Journal of Organization and Human Behaviour

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Self-Efficacy as a Control Measure for Attrition Intent:An Empirical Assessment


Affiliations
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, India
2 V F Corp., Canada
     

   Subscribe/Renew Journal


The present study seeks to examine the control measures for the attrition intent. A total of 782 employees from various pharmaceutical companies scattered well in Delhi (including National Capital Region) and Haryana were considered for the study which is based on primary data. Structural equation modelling (SEM) has been used to analyse the data. SEM shows that self-efficacy has positive and significant effect on attrition intent and is able to minimise attrition intent. Hence, self-efficacy comes out as control measure for attrition intent for the employees of Indian Pharmaceutical Industry. The present study contributes the existing literature by highlighting the role of self-efficacy in reducing attrition intents among employees. High self-efficacy will lead to decrease the attrition intents among the employees of skill-based businesses.

Keywords

Self-Efficacy, Pharmaceutical Industry, Attrition Intent, Control Measure, Structural Equation Modelling.
Subscription Login to verify subscription
User
Notifications
Font Size

  • Arbuckle, J. L. (2008). Amos 17.0 user’s guide. USA: Amos Development Corporation.

  • Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 67(3), 350-360.

  • Bandura, A., (1977). Self-efficacy: Toward a unifying theory of behavioural change. Psychological Review, 84(2), 191-215.

  • Bandura, A. (1986). Self-efficacy beliefs in human functioning: Social foundation of thought and action. (Englewood Cliffs, Prentice Hall).

  • Bandura, A., & Adams, N. E. (1977). Analysis of self-efficacy theory of behavioural change. Cognitive Therapy and Research, 1(4), 287-31.

  • Billings, R., & Wemmems, V. (1983). The role of alternatives in process models of withdrawal. Proceedings of the 26th Annual Conference of the Midwestern, Academy of Management.

  • Brockner, J. (1988). Self-esteem at work. Lexington. MA: Lexington Books.

  • Byrne, B. M. (2006). Structural equation modelling with EQS: Basic concepts, applications and programming. Mahwah, NJ: Erlbaum.

  • Byrne, B. M. (2010). Structural equation modelling: Basic concepts, applications and programming. London: Lawrence Erlbaum Associates.

  • Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organisational assessment questionnaire. Unpublished Manuscript, University of Michigan, Ann Arbor, Michigan.

  • Chow, W., & Chan, L. (2008). Social network, social trust and shared goals in organisational knowledge sharing. Information and Management, 45(7), 458-465.

  • Cohen, C. Y., & Spector, P. E. (2001). The role of justice in organisations: A meta-analysis. Organisational Behaviour and Human Decision Process, 86, 278-321.

  • Dailey, R. C., & Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to leave. Human Relations, 45, 305-317.

  • Elanain, A. M. H. (2010). Testing the direct and indirect relationship between organisational justice and work outcomes in a non-western context of the UAE. Journal of Management Development, 29(1). 05-27.

  • Fields, D., Pang, M., & Chiu, C. (2000). Distributive and procedural justice as predictors of employee outcomes in Hong Kong. Journal of Organisational Behaviour, 21, 547-562.

  • Folger, R. & Greenberg, J. (1989). Procedural justice: An interpretative analysis of personnel systems. Research in Personnel and Human Resources Management, 3, 141-183.

  • Gist, M. E. (1987). Self-efficacy: Implication for organisational behaviour and human resource management. Academy of Management Review, 12(3). 472-485.

  • Hair, J. F., Black, B., Babin, B., Ralph, A., & Ronald, T. (2006). Multivariate data analysis (6th ed.). London: Prentice-Hall.

  • Harrington, D. (2009). Confirmatory factor analysis, New York: Oxford University Press.

  • Hashmi, M. R., & Ghanizadeh, A. (2011). Emotional intelligence and self-efficacy: A case of Iranian EFL University students. International Journal of Linguistics, 3 (1). 1-16.

  • Hendrix, W. H., Robbins, T., Miller, J., & Summers, T. P. (1998). Effects of procedural and distributive justice on factors predictive of turnover. Journal of Social Behaviour and Personality, 13, 611-632.

  • Herzberg, F (1966). Work and nature of man. (The World Publishing Company. New York).

  • Hill, T., Smith, N. D., & Mann, M. F. (1987). Role of efficacy expectations in predicting the decision to use advanced technologies: The case of computers. Journal of Applied Psychology, 72, 307-313.

  • Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley’s (1977) model of employee turnover. Organisational Behaviour and Human Decision Processes, 34, 141-174.

  • Hurter, N. (2008). The role of self-efficacy in employee commitment. Unpublished Thesis, University of South Africa, South Africa.

  • Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluation traits: Self-esteem, generalized self-efficacy, locus of control and emotional stability: A meta analysis. Journal of Applied Psychology, 86(1), 80-92.

  • Kanter, R. M. (2006). Confidence: How winning and losing streaks begin and end. (New York. NY: Crown Publishing).

  • Khatri, N., Budhwar, P., & Fern, C. T. (1999). Employee turnover: Bad attitude or poor management. Singapore: Nanyang Technological University, http://www.ntu.edu.sg/nbs/sabre/working_papers/12-99. Pdf (Retrieved on 22 June, 2012).

  • Lindsley, D., Brass, D., & Thomas, J. (1995). Efficacy-performance spirals: a multilevel perspective. The Academy of Management Review, 20(3), 645-678.

  • Locke, E. A., Frederick, E., Lee, C., & Bobko, P. (1984). The effect of self-efficacy, goals and task strategies on task performance. Journal of Applied Psychology, 69(2). 241-251.

  • Loi, R., Hang-Yue, N., & Foley, S. (2006). Linking employees’ justice perceptions to organisational commitment and intention to leave: The mediating role of perceived organisational support. Journal of Occupational and Organisational Psychology, 79, 101-120.

  • Magner, N., Johnson, G. G., & Elfrink, J (1994). Evidence on the relationship between procedural and distributive justice in performance appraisal and accounting faculty attitudes and performance. Journal of Accounting Education, 12(4), 325-341.

  • Maslow, A. (1954). Motivation and personality. (Harper and Row. New York. NY).

  • Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand and Meglino Model. Journal of Applied Psychology, 67, 53-59.

  • Mowday, R. T., Koberg, C. S., & McArthur, A. W. (1984). The psychology of the withdrawal process: A cross-validational test of Mobley’s intermediate linkages model of turnover in two samples. Academy of Management Journal, 27, 79-94.

  • Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organisational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.

  • Price, J. L., & Mueller, C. W. (1986). A causal model of turnover for nurses. Academy of Management Journal, 24, 543-565.

  • Raykov, T., & Marcoulides, G. A. (2006). On hierarchical linear model reliability estimation from the perspective of structural equation modeling. Structural Equation Modeling, 13(1), 130-141.

  • Rigotti, T., Schyns, B., & Mohr, G (2008). A short version of the occupational self-efficacy scale: Structural and construct validity across five countries. Journal of Career Assessment, 16, 238-255.

  • Schumacker, R. E. & Lomax, R. G. (2010). A beginner’s guide to structural equation modelling. London: The University of Alabama.

  • Schwarzer, R. & Jerusalem, M. (1995). Generalized self-efficacy scale. In J. Weinman. S. Wright and M. Johnston. Measures in Health Psychology: A User’s Portfolio, Causal and Control Beliefs, Windsor, UK: NFER-NELSON.

  • Smith, F. J. (1976). Index of organisational reactions (IOR). JSAS Catalogue of Selected Documents in Psychology, 6(1), 1265.

  • Tabachnick, B. G., & Fidell, L. S. (2007). Using multivariate statistics (5th ed.). USA: Pearson Education.

  • Verma, A., & Sharma, B. (2013). Construct validation of self-efficacy scale. The IUP Journal of Soft Skills, 7(4), 15-26.

  • Wai, C., Teresa, T., & Robinson, C. D. (1998). Reducing staff turnover: A case study of dialysis facilities. Health Care Management Review, 23(4), 21-42.

  • Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota satisfaction questionnaire: Minnesota studies in vocational rehabilitations. Minneapolis: Industrial Relations Center, University of Minnesota.

  • Wood, R. E., & Bandura, A. (1989). Impact of conception of ability on self regulatory mechanisms and complex decision making. Journal of Personality and Social Psychology, 56(3), 407-415.

  • Zenk, G. K., & Eckhardt, W. (1970). Comment on militarism, personality and other social attitudes. The Journal of Conflict Resolution, 14(1), 121-124.


Abstract Views: 261

PDF Views: 0




  • Self-Efficacy as a Control Measure for Attrition Intent:An Empirical Assessment

Abstract Views: 261  |  PDF Views: 0

Authors

Anju Verma
Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, India
Brij Sharma
V F Corp., Canada

Abstract


The present study seeks to examine the control measures for the attrition intent. A total of 782 employees from various pharmaceutical companies scattered well in Delhi (including National Capital Region) and Haryana were considered for the study which is based on primary data. Structural equation modelling (SEM) has been used to analyse the data. SEM shows that self-efficacy has positive and significant effect on attrition intent and is able to minimise attrition intent. Hence, self-efficacy comes out as control measure for attrition intent for the employees of Indian Pharmaceutical Industry. The present study contributes the existing literature by highlighting the role of self-efficacy in reducing attrition intents among employees. High self-efficacy will lead to decrease the attrition intents among the employees of skill-based businesses.

Keywords


Self-Efficacy, Pharmaceutical Industry, Attrition Intent, Control Measure, Structural Equation Modelling.

References