Report on Factors Affect Employee Turnover

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Added on 2020-06-04

Report on Factors Affect Employee Turnover

Added on 2020-06-04

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ORGANIZATIONAL COMMITMENT LEVEL ANDAUTONOMY LEVEL IMPACT ON EMPLOYEETURNOVER

Report on Factors Affect Employee Turnover_1

ABSTRACTEmployee turnover is one of big problem that is faced almost by all sort of organizationsirrespective of size (Byrne, 2005). There are number of reasons due to which employees leavetheir job from organization. Low commitment towards organization and less autonomy are oneof these reasons (Cohen and Golan, 2007). In the current report these factors are taken in toaccount that affect employee turnover intentions. Variables autonomy and turnover intentionhave significant impact on turnover intentions because if less autonomy is given employees donot find company as best place to work and their commitment level reduced which lead toincreased employee turnover at workplace. Hence, firms must ensure that free and good workingenvironment is provided to the employees at workplace and sufficient autonomy is given tothem.

Report on Factors Affect Employee Turnover_2

INTRODUCTIONEmployee turnover refers to the voluntary separation of the workers from their course ofemployment. In other words, number of workers who decides to leave their job due to variedreasons such as payoffs, less growth & promotional opportunities, poor relationship withcolleague, senior’s rude behavior, unbalanced work-life, misalignment and others. Over the pastfew years, HR professionals are experiencing managerial issue of high staff turnover throughoutthe world (Hancock and et.al., 2013). High staff turnover have damaging effect on theorganizational effectiveness i.e. high replacement, less productivity, less staff morale, high costof training, diminished loyalty and declined bottom line results. Employee turnover is increasingat rapid in pace in many companies across globe. It is observed that employees are not satisfiedfrom their job and level of understanding is not build up among employees and management(Masemola,, 2011). Due to this reason employee turnover is increasing at rapid pace acrossglobe. There is need to take strict action in order to handle situation. In the current reportdifferent variables like employee turnover and organizational commitment as well as autonomyare analyzed to draw useful conclusions. In many researches that are conducted earlier it isidentified that lack of autonomy at workplace motivate employees to leave their job from anorganization (Byrne, 2005). Hence, it is very important for firms to make employees comfortableon job so that their satisfaction level can be increased and situation can be improved to greatextent. In researches conducted earlier it is identified that employee turnover is heavily affectedby level of autonomy given to them at workplace. There are many companies where strict rulesare developed and same are followed even employee face some specific problem. All thesethings demotivate employees from doing job in the specific organization. Hence, it can be saidthat lack of autonomy trigger thought of leaving a job from organization in mind of employees atworkplace. All these things also affects commitment level that employees have towards thebusiness firm. With decline in commitment level turnover intention also increase amongemployees at workplace. In the current report varied analytical tools will be applied on data toidentify relationship among different variables. On the basis of analysis of results it will beidentified that what are the factors that have huge impact and play an important role inmotivating employees to leave their job.

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Research hypothesisRegression analysisH0: There is no significant mean difference between employee turnover and autonomy as well asorganization commitment.H1: There is significant mean difference between employee turnover and autonomy as well asorganization commitment.T testH0: There is no significant mean different between different levels of autonomy across sampleunits in terms of gender.H1: There is significant mean different between different levels of autonomy across sample unitsin terms of gender. H0: There is no significant mean difference between employee turnover and autonomy as well asorganization commitment.H1: There is significant mean difference between employee turnover and autonomy as well asorganization commitment.H0: There is no significant difference among sample units in terms of gender in respect tocommitment level that they have towards firm.H1: There is significant difference among sample units in terms of gender in respect tocommitment level that they have towards firm.

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