Influence of job satisfaction on employee turnover

Running Head: ASSIGNMENT ON JOB ISSUES 0
Influence of job satisfaction on employee turnover
STUDENT

ASSIGNMENT ON JOB ISSUES
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Contents
Introduction...........................................................................................................................................1
Section A...............................................................................................................................................1
Introduction of employee turnover....................................................................................................1
Section B................................................................................................................................................3
Introduction of Job satisfaction..........................................................................................................3
Section C...............................................................................................................................................4
Impacts of Job satisfaction on employee turnover............................................................................4
Section D...............................................................................................................................................7
Conclusion.........................................................................................................................................7
References.............................................................................................................................................9

ASSIGNMENT ON JOB ISSUES
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Introduction
Job satisfaction is described as the sense of accomplishment or the feeling of contentment,
which the employees derive from their job. This may help one to determine that at what
extent the employee like his or her job. The attitude of employees toward their jobs and the
employer become positive when they find that they are getting good facilities and achieving
their values and needs. In other words, it is the measure of employee's contentedness with his
or her job whether they like their job or not which can be measured by effective, cognitive
and behavioural components. It directly linked to the employee's turnover. Employees
turnover can be defined as the measurement of the number or the percentage of worker leave
the company and replaced with new workers. The turnover or labour turnover can be
understood as the rate at with the employer gains and lose their employees. Employee
turnover may help the employee to evaluate the main reason for leaving the job and cost to
the process of hiring. In this reporting job, satisfaction and employee turnover will be
explained in detail. How job satisfaction can impact employee turnover will also be discussed
in this particular report.
Section A
Introduction to employee turnover
Employee turnover is the term which is basically a measurement of how long the employee
stayed in an organization and how often the employer replaces them. When the employees
leave the organization for any reason they are known as turnover or the separation. This can
be calculated by dividing the separations by total workers.
Formula:

ASSIGNMENT ON JOB ISSUES
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Employee turnover = no. of separations/ average no. of workers
For example it an organization lost 6 staffers in last year out of 92, the annual employee
would be:
ET= 6/92
= 0.06521and 6.52 % annual turnover
There are two different types of turnover: one is voluntary and another is involuntary
turnover. A voluntary turnover is described as any instance in which the employees actively
decided to leave the company. This may occur due to the better job opportunities somewhere
else, any conflicts with colleagues or higher authority in the workplace, and disengagement.
Involuntary turnover is when the employer decided to terminate an employee, because of
negative or bad behaviours, and poor performance. Reasons for employee turnover are
approached differently by different scholars in the literature. According to Raza, Khan, and
Mujtaba (2018), all type of organization are prone to change, however, it can result in
dysfunctional employee turnover. They also found that the intention of the workers or
employees to leave their job is directly related to the human process & human resources, and
techno structural and strategic interventions. Hogh, Hoel and Carneiro (2016) reported
bullying as the reason for employee turnover in various companies. They also revealed that
negative and unwanted behavioral which occurs in different levels like bullying,
mistreatment, mobbing, abusive, and harassment may target the mental health and wellbeing
of the person and leads to a turnover. According to a study conducted by Yang, Wan, and Fu
(2012), the increased turnover has been the most common and important problem for many
hoteliers and became a focus of various researchers and scholars. A cross-sectional study
conducted by Samuel and Chipunza (2009) in public and private sectors revealed that in both
sectors the employees influence to stay in their organization by intrinsic and the extrinsic