Turn Over Dan Kepuasan Karyawan
Turn Over Dan Kepuasan Karyawan
Turn Over Dan Kepuasan Karyawan
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
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.
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
RO1: To examine the relationship among satisfaction with organizational policies and
RO2: To examine the impact of satisfaction with organizational policies and strategies,
satisfaction with supervisor, satisfaction with compensation levels, satisfaction with task
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
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
“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.
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
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
educational backgrounds.