The influence of social support and organizational support on turnover intention among Thai workers : a proposed model

Name: Patipan Lobburi

LCSH: Organizational sociology -- Research

LCSH: Social Support -- Research

LCSH: Labor -- Thailand -- Research

Abstract: The objective of this study is to investigate whether social and organizational support influences job satisfaction, organizational commitment, and turnover intention among Thai workers and also to develop the turnover model in Thailand. The few studies on turnover in Thailand were mainly conducted on either social or organizational support to investigate turnover. Consequently, placing social and organizational support together in a hypothesized model was rarely highlighted. Using the theoretical framework of social support (SST) and organizational support (OST), this study explored the interpersonal relationship in and out of the workplace and human resource practices that contribute to turnover intention of Thai workers. The research was conducted in five processing canned and frozen seafood factories in Thailand that have been facing problems with high turnover rates. A survey was administered to full time workers who work at these factories. Structural equation modeling (SEM) was employed to test the overall fit of the proposed model. The findings of the study suggest that the proposed model explained a significant amount of variance in the outcome variable. However, contrary to theoretical assumptions based on research, three variables, family and friends support, participation in decision-making, and fairness rewards, did not have significant direct causal effects on turnover intention variable. Based on the empirical data, the proposed model was revised. After the second revision, the revised model fit the empirical data under study and all path coefficients were statistically significant at the .05 level. The final revised model suggested that supervisor support was more strongly related to turnover intention than the sources of social and organizational support. Furthermore, three sources of social support had indirect effect on organizational commitment and turnover intention through job satisfaction. Similarly, three sources of organizational support had indirect effect on job satisfaction and turnover intention through organizational commitment. In addition, organizational commitment and job satisfaction were in a reciprocal causal relationship. The results of the study support the social support (SST) and organizational support (OST) theory by indicating that most of turnover intention emerges from the lack of a supporting network in the workplace (e.g., supervisor and co-worker) and also organizational policies such as growth opportunities and participation in decision-making policies. Future studies are called to explore whether this result can be generalized to use with various industrial sectors and other groups (e.g., textile and garment sector and white collar) in Thailand. This study has significant practical implications for administrators and human resource practitioners.

Bangkok University. Library and Learning Center

Address: BANGKOK

Email: library@bu.ac.th

Name: McKerrow, Raymie

Role: Advisor of thesis

Created: 2010

Modified: 2565-09-01

Issued: 2015-07-03

วิทยานิพนธ์/Thesis

application/pdf

CallNumber: Dissertation P374I 2010 BU

eng

DegreeName: Doctor of Philosophy

Level: Doctoral Degree

Descipline: Interpersonal Communication

Grantor: Bangkok University

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