Impact of motivation and job satisfaction on turnover: A case study of food additives producer Company

2021 ◽  
Vol 8 (2) ◽  
pp. 166-182
Author(s):  
Asweni Krishnan ◽  
Sanil S Hishan
Keyword(s):  
Job Satisfaction ◽  
Action Research ◽  
Thematic Analysis ◽  
Leadership Training ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Working Environment ◽  
Positive Effects ◽  
Survey Results ◽  
Professional Leadership

In the current working environment, employee turnover focused as the main issue found in almost many organizations. Employees are the key to a company's productions and services. When employees are taken good care of by focusing on their needs, they will bring up the company’s performance. However, the increasing percentage of employee turnover makes the company pay more attention to motivation and job satisfaction. Thus, an organization strongly thinks that employee motivation and job satisfaction should reduce the employee turnover rate. This action research was conducted to analyze the current factors influencing motivation and job satisfaction that brings to turnover intention. This research also suggests professional leadership training as a planned intervention towards this company. This research was focused on estimating the outcome of the planned intervention to reduce employee turnover intention in the Company. This action research study was conducted using two frameworks which are Social Exchange Theory and Theory Planned Behaviors. The methodology used in this research was a mixed-method approach by taking two interviews with managers (Qualitative approach), while a questionnaire survey (Quantitative Approach) was conducted with 35 respondents. Thematic Analysis and Statistical Package for the Social Sciences (SPSS) were utilized to analyze the data. Before the intervention, motivation and job satisfaction among employees were evaluated as low, and turnover intention was high based on an interview with managers and pre-survey results. The positive effects of the professional leadership training as intervention organized in the Company initiated are notable in thematic analysis and post-training survey results retrieved from employees. Based on the research, professional leadership training will be recommended for future researchers.

scholarly journals Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation

2021 ◽  
Vol 9 (1) ◽  
pp. 19-33
Author(s):  
Lie Gunadi ◽  
Antonius Siahaan ◽  
Ardi Adji
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Negative Impact ◽  
Positive Impact ◽  
Working Hours ◽  
Fringe Benefit ◽  
Working Environment ◽  
Fringe Benefits ◽  
Employee Turnover Intention

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables.  The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Employee Turnover Intentions: A Conceptual Review

2021 ◽  
Vol 124 ◽  
pp. 08005
Author(s):  
Evelyn Gan ◽  
Mung Ling Voon
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Working Environment ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Impact

All employees deserve a decent working environment in order to be productive in their work. High employee turnover has adverse effects on economic growth as companies incur additional costs and experience drop in productivity. Hence, identifying the factors that reduce employee turnover intention is in line with Sustainable Development Goals. This review paper aims to improve our understanding of the relationship between transformational leadership style and job satisfaction, and examines their impact on reducing employee turnover intention. The literature review has proved that transformational leadership and job satisfaction greatly influence an employee’s decision to leave or stay with his or her organisation. Based on the literature, this paper also provides recommendations for future research areas that would provide valuable information in helping organisations reduce employee turnover intention, and ultimately employee turnover.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

scholarly journals Employee Turnover and Job Satisfaction: A synthesis of Factors influencing employee turnover in Institutions of Higher Learning in Ghana

2021 ◽  
Author(s):  
Alhassan Abdul Mumin ◽  
Adams Sulemana Achanso ◽  
Musah Ibrahim Mordzeh-Ekpampo ◽  
BismarkYeboah Boasu ◽  
David Dei
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Working Conditions ◽  
Employee Turnover ◽  
Working Environment ◽  
Teaching Staff ◽  
Development Studies ◽  
Employee Job Satisfaction ◽  
Factors Influencing ◽  
The University

Abstract Turnover among teaching staff in our universities are mostly due to dissatisfaction with their jobs. Employee job satisfaction is of utmost importance to stimulating and sustaining the interest of the individual in order to prevent employee turnover. There are many factors influencing employee job satisfaction and preventing employee turnover. Factors such as salary, working conditions, cordial relationship with colleagues at work, opportunities for job progression among several other factors. The objective of this paper was to explore the extent to which these factors, affect employee job satisfaction and prevent turnover among lecturers in the University for Development Studies using the cross-sectional design and quantitative approach of data collection. Survey questionnaires were employed as data collection instruments to elicit information from 287 lecturers recruited from the University for Development Studies within the Tamale Metropolis. Multiple regression was used to establish the effect factors influencing job satisfaction had on employee turnover. Major findings from the study alluded to the fact that salary, working conditions, working environments, carrier advancement, relationship with co-workers have significant correlation with job satisfaction and employee turnover of lecturers in this institution. On account of these findings, this paper suggests yearly salary adjustments, creates a conducive working environment for lecturers, improve upon infrastructural facilities and facilitates carrier advancement issues for lecturers so as to prevent them from exiting the institution.

scholarly journals PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN PT. FASTRATA BUANA DENPASAR

2020 ◽  
Vol 9 (3) ◽  
pp. 1149
Author(s):  
Heslie Margaretta ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Descriptive Analysis ◽  
Employee Turnover Intention ◽  
Analysis Technique ◽  
Employee Stress

The purpose of this study was to determine the effect of work stress and job satisfaction on turnover intention. The sample in this study were 86 employees who were determined using the saturation sampling method. The analysis technique used is descriptive analysis and Smart PLS. The results show that work stress has  positive significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention.  If job satisfaction is high then the employee job stress is certain to be getting lower and thus the employee's desire to leave the company is lower. Llow level of job satisfaction and high employee stress, so this also results in an increased level of turnover intention. Keywords : Job Stress, Job Satisfaction, Employee Turnover Intention    

scholarly journals The relation between organizational citizenship behavior and fashion retail businesses' sustainability performance : investigating internal and external antecedents

2016 ◽  
Author(s):  
◽  
Stacy H. Lee
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Working Environment ◽  
Citizenship Behavior ◽  
Organizational Sustainability ◽  
Sustainability Performance ◽  
Fashion Retail

In the U.S., the retail sector is the largest employment sector, and the third largest category of employers in this category is apparel and accessories retail stores. Retail jobs require working in stores while standing for long periods, and working hours are often irregular, including holidays and weekends. This has resulted in a gradual turnover rate. The fashion retail industry's working environment and high rate of employee turnover may lead to short- and long-term negative organizational performance (Park and Shaw, 2013). However, little is known about fashion retail employees' behaviors and attitudes toward fashion business' organizational sustainability performance. Based on social exchange theory and on social and human capital theory (Leana and Van Buren, 1999; Shaw et al., 2005), this research was designed to investigate the internal and external antecedents of U.S. fashion retail employees' organizational citizenship behavior and its consequences on the triple bottom line of organizational sustainability performance. With regard to the method used in this study, Qualtrics collected a total of 309 responses, and a total of 278 responses being employed in the development of the measurement model and structural model for the proposed research questions. Ethical climate positively influenced organizational citizenship behavior, while job satisfaction negatively influenced turnover intention. Further, turnover intention showed negative effects on all three dimensions of organizational sustainability performance. Likewise, the three added paths for the relation between organizational citizenship behavior and each of the financial, social, and environmental dimensions of organizational sustainability performance were found to have positive effects. Through a social exchange between employees and organizations, when an organization provides an ethical working environment, employees may have lower turnover intention or may develop a higher level of organizational citizenship behavior. This has theoretical implications, suggesting that the two theories are helpful when explaining the role of employees' organizational citizenship behavior in organizations' overall sustainability performance. This implies that employees' positive attitudes toward their jobs are a central component of improving organizational sustainability performance. One effective way to increase job satisfaction is to listen thoughtfully to employees' ideas for job improvement, or their problems, concerns, frustrations, and conflicts.

scholarly journals PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Syarifah Nazenin ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Sampling Technique ◽  
Employee Turnover Intention ◽  
Negative Effect ◽  
Managerial Level ◽  
Positive Effect

<p>Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan.</p><p> </p><p>The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.</p>

Sign in / Sign up

Export Citation Format

Share Document