Browsing by Subject "Construction industry turnover"
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Item Organizational fit and turnover in the construction industry : exploring the impact of job characteristics among junior professionals(2018-12-07) Choi, Seogjae; Faust, Kasey M.; Borcherding, John D.Researchers have proved that employees who have the intention to quit the organization - turnover intention have decreased productivity and may not fulfill their duties. Turnover intention may be affected by the relationship between the employee and the organization, known as person-organization (PO) fit, and characteristics that a job contains. As the construction industry has distinctive characteristics (e.g., project-based, many uncertainties, various stakeholders), it needs to be separately considered with other industries in regards to turnover intention. The purpose of this research is to identify which construction industry characteristics have a relationship with PO fit and turnover intention. High salary is often effective to reduce turnover intention but may be hard to adopt by companies; therefore, this study focuses on non-monetary characteristics, including skill variety, task identity, task significance, autonomy, workload, work location, and job security. As far as turnover is concerned, younger professionals of the construction industry are more affected by the non-monetary factor as compared to the older employees. With this in mind, the study is focused on the current employees who are under 35 years old and have less than five years of experience in the current organization. This study deploys a questionnaire composed of four scales: (1) the characteristics of the construction industry, (2) PO fit, (3) intention toward turnover, and (4) demographic factors such as gender, age, education, employment status, tenure, work location, accommodation, and job preference. Analyses include descriptive statistics, analysis of variance, and regression analysis. Results indicate that how to assign an employee to a place of work (i.e., HQ, regional office, or a specific project) and a variety of different activities required by the job are associated with PO fit. Notably, PO fit is a predictor of turnover intention. Based on the results, by assigning employees to a place of work by justified processes and avoiding that the job becomes simple and repetitive, construction companies may increase employee’s retention (the opposite to turnover)