Turn Over Dan Kepuasan Karyawan

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According to the finding of (Halepota & Shah, 2010) in research paper "An empirical

investigation of organizational antecedents on employee job satisfaction in a developing

country" the perception regarding organizational justice, level of team work and the on job

trainings has positive impact on satisfaction with the job. It is also said that the job clarity

perception isn’t positive and significantto satisfaction of job of employee. The research states

that organizational justice and team spirit highly affect employee satisfaction with job

whereas the less job satisfaction was reported due to the lack in clarity of job in the country

particularly in public sector health institutions of Pakistan.

From our base paper we have taken the relation between satisfaction with job and the

intention to quit into our consideration. According to our topic, job satisfaction is taken as

independent variable and turnover intention is taken as dependent variable. Our problem is

dependent variable that is turnover intention. The solution in terms of job satisfaction that

would help to reduce turnover intention are: satisfaction with policies and strategies,

compensation, supervisor behavior, task clarity and with the career prospects in the

organization.

In the light of many previous researches it is concluded that the satisfaction with the job is

said to be an important factor of the intention to leave the organization. Hence, this research

examines the impact of satisfaction with organizational policies and strategies, satisfaction

with supervision, compensation levels, task clarity, and career development on intention to

leave.

1.2 Significance of Study

This study will measure job satisfaction and its impact on turnover intention in the health

sector which includes the nursing staff of different hospitals operating in Karachi. Many of

these types of researches have been conducted in different countries around the world but in
Pakistan very few researches are made on measuring satisfaction with job and its impact on

intention to leave. This study helps the policy makers and managers of hospitals to determine

the needs of nurses. Another important aspect of this study is that this study is conducted in a

country where most of the people belong to lower income level. This study is also helpful for

the managers of the hospitals to train new nursing staff. This research is based on five aspects

of job satisfaction which include satisfaction with HR policies and strategies, with

compensation, with supervisory behavior, with task clarity and with career development and

their implication are that the managers should develop HR policies which are useful in

retaining the nurses and which lessons the risk of nurses of leaving the organization.

Affective compensation policies should be used which attract and retain the nursing staff. The

leadership of hospital’s supervisors is critical to inspire the nursing staff and helpful creating

a better workplace environment. The nursing staff should be well guided to their regular

responsibilities and finally there must be opportunities for the nursing staff towards future

prospects of their career growth. These are the things which make the nursing staff satisfied

and motivated and ultimately results in retaining in their current position.

1.3 Research Objectives and Questions

RO1: To examine the relationship among satisfaction with organizational policies and

strategies, satisfaction with supervision, satisfaction with compensation levels, satisfaction

with task clarity and career development and intention to leave.

RO2: To examine the impact of satisfaction with organizational policies and strategies,

satisfaction with supervisor, satisfaction with compensation levels, satisfaction with task

clarity and career development on intention to leave.

RQ1: Does satisfaction with organizational policies and strategies, satisfaction with

supervisor, satisfaction with compensation levels, satisfaction with task clarity, satisfaction

with the career development and turnover intention have any relationship?
RQ2:Does satisfaction with organizational policies and strategies, satisfaction with

This chapter discusses the material which is mainly related to “job satisfaction” and “turnover

intention” of employees working in different areas and field. This literature review contains

the researches in which some other variables are also studied alongside job satisfaction and

turnover intention which include organizational commitment and industrial relations which

are used as a moderating variable between job satisfaction and turnover intentions of

employees. This literature was very helpful in the development of theoretical framework for

the study. Although job satisfaction and turnover intention is measured in variety of

organizations and industries but this literature contains the researches which is mostly related

to examining the job satisfaction and turnover intention in health care sectors employees

which are nurses. The presentations of the literature review are as follows.

According to (Ali & Baloch, 2008)there are some factors that contribute on the intention to

leave of private sector school teachers of Charsadda district.These consists 10 facets of work

satisfaction in which there is satisfaction with principal, with pay, colleagues, the working

condition, recognition, promotion, students and also social status and how these all impact on

their intention to leave. To collect the data for this study a schedule was used that had

questions about satisfaction with security, pay, nature of work, supervision and all other

factors that affected the turnover rate. To measure satisfaction with the working condition,

security, promotion and integration Minnesota Questionnaire was used. To measure status,

nature of the work, pay, students and principal a questionnaire was used by Wong ting-Hong

and for intention to leave Michigan Organizational Assessment’s questionnaire was used. To

test the hypothesis Pearson correlation and zero order correlation was used. The turnover

intention is dependent on 10 job facets. Research findings show that 3 out of 10 job facets
contribute to turnover intentions. The 3 facets pay, security and promotion are highly

negatively related to turnover intention.

Likely, according to (Aydogdu & Asikgil, 2011)the factors that contribute to job satisfaction

are: pay, work itself, supervision, promotion possibilities, peer and working conditions. The

main reason behind this study is to look behind reasons in the relationship of organizational

commitment, satisfaction with the job and the intention to leave from organization is said as

intention to leave. The independent variables are “organizational commitment” and

“satisfaction with job” while “intention to leave” is said to be the dependent variable. Two

organizations in Istanbul were taken as a sample for this study. One organization ismainly in

the service provider whereas the other in production area. These both organizations are of

private sectors. Data gathering was done through questionnaire which consists of 4 sections

in first section of questionnaire there are demographic variable. Job satisfaction questionnaire

was used to see the satisfaction level.(Meyer & Allen, 1991)designed an eighteen item scale

to measure organizational commitment. The three subscales were normative, affective and

continuance commitment. These all subscales were measured from strongly agree to strongly

disagree and correlation was applied on the findings of the data. The research findings are

that commitment with organization and satisfaction level of job is in a positive relationship.

And these two variables have a negative impact on the intention to leave.

On the contrary, according to the authors (Joo & Park, 2010)in research paper they have

studied the various variables that lead to intention to leave of an employee. When it comes to

the field of Human resource and organizational development the satisfaction with career,

intention to quit and the commitment to organization are considered very important.

Conducted research helps us to find about the impact of personal characteristics on an

employee’s organizational commitment, satisfaction with career and intention to leave. From

Korea 500 companies participated in this study, which were from diverse set of industries
such as finance, trading and manufacturing. From each company the participants who

received their email for participation were selected by the HR manager. To obtain the

individual perception they held online survey that was self-administered. Out of the

employees that counted to 500, 241 responses were collected. Correlation, hierarchical

multiple regression analysis, reliabilities and descriptive statistics was analyzed by using

SPSS. The things that came out as an antecedent for the intention to leave were

organizational commitment, career satisfaction and learning culture of the organization. In

this paper contextual and personal factors have been studied that contributes to organizational

commitment and career satisfaction. These factors had an impact on intention to leave.

Further this study suggested that future researches should conduct research on the basis of

diverse demographic cohorts. Moreover, research should be conducted on different

educational backgrounds.

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