DOES EMPLOYEE EMPOWERMENT REDUCE TURNOVER INTENTION? A REVIEW PAPER

Abstract

Turnover has been a critical issue in the field of human resource management. Although thousands of researches have been conducted in previous decades, the issue of turnover has not been solved by the researchers. Turnover intention is crucial to be studied because it is known as the most predictable variable in predicting the actual turnover among employees. Many antecedents have been introduced to improve turnover intention in organizations. Employees’ empowerment is known as one of the antecedents. Empowerment could help to reduce turnover intention because positive behaviour of organizations could reinforce the positive behaviour of employees. The employees could reduce the intention to leave in order to reciprocate to their organizations. However, it was claimed that the effect of employees’ empowerment on turnover intention is little known. Hence, there is a need to explore the relationship between employees’ empowerment and employees’ turnover intention. The past studies that investigated the relationship between employees’ empowerment and employees’ turnover intention are important for this review paper. This review writing involved the articles that are ranged from 2008 to 2018, which is a decade. From the past studies, it was found that the relationship between employees’ empowerment and employees’ turnover intention among employees is inconsistent. Some studies revealed significant relationship, while other studies claimed that there is non-significant relationship between the variables. The inconsistency of findings has caused ambiguity to the linkage between the variables. It is recommended that future studies should conduct their studies in longitudinal form in order to capture the trend of changes throughout their research.