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Kamarulzaman, 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.Surveymethod andliteraturereviewmethod- 4/ Malaysia-Undefinednumber of literature sourcesFound that the high rate of turnover was because the industry was not delivering wellon the job scope of the new workers in the industry. 4.2 DiscussionThe discussion involved finding the consistency of the results with the hypothesis. The details ofthe discussion revolved around two aspects that are job satisfaction and job characteristics asthey have been brought out in the results as the most prominent issues surrounding employeeturnover. The first hypothesis suggested a negative relationship between job satisfaction and turnover. Jobsatisfaction has been defined by Wu (2012) as the level at which workers like their jobs. In thisstudy, job satisfaction has been referred to as a behavioral facet of employees towards theirworkplace. Therefore, the study by Wu (2012) and Ncede (2013) have a commonality in thatthey point out job satisfaction as the most prominent factor for employee turnover intentions andactual turnover. In this view, job satisfaction is crucial in reducing employee turnover intentionsas well as the employees actually departing their jobs. This is because satisfied employees aremotivated 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 thiscase, the studies by Khatri, et al. (1999), Wu (2012), Mabindisa (2013) and Jagun (2015) are inagreement that wages, workmates relationships as well as the relationships with the seniors arefactors that determine job satisfaction and hence the turnover intentions and mobility. Accordingto Wu (2012), when employees are offered job promotions they develop a positive feeling abouttheir job. Resultantly, they realize job satisfaction and are more committed to the organization.
15Pay satisfaction is correlated with reduced turnover. This is because when employees get goodsalaries for their efforts, they are attracted to stick to their jobs. Pay satisfaction thus enablesworkers to be committed to their work and this results to a very reliable and talented workforcefor the organization. Workplace relationships are more so very important in determiningturnover. According to Mabindisa (2013), unhealthy relationships lower the team spirit and hencereduced cohesiveness which triggers labor mobility and turnover intentions. The second hypothesis suggested that a there is a significant relationship between the attributesof the job and turnover. According to Morgeson & Humphrey (2006), organizations shouldemploy the job characteristic model to determine the workers’ working reactions andperceptions. This is important as it enables the managers to understand their workers’ feelings.