MODERATING EFFECT OF GRIT TO THE IMPACT OF JOB SATISFACTION TO TURNOVER INTENTION AMONG COLEGIO DE SAN JUAN DE LETRAN EMPLOYEES
The relationship of job satisfaction to turnover intention among employees has been widely studied across the world (Jayasuriya, Whittaker, Halim, & Matineau, 2012; Choi, Cheung, & Pang., 2013); the lower the job satisfaction, the higher the likelihood for employees to leave their jobs (Locke, 1976; Ali, 2008). However, the moderating effect of a personal resource to this established relationship has received minimal attention. According to the Conservation of Resources theory (Hobfoll, 1989), people spend their resources to deal with threats and to avoid undesirable outcomes when in challenging situations. Thus, this research used a descriptive- correlational designed to examine the possible moderating effect of grit to the relationship of job satisfaction and turnover intention among Letran employees. There were a total of 140 respondents who are Letran employees from the 4 campuses: Manila, Bataan, Calamba and Manaoag. Regression results indicated that job satisfaction explained 23.98 percent of the variation in turnover intention at the 0.05 level of significance. However, grit is not a significant predictor of turnover intention and its moderating effect is also not significant. The results also show that effects of the subscales of job satisfaction on turnover intention is not moderated by grit, although its moderating effect on Contingent Rewards can be explored given the relatively small p-value (0.0984) of the corresponding interaction term.