Predicting manufacturing employee turnover intentions

Abstract

Purpose -Employee turnover expenses can cost businesses more than 100 per cent of a single employee's annual wages and negatively affection an organization's production and profits. High employee turnover also could affect community tax collections, social programs and physical and mental health issues. Therefore, understanding contributors to higher employee turnover remains essential for organizational managers from both a corporate and societal standpoint. This paper aims to provide an analysis of how job satisfaction and job embeddedness could predict employee turnover intent. Design/methodology/approach -A randomly selected survey which consisted of Andrews and Withey's (1976) job satisfaction questionnaire, a global job embeddedness scale (Crossley et al., 2007) and a three-item turnover intent questionnaire derived from a survey created by Mobley et al. (1978) using a Likerttype measurement to survey randomly selected individuals used within manufacturing plants located in the Southeastern USA.Findings -The results of the multiple regression analysis showed a significant relationship between job satisfaction, job embeddedness and turnover intent; and that satisfied and committed employees are less likely to plan to leave their employment.Originality/value -Limited current information is available on how job satisfaction and job embeddedness predict turnover intentions in US Southeast manufacturing. This study includes information that shows the importance of job satisfaction and job embeddedness on retaining employees in this region and industry. Given the importance of employee retention on corporate productivity, morale and profits along with the ability to improve the organization's positive contribution to society, it is important for managers to understand these factors and their effect on employee turnover intent.

Exploring the Relationships between Resilience and Turnover Intention in Chinese High School Teachers: Considering the Moderating Role of Job Burnout

“…As an important group providing K-12 education, there is plenty of empirical evidence that job burnout is a common problem among high school teachers [ 29 , 30 ]. Turnover intention has been put forward against the phenomenon of voluntary turnover and refers to the intentions of workers to leave a specific organization after working for a period of time and after some consideration [ 31 ]. Turnover intention is not equal to turnover behavior [ 32 ].…”

Analisis Perceived Organizational Support, Quality Culture, dan Kepuasan Kerja sebagai Second-Order Factor terhadap Turnover Intention Karyawan Generasi Y di ATC (Air Traffic Control)

“…Beberapa penelitian tentang turnover intention lebih memfokuskan pada jenjang usia yang beragam tanpa membedakan usia, seperti pada penelitian Asmara (2017) dan Aydogdu dan Asikgil (2011). Penelitian lain juga memperlihatkan bahwa perbedaan latar belakang organisasi juga menyebabkan hasil beragam, seperti penelitian di sektor manufaktur yang menyebabkan gangguan pada biaya apabila terlalu banyak mengalami TI (Skelton, Nattress, & Dwyer, 2020). Hal itu telah membuktikan bahwa latar belakang karyawan yang berbeda dapat mengakibatkan tingkat turnover intention yang berbeda pula.…”

Pengaruh Tidak Langsung Employee Training Terhadap Turnover Intention Pada Karyawan Hotel: Peran Workplace Stress Sebagai Mediator

“…Karyawan sebagai salah satu kunci kesuksesan perusahaan perlu dikelola dengan baik agar tetap loyal di tempat kerjanya (Goffee & Jones, 2013). Beberapa pimpinan organisasi yang memiliki pemikiran modern bahkan menyatakan bahwa retensi karyawan yang telah berkontribusi positif bagi organisasi jauh lebih penting dibandingkan sekedar mempertahankan keunggulan kompetitif (Skelton, Nattress, & Dwyer, 2019 Melihat dampak yang begitu serius dari turnover karyawan membuat pihak manajemen hotel harus lebih jeli untuk memonitor para karyawan (Radianto & Wijaya, 2020) apabila ada karyawan yang mulai merasa tertekan dengan pekerjaan atau lingkungan kerjanya. Perasaan tertekan inilah yang lama-lama bisa membuat karyawan menjadi stres dan lebih dari itu dapat menjadi sinyal awal untuk berhenti bekerja atau meninggalkan perusahaan (Sewwandi & Perere, 2016) karena turnover intention adalah sinyal awal dari employee turnover karyawan di dalam perusahaan (Khalida & Safitri, 2018).…”