Employee Development and Voluntary Turnover Intention with the Mediating Role of Employability

Document Type : Research Paper

Authors

Master of Business Administration, Faculty of Management, University of Kharazmi, Tehran, Iran.

Abstract

Organizations take the advantage of a number of different methods to develop their employees. Of course, it should be noted that development do not simply result in training. The purpose of this study is to investigate the effect of employee development on the voluntary turnover intention, which can be strengthened or weakened by employability. The research method is descriptive-survey and the statistical population consists of all employees, both in public and private sectors. For data collection, manual and electronic questionnaires were used. Regarding the infinity of statistical population, 380 questionnaires were distributed. 207 valid questionnaires were analyzed using Structural Equation Modeling and SPSS and SMART PLS software. Each developmental actions has different and significant impacts on the internal and external employability. In addition, in comparison with internal employment, external employment has a more significant impact on the voluntary turnover intention. Managers who don’t feel at ease with development of their employees, are suggested to concentrate on employee training, work experience, and authority, instead of concentrating on job rotation, job enrichment, and job missions because these developmental actions result in lower employee turnover.

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