Impact of Self -Concept on Turnover Intention: An Empirical Study
Dr. Deepanjana Varshney

Abstract
A high level of employee turnover can jeopardize organizational productivity; increase the hiring costs and the valuable loss of tacit knowledge. In recent times the focus has shifted from external organizational factors to individual psychological variables as the deeper forces behind employee’s motive to quit organizations. The empirical paper investigates the relationship between employee's self-concept with turnover intention in the organizational context. The individual self-concept may play a pivotal role in employee's turnover intention as hypothesized in the paper. Samples of 180 employees were surveyed in four organizations of Saudi Arabia. It was found that the individual self-concept had a positive relationship with turnover intention. The future implications have been discussed.

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