Voluntary:Voluntaryis the type of employee turnover in which employee leaves the organizationvoluntarily. Employee leaves when they got a better position in anotherorganization or sometimes staff conflict.Involuntary:Involuntaryemployee turnover is that when the company discharges an employee. It happensdue to poor performance or behavioral issue.Functional: Employeeswho elect to leave their jobs might be part time employees without uniqueskills or simply they are not good performers. It includes new comers,internees etc.Dysfunctional: Employeewho are better performer usually high skilled leaves the organizationdysfunctional turnover occurs.
It can be costly to an organization and could bethe result of a more appealing job offer or lack of opportunities in careerdevelopment.Employee turnover isnot a new term it as old as business. Every good organization took some stepsto control the turnover rate. There are many factors which organizations lookedsuch as relationship with boss, working conditions adventure at workplace,career development and overall corporate culture. (Hamid Mudor)Voluntary turnover ismost interesting because most of employee work within organization with ownsinterest and when they separate the organization both direct and indirect cost incurred(Dess and Shaw). Fishbein and Ajenfounded that attitude towards the job impact belief about the consequences orutility of leaving the organization which ultimate leads to the actualturnover. Staw (1890) says thatturnover is one of best solution to conflict in order for the organization tofunction effectively, but at present employer personally involved in order tojudge the situation and to retain the employees because a huge cost is incurredto recruitment replacement, training of employees.Turnover may badlyaffect the attitudes or de motivate and morel of the employees who remain inthe same organization.
So at present organizations are in search of differentways or methods to retain employees for a long period. (Liew Chai hong)Retention is a voluntary move by an organization to create an environment whichengages employees for long term.There are many otherreasons that affect the turnover rate such as communicate gap, bored work,meaningfulness job, workload and stress, less supportive staff, wage rateandless consulting. Theoreticalframework: Model Independent variable Dependent variable The following factors affect the employeeturnover rate:Relationship with boss:To have a toxic relationship with the person an employee reports toundermines the employee’s engagement, confidence, and commitment. According tomany sources, a bad boss is also the number one reason why employees quittheir job.Communication Gap:Hold regular meetings in which employees can offer ideas and askquestions. Have an open-door policy that encourages employees to speak franklywith their managers without fear of repercussion.Boredom workplace:Employees want to enjoy their job.
They spend more than a third of theirdays working. Work closely with employees who report to you to ensure that eachemployee is engaged, excited, and challenged to contribute,create, and perform. Otherwise, you will lose them to an employer who will.Glass Ceiling:Employees want to develop and grow their skills. If an employee can’t see a path to continuedgrowth in their current organization, they are likely to look elsewhere fora career development or promotion opportunity.
Help them create aclearly defined path to achieving them. Undefined goals:Employees need to feel connected and that they are part of an effort thatis larger than just their job. They need to feel as if they matter in thelarger picture of the organization. Too many managers assume that the employeewill receive the communication about the vision, mission, and overall plan fromexecutive staff and make this leap.
Corporate culture:Employees appreciate a workplace in which communication is transparent,management is accessible, executives are approachable and respected, and direction is clear and understood. Your overall culturekeeps employees or turns them away.Monetary Factors:Compensation often includes an employee’s base salaryand additional benefits, such as health insurance, retirement plans and performancebonuses. Several federal laws affect the compensation that businesses offer.
Abusiness owner should understand the importance of compensation and theprevailing laws to remain competitive in the market.Lack of good working condition:Your working conditions are affected by factors including health and safety,security and working hours. Poor working conditions can damageyour health and put your safety at risk.
Your employer is legally responsiblefor ensuring good workingconditions, but you also havea responsibility to work safely.Lack of Respect:Employees who are rude, vulgar or make condescending remarks to others cansignificantly diminish office morale. Many employers implement code of conductpolicies to clearly define disrespectful and inappropriate workplace behavior as well as the consequences forengaging in such behavior.Flexible working polices:Research shows that flexible work arrangements mayreduce stress because employees working flexibly are more satisfied with theirjobs, more satisfied with their lives, and experience better work-familybalance.Stress of work:A healthy job is likely to be one where the pressureson employees are appropriate in relation to their abilities and resources, tothe amount of control they have over their work, and to the support theyreceive from people who matter to them. Hypothecs:H1:Thereis positive relationship between employee satisfaction and employee turnover atworkplace.
Methodology:Causeand affect research methodology has been used. After briefly study it is found thatemployee turnover affected by employee satisfaction, and employee satisfaction influencesby factors which discussed earlier Conclusion: Nowadays, it is becoming a major problem in the business. And employee satisfactionwills the helps retention of turnover. Because lacking of these factors affectthe organization and overall profit. It the responsibility of managers to focus on these factors and tries toretain their employees. Personal characteristics exhibited a higher correlationwith absenteeism than turnover.
These results point to the importance of usingmultivariate and comparative analyses in the study of withdrawal behavior.