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Thesis - Campus Access Only
Master of Science (MS)
In recent years, telecommuting has become a popular working arrangement. While many studies have examined various outcomes of telecommuting such as turnover intentions, there is limited literature around potential moderators of the relationship of telecommuting and turnover intentions. The present study examined the relationship between telecommuting intensity and turnover intentions and explored occupational self-efficacy as a potential moderator. It was hypothesized that occupational self-efficacy would moderate the positive relationship between telecommuting intensity and turnover intentions, meaning that the relationship would be stronger for those with lower levels of occupational self-efficacy than those with higher levels of occupational self-efficacy. A total of 160 survey responses were analyzed to test this hypothesis. Results showed that occupational self-efficacy did not moderate the relationship between telecommuting intensity and turnover intentions. Results also showed that there was no significant relationship between telecommuting intensity and turnover intentions but there was a significant negative relationship between occupational self-efficacy and turnover intentions. This suggests that organizations should work on building occupational self-efficacy levels in their employees through trainings to reap the benefits of positive organizational outcomes. Additional research needs to be conducted to determine the relationship between telecommuting and turnover intentions along with potential moderators that impact this relationship.
Scoppettone, Samantha Mei-Li, "The Moderating Effect of Self-efficacy on the Relationship between Telecommuting and Turnover Intentions" (2021). Master's Theses. 5188.