Workplace Envy and Turnover Intention among Employees of National Postgraduate Medical College of Nigeria
- June 27, 2020
- Posted by: RSIS
- Categories: IJRSI, Social Science
International Journal of Research and Scientific Innovation (IJRSI) | Volume VII, Issue VI, June 2020 | ISSN 2321–2705
Ibukun O. Kolawole1, Tinuke M. Fapounda2, Adekunle E. Ibironke3
1,2,3Department of Industrial Relations and Human Resource Management, Lagos State University, Lagos, Nigeria
Abstract – This study investigated the relationship between organisational envy and turnover intention among employees of National Postgraduate Medical College of Nigeria, Lagos State. The study adopted the descriptive survey design using the census sampling technique. 103 responses from the 116 administered instruments were found valid and used for final analyses. Two hypotheses were stated and tested at 0.05 level of significance using the Pearson Product Moment Correlation coefficient. The results show that there is significant relationship between malicious acts and turnover intention. Also, it was revealed that being envy is significantly related to turnover intention. Based on this, the study concluded that in creating a healthy organisation, management of National Postgraduate Medical College of Nigeria should reduce the negative consequences of envy. Thus, the study recommends that a display of emotional intelligence in workplaces and effective communication should be instituted for educating employees of the effects and consequences on envy among organisation members.
Keywords – Envy, Turnover, Turnover Intention, Organisation, Public Sector
I. INTRODUCTION
One constant feature in the workplace today is the competition for scarce resources, which include time and attention of organisational authorities, and for preferred job assignments and promotions. Accordingly, there are always winners and losers in such competitions, which might invariably trigger the anti social work life behaviours such as envy in those who are losers. Feelings of envy can certainly be focused on perceived imbalances in financial outcomes, and they can also be about things of symbolic value which accounts for different forms of negative emotional display in the members of the organisation [1].
Negative emotions at work have received an increasing amount of attention in the field of industrial psychology and organisational behaviour due to their remarkable impact on employees and the organisation [2]. Envy as a distinct and negative emotion, is of particular interest to this study and, it has been historically recognized to have significant effects on human relationships in organisations [3].
