The relation between psychological empowerment and turnover intention, Windhoek select="/dri:document/dri:meta/dri:pageMeta/dri:metadata[@element='title']/node()"/>

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dc.contributor.author Mushuna, G.
dc.contributor.author Pieters, Wesley R.
dc.date.accessioned 2020-08-19T18:46:01Z
dc.date.available 2020-08-19T18:46:01Z
dc.date.issued 2016
dc.identifier.citation Mashuna, G. & Pieters, W. R. (2016). The relation between psychological empowerment and turnover intention, Windhoek. Namibia Journal of Managerial Sciences, 2(2), 126-151. en_US
dc.identifier.uri http://hdl.handle.net/11070/2795
dc.description.abstract Finding ways to reduce turnover within organisations is challenging, especially during economically difficult times and with high levels of skill shortages. The main aim of this study is to investigate the relation between psychological empowerment and turnover intention. Instead of using money only to retain employees, managers and organisations can find ways to reduce turnover intention of employees. Psychological empowerment is a set of cognitions regarding an individual’s job orientation in relation to meaning, competence, self-determination and impact. Psychological empowerment is linked to identifying and removing conditions from an organisation that increases powerlessness amongst the employees. Turnover intention is the subjective probability that an employee will leave his/her work within a certain period of time. Turnover intention was found to be the strongest predictor of actual turnover. It was found that when employees experience higher levels of psychological empowerment they will also experience lower levels of turnover intention and increased levels of productivity within the organisation. A cross-sectional survey was used to assess the correlation between psychological empowerment and turnover intention at a parastatal in Windhoek (n=101). Making use of Spearman’s rank order correlation, psychological empowerment was negatively related to turnover intention (r = -0.46, p < 0.05; medium effect). Removing disempowering practices from the organisation will reduce employees’ level of turnover intention. The unique nature of this study, especially within the Namibian context, paves the way for future research on a large scale but also adds to the existing body of knowledge within industrial/organisational psychology and to aspects of employee retention within the world of work. en_US
dc.language.iso en en_US
dc.subject Turnover intention en_US
dc.subject Psychological empowerment en_US
dc.title The relation between psychological empowerment and turnover intention, Windhoek en_US
dc.type Article en_US


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