Factors Influencing Turnover
Abbasi, et al., looks at the different factors that affect turnover rate directly. They believe, that there are 5 main factors involved in turnover rate. These include: hiring practices, managerial style, lack of recognition, lack of competitive compensation and a toxic workplace environment. Abbasi et, al. elaborates on each of these factors and explains the importance of looking at the factors that affect employee turnover rate and trying to decrease turnover rate; because, turnover rate is one of the leading causes of declining productivity and employee morale in the workplace, it is important for us to look at the why people quit.
Branham, Leigh. (2012)The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle
Signs and Act Before
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Mobley’s model looks at job attitudes and a cycle that each employee goes through before turnover happens. This cycle consists of several steps and includes: evaluating standing at current position, determining job satisfaction, thoughts of quitting, evaluating the idea of searching for a new job, planning the search for a new job, actually doing a job search, evaluating all alternative jobs, comparing current job and potential job, planning to quit or stay, actively quitting or staying at current position. This is an impotent model to address, because by being aware of the steps that employees go through before actually quitting, we may be able to intercept and employee’s intent to quit by being aware of the signs of intent to quit and what makes an employee satisfied vs. dissatisfied. The results of this study supported Mobley’s model and also included organizational commitment and job involvement into the …show more content…
In this study, they focus specifically on the factor of trust, both trust in management as well as trust in their peers and how trust and its relationship to employee satisfaction. Their research found that trust has a strong correlation to overall employee satisfaction. They also made a point to stress the importance of management focusing on trust within the workplace in order to develop more employee loyalty and to improve employee satisfaction. Satisfaction and loyalty may also be strongly correlated to employee’s intention to quit and turnover rates within
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