Kamarulza man et al 2015 Focused on finding the possible reasons leading to the

Kamarulza man et al 2015 focused on finding the

This preview shows page 14 - 16 out of 21 pages.

Kamarulza man, et al. (2015) Focused on finding the possible reasons leading to the high rates of employee turnover in the Negeri Sembilan retail industry as well as finding possible methods of reducing the situation. Survey method and literature review method - 4/ Malaysia -Undefined number of literature sources Found that the high rate of turnover was because the industry was not delivering well on the job scope of the new workers in the industry. 4.2 Discussion The discussion involved finding the consistency of the results with the hypothesis. The details of the discussion revolved around two aspects that are job satisfaction and job characteristics as they have been brought out in the results as the most prominent issues surrounding employee turnover. The first hypothesis suggested a negative relationship between job satisfaction and turnover. Job satisfaction has been defined by Wu (2012) as the level at which workers like their jobs. In this study, job satisfaction has been referred to as a behavioral facet of employees towards their workplace. Therefore, the study by Wu (2012) and Ncede (2013) have a commonality in that they point out job satisfaction as the most prominent factor for employee turnover intentions and actual turnover. In this view, job satisfaction is crucial in reducing employee turnover intentions as well as the employees actually departing their jobs. This is because satisfied employees are motivated and work hard for their firm and hence positively impact on the organization. Job satisfaction is a broad aspect that comprises features such as workmates satisfaction, employer satisfaction, pay satisfaction and satisfaction with promotions among others. In this case, the studies by Khatri, et al. (1999), Wu (2012), Mabindisa (2013) and Jagun (2015) are in agreement that wages, workmates relationships as well as the relationships with the seniors are factors that determine job satisfaction and hence the turnover intentions and mobility. According to Wu (2012), when employees are offered job promotions they develop a positive feeling about their job. Resultantly, they realize job satisfaction and are more committed to the organization.
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15 Pay satisfaction is correlated with reduced turnover. This is because when employees get good salaries for their efforts, they are attracted to stick to their jobs. Pay satisfaction thus enables workers to be committed to their work and this results to a very reliable and talented workforce for the organization. Workplace relationships are more so very important in determining turnover. According to Mabindisa (2013), unhealthy relationships lower the team spirit and hence reduced cohesiveness which triggers labor mobility and turnover intentions. The second hypothesis suggested that a there is a significant relationship between the attributes of the job and turnover. According to Morgeson & Humphrey (2006), organizations should employ the job characteristic model to determine the workers’ working reactions and perceptions. This is important as it enables the managers to understand their workers’ feelings.
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  • Spring '08
  • Mundia
  • ........., retail industry

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