Measures to limit the effect of the last recession have resulted in the rendering of the psychological contract (“Old Deal”) useless. Thus, it has given rise to a new contact “New Deal” as well as the introduction of the government initiative of Continuing Education and Training (CET) in Singapore. Yet, with the implementation of CET whose main intention is to facilitate upgrading of relevant skills to better serve of needs of market and their company (WDA, Mind Reskill, 2011), companies are facing the backlash of CET-high turnover.
As a possible solution, the author claims that by leveraging 3 key perspectives, companies are able to minimize high turnover, a consequence caused by CET.
Chartered psychologist such as (Arnold J), (Millward L J) are also quoted. In addition, the writer was seen to lend support to his statement with supporting evidence.However, the report remains questionable. Firstly, some of the authors such as (Pritchett, 1995) and (Schein, 1990) was found to be lacking of referencing.
Secondly, the statement on the positive relationship between commitment and individual self-worth. Although it is reasonable to assume that a positive relationship might exist, factors such as Individual Difference and Person-Organization fit will also be determinants of the effect. Linking this to Maslow Hierarchy of Needs, if a worker salary is only capable for satisfying his basic level of needs, the statement will not be applicable.
Thirdly, the writer’s mention of how violation of PC will affect OI. A search revealed limited supporting evidence. Quoting (Kreiner, 2002), “no significant correlation has been found”. There has however been supporting evidence for specific industry such as Bank and Alumni employment (Epitropaki, 2003) and (Kreiner & Ashforth, 2004). As such, it seems to depend on the context it is applied in.
Next, while studies by (Ng, Lam, & Feldman, 2010) supports his point of view that “violation of PC resulted in Affective Commitment being on the decline.” The lack of evidence raises doubts. In addition, studies by (Meyer & Herscovitch) & (Addae, Parboteeah, & Davis) indicates PC affecting only Normative Commitment and found no relationship existing respectively.
Lastly, although the writer’s statement that CET causes high turnover has a ring of truth to it, it need to back its inferential statement with concrete studies. This is so as, according to (WDA, The Measure of Competitveness, 2012), CET has shown to increase productivity and profit. Participation rate of CET has also seen an increment.
As for assumption, firstly, the writer uses studies done in different cultural dimension. Singapore’s culture might differ from the culture in which the research is done. Based on (Hofstede, 1983), there are 4 cultural dimensions to evaluate turnover intentions. In it, Singapore was more on being between individualism and collectivism. Comparatively, UK, Great Britain is among the top few on Individualism culture ( Dimensions of...