Business Research, 12(8), 133–141. https://doi.org/10.5539/ibr.v12n8p133

Kalidass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover Intention. International Journal of Business Administration, 6(5), 82–89. https://doi.org/10.5430/ijba.v6n5p82

Koodamara, N. K. (2014). Role of perceived organizational support and organizational justice on employee turnover intentions : a literature review. International Journal of Management and Social Science Research Review, 1(5), 106–112.

Krejcie, R. V, & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement,30, 607–610.

Manogharan, M. W., Thivaharan, T., & Abd Rahman, R. (2018). Academic staff retention in private higher education institute - Case study of private colleges in Kuala Lumpur. International Journal of Higher Education, 7(3), 52–78. https://doi.org/10.5430/ijhe.v7n3p52

McCormark, L. (2017). No Title. Transport & Logistics Turnover & Hiring Trends. https://www.peoplestreme.com/blog/transport-logistics-employee-turnover-infographic

Mendis, M. V. S. (2017). The impact of reward system on employee turnover intention: A study on logistics industry of Sri Lanka. International Journal of Scientific & Technology Research, 6(9), 67–72.

Mohammad, F. N., Chai, L. T., Aun, L. K., & Wigin, M. W. (2014). Emotional intelligence and turnover intention. Intrnational Journal of Academic Research, 6(4), 211–220. https://doi.org/10.1201/b12752-17

Mordor Intelligence. (2018). Malaysia Freight and Logistics Market (2019-2024).

Perryer, C., Leighton, C., & Travaglione, A. (2010). Predicting turnover intentions : The interactive effects of organizational commitment and perceived organizational support. August. https://doi.org/10.1108/01409171011070323

Priyanath, H. M. S. (2018). Factors affecting on tendency in employee turnover. Fourth Annual Student Research Session- 2018, July, 47-.

Rafiq, M., Wu, W., Chin, T., & Nasir, M. (2019). The psychological mechanism linking employee work engagement and turnover intention: A moderated mediation study. Work, 62(4), 615–628. https://doi.org/10.3233/WOR-192894

Rehman, S. (2012). Employee turnover and retention strategies:An empirical study of public sector organizations of Pakistan. Global Journal of Management and Business Research, 12(1), 83–89.

Saeed, I., Waseem, M., Sikander, S., & Ridzwan, M. (2014). The relationship of turnover intention with job satisfaction, job performance, leade member exchange, emotional intelligence and organizational commitment. International Journal of Learning & Development, 4(2), 242–256. https://doi.org/10.5296/ijld.v4i2.6100

Sultana, S., & Jabeen, S. (2018). Bridging the relationship of transformational leadership and turnover intentions with mediating effect of employee engagement. InTraders International Trade Academic Journal, 1(1), 2660–4408. https://doi.org/10.1093/imamci/dnt037

Too, E. K., Chepchieng, M. C., & Ochola, J. (2015). Effect of academic staff retention on quality education in private universities in Kenya. In Problems of Education in the 21st Century (Vol. 64, Issue 2004, pp. 86–94).

Trivellas, P., Gerogiannis, V., & Svarna, S. (2010). The impact of Emotional Intelligence on job outcomes and turnover intention in Health Care. Journal of Psychology, 59, 321–325.

Trivellas, P., Gerogiannis, V., & Svarna, S. (2013). Exploring workplace implications of emotional intelligence (WLEIS) in hospitals: Job satisfaction and turnover intentions. Procedia - Social and Behavioral Sciences, 73, 701–709. https://doi.org/10.1016/j.sbspro.2013.02.108
Published
2020-10-02
How to Cite
Wan Abdullah, W. A. and Hanib, F. N. (2020) “Effects of Perceived Organisational Support and Emotional Intelligence on Turnover Intention among Logistics Drivers”, Malaysian Journal of Social Sciences and Humanities (MJSSH), 5(10), pp. 258 - 266. doi: https://doi.org/10.47405/mjssh.v5i10.502.
Section
Articles