INTEGRATING EMOTIONAL INTELLIGENCE WITH THE THEORY OF PLANNED BEHAVIOUR TO EXPLAIN EMPLOYEE TURNOVER INTENTION: A PLS-SEM APPROACH
DOI:
https://doi.org/10.3390/aavwr707Keywords:
Theory of Planned Behaviour, Attitude, Subjective Norm, Perceived Behavioural Control, Employee Retention, Organisational Behaviour, PLS-SEM, Turnover Intention, Emotional IntelligenceAbstract
Purpose: The primary aim of the study was to examine the impact of Emotional Intelligence on Turnover Intention based on the Theory of Planned Behaviour. With the aim to obtain a holistic understanding of intention to behave from the point of view of the employees, it was planned to incorporate the concept of emotional intelligence in the three major components of TPB, which are attitudes, subjective norms, and perceived behavioural control.
Methodology: In addition to primary research using a questionnaire style of scales, a quantitative research methodology was used. Purposive and convenience sample techniques were used to choose 486 respondents from various industry backgrounds. The measurement and structural models of the collected data were analyzed by using PLS-SEM.
Findings: The study confirmed the significance of social pressures in the workplace by showing that subjective norm was the largest predictor of turnover intention, whereas emotional intelligence had a little impact. Turnover intention was found to be influenced by attitude and perceived behavioural control, however this influence was minimal when compared to the subjective norm.
Originality: By combining the Theory of Planned Behaviour with Emotional Intelligence, the study added to the corpus of knowledge by developing a comprehensive framework of social cognitive and emotional aspects. It provided organisations with more theoretical and practical guidance on how to create an efficient staff retention plan.
