Pros And Cons Of Employee Turnover

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This chapter will emphasize on the existing literature relevant to the study and the researcher will analyze the Dependent variable literature along with the Independent Variable literature and the literature related to the conceptual framework will be reviewed. The researcher will examine on the concept of the factors causing Employee Turnover and the focus will be on the Machine Operators in a Garment Industry. 2.2 What is Employee Turnover? “The ratio between the number of employees who already left the Organization, divided by the average number of employees concerned during a specific period of time” (Price,1977) defined Employee Turnover. Different Organizations use various types of techniques to calculate and define their Workforce turnover depending on their company requirements and circumstances. Many scholars defined Turnover in their own perspectives. Mathis & Jackson, 2006 (Cited in D.M Liyanage et al, Determinants of Turnover Intention of Sewing Machine Operators) defines turnover as “a process where employees leave an organization and have to be replaced.” Employee turnover can be very costly to an Organization since it includes different costs such as administration cost on recruitment, covering up costs during the vacated period and training cost on new employees. Finnemore, 1990 (Cited in Mabengano, C M, 2003) “High job turnover has many disadvantages for any organization, namely the disruption of work programs and low productivity”. Finnemore, 1990

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