Factors that Contribute to Turnover Intentions of Muslim Employees: The Case of Construction Material Supply Chain in Sri Lanka
The purpose of this paper is to: first, determine the influence of stressors (Target, Deadlines and Supervisory Styles) on job stress among employees of FAS Organization and second, to examine whether Job Stress has a relationship with individual’s turnover intentions. Analyses of 62 responses using correlation analysis revealed that supervisory styles had significant positive effects on job stress leading to employees’ intention to quit. However, there were no relationships found between targets and deadlines with job stress. With the organizational case as its primary focus, the research showed that supportive supervisory style and better leader subordinate relationship are important factors that influence employee turnover intention. Because these factors indirectly affect turnover intention through organizational commitment, employees will begin to identify with the company, its goals and business strategies, and their jobs if the company can effectively enhance their organizational commitment. Therefore, the effect of organizational commitment is very important to employees of FAS Organization. Top Managerial Personnel and Academics may find this information helpful in developing new training and support programs that help their employees deal with and adapt to stress both at workplace and outside.
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