The impact of job autonomy and job analysis on turnover intention: An empirical study of the mediaƟng role of continuance commitment
Các tác giả
DOI: https://doi.org/10.59294/HIUJS2026076Từ khóa:
conƟnuance commitment, job autonomy, job analysis, turnover intenƟon, Social Exchange TheoryTóm tắt
This study examines the indirect effects of job autonomy and job analysis on turnover intenƟons through conƟnuance commitment, framed by Social Exchange Theory. A cross-secƟonal survey was conducted across mulƟple industries, and data were analyzed using ParƟal Least Squares Structural EquaƟon Modeling (PLSSEM). The results demonstrate that job analysis clarity posiƟvely predicts conƟnuance commitment (β = 0.377), while autonomy shows a slight negaƟve relaƟonship (β = -0.147). In turn, conƟnuance commitment significantly reduces turnover intenƟons (β = -0.418), explaining 17.5% of its variance. These findings suggest that clear job roles strengthen employees' raƟonal investment in the organizaƟon, whereas high autonomy may enhance percepƟons of external mobility. The study contributes theoreƟcally by extending Social Exchange Theory and Job CharacterisƟcs Theory to explain how job design influences not only affecƟve but also calculaƟve forms of commitment. PracƟcally, the findings highlight that organizaƟons can improve retenƟon by providing role clarity and structuring autonomy in ways that develop job-specific experƟse and increase employees' perceived value of staying.
Abstract
This study examines the indirect effects of job autonomy and job analysis on turnover intenƟons through conƟnuance commitment, framed by Social Exchange Theory. A cross-secƟonal survey was conducted across mulƟple industries, and data were analyzed using ParƟal Least Squares Structural EquaƟon Modeling (PLSSEM). The results demonstrate that job analysis clarity posiƟvely predicts conƟnuance commitment (β = 0.377), while autonomy shows a slight negaƟve relaƟonship (β = -0.147). In turn, conƟnuance commitment significantly reduces turnover intenƟons (β = -0.418), explaining 17.5% of its variance. These findings suggest that clear job roles strengthen employees' raƟonal investment in the organizaƟon, whereas high autonomy may enhance percepƟons of external mobility. The study contributes theoreƟcally by extending Social Exchange Theory and Job CharacterisƟcs Theory to explain how job design influences not only affecƟve but also calculaƟve forms of commitment. PracƟcally, the findings highlight that organizaƟons can improve retenƟon by providing role clarity and structuring autonomy in ways that develop job-specific experƟse and increase employees' perceived value of staying.
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