02.Job Satisfaction (JS) vs employee turnover (ET)

 Job Satisfaction (JS) vs employee turnover (ET)




Job Satisfaction (JS) JS is a “pleasurable positive emotional sate resulting from the appraisal of one’s job or job experience” (Locke, 1976). JS is the way an employee feels about his or her activity. It is a generalized mindset closer to the activity based totally on evaluation of different components of the task. (Wexley and Yuki, 1984). Someone with an excessive stage of JS holds fantastic mindset in the direction of the activity, whilst a person who is upset with he or her task holds poor attitudes about the job (Robbins, 2001).

JS effects from the employee’s perception that the process content material really affords what an employee cost inside the paintings scenario (Chanda, 1994). JS is an employee’s mind-set formed on the basis of his or her contentment derived from the specific task issue, individual adjustment, group relationship, work surroundings, and his or her interaction with all the environmental elements. Vroom (1964) regarded JS in terms of the volume to which an activity presents undoubtedly valued outcomes to the job holder. In reality, an employee may be glad if he/she fulfills the expectancy together with his/her task. Studies of facts generation experts have shown that JS strongly affects worker purpose to depart (Bartol, 1983; Zeffane, 1994). Many research conceptualize turnover to be a psychological response and rest on the perception that turnover is an employee preference conduct. On the person stage, pride with one’s task is the most regularly studied psychological variable in the pleasure turnover courting (Mobley, 1979). Studies involving professional and non-expert personnel imply a bad relationship among typical delight and turnover, although the variance accounted for is much less than 14 percent. 


Cotton and Tuttle (1986) observed that usual JS, pride with paintings itself, pay pride and pleasure with supervision and organizational commitment have been negatively related to turnover. Despite the fact that the relationship among JS and motive to go away is normally idea to be terrible (Carsten and Spectir, 1987; Tett and Meyer, 1993; Mcbay and Karakowsky, 2001) the significance of this dating isn't constant inside the available literature. It's been located that the maximum essential elements for JS are price, supervision, process content material, working condition, process security, and promotion opportunity. Those elements directly relate to the RP (Kenneth and Garry, 1984), there's comfort evidence that in which JS is high turnover reduce. Results of JS are very essential to an corporation is terms of efficiency, productivity, worker relation, absenteeism and turnover (Porter and Steers, 1973; Locke, 1976)

Hence, we are able to have observed that to be had literature strongly shows that there may negative impact between job satisfaction and staff  turn over.

References :

Locke, E. A. (1976). “The Nature and Cause of Job Satisfaction and Organizational Psychology”. Chicago: Rand McNally, pp:1297-1349.

Wexley K.N., and Yoki A. G. (1984), “Organizational Behavior and Personnel Psychology”. Pp: 44-68.

Robbins, S.P. (2001). “Organizational Behavior” ,New Delhi, Prentice-Hall of India Pt Ltd. , pp: 21,69,76,78-79, 237.

Chanda, J.S. (1994), “Additional Behavior”, New Delhi, Vikas Publishing House Pvt Ltd., 1994.

Vroom, V.H. (1964). Work and motivation, New York: John Wiley and Sons.

Bartol, K M. (1983). “Turnover among D P Personnel: A Casual Analysis,” Communications of the ACM. Vol. 26.

Zeffane, R.M. (1994). “Understand Employer Turnover; the need for a contingency approach”, University of Newcastle, Australia.

Mobley, W.H., Griffeth, R.W., Hand, H.H., and Meglino, B.M (1979). “Review and Conceptual Analysis of the Employee Turnover Process”. Psychological Bulletin, Vol. 86, pp: 493-522. http://dx.doi.org/10.1037/0033- 2909.86.3.493.

Cotton, J., and Tuttle, J.M. (1986). “Employee Turnover A Meta-Analysis and Review With Implication for Research”. Academy of Management Review, Vol. 11, No. 1, pp:55-70.

Carsten, J. M., and Spector, P.E. (1987). “Unemployment, Job Satisfaction, and Employee Turnover, A meta-analytic test of the Muchinskyu model”, Journal of Applied Psychology, Vol. 72, pp: 374-381.

Tett, R.P., and Meyer, J.P. (1993). “Job satisfaction, organizational commitment, turnover intention and turnover: Path analysis based on meta-analytic findings”, Personnel Psychology, Vol. 46, pp: 259- 293

Mcbey, K,. and Karakowsky, L. (2001). “Examining Sources of Influence on Employee Turnover in the Part Time Work Context”, Career Development International, Vol. 6, Issue:1, pp:39-48, https://doi.org/10.1108/13620430110381 025.

Kenneth, N.W., and Garry, A.Y. (1984). “Organizational Behavior and Personnel Psychology”, Irwin, Homewood

Porter, L.W., and Steers, R.M. (1973). “Organizational Work and Personal Factors in Employee Turnover and Absenteeism”, Psychology Bulletin, Vol 80.

Locke, E. A. (1976). “The Nature and Cause of Job Satisfaction and Organizational Psychology”. Chicago: Rand McNally, pp:1297-1349.



Comments

  1. Channa MedewelaDecember 2, 2023 at 2:40 AM

    Channa. Can you elaborate the relationship curve of the job satisfaction vs employee turnover. According to Chun's job satisfactioncycle there is 05 stages if employee satisfaction

    ReplyDelete
  2. B Yasodara JeanDecember 2, 2023 at 2:56 AM

    How does the interplay between job satisfaction and employee turnover impact the organization's overall performance in meeting its objectives?

    ReplyDelete
    Replies
    1. E.M.C.S EKANAYAKE December 2, 2023 at 10:06 AM

      Thank you jean for the engagement.
      Job satisfaction has been defined as "a pleasurable or positive emotional state resulting from the appraisal
      of one's job or job experiences" (Locke, 1976, p. 1300). As noted earlier, prior studies have consistently
      demonstrated that when the characteristics of working environment satisfy the needs of employees, they are
      more likely to feel a greater sense of obligation to remain in their organizations (Blau, 1964; Tett & Meyer,
      1993; Carol & Richard, 2001; Nadiri & Tanova, 2010; Khanin et al., 2012; Bouckenooghe, Raja, & Butt,
      2013). Specifically, Carol and Richard (2001) in a study conducted among 111 family employees from 70
      family firms in the United States found that job satisfaction was negatively related to employee turnover
      intention. Recently, Tschopp et al. (2014) reported in their longitudinal study that an increase in job
      satisfaction was more strongly related to a decrease in turnover intention among 255 employees in the
      German and French-speaking parts of Switzerland. Also, there is a string in some literature validating the
      assertion of the earlier authors that job satisfaction scores can explain employees’ turnover intention or
      actual quits (Clark, 2001; Shields and Price, 2002; García-Serrano, 2004; Delfgaauw, 2007; Lévy-Garboua
      et al., 2007).
      Gill (2008) pointed out that employees in the hospitality industry that are laden with high level of trust will
      have higher levels of job satisfaction. Job satisfaction ultimately affects several other variables such as
      turnover intentions. Price and Mueller (1981) stated that job satisfaction has an indirect influence on
      profitability via its direct control over intent to leave.

      Delete
  3. Mayumi WicramashingheDecember 4, 2023 at 7:49 AM


    The literature strongly indicates a negative impact between job satisfaction and employee turnover. High job satisfaction correlates with lower turnover, crucial for organizational efficiency and employee relations.

    ReplyDelete

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