Abstract
Introduction: Voluntary turnover can be detrimental to organisational performance. Thus, knowing the variables that contribute towards voluntary turnover is important for organisational survival.
Research purpose: The main research objective was to investigate organisational culture and voluntary turnover intentions and the moderating effect of perceived support and work identity in a coal mining organisation.
Motivation of Study: Currently there is a scarcity of research that explore the factors that might predict voluntary turnover intentions in the coal mining industry in South Africa.
Research Design, Approach and Method: This study followed a quantitative research design. Data were collected from employees at a mining organisation (N = 286), using pre-existing questionnaires.
Findings: The results showed a significant positive relationship between organisational culture, perceived support, and work identity. However, a negative relationship was found between voluntary turnover intentions and all the other variables. In addition, it was found that perceived support and work identity moderates the relationship between organisational culture and voluntary turnover intentions.
Management Implications: Organisational leaders are encouraged to instil a positive organisational culture. A culture that can attract and retain talented employees within the organisation.
Value-Add: This research is able to contribute to existing knowledge on voluntary turnover intentions and the antecedents that contribute towards it in a Coal mining environment.
Conclusion: This research highlights the importance of organisational culture and the influence it has on voluntary turnover intentions and the moderators between organisational culture and voluntary turnover intentions.
Key words: Mining, Organisational Culture, Perceived Support, Voluntary Turnover Intentions, Work Identity.