The issue of employee turnover has to be identified addressed by the management and a possible solution should be found. This could be done by finding out the root cause of the issue. According to researchers, there is a correlation between job satisfaction and employee turnover. There are other factors that lead to higher employee turnover such as poor working conditions, Employees often voluntarily leave a job due to the relationship they have with their direct managers. Generally, if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work.
Job satisfaction has various theories which measure job satisfaction from various aspects. Job satisfaction is generally measured as workers’ feelings towards the job situation. It is the level of the individual likeness of the job. When satisfied with a job, workers consider that job is the part of their life; hence they enjoy doing their work. Job enjoyment is related to the nature and operation of work.
But if the same supervisor engages in aggressive and punitive behavior, it results in harassment at the workplace. Thirdly, lack of transparency demotivates employees. When employees are not informed about decisions, they will make their own assumptions which can spread rumors. This can hurt the image of the organization and also destroy trust in the management. Lastly, bullying or harassment can make employees scared and demotivated.
When an employee is working in an organization, he/she wants to satisfy their needs, wants and other positive expectations that they have with their jobs as well as with the organization. In other words job satisfaction is the degree to which expectations matches with the reality and it is closely related to the behaviors which is possessed by the employees in the organization (Davis et al., 1985). It has been distinguished that there are three gaps which are linked with employees and their job satisfaction. This contains elements that affects employees’ behaviors, consequences due to positive or negative job satisfaction and lastly how to assess and/or effect employee’s attitudes. As the researchers used behaviors and satisfaction interchangeably, comes with a certainty that job satisfaction might be an active
Organizational Commitment Job dissatisfaction can translate into poor organizational commitment. Organizational commitment is the extent in which an employee relates to an organization and commits to its goals (Kinicki & Fugate, 2016, p. 50). This entails the continuation of employment with a company and having motivation toward pursuing the objectives and goals. If employees are not happy with their jobs, they are less likely to perform to the standard necessary to get the job done.
Performance reviews are a must. The HR along with the respective team leaders must monitor their team member’s performance to ensure whether they are enjoying the work or not. Role of Team Leaders and Supervisors in Employee Retention Employee retention includes various steps taken to satisfy the employees so that they stay with the organization for a longer duration. Strong measures must be taken to retain the high potential employees who have spent a good amount of time in the organization and know it in and out. An employee quits his job whenever he faces problems at the workplace and is not satisfied with his work.
theories of Job Satisfactions There are various theories about job satisfaction, each one with the intention of shedding light and explaining how people find contentment and fulfillment with their occupations. These theories make it clear that jobs are perceived not only a means of earning a living but also as an important extension of one’s identity. Some of the famous theories related to Job Satisfaction have been mentioned below. Discrepancy theory As per this theory satisfaction is the function of what a person actually receives from his job situation and what he thinks he should receive or what he expects to receive. If actual satisfaction is less than the desired satisfaction it results in dissatisfaction.
What is job satisfaction? Job satisfaction is the level of contentment employees feel regarding their works, which acts as a motivation to work. This feeling is primarily based on an individual 's perception of satisfaction. Job satisfaction can be influenced by an employee 's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. Is job satisfaction important?
It is defined as the degree of the likings and disliking’s of people in reference to their jobs. This tells about their commitment to their work and the organization. (White, et al., 2003)Job satisfaction and commitment are intensely connected to one another. However it is hard to define which follows the other. (Weiss, 2002) When managers run a fair reward system, they promote citizenship behavior and reduce the employee intents to leave their job.
(Williiams C. R. et al, 1994:269)Monetary and hidden costs are associated with employee turnover. When an employee leaves an organization, it costs the company in: ¾ Productivity - When the employee leaves, productivity will usually take a downturn because other workers may have to add the former employee's duties to their own workload, at least temporarily. - 5 - ¾ Money - In addition to the costs associated with lower productivity, the company may have to pay employees overtime to get them to take up the slack left by the former employee until a replacement can be found. The organization may also have to face unemployment claims and pay for the cost of recruiting and hiring a replacement. ¾ Time - Not only may the employees will be distracted from their regular duties to cover for a former employee, but the organization will have to spend time and money advertising, interviewing, and hiring a replacement employee.