The role of hope and trust in management in internal employment opportunity and turnover intention relationship in the banking industry in Delta State, Nigeria

Uzoma Ononye; Francis Ejimofor Ndudi; Jude Memeh

doi:10.31893/multirev.2023019

Keywords:

hope

trust

perceived employment opportunity

turnover intention

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
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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
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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
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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.
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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

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

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

[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

Abstract

References

How to cite