Turnover Intentions.
Turnover and Age:
Table :
ANOVA between Age and Turnover Intention
Descriptives
Turnover intention scores
N
Mean
Std.
Deviation Std. Error
95% Confidence
Interval for Mean
Minimum Maximum
Lower
Bound
Upper
Bound
20-29 16 42.5000 11.20714 2.80179 36.5281 48.4719 28.00 56.00
30-39 39 45.1795 11.46820 1.83638 41.4619 48.8970 24.00 62.00
40-49 64 44.9063 10.58408 1.32301 42.2624 47.5501 27.00 66.00
50-59 33 39.2727 15.57497 2.71125 33.7501 44.7954 23.00 63.00
60+ 10 35.6000 14.99778 4.74271 24.8712 46.3288 23.00 57.00
Total 162 43.0123 12.49943 .98205 41.0730 44.9517 23.00 66.00
ANOVA
Turnover intention scores
Sum of
Squares df
Mean
Square
F
Sig.
Between
Groups
1427.849
4
356.962 2.362 .056
Within
Groups
23726.127 157 151.122
Total 25153.975 161
A one way between subjects ANOVA was conducted to compare the effect age
has on turnover intention. There was a significant effect at the p<.05 level for the
four conditions/status [F (4, 157) = 2.362, p= .056.
A comparison of the results indicated that the mean scores for counsellors age 50-
59 (M=39.00, SD=15.57) and counsellors aged above 60 (M= 35.60, SD= 14.99)
were significantly different compared to counsellors who are aged 20-29 (M=
42.5, SD= 11.2), counsellors aged 30-39(M= 45.17, SD= 11.46), and counsellors
aged 40-49 (M= 44.90, SD= 10.58).
These results suggest that age has a positive impact on turnover intention.
Counsellors who are aged 30-39 are likely to have higher turnover intention scores
compared to other age groups.
Turnover and Gender:
Table:
Independent samples T-Test between gender and Turnover Intention
Group Statistics
Sex of participant
N
Mean
Std.
Deviation
Std.
Error
Mean
Turnover
intention
score
Male 58 41.3103 10.80482 1.41874
Female 103 44.0194 13.35854 1.31626
Levene's
Test for
Equality of
Variances T-test for Equality of Means
F
Sig.
t
df
Sig
.
(2-
tailed)
Mean
Difference
Std. Error
Difference
95% Confidence
Interval of the
Difference
Lower Upper
Turnover
intention
Score
Equal
variances
assumed
4.966 .027 -
1.320
159 .189 -2.70907 2.05258 -
6.76292
1.34477
Equal
variances
not
assumed
-
1.400
139.570 .164 -2.70907 1.93529
-
6.53535
1.11721
An independent-samples t-test was conducted to compare turnover scores between
male and female counsellors. There was a significant difference in the scores for
males (M=41.31, SD= 10.80) and scores for females (M=44.01, SD= 13.35)
conditions; t (159) = 1.320, p=.189. These results suggest that gender does have an
influence on turnover intention scores. Specifically Women have higher turnover
intention than men however the difference is not statistically significant.
Turnover and Marital status:
Table :
ANOVA between Marital Status and Turnover Intention
Descriptives
Turnover intention Scores
N
Mean
Std.
Deviation
Std.
Error
95% Confidence
Interval for Mean
Minimum Maximum
Lower
Bound
Upper
Bound
Married 110 42.8091 13.05071 1.24434 40.3429 45.2753 23.00 66.00
Single
never
married
34 46.3235 10.38566 1.78113 42.6998 49.9473 27.00 62.00
Divorced 11 32.4545 4.98726 1.50371 29.1041 35.8050 27.00 39.00
Widowed
7
46.7143 13.42528 5.07428 34.2980 59.1306 29.00 59.00
Total 162 43.0123 12.49943 .98205 41.0730 44.9517 23.00 66.00
ANOVA
Turnover Intention Score
Sum of
Squares df
Mean
Square
F
Sig.
Between
Groups
1699.387
3
566.462 3.816 .011
Within
Groups
23454.588 158 148.447
Total 25153.975 161
A one way between subjects ANOVA was conducted to compare the effect
marital status has on turnover intention. There was a significant effect at the p<.05
level for the four conditions/status [F (3, 158) = 3.82, p= .011.
A comparison of the results indicated that the mean scores for single never
married (M=46.32, SD=10.38) and widowed (M= 46.71, SD= 13.42) were
significantly different compared to counsellors who are divorced (M= 32.45,
SD= 4.98) and married counsellors (M= 42.81, SD=
13.05. These results suggest that marital status has a positive impact on turnover
intention.
Counsellors who are single never married and those who are widowed are likely to
have higher turnover intention scores.
Turnover and Academic Qualification:
Table:
ANOVA between “What is your highest academic qualification?” and the
Turnover Intention Scores
Descriptives
Turnover Intention Score
N
Mean
Std.
Deviation
Std.
Error
95% Confidence
Interval for Mean
Minimum Maximum
Lower
Bound
Upper
Bound
Diploma 34 47.0588 13.30058 2.28103 42.4180 51.6996 27.00 66.00
Bachelor’s
degree
42 41.4286 11.42557 1.76300 37.8681 44.9890 23.00 63.00
Master’s
degree
71 44.6056 11.55667 1.37152 41.8702 47.3411 24.00 64.00
PhD 15 30.7333 10.38864 2.68233 24.9803 36.4864 23.00 47.00
Total 162 43.0123 12.49943 .98205 41.0730 44.9517 23.00 66.00
ANOVA
Turnover intention Score
Sum of
Squares df
Mean
Square
F
Sig.
Between
Groups
3103.916
3
1034.639 7.414 .000
Within
Groups
22050.059 158 139.557
Total 25153.975 161
A one way between subjects ANOVA was conducted to compare the effect
academic qualification has on turnover intention. There was a significant effect at
the p<.05 level for the four conditions/status [F (3, 158) = 7.41, p= .000.
A comparison of the results indicated that the mean scores for counsellors with
diplomas (M=47.06, SD=13.30), bachelor’s degrees (M= 41.42, SD= 11.42
and master’s degrees (M=
44.60, SD= 11.55) were significantly different compared to counsellors who have
PhD’s (M= 30.73, SD= 10.38).
These results suggest that academic qualification has a positive impact on turnover
intention. Counsellors who hold PhD’s are likely to have the least turnover
intention scores whereas counsellors with diplomas are likely to have the highest
turnover intentions scores followed by masters and bachelors degree holders.
Turnover and Duration of Employment:
Table:
Correlation between “how long
have you worked for your
organisation” and Turnover
Intention Scores
How long
have you
worked for
your
organisation
Turnover
Score
How long Pearson
1
-.001
have you Correlation
worked for
your
organisation Sig. (2-
tailed)
.986
N
162 162
Turnover
Score
Pearson
Correlation
-.001
1
Sig.
tailed)
(2- .986
N
162 162
A Pearson product moment correlation was computed to assess the relationship
between duration of employment and turnover intention. There was a weak
negative correlation and no statistically significant relationship between the two
variables. r= -.001, n=162; p.986. Theseresults suggest that duration of
employment has an impact on turnover intention; the more years the counsellors
works the less the turnover intentions scores.
Turnover and Employment Status:
Table:
ANOVA between “what is your current job status” and Turnover Intention Scores
Descriptives
Turnover intention Scores
N
Mean
Std.
Deviation
Std.
Error
95% Confidence
Interval for Mean
Minimum Maximum
Lower
Bound
Upper
Bound
Working
on a fixed
term
contract
33 45.4848 13.82055 2.40585 40.5843 50.3854 23.00 63.00
Working
on
permanent
or open
ended
contract
55 44.4545 11.56114 1.55890 41.3291 47.5800 23.00 64.00
Self
employed
45 40.2444 12.34201 1.83984 36.5365 43.9524 23.00 66.00
Part time
or locum
basis
25 44.1200 11.91050 2.38210 39.2036 49.0364 28.00 60.00
Others
4
27.0000 0.00000 0.00000 27.0000 27.0000 27.00 27.00
Total 162 43.0123 12.49943 .98205 41.0730 44.9517 23.00 66.00
ANOVA
Turnover intention Scores
Sum of
Squares df
Mean
Square
F
Sig.
Between
Groups
1717.145
4
429.286 2.876 .025
Within
Groups
23436.830 157 149.279
Total 25153.975 161
A one way between subjects ANOVA was conducted to compare the effect
employment status has on turnover intention. There was a significant effect at the
p<.05 level for the four conditions/status [F (4, 157) = 2.87, p= .025.
A comparison of the results indicated that the mean scores for counsellors working
on fixed term contracts (M=45.48, SD=13.82), permanent or open ended contracts
(M= 44.45, SD= 11.56) and counsellors working part time or on locum basis (M=
44.12, SD= 11.91) were significantly different compared to counsellors who are
self employed (M= 40.24, SD= 12.34).
These results suggest that employment status has a positive impact on turnover
intention. Counsellors who are self employed are likely to have the least turnover
intention scores whereas counsellors who are working on fixed term contracts are
likely to have the highest turnover intentions scores followed by those working on
permanent or open contracts and those working part time.
