Kamarulza man et al 2015 focused on finding the

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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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.