Translation and Validation of Turnover Intention Scale on a Pakistani Sample

Authors

  • Dr Ambreen Anjum Associate Professor/Incharge, Department of Psychology, Virtual University, Lahore, Pakistan. https://orcid.org/0000-0002-7026-2941
  • Anum Shahzadi MS Scholar, Department of Psychology, University of Lahore, Lahore, Pakistan.
  • Sehrish Wazir Lecturer, Department of Applied Psychology, Government Sadiq Women University, Bahawalpur, Pakistan.

DOI:

https://doi.org/10.52053/jpap.v3i2.104

Keywords:

Confirmatory Factor Analysis, Cross Validation, Reliability, Turnover Intention

Abstract

The availability of valid and reliable tool to assess turnover intent in any organization is essential.  This study aimed to translate turnover intention scale in Urdu for employees working in diverse organizations (universities, banks, and hospitals). For this purpose, forward and backward translation methods were adopted. After determining cross language validation, factor validity was confirmed through Confirmatory factor analysis. Sample for Confirmatory factor analysis was consisted of 350 employees taken from diverse organizations. Sample age range was 22 to 60 years. The findings of Confirmatory factor analysis supported single factor structure of turnover intention scale with good fit model with Root mean square error .04. The alpha reliability coefficient of the Urdu version turnover intention scale was ?= .87. The findings also showed that turnover intention scale is a promising assessment tool having high validity and reliability.

References

Abbasi, S. M., & Hollman, J. P. (2000). Turnover: The Real Bottom Line. Public Personnel Management, 29(3), 333-342. DOI: https://doi.org/10.1177/009102600002900303

Bajwa , E., Yousaf, M., Rizwan, M. (2014). Employee Turnover Intention in services sector of Pakistan. International Journal of Human Resource Studies, 4(2), 164-180. DOI: https://doi.org/10.5296/ijhrs.v4i2.5905

Bothma, F.C., & Roodt, G. (2012). Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship. SA Journal of Industrial Psychology, 38(1), 8-19.http://dx.doi.org/10.4102/sajip.v38i1.893 DOI: https://doi.org/10.4102/sajip.v38i1.893

Brown, T. A., & Moore, M. T. (2012). Confirmatory factor analysis. In R. H. Hoyle (Ed.), Handbook of Structural Equation Modeling (pp. 361–379). The Guilford Press.

Brislin, R. W. (1970). Back translation for the cross-cultural research. Journal of Cross Cultural Research, 1(3), 185-216. DOI: https://doi.org/10.1177/135910457000100301

Farh, J. L., Tsui, A. S., Xin, K., & Cheng, B. -S. (1998). The influence of relational demography and Guanxi: The Chinese case. Organization Science, 9(4), 471–488. https://doi.org/10.1287/orsc.9.4.471 DOI: https://doi.org/10.1287/orsc.9.4.471

Fukui, S., Wu, W., & Salyers, M. P. (2019). Impact of Supervisory Support on Turnover Intention: The Mediating Role of Burnout and Job Satisfaction in a Longitudinal Study. Administration and Policy in Mental Health and Mental Health Services Research, 46(4), 488–497. https://doi.org/10.1007/s10488-019-00927-0 DOI: https://doi.org/10.1007/s10488-019-00927-0

Glendinning, P.M. (2001) Workplace bullying: Curing the cancer of the American workplace. Public Personnel Management, 30(3), 269-286. DOI: https://doi.org/10.1177/009102600103000301

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis. (7th ed.). Englewood Cliffs: Prentice Hall.

Hatcher, L. (1994). A Step-by-Step Approach to Using the SAS System for Factor Analysis and Structural Equation Modeling. Cary, NC: SAS Institute, Inc.

Johnson, P. R., & Indvik, J. (2001). Rudeness at work: Impulse over restraint. Public Personnel Management, 30(4), 457–465. https://doi.org/10.1177/009102600103000403 DOI: https://doi.org/10.1177/009102600103000403

Lacity, M.C., Iyer, V.V., & Rudramuniyaiah, P.S. (2008). Turnover intentions of Indian IS professionals. Information Systems Frontiers, 10(4), 225-241. http://dx.doi.org/10.1007/s10796-007-9062-3 DOI: https://doi.org/10.1007/s10796-007-9062-3

Mobley, W.H. (1982). Some unanswered questions in turnover and withdrawal research. Academy of Management Review, 7(12), 111-116. https://doi.org/10.5465/AMR.1982.4285493 DOI: https://doi.org/10.5465/amr.1982.4285493

Roodt, G. (1997). Theoretical and empirical linkages between work-related commitment. Journal of Industrial Psychology, 23(2), 6-13. https://dx.doi.org/10.4102/sajip.v23i2.624 DOI: https://doi.org/10.4102/sajip.v23i2.624

Scanlan, J.N., & Still, M. (2019). Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service. Bio Medical Central Health Service Research 19, 62. https://doi.org/10.1186/s12913-018-3841-z DOI: https://doi.org/10.1186/s12913-018-3841-z

Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293-315. https://doi.org/10.1002/job.248 DOI: https://doi.org/10.1002/job.248

Schnider, K. R., Elhai, J. D., Gray, M. J. (2007) Coping style use predicts posttraumatic stress and complicated grief symptom severity among college students reporting a traumatic loss. Journal of Counseling Psychology 54(3): 344–350. DOI: https://doi.org/10.1037/0022-0167.54.3.344

Senter, J.L., & Martin, J.E. (2007). Factors affecting the turnover of different groups of part-time workers. Journal of Vocational Behavior, 71, 45-68. DOI: https://doi.org/10.1016/j.jvb.2007.03.004

Spector, P. E. (1994). Job Satisfaction Survey. Tampa, FL: Department of Psychology, University of South Florida.

Wasti, A.S. (2003). Organizational commitment, turnover intentions and the influence of cultural values. Journal of Occupational and Organizational Psychology, 76(5), 303-321. http://doi.org/10.1348/096317903769647193 DOI: https://doi.org/10.1348/096317903769647193

Yan, Z., Mansor, Z. D., Choo, W. C., & Abdullah, A. R. (2021). How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model. Psychology Research and Behavior Management, 14, 185–197. https://doi.org/10.2147/PRBM.S293839 DOI: https://doi.org/10.2147/PRBM.S293839

Downloads

Published

2022-06-30

How to Cite

Anjum, D. A. ., Shahzadi, A. ., & Wazir, S. . (2022). Translation and Validation of Turnover Intention Scale on a Pakistani Sample. Journal of Professional & Applied Psychology, 3(2), 249–256. https://doi.org/10.52053/jpap.v3i2.104

Issue

Vol. 3 No. 2 (2022): Journal of Professional & Applied Psychology

Section

Original Articles

Categories

License

Copyright (c) 2022 Dr Ambreen Anjum, Anum Shahzadi, Sehrish Wazir

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

Creative Commons Attribution-Non Commercial 4.0 International (CC BY-NC 4.0) License: This article is distributed under the terms of the Creative Commons Attribution-Non Commercial 4.0 International License (https://www.creativecommons.org/licenses/by-nc/4.0/) which permits non-Commercial use, reproduction
and distribution of the work without further permission provided the original work is attributed as specified on the Journal website at (https://iprpk.com/ojs/index.php/jpap)