INTRODUCTION - RETENTION

Retention – Introduction

Maertz & Campion (1998) mentioned “relatively less turnover research has focused specifically on how an employee decides to remain with an organization and what determines this attachment…retention processes should be studied along with quitting processes”.

Zineldin, (2000) has described retention as “an obligation to continue to do business or exchange with a particular company on an ongoing basis”. Denton (2000) mentioned that employees who are satisfied with their work are more engaged and always dedicated to their work, their effort is to improve satisfaction of their clients.

Stauss et al., (2001) explained retention as “customer liking, identification, commitment, trust, readiness to recommend, and repurchase intentions, with the first four being emotional­-cognitive retention constructs, and the last two being behavioral intentions”.


Employee Turnover

Chruden (1980), Testa (2008) have found due to the expense of human capital (such as skills, training, and knowledge), researchers have shown that high turnover rates of qualified individuals might constitute a danger to the firm or organization. Notably, due to the natural specialization of trained individuals, these workers are probably going to be hired again by a rival inside the same industry.

Price and Muller (1981), according to their study done on 1091 registered nurses at seven hospitals, discovered that job dissatisfaction had a direct impact on turnover intention, which in turn had a direct impact on actual turnover.


Job satisfaction

Hoppock (1935), said that job satisfaction can result from a variety of psychological, physiological, and environmental factors that make a person genuinely happy in their work.

Locke (1976), described job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience.”

Feldman and Arnold (1983), mentioned that Job satisfaction will be defined as the degree of total good affect (or feelings) that people have toward their jobs. According to Davis et al. (1985) [62], job satisfaction is a combination of employees' positive and negative attitudes regarding their employment. Rain, Lane, and Steiner (1991), said that work satisfaction is connected with life satisfaction, meaning that those who are content with their lives will tend to be satisfied with their jobs, and vice versa. Lane et al., (2010) and Vidal et al., (2007) found that elements including compensation, working environment, autonomy, communication, and organizational commitment have an impact on job satisfaction, which is a complex phenomenon.


Employee retention, employee satisfaction and employee turnover model

Arnold and Feldman, (1982) ; Wotruba and Tyagi, (1991) ; Brodie, (1995) have discovered and concluded from their study that organizational commitment, job satisfaction, tenure, work image, and age are consistently correlated with turnover intentions and the actual turnover.

Jewell and Segall, (1990) and Locke (1976) have cited numerous studies that demonstrate that people who are happy in their occupations tend to stay in them longer, resulting in lower turnover and fewer absences.

Harrington et al. (2001), observed that emotional weariness, lower levels of intrinsic job satisfaction, and unhappiness with compensation and promotional possibilities were the strongest predictors of intentions to leave a job.


Refences

  • Arnold, H. J.; and Feldman, D. C. (1982), "A Multivariate Analysis of the Determinants of Job Turnover", Journal of Applied Psychology, Vol. 67, pp. 350-360
  • Brodie, A. S. (1995). Salesforce Turnover in Direct Selling Organizations in the United Kingdom and France. Master’s Thesis, Keele University.
  • Chruden, S., (1980). Personnel Management. The Utilization of Human Resources. Florida South West Press, U.S.A., pp: 54.
  • Davis, K. and Nestrom, J.W. (1985). Human Behaviour at work: Organizational Behaviour. 7 th Edition, McGraw Hill, New York, p.109.
  • Denton, J. (2000), "Using Web-based projects in a systems design and development course". Journal of Computer Information Systems, Vol. 40 No.3, pp.85-7
  • Feldman, D.C., & Arnold, H.J., (1983). Managing Industrial and Group Behaviour in Organizations McGraw-Hill, New York, p. 192.
  • Harrington, D.; Bean, N.; Pintello, D.; and Mathews, D.(2001), "Job Satisfaction and Burnout: Predictors of Intentions to Leave a Job in a Military Setting", Administration in Social Work, Vol. 25, No.3, pp. 1-16.
  • Hoppock, R. (1935). Job Satisfaction, Harper and Brothers, New York, p. 47.
  • Jewell, L. N.; and Segall, M. (1990). Contemporary Industrial/Organizational Psychology, West Publishing Company, St. Paul.
  • Lane, K.A., Esser, J., Holte, B., McCusker, M.A., (2010). A study of nurse faculty job satisfaction in commnity colleges in Florida. Teach. Learn.Nurs., 5:16-26.
  • Locke, E.A.,(1976) The Nature and Cause of Job Satisfaction, In M. Dunnette(Ed.), Handbook of Industrial and Organizational Psychology(Rand McNally, Chicago) 1976, p.1300.
  • Maertz, C.P., Jr., & Campion, M.A. (1998). 25 years of voluntary turnover research: A review and critique. International Review of Industrial and Organizational Psychology, 13, 49- 81.
  • Price, J. & Muller, C. (1981). A casual model of turnover of nurses. Academy of Management Journal, 24(3), 543-565.
  • Rain, JS, Lane, IM & Steiner, D.D. (1991) .A current look at the job satisfaction/ life satisfaction relationship: Review and future considerations. Human Relations.p. 44, pp. 287-307.
  • Stauss, B., Chojnacki, K., Decker, A., Hoffman, F. (2001). "Retention effects of a customer club", International Journal of Service Industry Management, Vol. 12 No.1, pp.7-19.
  • Vidal, M.E.S., Valle, R.S., Aragon, B.M.I.,2007.Antecedents of repatriates’ job satisfaction and its influence on turnover intentions: Evidence from Spanish repatriated managers. Journal of Bus.Res.,60: 1272-1281.
  • Wotruba, T. R.; and Tyagi, P. K. (1991). "Met Expectations and Turnover in Direct Selling", Journal of Marketing, Vol. 55, pp. 24- 25.
  • Zineldin, M. (2000).TRM Total Relationship Management, Student litterateur, Lund.

Comments

  1. chathurangapereraSeptember 2, 2022 at 7:06 AM

    Hi Laryy ,Job satisfaction can be defined as a sense of employee achievements and success-
    es. It is generally believed that it is directly related to productivity and work perfor-mance, as well as to personal well-being. Job satisfaction means doing the work one
    likes, doing it well and being rewarded for own efforts (Kaliski, 2007; Aziri, 2011).

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 7, 2022 at 9:52 AM

      Sokoya (2000), found that the level of job satisfaction in the public sector discovered that compensation or income is the most important factor in determining job satisfaction.

      Delete
  2. Kalana SankalpaSeptember 2, 2022 at 9:05 AM

    Well explained larry,According to Acton et al., (2003) the human resource department plays an active role in retaining its employees.it makes policies for employee betterment such that employee would be satisfied with the organization and stay with the firm for longer time.This shows that it is not just retention of employee but also retention of valued skills.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 3, 2022 at 8:24 PM

      Researchers such as Amadasu(2003); Taplin et al.(2003); Gberevbie(2008) have found that if appropriate employee retention strategies are adopted and implemented by organizations, employees will surely remain and work for the successful achievement of organizational goals .

      Delete
  3. Isuri PinnaduwaSeptember 2, 2022 at 10:30 PM

    Well explained Larry. Hytter (2007) explained that there are some factors such as personal premises of loyalty, trust, commitment, and identification and attachment with the organization that has a direct influence on employee retention and workplace factors such as rewards, leadership style, career opportunities, the training and development of skills, physical working conditions, and the balance between professional and personal life have an indirect influence.

    ReplyDelete
  4. Rumaiz AhamedSeptember 6, 2022 at 10:30 AM

    Its a good read Larry, Armstrong, (2014) explains that the turnover of key employees can have a disproportionate impact on the business. The people that organizations wish to retain are often the ones most likely to leave.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 7, 2022 at 10:00 AM

      Panoch (2001), forwarded the view that organizations today take great care in retaining its valuable employees and good employees as they are increasingly becoming more difficult to find .

      Delete
  5. Nimshi RanawanaSeptember 8, 2022 at 5:39 AM

    Well explained Larry. Gangai, Mahakud and Sharma (2016) explains that Job satisfaction of employees in an organization is one of the vital objectives of managers in human resource department to increase the performance and productivity. Job satisfaction is a "psychological state of human mind" and influences the experiences of the individuals and the productivity.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 8, 2022 at 7:18 AM

      Job satisfaction is a complex phenomenon with multi facets and influenced by the factors like salary, working environment, autonomy, communication, and organizational commitment (Vidal, Valle and Aragón, 2007).

      Delete

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