Industrial Psychology

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.

UTILIZATION OF E-RECRUITMENT TOOLS AS PERCEIVED BY RECRUITERS AND JOB APPLICANTS

Recruitment of employees, as well as the application for jobs, has been a tedious process involving time and resources, however, the use of technology simplifies the process. Online or e-recruitment tools have been used both by the recruitment officers and the job applicants. Using partial least squares structural equation modeling, the study compared the perceptions of the two groups of respondents on the perceived usefulness, perceived ease of use, and their attitude towards the intention to use e-recruitment tools. The study established that the two groups of respondents both found the tools easy to use affecting their attitude and the intention to use or reuse the tools. The job applicants found the tools useful for their purpose affecting their attitude and intention to use, while the recruitment officers found the existing tools limiting. Nonetheless, recruitment officers’ attitude towards the use of the tool affects their intention to use it. Finally, additional features of online recruitment tools were recommended. Keywords: e-recruitment tools, perceived ease of use, perceived usefulness, attitude