Abstract
Organizations strive to monitor and reduce employees’ turnover. A
correlational study was conducted to identify causes of employee turnover
intention by hypothesizing that the five extrinsic factors; reward & benefits,
job security, workplace environment, management style and alternate job
opportunities were significantly correlated to turnover intention. The sample
of 100 employees (non-executives/operatives) working in sugar mills at
Badin district of Pakistan was selected randomly and data were collected
using closed-ended questionnaire. The data were analyzed using SPSS in
terms of Descriptive Statistics, Chi Square and Pearson Correlation. There
was a strong correlation of turnover intention with reward & benefits, while
moderate correlation with alternate job opportunities and workplace
environment. A weak correlation of turnover intention was found with job
security and an insignificant correlation with management style.
Management of the mills should control the factors that create turnover
intention. Whereas creation of job opportunities will improve employees’
bargaining power.
Tayyaba Rafique Makhdoom, . (2017) EVALUATING THE EXTRINSIC FACTORS RELATED TO EMPLOYEES’ INTENTION TO LEAVE AN ORGANIZATION, Asia Pacific, Vol-35, Issue 1.
-
Views
958 -
Downloads
106
