employee quitting intentions

Human behaviour is dynamic in nature and thus employees in organizations. Social theorists, industrial psychologists and many such allied disciplinarians are reinventing many of their frameworks in understanding employees behaviour in various perspectives of organization. One such perspective is quitting behaviour. This book has reinvented many of the old notions in uncovering the employees quitting behaviour. The book explores the various constructs that influences the quitting intention of software employees. A model was developed and validated on quitting intention. This research has identified the various factors that either directly or indirectly influenced the quitting intention of employees.The relationships are statistically evidential and can be treated as empirical findings.The model can also be tested in other organizational sectors too. The findings will serve both the academicians and the practitioners in gaining a better understanding in employees quitting intention.

Autorentext

Udhayanan is working as an Assistant Professor in the Department of Management Studies, Easwari Engineering College, Chennai, India. He is a graduate in Psychology and is specialized in the field of Human Resource Management. His research interests are also in the fields of consumer behavior, and investors behavior.

Klappentext

Human behaviour is dynamic in nature and thus employees in organizations. Social theorists, industrial psychologists and many such allied disciplinarians are reinventing many of their frameworks in understanding employees behaviour in various perspectives of organization. One such perspective is quitting behaviour. This book has reinvented many of the old notions in uncovering the employees quitting behaviour. The book explores the various constructs that influences the quitting intention of software employees. A model was developed and validated on quitting intention. This research has identified the various factors that either directly or indirectly influenced the quitting intention of employees.The relationships are statistically evidential and can be treated as empirical findings.The model can also be tested in other organizational sectors too. The findings will serve both the academicians and the practitioners in gaining a better understanding in employees quitting intention.