The Relationship between Individual Learning Capability and Intention to Remain: A Case Study of The Semiconductor Industry in The Yangtze River Delta, China
Keywords:
Individual learning capability, intention to remain, organizational change, semiconductor industryAbstract
This research assesses the collective influence of organizational change cognition, organizational trust, and cynicism toward organizational change on employees’ intention to remain in the organization within the semiconductor industry in the Yangtze River Delta, China. Then intention to remain, while analyzing the mediating role of organizational change cognition and organizational trust. Data were collected from 405 full-time employees working in semiconductor companies in the Yangtze River Delta, China. The study employed Confirmatory Factor Analysis (CFA) via AMOS to assess the model fit indices, yielding strong goodness-of-fit results, confirming the reliability and validity of the measures.
The findings reveal a significant correlation between individual learning capability and intention to remain, indicating both direct and indirect connections with change cognition and organizational trust acting as mediating variables. The interaction among learning capability, trust, and cynicism collectively affects employees’ intention to remain, whereas change cognition shows no significant direct correlation with intention to remain.
References
Abugre, J. B. (2017). Relations at workplace, cynicism and intention to leave. International Journal of Organizational Analysis, 25(2), 198-216. https://doi.org/10.1108/IJOA-09-2016-1068.
Alkahtani, A. H. (2015). Investigating factors that influence employees' turnover intention: A review of existing empirical works. International Journal of Business and Management, 10(12), 152.
Argyris, C., & Schön, D. A. (1978). Organizational Learning: A Theory of Action Perspective. Reading, MA: Addison-Wesley.
Bahadir, M., & Levent, A. F. (2022). The mediating role of the locus of control in the impact of organizational trust on organizational cynicism. International Journal of Modern Education Studies, 6(1), 133-158.
Bandura, A. (1997). Self-efficacy: The Exercise of Control. New York: Freeman.
Bandura, A. (1986). Social Foundations of thought and Action: A Social Cognitive Theory. Englewood Cliffs, NJ: Prentice-Hall.
Baron, J. N. (2004). Employing identities in organizational ecology. Industrial and Corporate Change, 13(1), 3-32.
Benevene, P., Dal Corso, L., De Carlo, A., Falco, A., Carluccio, F., & Vecina, M. L. (2018). Ethical leadership as antecedent of job satisfaction, affective organizational commitment and intention to stay among volunteers of non-profit organizations. Frontiers in Psychology, 9, 423971.
Bellamkonda, N., Santhanam, N., & Pattusamy, M. (2020). Goal clarity, trust in management and intention to stay: The mediating role of work engagement. South Asian Journal of Human Resources Management, 8(1), 9-28.
Biswakarma, G. (2016). Organizational career growth and employees’ turnover intentions: An empirical evidence from Nepalese private commercial banks. International Academic Journal of Organizational Behavior and Human Resource Management, 3(2), 10-26.
Bobbio, A., & Manganelli, A. M. (2015). Antecedents of hospital nurses’ intention to leave the organization: A cross sectional survey. International Journal of Nursing Studies, 52(7), 1180-1192.
Bovey, W. H., & Hede, A. (2001). Resistance to organisational change: the role of defence mechanisms. Journal of Managerial Psychology, 16(7), 534-548. https://doi.org/10.1108/eum0000000006166.
Burnes, B., & Jackson, P. (2011). Success and failure In organizational change: An exploration of the role of values. Journal of Change Management, 11(2), 133-162. https://doi.org/10.1080/14697017.2010.524655.
Byrne, B. M. (1994). Structural Equation Modeling with EQS and EQS/Windows. Thousand Oaks, CA: Sage.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley.
Chiaburu, D. S., Peng, A. C., Oh, I. S., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83(2), 181-197. https://doi.org/10.1016/j.jvb.2013.03.007.
Christensen, C., Dyer, J., & Gregersen, H. (2011). The Innovator’s DNA. Boston, MA: Harvard Business Review.
Cicek, B., Turkmenoglu, M. A., & Ozbilgin, M. (2021). Examining the mediating role of organisational support on the relationship between organisational cynicism and turnover intention in technology firms in Istanbul. Frontiers in Psychology, 12, 606215.
Çınar, O., Karcıoğlu, F., & Aslan, İ. (2014). The relationships among organizational cynicism, job insecurity and turnover intention: A survey study in Erzurum/Turkey. Procedia-Social and Behavioral Sciences, 150, 429-437.
Crossan, M. M., Lane, H. W., White, R. E., & Djurfeldt, L. (1995). Organizational learning: Dimensions for a theory. The International Journal of Organizational Analysis, 3(4), 337-360.
Das, V. T., & Amala, G. (2016). Factors influencing talent management practices: A comparative study. EPRA International Journal of Economic and Business Review, 4(10), 117-127.
Dean, J. W., Brandes, P., & Dharwadkar, R. (1998). Organizational cynicism. The Academy of Management Review, 23(2). https://doi.org/10.2307/259378.
Duarte, F. (2010). Addressing student cynicism through transformative learning. Journal of University Teaching and Learning Practice, 7(1), 42-57. https://doi.org/10.53761/1.7.1.4.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104.
Garvin, D. A. (1993). Beyond High Philosophy and Grand Themes Lie the Gritty Details of Practice. Brighton, MA: Harvard Business Review.
Gharbi, H., Aliane, N., & Sobaih, A. E. E. (2022). I trust you: does this matter in the relationship between sexual harassment, continuous commitment and intention to leave among young female healthcare professionals? International Journal of Environmental Research and Public Health, 19(5), 2843.
Ghosh, P., Stokes, P., Satyawadi, R., Prasad Joshi, J., & Shadman, M. (2013). Who stays with you? Factors predicting employees' intention to stay. International Journal of Organizational Analysis, 21(3), 288-312. https://doi.org/10.1108/IJOA-Sep-2011-0511.
Ginsburg, S., & Jablonka, E. (2021). Evolutionary transitions in learning and cognition. Philosophical Transactions of the Royal Society B, 376(1821), 20190766.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432.
Gustafsson, S., Gillespie, N., Hailey, V. H., Ros, S., & Dietz, G. (2020). Preserving organizational trust during times of threat. Organization Studies, 42(9), 017084062091270. https://doi.org/10.1177/0170840620912705.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate Data Analysis. 5th ed. Lebanon, IN: Prentice Hall.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate Data Analysis. 6th ed. Upper Saddle River, NJ: Pearson Prentice Hall.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis. 7th ed. New York: Pearson.
Hassan, R. (2014). Factors influencing turnover intention among technical employees in Information technology organization: A case of XYZ (M) SDN. BHD. International Journal of Arts and Commerce, 3(9), 120-137.
Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
Jerez-Gómez, P., Céspedes-Lorente, J., & Valle-Cabrera, R. (2005). Organizational learning capability: A proposal of measurement. Journal of Business Research, 58(6), 715-725. https://doi.org/10.1016/j.jbusres.2003.11.002.
Jiangsu Provincial People’s Government. (2022). Jiangsu Statistical Yearbook (2022). Retrieved from https://tj.jiangsu.gov.cn/2022/index.htm.
Kaltiainen, J., Lipponen, J., & Petrou, P. (2018). Dynamics of trust and fairness during organizational change: Implications for job crafting and work engagement. In Petrou, P., & Vakola, M. (Eds.). Organizational Change: Psychological Effects and Strategies for Coping. Oxfordshire, UK: Routledge.
Kast, F. E., & Rosenzweig, J. E. (1985). Organization and Management. New York: McGraw-Hill.
Kline, R. B. (2016). Principles and Practice of Structural Equation Modeling. 4th ed. New York: The Guilford Press.
Khan, M. A. (2014). Organizational cynicism and employee turnover intention: Evidence from banking sector in Pakistan. Pakistan Journal of Commerce and Social Sciences (PJCSS), 8(1), 30-41.
Kim, T. G., Hornung, S., & Rousseau, D. M. (2010). Change-supportive employee behavior: Antecedents and the moderating role of time. Journal of Management, 37(6), 1664-1693. https://doi.org/10.1177/0149206310364243.
Kotter, J. P. (2009). Leading change: why transformation efforts fail. IEEE Engineering Management Review, 37(3), 42-48. https://doi.org/10.1109/emr.2009.5235501.
Kroll, A., & Pasha, O. (2021). Managing change and mitigating reform cynicism. Public Money & Management, 41(5), 395-403.
Lance, C. E., Butts, M. M., & Michels, L. C. (2006). The sources of four commonly reported cutoff criteria. Organizational Research Methods, 9(2), 202-220. https://doi:10.1177/1094428105284919.
Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibria and social change. Human Relations, 1(1), 5-41. https://doi.org/10.1177/001872674700100103.
Lines, R., Selart, M., Espedal, B., & Johansen, S. T. (2007). The production of trust during organizational change. Journal of Change Management, 5(2), 221-245. https://doi.org/10.1080/14697010500143555.
McGinnis, D. (2015). Employee and Leadership Beliefs about the Reasons Organizational Change Initiatives Fail Despite Over 50 Years of Research. Unpublished Doctoral Dissertation. Northcentral University, Scottsdale, Arizona, United States.
McLeary, C. N., & Cruise, P. A. (2015). A context-specific model of organizational trust: An examination of cognitive and socio-affective trust determinants in unique cultural settings. Cross Cultural Management, 22(2), 297-320.
Miles, R. E., Snow, C. C., Meyer, A. D., & Coleman Jr, H. J. (1978). Organizational strategy, structure, and process. Academy of Management Review, 3(3), 546-562.
Mihailidis, P. (2009). Beyond cynicism: Media education and civic learning outcomes in the university. International Journal of Learning and Media, 1(3), 19-31.
Murray, P., & Moses, M. (2005). The centrality of teams in the organisational learning process. Management Decision, 43(9), 1186-1202.
Molina, L. M., Lloréns‐Montes, J., & Ruiz‐Moreno, A. (2007). Relationship between quality management practices and knowledge transfer. Journal of Operations Management, 25(3), 682-701. https://doi.org/10.1016/j.jom.2006.04.007.
National Bureau of Statistics of China. (2022). China Statistical Yearbook (2022). Retrieved from https://www.stats.gov.cn/sj/ndsj/2022/indexeh.htm.
Nevis, E. C., Dibella, A. J., & Gould, J. M. (1995). Understanding organizations as learning systems. Sloan Management Review, 36(2), 342-367. doi:10.1016/B978-0-7506-7111-8.50004-4.
Nunnally, J. C. (1978). Psychometric Theory. 2nd ed. New York: McGraw-Hill.
Öztürk, M., Eryeşil, K., & Bedük, A. (2016). The effect of organizational justice on organizational cynicism and turnover intention: A research on the banking sector. International Journal of Academic Research in Business and Social Sciences, 6(12), 543-551.
Olckers, C., & Enslin, C. (2016). Psychological ownership in relation to workplace trust and turnover intent. Journal of Psychology in Africa, 26(2), 119-126.
Paillé, P., Bourdeau, L., & Galois, I. (2010). Support, trust, satisfaction, intent to leave and citizenship at organizational level. International Journal of Organizational Analysis, 18(1), 41-58. https://doi.org/10.1108/19348831011033203.
People’s Government of Anhui Province. (2022). Anhui Statistical Yearbook (2022). Retrieved from https://tjj.ah.gov.cn/oldfiles/tjj/tjjweb/tjnj/2022/index.htm.
People’s Government of Zhejiang Province. (2022). Zhejiang Statistical Yearbook (2022). Retrieved from https://tjj.zj.gov.cn/art/2022/10/11/art_1525563_58954684.html.
Prajogo, D. I., & Cooper, B. K. (2010). The effect of people-related TQM practices on job satisfaction: A hierarchical model. Production Planning & Control, 21(1), 26-35. https://doi.org/10.1080/09537280903239383.
Purba, D. E., Oostrom, J. K., Born, M. P., & van der Molen, H. T. (2016). The relationships between trust in supervisor, turnover intentions, and voluntary turnover. Journal of Personnel Psychology, 15(4), 174-183. https://doi.org/10.1027/1866-5888/a000165.
Rani, K., & Kumar, S. (2014). Factors affecting talent management practices – A review. Indian Journal of Research, 3(11), 20-22.
Rehman, S. (2012). A study of public sector organizations with respect to recruitment, job satisfaction and retention. Global Business & Management Research, 4(1).
Reçica, L. F., & Doğan, A. (2019). The relationship between job satisfaction, organizational trust and intention to leave the Job: A comparative study between Kosovo and Turkey. Acta Universitatis Danubius: Oeconomica, 15(2).
Rodwell, J., McWilliams, J., & Gulyas, A. (2017). The impact of characteristics of nurses’ relationships with their supervisor, engagement and trust, on performance behaviours and intent to quit. Journal of Advanced Nursing, 73(1), 190-200.
Saruhan, N. (2013). Organizational change: The effects of trust in organization and psychological capital during change process. Journal of Business Economics and Finance, 2(3), 13-35.
Schraeder, M., Jordan, M. H., Self, D. R., & Hoover, D. J. (2016). Unlearning cynicism: a supplemental approach in addressing a serious organizational malady. International Journal of Organizational Analysis, 24(3), 532-547.
Senge, P. M. (1990). The Fifth Discipline: The Art and Practice of the Learning Organization. New York: Doubleday.
Senge, P. M. (2006). The Fifth Discipline: The Art and Practice of the Learning Organization (Rev. ed.). New York: Doubleday.
Shanghai Municipal People’s Government. (2022). Shanghai Statistical Yearbook (2022). Retrieved from https://tjj.sh.gov.cn/tjnj/20230206/804acea250d44d2187f2e37d2e5d36ba.html#:~:text3.
Škerháková, V., Korba, P., Harničárová, M., & Taha, V. (2022). Talent retention: Analysis of the antecedents of talented employees’ intention to stay in the organizations. European Journal of Interdisciplinary Studies, 14(1). https://doi.org/10.24818/ejis.2022.04.
Sokhanvar, M., Hasanpoor, E., Hajihashemi, S., & Kakemam, E. (2016). The relationship between organizational justice and turnover intention: A survey on hospital nurses. Journal of Patient Safety & Quality Improvement, 4(2), 358-362.
Stavrova, O., & Ehlebracht, D. (2017). Education as an Antidote to Cynicism. Social Psychological and Personality Science, 9(1), 59–69. https://doi.org/10.1177/1948550617699255.
Uriesi, S. (2019). The effects of work stress and trust in managers on employee turnover intentions. CES Working Papers, 11(3), 211-221.
van Den Heuvel, S., Freese, C., Schalk, R., & van Assen, M. (2017). How change information influences attitudes toward change and turnover intention: The role of engagement, psychological contract fulfillment, and trust. Leadership & Organization Development Journal, 38(3), 398-418.
Walsh, J. P. (1995). Managerial and organizational cognition: Notes from a trip down memory lane. Organization Science, 6(3), 280-321.
Wan Hooi, L., & Sing Ngui, K. (2014). Enhancing organizational performance of Malaysian SMEs: The role of HRM and organizational learning capability. International Journal of Manpower, 35(7), 973-995.
Wanous, J. P., Reichers, A. E., & Austin, J. T. (2000). Cynicism about Organizational Change. Group & Organization Management, 25(2), 132-153. https://doi.org/10.1177/1059601100252003.
Xie, L. K. (2011). Examining Structural Relationships among Cognitive Destination, Image, Destination Personality and Behavioural Intentions: The Case of Beijing. School of Hotel and Tourism Management. Unpublished Master’s Dissertation. The Hong Kong Polytechnic University, Kowloon, Hong Kong.
Zayim, M., & Kondakci, Y. (2015). An exploration of the relationship between readiness for change and organizational trust in Turkish public schools. Educational Management Administration & Leadership, 43(4), 610-625.
Downloads
Published
Issue
Section
License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.