Nowadays Retain employee for a longer time period and decrease the turnover rate is a huge challenge for Human resource managers and organizations. Regular high turnover will create significant impact on the organizations efficiency and productivity (Anwar and Shukur, 2015).
According to DeConinck and Stilwell (2004)
employee turnover and job satisfaction are negatively associated. This link
between employee turnover and job satisfaction could be also correlated by many
factors such as Compensation, training, environment, stress and so on.
As defined by Sowmaya and Panchanatham (2011)
the Job satisfaction is the feeling and emotion of employee regarding the
present job. Also the satisfied employees are recognized to maintain high level
of efficiency and productivity for the sake of organization. By exhibiting
positive consequences of job satisfaction will decrease the employee turnover
rate in the organization.
Job Dissatisfaction concerns the unpleasant
feelings of employees about the job and environment resulting from negative feelings
and lack of enjoyment on the job. Due to continuously job dissatisfaction exhibit low commitment of employees, high absenteeism, low productivity then finally
the turnover intention (Brasher, white and Chelariu, 2003).
References:
Anwar, G. and Shukur, I. (2015) Job
Satisfaction and Employee Turnover Intention: A Case Study of Private Hospital
in Erbil. International Journal of Social
Sciences & Educational Studies, 2(1), pp.73-80.
Brasher
T. G., White E. L. and Chelariu C. (2003) An empirical test of antecedents and
consequences of salesperson job satisfaction among Polish retail salespeople. Journal of Business Research, 56, pp.
971 – 978.
DeConinck, J. B., and Stilwell, C. D. (2004) Incorporating
organizational justice, role states, pay satisfaction and supervisor in a model
of turnover intention. Journal Business
Reviews, 57, pp. 225- 231.
Sowmaya, R. K., and Panchanatham, N. (2011)
Factors influencing job satisfaction of banking sectors employees in Chennai,
India. Journal of Law and Conflict
Resolution, 3(5), pp.76-79.
Basically understanding about organizational objectives and staffing needs are essential. The factors are strongly influenced to the achievement of organizational goals, objectives and strategies are people skills, the change of culture and the introduction of new technologies. This is useful for Human Resources professionals to understand about people and skills needed to support the organizational strategies and must disclose the capabilities and limitations of their staff which impact to the organization’s strategic plans. If someone not in this capacity turnover rates are gone high and it is directly influence to the productivity as well. (Mills, 1983)
ReplyDeleteQuinn Mills, D (1983) Planning with people in mind, Harvard Business Review, pp 97–105
This comment has been removed by the author.
ReplyDeleteHumans need social interaction from their workplace in supporting, cooperate, comfort, advice, and assistance to the individual work. Therefore, to have friendly and supportive co-workers could lead to increase job satisfaction, Robbins (2001). Turnover tends to increase for employees who are dissatisfied with their co-workers (Watt and White, 1988).
ReplyDeleteAs it is concluded by Ricado (2014), in his research " The effect of job satisfaction to employee retention, when employees are satisfied, it leads to good relationships among colleagues and other levels of hierarchy and it creates employee retention.
ReplyDeleteReference
Ricado, B. (2014) The effect of job satisfaction to employee retention. Research Gate [Online]. Available at https://www.researchgate.net/publication/315653880_THE_EFFECT_OF_JOB_SATISFACTION_TO_EMPLOYEE_RETENTION. Accessed on 2nd May 2019.
Play Online Casino For Real Money At The Top PA Casinos
ReplyDeletePlay online casino games for real money 카지노 사이트 제작 at top PA casino sites. Play at top online casinos with great bonuses, promotions and mobile