Role Clarity's Impact On The Relationship Between Human Resources Practices And Intention To Leave, An Empirical Study Among Call Centre Personnel
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Abstract
This study explores the relationship between HRM practices and employee turnover intention, as well as the moderating role of the job description in this relationship, in the telecommunication industry in Klang Valley, Malaysia. Data were collected from 169 employees working in a call centre using a questionnaire survey. Results from Smart PLS Version 4.0.8.2 indicate that job security is negatively related to the intention to leave, while career development opportunities are positively related.
However, participation in decision-making did not significantly influence the intention to leave. Furthermore, the study found that the relationship between career development opportunities and intention to leave was stronger for individuals with high role clarity, while the relationship between participation in decision-making and intention to leave was stronger for individuals with low role clarity. Additionally, the job description moderated the relationship between participation in decision-making and intention to leave. Overall, these findings highlight the importance of HRM practices in reducing employee turnover intention and the role of the job description in shaping this relationship.
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References
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