StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Employee Turnover Intentions, Job Satisfaction and Organizational Commitments - Essay Example

Cite this document
Summary
The paper "Employee Turnover Intentions, Job Satisfaction and Organizational Commitments" is an amazing example of a Finance & Accounting essay. The contemporary work environment is experiencing turbulence as employees dissatisfied with work conditions, remuneration, and growth opportunities exist to join other organizations. While employee turnover remains a threat to the productivity and performance of the organization, their intentions are related to low job satisfaction and commitment…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER97.2% of users find it useful

Extract of sample "Employee Turnover Intentions, Job Satisfaction and Organizational Commitments"

Employee turnover intentions, job satisfaction and organizational commitment Name: Tutor: Course: Date: Table of Contents Table of Contents 2 1.0 Introduction 3 1.1 Purpose of the study 3 1.2 Objectives of the study 3 2.0 Literature review 3 3.0 Methodology 5 4.0 Results and discussion 6 4.1 Results 6 4.2 Discussion 7 5.0 Conclusion 8 5.1 Implications of this study 8 5.2 Limitation of the study 8 References 9 Appendices 11 Appendix I: Descriptive statistics table 11 Appendix II: Mean and Standard Deviation 12 Appendix III: Reliability analysis table 12 Appendix IV: Correlations 12 Appendix V: Regression table 13 1.0 Introduction Contemporary work environment is experiencing turbulence as employees dissatisfied with work conditions, remuneration and growth opportunities exit to join other organizations. While employee turnover remains a threat to the productivity and performance of the organization, their intentions are related to low job satisfaction and commitment. The situation becomes dire when the organization is not able to retain even the most competent and skilled employees. Satisfied employees have low turnover intentions (Testa, 2001). Moreover, job satisfaction increases organizational outcomes such as low absenteeism, turnover, and high work performance (Reily, 2006). Although several studies have demonstrated the existence of a relationship between employee turnover, job satisfaction and organizational commitment, they have narrowly concentrated on the three variables and establish their correlations (Pfeffer, 2007; Allen & Griffith, 1999; Gustafson, 2002). In addition, most of the studies on employee turnover have been done in the manufacturing industry with little attention to the service industry, especially, hotel industry (Liu et al. 2010; McCarthy et al. 2007; Rizwan et al. 2013). This shows that there is need to investigate the relationship between employee turnover, job satisfaction and organizational commitment in determining hotel performance. Managers, by understanding employee’s value perception, can be able to create and build a work environment that yields high employee satisfaction levels. 1.1 Purpose of the study The aim of the study is to investigate the relationship between job satisfaction, employee turnover and organizational commitment in the hospitality industry. 1.2 Objectives of the study 1. To establish a relationship between employee turnover and job satisfaction 2. To determine the relationship between job satisfaction and organizational commitment 3. To find out the association between employee turnover and organizational commitment 2.0 Literature review Reily (2006) defined job satisfaction as the attitude and individual’s perception towards work and pay. Employees who are happy are enthusiastic of their work, and are able to commit more of their energies in achieving organizational goals and objectives. Employees, when properly trained are not only able to work smart but also show higher levels of competence and capability. On the other hand, dissatisfied employees express aloofness, discontent and intentions to leave the organization. Mathieu and Zajac (1990) describe organizational commitment as a positive response to working conditions and the attachment towards an organization. Employees who are highly committed to the organization have low turnover intentions. Similarly, Saeed et al. (2014) note that turnover is the rate of exit at which employees are dismissed or choose to exit the organization. High employee turnover is necessitated by low job satisfaction and organizational commitment. Mbah and Ikemefuna (2012) in an empirical study of Total Nigeria PLC issued 300 questionnaires to employees in the survey study. The study found that employee turnover intention was reduced by high job satisfaction. Iqbal et al. (2014) studied four public educational institutions in Pakistan using non-probability sampling of 200 respondents. The study found that there is a relationship between employee turnover intention and job satisfaction, organizational commitment and leadership support. Shurbagi and Zahari (2013) also conducted a quantitative survey of 227 employees of National Oil Corporation in Libya, and found that organizational commitment, specifically affective commitment, was positively related to job satisfaction. Medina (2012) found that organizational culture moderated the relationship between job satisfaction and turnover intentions which was inversely correlated. Saeed et al. (2014) sampled 200 employees and in the survey used line regression to establish that job satisfaction negatively influences turnover intentions. According to Expectancy theory, Vroom (1964) posits that employees exit the organization owing to incompetence to gain individual benefits and negative job performance. With high job performance, employees get satisfied and choose to remain longer in the organization. Organizations intend to compete and create competitive edge over rivals through industrious, hardworking and innovative employees. They do so by maintaining a healthy employee turnover and building on human capital bases on innovative solutions and ideas. Employees can choose to voluntarily leave the organization or on involuntary basis be fired from the organization. Owing to the huge costs of replacing employees, turnover has negative consequences on the organization. This is because the firm will incur extra expense on selection and recruitment as well as training for required skills and competencies. Susskind et al (2000) shows that job satisfaction, on consistent basis, has significant negative correlation with turnover intentions. While completing job-related roles can be linked to failure or performance, organizations demand efficiency, good leadership skills, time management and organizational skills. 3.0 Methodology This study involved quantitative and qualitative research methods. This mixed method approach ensures that diverse opinions and thoughts are captured in the study which brings in more reliable results and errors. According to Lakshman et al (2000), quantitative methods can be measured, and has credibility over the unmeasurable parameters. However, the extent of consequences, events and severity cannot be determined by quantitative methods alone which requires the use of qualitative analysis. In this investigation, 200 employees of Hilton Hotel Chain in United Kingdom were administered with questionnaires. The questionnaires were self-administered to the employees after an agreement with the hotel management on the best time to complete the survey. Despite questionnaires being easy and convenient to administer, they do not capture the opinions and thoughts of respondents in detail. Interview schedules provide the details and capacity to further probe the respondents for additional information. Convenience sampling was used in the various departments of the hotels; customer care, culinary services, accommodation, marketing and finance. Similarly, managers were notified on the upcoming survey so as to give opportunity to employees to respond. The managers were sent e-mail invitations and reminders to inform employees to participate in the survey. To ensure reliability of the data collection instruments, they were piloted to the students from the business management department at the university. The study also liaised with the lecturers and tutorial assistant to ensure validity of the questions. The instruments were designed in a way to respond to the three research objectives and hypotheses. Hypotheses; H1: There is no relationship between employee turnover and job satisfaction H2: There is no association between employee turnover and organizational commitment H3: There is no relationship between job satisfaction and organizational commitment The study used descriptive, correlation and regression measures. Descriptive statistics employ measures of central tendency, dispersion and distribution such as percentages, mean, standard deviation and kurtosis or skewness. Correlation measures attempt to relate the strength and direction of variables involved in the study. On the other hand, regression determines how a number of independent variables influence one dependent variable in an equation. 4.0 Results and discussion 4.1 Results The study administered 200 questionnaires of which 180 were returned. Of the 180, 11 questionnaires were rejected due to insufficient data making the total number of valid questionnaires to be 169. The return rate was 90 percent which was sufficient for reliable results. The data was analyzed using descriptive, correlation and regression methods. As shown in the table 1 (Appendix I), majority of the respondents 65 (38.46%) were aged between 26 and 25 years. This was closely followed by 40 (23%) number of respondents who were between 36 and 45 years. On educational attainment, 73(43%) of the respondents had a university degree and was followed by 67(39%) who had college education. Majority of the respondents 102(60%) were married while a distant 45(26%) were single. On income levels, 73(43%) of the respondents had income ranging between £500 and £1000. A significant other 62(36%) had income less than £500. On work experience, most of the respondents had worked between 1 and 12 years representing 112(66%) of the respondent population. Most of the respondents 65(38%) were drawn from culinary services followed by accommodation at 56(33%) of the respondents. Respondents said that they were satisfied with most aspects of job satisfaction such as co-worker satisfaction, rewards, benefits supervision and operating procedure. Their means and standard deviation were organizational commitment (µ=2.84; SD=0.614); job satisfaction (µ=2.98; SD=0.657) and employee turnover (µ=2.83; SD=0.801) as shown in Appendix II. According to Sekaran (2005), Cronbach’s alpha (α) is used to test reliability of the instrument. Suitable values are considered between 0.6 and 0.8. The reliability of coefficients of the variables were; organizational commitment (α=0.749); job satisfaction (α=0.823) and employee turnover intentions (α=0.891). Pearson correlations were also used to establish the relationships between the variables. At pp Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(Employee Turnover Intentions, Job Satisfaction and Organizational Essay Example | Topics and Well Written Essays - 2250 words, n.d.)
Employee Turnover Intentions, Job Satisfaction and Organizational Essay Example | Topics and Well Written Essays - 2250 words. https://studentshare.org/finance-accounting/2085727-research-method
(Employee Turnover Intentions, Job Satisfaction and Organizational Essay Example | Topics and Well Written Essays - 2250 Words)
Employee Turnover Intentions, Job Satisfaction and Organizational Essay Example | Topics and Well Written Essays - 2250 Words. https://studentshare.org/finance-accounting/2085727-research-method.
“Employee Turnover Intentions, Job Satisfaction and Organizational Essay Example | Topics and Well Written Essays - 2250 Words”. https://studentshare.org/finance-accounting/2085727-research-method.
  • Cited: 0 times

CHECK THESE SAMPLES OF Employee Turnover Intentions, Job Satisfaction and Organizational Commitments

Performance Appraisal and Job Satisfaction in the UK

n the present research we will try to identify how PA affects the employees' job satisfaction and work performance.... This research is aimed at exploring the impact of an effective performance appraisal system in an organization on the job satisfaction of employees.... Considering this discussion, it is important for the management to explore and evaluate the relationship between performance appraisal systems and job satisfaction of employees and take the necessary measures for them to improve their performance and minimize their turnover intention....
35 Pages (8750 words) Essay

Influence of Job Satisfaction on Staff Turnover

Most of the studies show a reasonable connection between job satisfaction and turnover intentions (Samad, pp.... The feeling of the employees about various characteristic of their job is job satisfaction.... The term job satisfaction illustrates how pleased a person is with her or his job.... Influence of job satisfaction on Staff Turnover ... The feeling of the employees about various characteristic of their job is job satisfaction....
7 Pages (1750 words) Dissertation

Turnover intentions

It has been recognised that the identification of variables associated with turnover intentions is considered an effective strategy in reducing actual turnover levels (Maertz & Campion, 1998).... employee turnover is one of the most studied aspects in organisational psychology (Mitra, Jenkins, & Gupta, 1992) and is of interest to other professionals, including personnel researchers, behavioural scientists, and management practitioners (Mobley, Griffeth, Hand, and Meglino, 1979)....
29 Pages (7250 words) Essay

The Effects of Formal Training and Perceived Organization Support

This study explores how formal training, perceived organizational support (POS) and job satisfaction could affect employee turnover intentions and job performance in Chinese construction small and medium-sized enterprises (SMEs).... However, the To reduce employee turnover intentions, it is better for SMEs to build a reciprocate culture among employees and develop a long-term employment relationship with the employees.... This study has found that both POS and job satisfaction are negatively related to turnover intentions in Chinese construction SMEs....
39 Pages (9750 words) Essay

The Success of an Organization

This, in the end, results in more turnover because of less job satisfaction.... Numerous studies have established that the success of an organization cannot be guaranteed when it is unable to retain its customers because increased employee turnover and low employee retention affects the quality of products or services that an organization offers.... employee turnover is a concern to all the sectors of the economy.... When the human resource is satisfied, chances are high that employee turnover would be reduced....
10 Pages (2500 words) Case Study

Recruitment and Retention Problems at DPD Marketing

Therefore the literature review covers areas such as job satisfaction and turnover Intention, organisational culture and behaviour towards work-life balance.... Moreover, research shows that the relationship between job satisfaction and actual employee turnover is moderated by intentions.... (2001), scholars speculate that employee turnover can be predicted using comprehensive measures of job satisfaction; otherwise stated, high job satisfaction is associated with low employee turnover....
20 Pages (5000 words) Case Study

Effective Human Resource Management in Nursing

12) explains possible factors to the association between workplace stress and both employee's satisfaction and turnover.... Stress and job satisfaction then affect each other before they, each, influence employee turnover rate.... mpirical studies shows existence of many factors to job stress, job satisfaction, and employees' intention to leave their organizations, observations that could be indicative of the environment in the nursing profession....
7 Pages (1750 words) Research Proposal

Job Satisfaction and Organizational Commitment

This research proposal investigates the link between various aspects of work values, job satisfaction and organizational commitment in the white-collar employees working in MNCs in China.... This proposal tests how work values relate to organizational commitments and jobs satisfaction.... Results from the structural model show that work-related values of job satisfaction that in turn impacts on employee commitment to the company.... The impacts of various job satisfaction aspects vary according to the autonomy and job security forecasting organization commitment that is stronger than pay satisfaction or appraisal....
8 Pages (2000 words) Research Proposal
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us