Turnover of employees with employability market orientation versus affective commitment in the context of superior support, role and intra-organisational employab

Purpose: The objective of this article is to show that superior support, a clear role and intra-organisational employability are intangible ways to build affective commitment, thus reducing expensive turnover of employees who display Employability Market Orientation (EMO) and might intend to quit their jobs. The research was partially financed by the IDUB micro-grant of the University of Warsaw. Design/methodology/approach: The research was conducted using the CAWI method on a representative sample of adult Poles (N = 1712) in 2019 and 2021. Nine hypotheses have been verified based on the Pearson’s r coefficient and a multiple regression analysis. Findings: Seven established hypotheses assuming the existence of mutual relationships between employment duration, EMO, affective commitment, intra-organisational employability, superior support, and role have been confirmed. A direct relationship between employment duration and intra-organisational employability as well as affective commitment and role has not been confirmed. There was no evidence of a relationship between the studied phenomena and gender and age. Research limitations/implications: The prediction that employees with the Employability Market Orientation are one of the sources of employee turnover has been confirmed. It has been shown that with a high level of this attitude, longer employment duration is possible if the human resources management process leads to employees’ affective commitment and the possibility of their building intra-organisational employability. The condition for this is that superiors provide support and ensure that the employee’s role is clear. Practical implications: Thanks to the research results, practitioners obtained tips on how to retain employees and reduce employee turnover. Originality/value: This research expands the knowledge about employees adapted to the short-term employment rules and about the development of a transactional psychological contract. The importance of Employability Market Orientation and intangible motivators has been confirmed as regards turnover reduction.