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The Effect of Organizational Safety on Turnover Intention Through the Moderation Role of Career Commitment: A

Proposed Framework

Abderrahmane Baddou1*, Ummi Naiemah Saraih1

1 Faculty of Applied and Human Sciences (FSGM), University Malaysia Perlis (UniMAP), Kangar 01000 Perlis, Malaysia

*Corresponding Author: badd.abdou32@gmail.com Accepted: 15 July 2022 | Published: 1 August 2022

DOI:https://doi.org/10.55057/ajrbm.2022.4.2.16

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Abstract: Employee turnover is an international phenomenon that is deliberated as a tough challenge to organisations, as it is tiring and costly. Thus, there is an obligation for conducting more research to support the academicians, practitioners, and decision-makers with a better understanding of this dilemma and clarify more on the factors affecting these phenomena in different settings and contexts of research, particularly in the non-western perspectives such as Algeria which is facing a big challenge toward the employees’ turnover in many sectors.

Therefore, the purpose of this conceptual paper is to determine the moderating effect of career commitment (CC) on the relationship between organizational safety (OS) and turnover intention (TI). Due to that, this study proposed framework to study the effect of organizational safety on turnover intention through the moderation role of (CC). In addition, the direct effect between the variables has been discussed. Hence this paper is expected to fill the research gap and contribute to the body of knowledge in this area of research.

Keywords: Organizational Safety; Career Commitment; Turnover Intention.

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1. Introduction

In this complicated world, organisations are competing in a very dynamic business world to achieve sustainable growth. This global competitive environment has created the necessity for organizations to manage and preserve their workforce (Hamid et al., 2016). Employees are considered one of the significant and precious resources/assets of the organization that must be retained for the achievement of the organization’s goals (Chib, 2016). In other words, retaining capable employees will be one of the key indicators of achieving a competitive advantage.

Considering individuals are the utmost valuable assets, most organisations nowadays give lots of effort and capitalize on a vital resource to gain talented and knowledgeable employees and preserve them in the organization at the same time (Mgoduka, 2019). However, the organizations may lose their valued ad brilliant individuals and this can be called employees’

turnover.

Turnover intention reflects the employees’ attitude towards the organisation, or, in other words, their conscious intention to leave the organisation (Hussein Alkahtani, 2015). An individual’s intention is identified as the most important cognitive antecedent of behaviour (Ajzen, 2011).

The healthcare sector is the largest group of employees in the world, and doctors play an important role in our healthcare live (Mahmoud, 2021) . The lack of doctors is a recurring

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problem that is being carefully studied at the global level (Economic from Riyadh, 2021).

strategic objectives aimed at promoting employment, improving working conditions, and keeping doctors on board depend heavily on identifying the factors that contribute to their turnover (Oruh et al., 2020). The results of numerous international studies indicate that there is a significant increase in the number of doctors who express their intention to change jobs (alhurra / Subtitles - Dubai, 2020; Gomaa, 2022).

Throughout history, various theories and models of turnover intention have been presented describing how to identify the key cognitive antecedent of this behaviour. Considering the presented constructs, in this study, we have singled out the ones that played an important role and thus presented a new model of doctors’ turnover intention.

Many researchers investigate employee turnover as an organization's negative outcome (De Winne et al., 2019; Kang & Sung, 2019). In terms of getting better solutions to the problems related to high turnover, examining the fundamental reasons is very important to be considered by the organizations. Which they have to ask a vital question, why do some employees leave and some remain? The motives may appear difficult and interconnected to the favourites and needs of the individuals. In this case, it is very significant for the organizations to recognize the employees' concerns and point out their needs where possible and applicable (Oh & Kim, 2019).

The reasons behind having a low level of career commitment (CC) and high intention of turnover among employees are assumed to be due to many factors. Therefore, investigation of this factor such as organizational safety (OS) which influences (CC) and turnover intention (TI) is important. This study will focus on the (TI) instead of turnover (the actual behaviour) because the intention is a very strong predictor of turnover (prevention better than treatment).

Support mechanisms from Colleagues organizations are important in supporting employees in facing the assumed difficulties facing them in their work environments which will equip them to cope with it properly and meet the organization’s goals effectively (Saoula & Johari, 2016).

Suárez-Albanchez et al (2021) have called for more studies to define which settings might influence the relationship between organizational safety and their (TI). Definitely, they propose that intervening variables may interpret and clear up the undiscovered effects that lead employees to decide to withdraw from their organizations. Furthermore, (Baddou & Saraih, 2022) in their proposed research on the moderating effect of (CC) on the relationship between job design, and self-efficacy and (TI) recommended that future research should engage factors such as organizational safety in similar models and contexts of research. In response to that, this paper is to advance the study of (OS) at work by examining how this positive connection impacts the relationship between (OS) and TI through the moderation role of career commitment. Previous literature have studied the direct effect of (OS) on (TI) and (CC) on TI (Lin, 2020; Suárez-Albanchez et al., 2021) as discussed in the literature review of this paper.

But they have ignored the (CC) in moderating the relationship between OS and (TI).

Education in Algeria is free at all levels. Physician education is one of the most important sectors with a large budget to ensure that doctors are equipped with the necessary knowledge and skills to face future challenges and create a competitive advantage. However, one of the big and taught challenges and obstacles facing the development process the doctors is the continued increasing rates of turnover in Algeria which became a critical and crucial issue as it is costly and confusing which makes dangerous warning to call the government for taking serious actions to prevent and defeat these phenomena.

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as reported by Boston Consulting Group (BCG), 83 % of Algerians are ready to leave the country for a job abroad (i.e. turnover intention)(Zenaz, 2021). Moreover, according to the Deanship of Doctors of Algeria 40% of all doctors working in France are Algeriana (Burnan, 2021), which is deeply the most affected than other sectors. Therefore, there is a need to call for more investigations to understand the reasons behind it in this context.

The purpose of this paper is to contribute to the body of knowledge and practices related to human resource management by shedding light on (OS) that is assumed to affect (TI). Based on an extensive theoretical review of what has been advanced in the TI literature, arguments and logical justifications, this study suggests a conceptual framework with propositions and invites researchers to test it empirically. This study will not only explain the effect of (OS) on TI only but also will focus on the moderating effect of (CC) on the relationship between (OS) and (TI).

2. Literature Review

2.1 Turnover Intention

Lee et al (2017) turnover intentions are the procedure of withdrawal from work, which is strongly related to voluntary turnover. Accordingly, Mayfield & Mayfield (2007) defined turnover intention as “a time-consuming process from thinking of quitting, intention to search a new job and intention to quit or stay”. While, Thwala et al., (2012) defined turnover behaviour as the individual movement across the membership boundary of an organization. which is considered to be the direct precursor to the actual behaviour of quitting.

Mowday (1982), as cited by Fatema and Muath (2013) stated that the employee turnover phenomenon became a major concern among employers. In addition to employee productivity, economic losses of the organization, job efficiency, and other negative outcomes, this remains an ongoing challenge for modern practitioners and researchers.

Employee turnover has both advantages and disadvantages. An organization can improve its creativity, flexibility, and adaptability by replacing low-quality employees. Leaving will increase the cost, including explicit costs (recruitment, training, productivity loss, etc.) and hidden costs (low morale, reduced enterprise reputation, damage to position chain, loss of opportunities). (Zhang, 2016). However, turnover intentions have been studied more than actual turnover because it is most difficult to measure employee turnover behaviour. According to several empirical studies, turnover intention is one of the best predictors of turnover behaviour. (Sun & Wang, 2017). Cho and Lewis, (2012) found that turnover intentions are strongly and positively correlated with actual turnover rates of federal agencies. The study concluded that turnover intention is a valid proxy for turnover behaviour.

To retain Algerian doctors in the healthcare sector, several actions can be proposed. Algerian doctors' turnover intention can be reduced by enhancing organizational safety and increasing their commitment to their careers. As a result, this may help to solve the country's physician shortage.

2.2 Organizational Safety

Organizational safety refers to the ways that safety issues are addressed in the workplace. It often reflects the attitudes, beliefs, perceptions and values that employees share concerning safety (Cox & Cox, 1991). According to Algerie.elan, (2018) and Bouamra, (2018) reported that employees in Algerian public hospitals are suffering from low organizational safety. Even

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though, there is still a lack of evidence regarding the influence of organizational safety on individuals’ turnover intention, especially in the context of Algeria.

Previous researchers found that organizational safety has shown its contribution to enhancing desirable work outcomes. For instance, organizational safety perceptions have been found to have a positive linkage with trust, and organizational commitment (Liu et al., 2019; Malkiewicz et al., 2017). On the other hand, it was found to decrease unnecessary outcomes of work like counterproductive work behaviour and employees‟ turnover intentions (Mudan et al., 2018;

Zhao et al., 2018). In everyday life and within diverse approaches, employees are normally focused on the safety around them.

More importantly, the majority of studies (Ahmed & Waqas, 2017; Amponsah-Tawiah et al., 2016; Huang et al., 2016; Smith, 2018; C. H. Wang & Yen, 2015) have focused on the relationship between organizational safety and turnover intention within financial sectors.

However, very few studies exist in the healthcare sector. Thus, there is a need to investigate the relationship between organizational safety and turnover intention within the healthcare sector in the Algerian context.

In a conclusion, there is a weak relationship between organizational safety and turnover intention. This is because previous researches found that there are very few studies exist in the healthcare sector on the relationship between perceived organizational support and turnover intention. Hence, this will lead to the possibility of adding a moderating variable to strengthen the relationship between the variables.

2.3 Career Commitment as a Possible Moderator

Moderator is an interacting term which is believed to arise when the correlation amongst predictor and criterion variable or exogenous and endogenous variable is unexpectedly weak or there are inconsistent links or even no correlation whatsoever, hence, the moderating variable is obtained to strengthen or weaken the correlation (Lai, 2013; Sekaran, & Bougie, 2011). The moderating variable could be in the form of qualitative, such as; gender, race, level of awareness, or quantitative, such as; weight, salary, and blood count (Judd, 2015). In several studies on the relationship between the independent and dependent variables, it is argued that the moderating variable is found to play a significant role (Abubakar & Ahmad, 2013; Afsar et al., 2019; Smith, 2018).

Established on the above definition and the discrepancies that exist in the previous literature, it is evident that career commitment can be introduced to moderate the relationship between organizational safety and turnover intention. Previous literature affirms the effect of career commitment on turnover intention (Chang, 1999; Han, 2011; Kim, & Yoo, 2012). Further, (Baddou & Saraih (2022) recommended that the upcoming researches should test the moderating influence of career commitment on turnover intention in different cultural and instrumental environments.

Moreover, in a meta-analysis of turnover intention, career commitment was shown to be negatively related to turnover intention (Kim & Kao, 2014). A possible justification for such a relationship is that switching to a new job requires considerable time and effort to adjust to a new environment. Therefore, the more employees with higher levels of career commitment, the fewer employees leave. However, a positive relationship between career commitment and turnover intention does exist (Kim et al., 2012). Using a survey method of 650 travel agency employees, Kim et al. (2012) found that while travel agency employees showed higher levels

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of commitment, they also showed higher levels of turnover intention. In a review of tourism and hospitality employees, Deery & Jago (2015) indicated that the employees with high career commitment seemed to consider leaving a current organization. However, it was also stated that it happened only when there were low career expectations and career growth opportunities.

Therefore, it is predicted that an employee’s career commitment is negatively related to turnover intention in the healthcare sector.

3. Underpinning Theories

The relationship between organizational safety and turnover intention has been derived from a set of different theories; there is a call for looking at the supporting theories in the mentioned areas. Prior studies in the domains have progressed from a plain illustration of different theories to more complex appraisal and examination to conclude the relationships among the factors more efficiently. Indeed, this study has used the following theories as theoretical lenses to examine the proposed research model. Most importantly, Social Exchange Theory (SET) is used as an underpinning theory; whereas, Social Cognitive Theory (SCT is used as a supporting theory to understand the relationship the individual factors and turnover intention.

3.1 Social Exchange Theory (SET)

Social exchange theory (SET) is one of the most theories used to explain the relationships between employees-employers. SET was firstly presented by Homans (1961), who defined social exchange as “social behaviour as an exchange of activity, tangible or intangible, and more or less rewarding or costly, between at least two persons”. In addition to Homans's work, another theorist particularly Peter M. Blau further continued to write about SET and mainly focused on technical, and economic analysis, whereas Homans concentrated on psychology and individual behaviour particularly (Blau, 1964). This theory suggested that all human relations are based on cost and benefit analysis of the comparison of substitutions. Indeed, social exchange relation depends on trust, obligations and responsibilities (Tansky & Cohen, 2001). Hence, SET postulates that all people being relationships are founded on social and economic exchanges.

Previous literature on SET theory argued that HRM practices could be considered a major input into social and economic exchange processes (Holten & Brenner, 2015; Shore et al., 2006;

Snape & Redman, 2010). The use of these set of HRM practices such as organizational safety by an organization will actually set up that the organization is committed to its employees and is concerned about their wellbeing, and career development and also wishes to invest in them.

(Luszczynska et al., 2005; Malik et al., 2016; Tchere‐Ankrah et al., 2016).

The provision of attractive HRM practices signals that the organisation seeks to build a social exchange relationship with its workforce (Gould-Williams & Davies, 2005; Snape & Redman, 2010). According to the principle of reciprocity, employees will afterwards reciprocate in positive ways by showing positive attitudes such as increased organizational commitment and staying decisions, which eventually benefit the organization. (Kehoe & Wright, 2013). Using SET, this study proposes that skills and motivation-enhancing practices can influence doctors’

organisational commitment and turnover intentions.

In essence, this theory highlights that when organizations invest in various HRM practices such as organizational safety, employees are presumed to take this as an expression of the organizational appreciation, trust and commitment to engage them in a long-term relationship (Gould-Williams & Davies, 2005). For example, organisational safety may indicate the trust,

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recognition and appreciation of an employee’s long-term worth. Thus, SET postulates that all human being relationships are shaped by HRM practices that all send strong messages to the individual about what an organization expects from them, reciprocally employees should be more committed and decide to remain in the organization.

As a summary is assumed that the implementation of various career management practices, which provide opportunities for career growth, could make the employees feel appreciated, and therefore most likely to reimburse the organization for their commitment and contribution to the organization. As a result, they will less likely to leave the organization.

3.2 Social Cognitive Theory (SCT)

This section reveals the connection between a selected supporting theory with the current study that is carried out. The appropriate theory which is relevant to this study is Social Cognitive Theory (SCT) proposed by Bandura (1989). It is the foundation of Bandura's (1986) conception of reciprocal determinism, which views personal, behaviour, and environment which influence the creation of interactions that result in triadic reciprocally.

SCT views that behaviour determines many potential environmental influences that might take place and in turn altered by the circumstances it creates. Sequentially, the environmental factor influences which form of behaviour that are developed and activated. At the personal level, it is the cultivation of thoughts, feelings and actions one will act in response to diversified environments which in turn develops and modifies social influences that transfer information and activate emotional reactions in an individual.

Individual forms a basis of career success through their knowledge values and beliefs for their career decisions in future and cultivates suitable approaches for developing their career (Aryee et al., 1994). According to Rajabi, Papzan, & Zahedi (2012), the career outcome probability also stresses the relation between convenient career behaviours which is the knowledge of jobs, interests, and personal abilities and career success in the future. So, it can be concluded that cognition plays a serious role in an individual’s capability to create reality, self-regulate, encode information, and perform behaviours within a social construct. This is the philosophy behind Bandura’s Triadic Reciprocal Determinism.

Overall, based on the above issues, SET, and SCT is relevant to explaining the relationship between variables in this study.

4. Methodology

This paper highlights a proposed framework for important factors affecting TI. The quantitative approach has been proposed by the researcher to test the phenomenon. A survey questionnaire will be distributed among doctors working in the Algerian healthcare sector to collect important. The measurement will be adapted from existing literature. To test the proposed model, the partial least square-structural equation modelling will be employed to establish the validity and reliability of the measurements and to test the postulated hypothesis.

Based on the critical literature review regarding the managerial as well as the theoretical issues discussed in the previous chapter, the research framework of the study was developed as depicted in Figure 1.

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Figure 1: Theoretical Framework

4.1 Research Hypotheses

Hypotheses are proposed for this conceptual paper based on the dependent variable and independent variables. These hypotheses are presented below:

H1: Organizational safety negatively affected turnover intention.

H2: Career commitment significantly moderates the relationship between organizational safety and turnover intention.

5. Conclusion

As aforementioned, this study is to investigate the effect of (OS) on (TI), and the moderating role played by (CC). By providing empirical evidence of these perceptions, this research is expected to support managers, practitioners and decision-makers in their organizations to identify the real sources of (TI). The past researchers have tried to link (OS) with (TI), but they have ignored the role of (CC) as a vital predictor of (TI) in this relation. As the organizations aim to prevent turnover from happening. The better way of doing that is to support the employees to commit to their careers by making them feel safe in the organization. Thus, the use of (CC) in the relationship between (OS) and (TI) will help in the early prediction of (TI) and provide a better understanding of the relations between variables and fill the research gap raised by previous researchers.

6. Recommendations For Future Research

It is strongly recommended that future studies should test this model by adding other factors that are expected to be vital predictors of (TI) such as; job satisfaction, training, and workload to provide new insights to contribute to the body of knowledge on the relationship between the variables. Furthermore, future studies should test the mediating role of (CC) between the factors mentioned earlier and (TI) in a different context to provide a strong understanding of the role of these variables in a such research setting.

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Rujukan

DOKUMEN BERKAITAN

TURNOVER INTENTION OF INFORMATION TECHNOLOGY PROFESSIONALS IN SRI LANKA: THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, PROFESSIONAL COMMITMENT AND JOB SATISFACTION.. MOHAMED

Does Work-Family Balance WFB and Work-Life Balance WLB have varying mediation role on the relationship between Informal Organizational Support Informal Personal Support IPS and

The result of the study confirms that the moderation role of organizational citizenship behavior doesn’t significantly affect the relationship between organizational commitment,

It is worth to note from the findings that both procedural justice and distributive justice were positively related to organizational commitment but procedural justice plays a

Concisely, the aims of current study is examined the predictive role of job satisfaction on turnover intention, and to highlighting the moderating role of perceived

Therefore, the purpose of this study is to examine perceived social support particularly non-workplace variant and perceived organizational support as predictors on turnover intention

Our researcher study however will mainly focus on the four factors that affect the turnover intention of lecturers which are organizational commitment, training

While organizations strive towards becoming lean and cost effective under current global economic condition (affected by the financial crisis in the US), issue of justice