AN ASSESSMENT ON THE RELATIONSHIP BETWEEN JOB SATISFACTION FACTOR AND INTENTION TO TURN OVER AT SHEBA LEATHER INDUSTRY P.L.C
Abstract
The present study attempts to examine the Relationship between job satisfaction and turnover intentions at Sheba leather industry. Utilizing the convenience sampling, a total of 100 were taken as Samples with 94.81% retrieval rate. Based on the data collected, analysis were made with the use of frequencies and percentages, mean and standard for determining the demographic profile of respondents and impacts of the job satisfaction factors on employee job satisfaction. Correlation and Regression were applied in determining the significant relationships of the job satisfaction factors and employee job satisfaction as well as the relationship between job satisfaction and employee turnover. The research was surveyed also by questionnaires; Samples were drawn by using the simple random sampling technique. The results showed a significant negative correlation between job satisfaction and turnover intentions. This signifies that higher the job satisfaction, lower is the intent of a person to quit the job. Further, comparative analysis was also done in order to measure the significance difference between the mean scores of two groups of employee (lower level and higher level). The results revealed that the two groups of employees do not differ significantly on the measures of job satisfaction and turnover intentions.
References
Schroeder, H. (2012). The Importance of Human Resource Management in Strategic Sustainability: An Art and Science Perspective. Journal of Environmental Sustainability,2(2),, 75-82.
Sowmaya, R.K., & N.Panchanatham, N. (2011). Factors influencing job satisfaction of banking sectors employees in Chennai, India. Journal of Law and Conflict Resolution, 3(5), 76-79
“Mobley, W.H., R.W. Griffeth, H.H. Hand and B.M.Meglino, 1979. Review and conceptual analysis of the employee turnover process. Psychol. Bulletin,86: 493-522. DOI: 10.1037/0033-2909.86.3.493
Hellman, C.M., 1997. Job satisfaction and intent to leave. J. Soc. Psychol., 137: 677-689.
Maffia, G.J Tumwesigye, G. (2010). The relationship between perceived organizational support and turnover intentions in a developing country: The mediating role of organizational commitment turnover intentions in a developing country: The mediating role of organizational. African Journal of Business Management, 4(6), 942-952.
Dunnette, M.D. and E.A. Locke, 1976. The Nature and Causes of Job Satisfaction. Handbook of Industrial and Organizational Psychology, In Dunnette, M.D., (Ed.), 1297-1349. Rand McNally College Publishing Company Chicago, pp: 1297-1349.
Work Motivation Theories. In: International Review of Industrial and Organizational Psychology, Cooper, C.L. and T. Robertson (Eds.)., Wiley, Chichester, pp: 1-35.
Official Andres, L. and Grayson, J. P. (2002), Educational Attainment, Occupational Status and Job Satisfaction: A Ten Year Portrait of Canadian Young Women and Men, Paper presented at the annual meeting of American Educational Research Association.
Smith, P.C., L.M. Kendall and C.L. Hulin, 1969. The Measurement of Satisfaction in Work and Retirement: A Strategy for the Study of Attitudes.1st Edn., Rand McNally, Chicago, pp: 186.
O Nasurdin, A.M., T. Ramayah, M.A. Hemdi and S.L. Voon, 2003. Challenges of Globalized Business: The Asian Perspective, 5th Asian Academy of Management Conference, September, 2003, Kuantan, Pahang
Olusegun, O. (2013). Influence of Job Satisfaction on Turnover Intentions of Library Personnel in Selected Universities in South West Nigeria. Library Philosophy and Practice (LPP) (ISSN 1522-0222) (e-journal), 901-914.
Tumwesigye, G. (2010). The relationship between perceived organizational support and turnover intentions in a developing country: The mediating role of organizational commitment turnover intentions in a developing country: The mediating role of organizational. African Journal of Business Management, 4(6), 942-952.
Holtom, C.B., Mitchell, R.T., Lee, W.T., & Eberly, B.M. (2008). Turnover and Retention Research: A glance at the past, a CLoser Review of the resent, and a Venture into the FUture. The academy of Management Annals,2(1), 231-274.
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Authors who publish with this journal agree to the following terms:- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
