Employee Turnover Intension

Turn-over intension:

Turnover intension defined as the individual intend towards voluntary permanent withdrawal form an organization. Employee turnover is always costly for the organization. It is also defined as the individual perceived intension of staying or leaving the organization. (Tuttle, 1986)

The major reason behind employee turnover intension can be rude behavior, stagnation, lack of feedback, lack or growth opportunity and lack of recognition.

Reward:

The term ‘reward’ is something that the organization gives to the employees in response to their contributions and performance, and also something which is desired by the employees. A reward can be monetary and non-monetary. Rewards consist of cash reward such as bonuses or it can

It is related in such a way that the employee will be looking to quite from an organization for any other better opportunity. Furthermore pay level is moderately and negatively related with the turnover intension where the employee satisfaction towards the pay level is the most significant than the pay raise satisfaction. This shows that employees who are satisfied with their pay level are least expected to search for another job opportunity for quite form the current job. This means that employee turnover intension has direct impact on pay level satisfaction where turnover intension can be reduced by improving the level of pay structure. This further clarify that if some employee is not happy with the pay structure that they are getting and is not enough to cope up with the inflation level that will be the turning point for that employee to stay in the company or not. (saptoto,

When employees achieved their desire results from job so that of desired achievement is called job satisfaction.

In 2009 a study conducted by Ali & Ahmad investigates that there is positive relationship between “recognition and reward” and “performance”. They mentioned that if the reward and recognition are given to employee then there would be a massive change in their performance.

Monetary and non-monetary rewards and benefits are highly interlinked with employee’s performance in any organization. Because of positive relationship of rewards and performance there will be an increase in the job satisfaction of workers as well. Job satisfaction also leads to success and feelings of achievement during the job.

Organizations now a days strive for to determining the reasonable balance between employee commitment and job performance of the organization. The reward and recognition programs are considered to be the most important factor in keeping employees’ self-esteem high and