Оrganizational Change as „Push Factor” of Employees’ Turnover Intention: Statistical Analysis of the Employees in the Republic of North Macedonia

Abstract

Abstract: Today’s modern business environment, influenced by the process of globalization and intensive technological development, imposes the need to constantly introduce different types of organizational changes. The impact of these interventions on employee behavior and attitudes is one of the most widely discussed issues in the field of management. This is evidenced by the findings of numerous studies that reveal that the most critical reason why efforts to bring about change fail is the resistance of employees that organizations face. If further appropriate steps are not taken to improve the way employees are guided through this process, the end result may be leaving the organization, i.e. fluctuation. Human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world. Hence, human resource management must work more intensively on modernizing the process of change management and continuous implementation of strategies to help employees, not only for acceptance but also for their involvement in the creative and practical process of implementing organizational changes. In this context, this paper analyzes the impact of the different types of organizational changes (human process changes, techno-structural changes, human resource management changes and strategic changes) defined by Cummings and Worley (2014) on the employees’ turnover intention. The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as a dependent variable “Y”) based on the value of each of the types of organizational changes (as independent variables “X”). A multiple regression method was also applied in order to analyze the associations between the independent variables and the dependent variable and identify the type of organizational changes that most significantly affects the employees’ turnover intention. The analysis was conducted based on the findings obtained from the respondents who completely answered the survey questionnaire (282 employees in the Republic of North Macedonia, different according to their demographic characteristics). The correlation analysis shows there is a positive correlation, as well as a causal relationship between all four types of organizational changes and the employees’ turnover intention, where techno-structural interventions have the most significant impact.