Actual voluntary turnover: A study of job embeddedness, pay satisfaction, and perceived alternative job opportunities

Past literature supports negative links between job embeddedness, pay satisfaction and actual voluntary turnover (AVT), several meta-analytical studies have reported weaker links between these constructs. As a result, calls for further research has been suggested, particularly on the interactive process through which both job embeddedness and pay satisfaction are likely to influence AVT. The purpose of this study was also to explore the likely interactive effect of perceived alternative job opportunities on job embeddedness, pay satisfaction, and AVT. A mixed-method approach was used. Data were obtained from a survey sample of 216 and nine interviewed former faculty members of public universities in Nigeria. Using partial least square structural equation modelling (PLS-SEM), the quantitative results indicated that both organizational embeddedness and pay satisfaction were significantly and negatively related to AVT. On the contrary, community embeddedness demonstrated no significant effect on AVT. The results further showed that perceived alternative job opportunities moderated the relationship between organizational embeddedness and AVT, as well as between pay satisfaction and AVT. But, no significant interaction effect was found between perceived alternative job opportunities and community embeddedness. In addition to the survey, semi-structured interviews were conducted. The results of the interviews showed that the dysfunctional nature of the university’s work environment and longer commute time were important contributors to their reason for leaving. The qualitative result also revealed that the disparity in pay between public and private universities played a critical role in the participants’ decisions to actually leave. Additionally, unsolicited job offer was also identified as another reason that influenced their turnover decisions. Overall, the qualitative results complemented the survey findings in that they were able to further clarify and elaborate the latter. Implications of the results for future research and practice, as well as the limitations of the study are highlighted

Proposed Framework to Investigate Perceived Alternative Job Opportunities as a Moderator on the Relationship between Job Embeddedness, Pay Satisfaction and Actual Voluntary Turnover

Globally, the issue of actual voluntary turnover is a phenomenon that hinders organisations from accomplishing objectives. While prior studies have examined several factors that elucidate why employees voluntarily quit their jobs, however, only a handful have made efforts to link job embeddedness and pay satisfaction. In fact the few, if any reported conflicting results. Hence, as a contribution, this paper proposes a framework that explores the relationship between job embeddedness, pay satisfaction and actual voluntary turnover with a moderating role of perceived alternative job opportunities among former faculty members in Nigeria. Keywords: Actual voluntary turnover, job embeddedness, pays satisfaction, perceived alternative job opportunitie

Actual voluntary turnover, job embeddedness, pay satisfaction and moderating effect of perceived alternative job opportunities: data screening and preliminary analysis

he primary objective of this paper is to report the collected data regarding the effects of job embeddedness and pay satisfaction on actual voluntary turnover with moderating role of perceived alternative job opportunities.A survey method was employed to administer 354 questionnaires to former faculty members from various public universities across Nigeria. Initial data screening and cleaning were conducted as an attempt to fulfill the assumptions of multivariate analysis. Therefore, the present study performed missing data analysis and an assessment of uni variate and multivariate outliers with help of Statistical Package for Social Science (SPSS) version 20. Conclusively, the result revealed that data met the requirements for further analysis

Linking pay satisfaction to actual voluntary turnover: The mediating role of perceived alternative job opportunities

While prior research has established a significant and negative relationship between pay satisfactions to actual voluntary turnover, however, the fundamental reason behind this relationship is less clear.Drawing upon social exchange theory and social interdependence theory, this study proposed perceived alternative job opportunities as a fundamental reason or mechanism in the relationship between pay satisfactions to actual voluntary turnover.Using a sample of 216 former academic staff from public universities in Nigeria, results from partial least square path modeling showed that that pay satisfaction was negatively related to actual voluntary turnover. Additionally, results demonstrated that perceived alternative job opportunities mediated the relationship between pay satisfactions to actual voluntary turnover