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Journal for Studies in Management and Planning Available at e-ISSN: 2395-0463 Volume 01 Issue 11 December 2015 Available online: P a g e | 319 The Impact of Job Satisfaction, Perceived Availability of Job Alternative on Turnover Intention Faria Rabbi ; Fateme Kimiya ; Muhammad Farrukh Institute of Graduate Studies, SEGi University, Kota Damansara,Malaysia [email protected] Abstract Turnover is a phenomenon, which every organization deals with. When less productive employees voluntarily quit their job, it can be functional for an organization. Conversely, when highly desirable employees decide to leave, it can have a significant negative impact on the organization. Recruitment costs, training costs, low productivity, loss of critical knowledge and operational disruptions can decrease organizational effectiveness. Turnover intention is often characterized as a precursor to actual turnover, hence the importance of study and understanding turnover intentions if employees. Particularly now, in times of crisis, it is important for organizations to ensure that they do not lose their highly talented employees while trying to survive the economic downturn. Globally there is a shortage on and a high demand for highly talented employees; it is a challenge for organizations to recruit but more importantly, to retain these employees. According to the literature, when employees are satisfied, they intend to stay in the organization and when they are dissatisfied, they think about quitting. Furthermore, if the employee perceives employment opportunities in the labor market, the intention to quit or stay is affected. The objective of this study is to check the affect of perceived available job alternatives on the relationship between job satisfaction and turnover intentions A significant moderating effect was identified, since the survey results show interestingly, that employees who are satisfied and have high perceptions of available job alternative will still have higher intention to quite their job in comparison with satisfied employees who have low perceptions of available job alternatives. Key words : Turnover intention, job satisfaction, perceived available, job alternative, banking, and moderating effect. Introduction This thesis is a study of employee turnover intentions. More specifically the study looks into the relationship between employees’ job satisfaction, their perception of available job alternatives and their turnover intentions. In case of employee dissatisfaction or actual turnover, companies could face difficulties to retain key employees; low employee motivation, significant turnover cost; loss of critical intangible knowledge and skills; decreased productivity; low performance and finally decreased organizational effectiveness.
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Journal for Studies in Management and Planning Available at e-ISSN: 2395-0463 Volume 01 Issue 11 December 2015 Available online:
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