Identifying the Predictors of the Turnover Intentions: A Case of Thailand Pharmaceutical Companies

Abstract

Panida Ninroon, Wareeya Khlungsaeng, Jiraporn Boonying, Ronnakorn Vaiyavuth

Employee turnover has become a serious cost over the period of time. It is prevalent across the boarders and all type of businesses. It do result in certain costs for organizations, therefore it must be curbed. Bearing in mind the importance of issue the present study has attempted to examine the factors which do contribute towards the employee turnover intentions. Results oriented appraisals, training, job description and internal career opportunity has been considered as factors which do contribute towards the turnover intentions. The study followed the quantitative approach. Convenience sampling has been used for the data collection and data were collected from the medical representatives residing in Thailand. 500 questionnaires were distributed out of which only 300 were valid and used for data analysis. As per the results, internal career opportunity found to be negatively associated with the turnover intentions. The relationship is valued at -0.075 which means that when the employees perceive that they will have development opportunities within the organization they won’t leave the organization. However, the results are contrary to the hypothesis which states that lack of career opportunity will bring about the turnover within an organization. Going on further the results showed a positive association between job description and turnover intentions. Similarly, the results are showing a positive association between lack of results oriented appraisals and turnover intentions. Finally, the results are showing a positive association between training and turnover intentions. All the results are supportive to the hypotheses of study and all are accepted.