THE INFLUENCE OF ORGANIZATIONAL IDENTIFICATION, PERCEIVED ORGANIZATIONAL SUPPORT AND PROTEAN CAREER APPROACH ON TURNOVER INTENTION - A CASE STUDY AT SMEs IN VIET NAM

Nguyen Thi Hai Thuy

Abstract

Abstract
It is obvious that employee turnover is of great importance to organizations. There are many reasons for this, among which are high costs in the recruitment and training of new staff. Organizational productivity is also one of the challenges that arises from employee turnover.
In the case of SMEs, the cost of high turnover rate is even higher as employees with knowledge and competence are the key assets and it strongly affects the core business activities of the companies. However, the retention of qualified employees has become a challenge for SMEs’ management in recent years. There has been a huge amount of literature concerning turnover intention and investigations into its causes are abundant. The commonly-mentioned causes are low salary, workplace conflict, work pressure, boring routine task, etc. This paper is targeted at finding new concepts in literature regarding Turnover Intention and developing a new model of the influence of certain factors on turnover intention including Organizational Identification, Perceived Organizational Support and Protean Career Approach.
The research shows that there are positive influences of Organizational Identification and Perceived Organizational Support on Turnover Intention while Protean Career Approach negatively affects Turnover Intention. This offers practical implications for SME’s management in the way that they should foster higher Organizational Identification and Perceived Organizational Support and pay particular attention to those with good Protean Career Approach by giving them higher expectation and brighter career vision.
Key words: SME, Organizational identification, Perceived Organizational Support, Protean Career Approach, Turnover Intention.
Date of submission: 30 May 2014; Date of revision: 21 Jul 2014.