The Relationship Between Job Satisfaction and Turnover Intention

Abstract

<b>Problem statement:</b> The objective of this study were to determine the effect of job satisfaction on turnover intentions among the employees in XYZ Sdn. Bhd, Malaysia. <b>Approach:</b> A total of 32 set of complete questionnaires gathered from executives and non-executives of a local printing company were involved in the study and 32 completed the questionnaires. Using structured questionnaires in a controlled environment, the results manage to extract both intrinsic and extrinsic job satisfaction that influences the turnover intention. <b>Results:</b> The statistical results obtained in this study showed that both forms of job satisfaction (intrinsic and extrinsic satisfaction) have inverse relationship on employees’ turnover intentions. <b>Conclusion:</b> Eventhough Instrinsic Job Satisfaction have stronger influence on Turnover Intention. Existence of Extrinstic Job Satisfaction also must be consider in measuring the intention

Organizational Commitment and Turnover Intention in Low-Skilled Immigrant Workers in Thailand: An Empirical Assessment of Need Satisfaction, Job Satisfaction and Overall Life Satisfaction Factors

“…Turnover intention can be a good proxy for measuring actual turnover because the latter can be difficult to measure (Hayes et al, 2006). Numerous studies (e.g., Kalliath & Beck, 2001;Kramer, Callister, & Turban, 1995;Mahdi et al, 2012;Price & Mueller, 1981) have been conducted to understand what determines employees' turnover intentions. Nonetheless, a single, broadly accepted, comprehensive model of turnover is still lacking (Gieter, Hofmans, & Pepermans, 2011).…”

“…Researchers believe that job satisfaction can influence work productivity, employee turnover, absenteeism and life satisfaction (Spector, 2008). Several studies have found that job satisfaction has a positive relationship with all three dimensions of organizational commitment and an inverse relationship with turnover intention (Aydogdu & Asikgil, 2011;Mahdi et al, 2012;Yucel, 2012). Moreover, research has found that job satisfaction may be the most important construct in attempting to understand turnover (Ghiselli, Lopa, & Bai, 2001).…”

“…A key aim for organizations is to retain committed and potentially good performers as their loss would mean considerable cost to the firm. What makes an employee leave or intend to leave is a major question for any company (Mahdi et al, 2012). When a worker leaves an organization, there is a loss to the company both economically and in terms of time as all the effort invested in the employee is lost forever.…”

Job satisfaction and related factors among Iranian intensive care unit nurses

“…An unfavorable working condition for a nurse may reduce the satisfaction of a nurse, and therefore will interfere with efforts to improve patients’ satisfaction because high quality nursing care is usually a result of high levels of job satisfaction [4]. In today’s world, the importance of evaluating the patient satisfaction as one of the main criteria to determine the healthcare quality is evident [5] and nursing care is one of the main factors of patient satisfaction regarding the quality of the healthcare [6, 7].…”

Antecedents and Mediator of Turnover Intention amongst Employees in Private Communications Sector in Jordan: A Structural Equation Modeling (SEM) Approach

“…3;2014 direct negative significant impact on turnover intention. Past studies have obtained similar result (Mahdi, et al, 2012;Egan et al, 2004;Farrell and Rusbult, 1981) Thus, a negative relationship between Job satisfaction and turnover intention means that the employees have intent to leave the current work if they not satisfied in future.…”