Employee Turnover Causes

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2.2.3. Causes of employee turnover:
Employees’ turnover rates are considered one of the major problems in organizations. A lot of studies have shown that employee turnover could be a serious threat to the growth and productivity of any organization. And whether the reasons for employees’ turnover are personal or they are organizational oriented, in both cases the employees and the organization as a whole are affected by them. These causes could be: Job dissatisfaction:
The Mobley model was used to examine how job dissatisfaction leads to employee turnover. This model shows that the employee experiences seven stages between job dissatisfaction and turnover.
Job dissatisfaction probably leads the employees to think about quitting,
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Employees deicide staying in a job or not by seeing if it is providing them with their needs or in a way or another this job is satisfying them (Lee et al, 2008:652). In addition to that they also added that if employees are not satisfied they most probably leave their jobs, leading to higher rate of turnover in many companies. So the relationship between turnover and job satisfaction is strong and also negative as the dissatisfaction increase the turnover also increase (Kass et al, 2001: 321).
Another major consequence that is caused by job dissatisfaction is absenteeism; the absenteeism has a negative impact on the work performance and the outcome. It has been explained that the absenteeism is a natural act if the employee is not satisfied, therefore when the job is dissatisfying in a way or another, the employee’s absenteeism increases, leading eventually to turnover (Hausknecht et al, 2008: 1223). Better opportunities in other
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According to a study they made, it was found that work life balance was significantly linked with career satisfaction, and the relationship is established by some key factors as: control over schedule, total work hours, and marital status. In addition, generational and gender shifts also strongly and significantly affect the career satisfaction, work–life balance, and stress (Poulose & Sudarsan N, 2014:

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