The Impact of Perceived Organizational Support and Job Satisfaction on Turnover Intention Among Workers in Small and Medium Sized Enterprises (WITHDRAWN)

Background and Purpose: Despite that the portion of workers in small and medium sized enterprises account 87% of the South Korea industry, the importance of their working environment is easily ignored. However, it has become a growing concern because they undergo the pressure to achieve a supreme performance in a poor working environment and that leads to increased turnover intention. As a result, a great deal of research is examining the situation to find out the various antecedents in order to reduce turnover intention. Reflecting this, the purpose of this research is to verify the impact of perceived organizational support on turnover intention among workers in small and medium sized enterprises and to examine the mediation effect of job satisfaction.

Methods: For this research, 117 workers in small and medium sized enterprises were selected through a survey from September 7th to 25th, 2015. Quota sampling and self-administered survey questionnaire were used. Multiple-regression analysis was used for analysis, with SPSS 17.0 software. Additionally, sobel test was performed to examine the mediation effect of job satisfaction. Perceived organizational support was used as an independent variable, job satisfaction was used as a mediate variable, and turnover intention was used as a dependent variable for analyzing this model.

Results: Perceived organizational support had significant levels of negative impact on turnover intention (β = -.677, p< .001). Moreover, the impact of perceived organizational support on job satisfaction showed that perceived organizational support had significant levels of positive impact (β = .680, p< .001) on job satisfaction. The results of the verification of the mediate effect of job satisfaction as part of the multiple regression analyses of perceived organizational support and turnover intention are shown as follows. Multiple regression model 1 that included only turnover intention, was β = .680 (p= .000 p< .001), and in comparison, in the analysis with job satisfaction added model1, was β= -.419 (p= .003, p< .01). This meant that there was a partial mediate effect due to job satisfaction. Lastly, this model proved significant (p= .005, p< .01) according to sobel test result. 

Conclusions and Implications: To sum up the result, to increase workers` perceived organizational support and job satisfaction, practical supports should be given, such as introducing employee assistance programs (EAP) in small and medium sized enterprises. Providing EAP could promote perceived organizational support, job satisfaction and reduce turnover intension at the same time. Furthermore, the EAP could be established successfully if the enterprise and government design it based on workers` need.