Factors of Employee Satisfaction towards Employee Turnover
ABSTRACT
This study had revealed the literature relevant to employee turnover aspect with regards of employee dissatisfaction on different dimensions towards impacts of employee turnover. There were four dimensions used in this research as employee dissatisfaction which is management style, work environment, training and development and personal factors. The quantitative survey with 50 respondents took part has been adopted in this research. A set of self developed structured questionnaire titled Employee Turnover: Factor and Impact of Employee Dissatisfaction was used for data collection in this study. Based on the finding in this research, it was recommended that organization should concern about the human resource management, job roles and lines of responsibility statement, working time, location of the organization, in-house training program, performance appraisal, pay and reward and teamwork of their employee because it was found that there were a strong relationship to affect the employee turnover based on the results from the respondents. This study was concluded by suggesting few solution and recommendation for the next researcher who work on this similar topic of research.
1.0 INTRODUCTION
This study is about how the employee’s dissatisfaction will influence the employees to withdrawal from job. According to Hom et al. (1992); Hom and Griffeth (1995) cited in Hom, and Kinicki (2001) challenging theories about how job dissatisfaction turn employee pulling out from their job has lead turnover research during the past 25 years. According to Siong et al. (2006); Sutherland (2002) cited in Zafir Mohd Makhbul and Mohd Radzuan Rahid (2011) employee turnover is a significant issue that bring many negative consequences such as the image being spoilt, re-training, re-staffing and staff being de-motivated. All of this will lead to a high cost to the organization. Besides, the organization productivity will decline due to these negative
This study had revealed the literature relevant to employee turnover aspect with regards of employee dissatisfaction on different dimensions towards impacts of employee turnover. There were four dimensions used in this research as employee dissatisfaction which is management style, work environment, training and development and personal factors. The quantitative survey with 50 respondents took part has been adopted in this research. A set of self developed structured questionnaire titled Employee Turnover: Factor and Impact of Employee Dissatisfaction was used for data collection in this study. Based on the finding in this research, it was recommended that organization should concern about the human resource management, job roles and lines of responsibility statement, working time, location of the organization, in-house training program, performance appraisal, pay and reward and teamwork of their employee because it was found that there were a strong relationship to affect the employee turnover based on the results from the respondents. This study was concluded by suggesting few solution and recommendation for the next researcher who work on this similar topic of research.
1.0 INTRODUCTION
This study is about how the employee’s dissatisfaction will influence the employees to withdrawal from job. According to Hom et al. (1992); Hom and Griffeth (1995) cited in Hom, and Kinicki (2001) challenging theories about how job dissatisfaction turn employee pulling out from their job has lead turnover research during the past 25 years. According to Siong et al. (2006); Sutherland (2002) cited in Zafir Mohd Makhbul and Mohd Radzuan Rahid (2011) employee turnover is a significant issue that bring many negative consequences such as the image being spoilt, re-training, re-staffing and staff being de-motivated. All of this will lead to a high cost to the organization. Besides, the organization productivity will decline due to these negative
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