• Abstract

    The problem of employee turnover remains a pressing concern in the banking industry, as its organisations still grapple to retain highly competent and talented employees. However, the understanding of factors that attenuate turnover intention is fragmented and incomplete due to its complex nature. The study aimed to examine the effect of internal employment opportunity on turnover intention given the contextual influences of hope and trust in management. Data were obtained through a cross-sectional survey of 332 employees conveniently sampled from commercial banks operating in Delta State, Nigeria. The partial least square structural equation modelling (PLS-SEM) approach was used for hypothesis testing. The PLS-SEM results demonstrated that the inverse relationship between internal employment opportunity and turnover intention can be explained fully by hope and its interaction with trust in management. The study made novel contributions to research and practice by highlighting the mechanisms that attenuate turnover intentions among employees, particularly in the banking industry.

  • References

    1. Albalawi SA, Naughton S, Elayan MB, Sleimi MT (2019) Perceived organisational support, alternative job opportunity, organisational commitment, job satisfaction and turnover intention: A moderated-mediated model. Organizacija 5:310-324. http://dx.doi.org/10.2478/orga-2019-0019
    2. Arnold A, Staffelbach B (2021) Perceived postrestructuring job insecurity: The impact of employees’ trust in one’s employer and perceived employability. Zeitschrift für Personalforschung 26:307-330. http://dx.doi.org/10.1688/1862-0000_ZfP_2012_04_Arnold
    3. Babu N, Fletcher L, Pichler S, Budhwar P (2023) What’s trust got to do with it? Examining trust in leadership, psychological capital, and employee well-being in a cross-national context during Covid-19. European Management Review 2023:1–14. https://doi.org/10.1111/emre.12561
    4. Baluku MM, Mugabi EN, Nansamba J, Matagi L, Onderi P, Otto K (2020) Psychological capital and career outcomes among final year university students: The mediating role of career engagement and perceived employability. International Journal of Applied Positive Psychology 6:55-80. https://doi.org/10.1007/s41042-020-00040-w
    5. Baron R, Kenney D (1986) The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical consideration. Journal of Personality and Social Psychology 51:1173–82. https://doi.org/10.1037/0022-3514.51.6.1173
    6. Calvo JCA, García GM (2020) The influence of psychological capital on graduates’ perception of employability: The mediating role of employability skills. Higher Education Research & Development 40:293-308. https://doi.org/10.1080/07294360.2020.1738350
    7. Chiesa R, Fazi L, Guglielmi D, Mariani GM (2018) Enhancing Substainability: Psychological capital, perceived employability, and job insecurity in different work contract conditions. Sustainability 10:2475. http://dx.doi.org/10.3390/su10072475
    8. Civelli F (1998) Personal competencies, organisational competencies, and employability. Industrial and Commercial Training 30:48-52
    9. Codling S, Pinnock J, Barrett E, Gayle S, Stephenson N, Sibblies N, Sinclair-Maragh G (2022) Factors contributing to staff turnover in the hotel industry: A literature review. http://dx.doi.org/10.5772/intechopen.107025
    10. Cole P (2017) Talent competition: Missed opportunities as battle intensifies. Crowe Compensation Survey. Retrieved from https://www.bankingexchange.com/newsfeed/item/6696-talent-competition-missed-opportunities-as-battle-intensifies
    11. Dawodu AA, Okonji PS (2022) Precarious work and temporary employment in selected banks in Lagos State, Nigeria. UNILAG Journal of Business 8:93-116.
    12. De Cuyper N, De Witte H (2010) Temporary employment and perceived employability: Mediation by impression management. Journal of Career Development 37:635-652. http://dx.doi.org/10.1177/0894845309357051
    13. De Vos A, Anneleen F, Van der Heijden B, De Cuyper N (2017) Keep the experts! Occupational expertise, perceived employability and job search: A study across age groups. Career development international 22:318-332. http://dx.doi.org/doi:10.1108/CDI-12-2016-0229
    14. Dhiman N, Arora N (2018) Exploring the relationship of Psycap and turnover intentions: A study among health professionals. Amity Business Review 19:106-118.
    15. Dirks TK, Ferrin LD (2001) The role of trust in organisational settings. Organisation Science 12:450-467. Available at http://www.jstor.org/stable/3085982
    16. Gerhart B (1990) Voluntary Turnover and Alternative Job Opportunities. Journal of Applied Psychology 75:467-47.
    17. Hair FJ, Hult MTG, Ringe MC, Sarstedt M (2017) A primer on partial least squares structural equation modelling (PLSSEM) (2nd ed.). Los Angeles, Sage.
    18. Harunavamwe M, Pillay D, Nel P (2020) The influence of psychological capital and self-leadership strategies on job embeddedness in the banking industry. SA Journal of Human Resource Management 18:a1294. https://doi. org/10.4102/sajhrm. v18i0.1294
    19. Hobfoll SE, Halbesleben J, Neveu J, Westman M (2018) Conservation of resources in the organisational context: The reality of resources and their consequences. Annu. Rev. Organ. Psychol. Organ. Behav. 5:103–28. https://doi.org/10.1146/annurev-orgpsych-032117-104640
    20. Hu H, Wang C, Lan Y, Wu X (2022) Nurses’ turnover intention, hope and career identity: the mediating role of job satisfaction. BMC Nursing 21:43. https://doi.org/10.1186/s12912-022-00821-5
    21. Hui Z (2021) Corporate social responsibilities, psychological contracts and employee turnover intention of SMEs in China. Front. Psychol. 12:754183. https://doi.org/10.3389/fpsyg.2021.754183
    22. Huyghebaert et al. (2019) Huyghebaert T, Gillet N, Audusseau O, Fouquereau E (2019) Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover. Journal of Nursing Management 27:207-214. http://dx.doi.org/10.1111/jonm.12666
    23. Innocenti L, Pilati M, Peluso AM (2011) Trust as moderator in the relationship between HRM practices and employee attitudes. Human Resource Management Journal 21:303– 317. https://doi.org/10.1111/j.1748-8583.2010.00151.x
    24. Joāo TF, Coetzee M (2011) Perceived career mobility and preference, job satisfaction nd organisational commitment in the financial sector: An exploratory study. South African Journal of Labour Relations 35:38-60.
    25. Joāo TF, Coetzee M (2012) Job retention factors, perceived career mobility and organisational commitment in the South African financial sector. Journal of Psychology in Africa 27:69–76.
    26. Klein DF (2005) Beyond signifcance testing: Reforming data analysis methods in behavioral research. Am J Psychiatry 162:643-a-4.
    27. Kraimer LM, Seibert SE, Wayne JS, Liden CR (2011) Antecedents and outcomes of organisational support for development: The critical role of career opportunities. Journal of Applied Psychology 96:485-500. http://dx.doi.org/10.1037/a0021452
    28. Lee CS, Jang HY (2018) Mediating effects of hope and organisational effectiveness between authentic leadership and turnover intention. Indian Journal of Public Health Research & Development 9:461-467. https://doi.org/10.5958/0976-5506.2018.00777.5
    29. Martin L, Nguyen-Thi U, Mothe C (2021) Human resource practices, perceived employability and turnover intention: does age matter?, Applied Economics, 53:3306-3320. http://dx.doi.org/10.1080/00036846.2021.1886238
    30. Kalejaiye PO (2014) The rise of casual work in Nigeria: Who loses, who benefits? African Research Review 8:156-176. http://dx.doi.org/10.4314/afrrev.v8i1.12
    31. Martini M, Gerosa T, Cavenago D (2023) How does employee development affect turnover intention? Exploring alternative relationships. Int. J. Train. Dev. 27:39–56. https://doi.org/10.1111/ijtd.12282
    32. Moreira A, José Sousa M, Cesário F (2022) Competencies development: The role of organisational commitment and the perception of employability. Social Sciences 11:125. https://doi.org/10.3390/socsci11030125
    33. Nimmi PM, Kuriakose V, Donald WE, Muhammed Nowfal S (2021) HERO elements of psychological capital: Fostering career sustainability via resource caravans. Australian Journal of Career Development 30:199–210. https://doi.org/10.1177/10384162211066378
    34. Ononye UH (2021) Tacit knowledge and innovation: Insights from the public sector in Delta State, Nigeria. Journal of Information & Knowledge Management 20:2150032. https://doi.org/10.1142/s0219649221500325
    35. Ononye U, Ofili P, Ndudi F, Agbim KC (2022) Family support, psychological capital, and start-up formation. Problems and Perspectives in Management 20:342-352. http://dx.doi.org/10.21511/ppm.20(1).2022.28
    36. Osman I, Noordin F, Daud N, Othman MZ (2016) The dynamic role of social exchange and personality in predicting turnover intentions among professional workers. Procedia. Economics and finance 35:541-552. https://doi.org/10.1016/S2212-5671(16)00067-8.
    37. Sánchez ÁM, Revuelto L, Saorín MC (2020) Perceived internal employability as a strategy to reduce employee intention to quit. Revista Perspectiva Empresarial, 7:7-23. https://doi.org/10.16967/23898186.623
    38. Sartori R, Ceschi A, Zene M, Scipioni L, Monti M (2023) The relationship between perceived organizational support (POS) and turnover intention: The mediating role of job motivation, affective and normative commitment. Informing Science: The International Journal of an Emerging Transdiscipline 26:5-21. https://doi.org/10.28945/5070
    39. Sun, C., Xing, Y., Wen, Y, Wan X, Ding Y, Cui Y, Xu W, Wang X, Xia H, Zhang Q, Yuan M (2023) Association between career adaptability and turnover intention among nursing assistants: The mediating role of psychological capital. BMC Nursing 22:29. https://doi.org/10.1186/s12912-023-01187-y
    40. Synder CR (2002). Hope theory: Rainbows in the mind. Psychological Inquiry 13:249-275. https://www.jstor.org/stable/1448867
    41. Tews MJ, Michel JW, Ellingson JE (2013) The Impact of Coworker Support on Employee Turnover in the Hospitality Industry. Group & Organisation Management 38:630-653. http://dx.doi.org/10.1177/1059601113503039.
    42. Wang YF, Li ZY, Wang Y, Gao F (2017) Psychological contract and turnover intention: The mediating role of organizational commitment. Journal of Human Resource and Sustainability Studies 5:21-35. https://doi.org/10.4236/jhrss.2017.51003
    43. Yan Z, Mansor ZD, Choo WC, Abdullah AR (2021) Mitigating Effect of Psychological Capital on Employees’ Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia. Front. Psychol. 12:617023. https://doi.org/10.3389/fpsyg.2021.617023
    44. Yavas U, Karatepe OM, Babakus E (2013) Does hope buffer the impacts of stress and exhaustion on frontline hotel employees’ turnover intentions? Tourism 61:29-39.
    45. Yildiz H (2019) The interactive effect of positive psychological capital and organisational trust on organisational citizenship behaviour. Sage Open 2019:1-15. https://doi.org/10.1177/2158244019862661
    46. Zhao Y, Lu Z, Cheng X, Li J (2022) The effect of organisational trust on turnover intention of rural kindergarten teachers: The mediating role of teaching efficacy and job satisfaction. Int. J. Environ. Res. Public Health 19:12403. https://doi.org/10.3390/ijerph191912403
    47. Zhou L, Kachie ADT, Xu X, Quansah PE, Epalle TM, Ampon-Wireko S, Nkrumah ENK (2022) COVID-19: The effects of perceived organisational justice, job engagement, and perceived job alternatives on turnover intention among frontline nurses. Front. Psychol. 13:920274. http://dx.doi.org/10.3389/fpsyg.2022.920274
    48. Zhu K, Wang X, Jiang M (2022) The impact of organisational commitment on turnover intention of substitute teachers in public primary schools: Taking psychological capital as a mediator. Front Psychol. 13:1008142. https://doi.org/10.3389/fpsyg.2022.1008142
    49. Živković A, Fosić I, Vorkapić AP (2023) Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal. Strategic Management. http://dx.doi.org/10.5937/StraMan2300042Z

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Copyright (c) 2023 Malque Publishing

How to cite

Ononye, U., Ndudi, F. E., & Memeh, J. (2023). The role of hope and trust in management in internal employment opportunity and turnover intention relationship in the banking industry in Delta State, Nigeria. Multidisciplinary Reviews, 6(2), 2023019. https://doi.org/10.31893/multirev.2023019
  • Article viewed - 418
  • PDF downloaded - 159