CAUSES OF EMPLOYEE TURNOVER
This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover.
Proposed Research Title
CAUSES OF EMPLOYEE TURNOVER:
Background of Study
Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the ...view middle of the document...
If he feels that there is no room for him to grow in a certain organization, he will look for a place where he can grow further. However, this is not a factor for everyone. There are those who are satisfied to do the same thing even after ten years.
5. The condition of the organization could also be a factor. If it is unstable, the employees will surely look for a more stable organization. They would not want to stay long in an organization that could close any time.
Dependent Variable Employee Turnover
Independent Variable Employee Satisfaction
EXPLANATION OF MODEL
Employee Turnover (Dependent Variable):
Employee turnover is the difference in the rate of employees leaving a company and new employees filling up their positions. While for building a model employee turnover is specified as dependent variable.
Employee Satisfaction (Independent Variable):
Employee satisfaction describes how satisfied an individual is with his or her job. According to my perspective happier people are more satisfied with their jobs. And is used as independent variable for research proposal.
Employee Motivation (Independent Variable):
Motivation refers to the beginning, direction, intensity and determination of human behavior. And treated as independent variable for employee turnover.
Employee Involvement (Independent Variable):
Employee involvement means how much employees are showing their interest towards organization. Job involvement is defined as the extent to which the individual identifies psychologically with his/her job (Blau, 1985b) and is used as independent variable in this proposed study.
To understand the nature of employee turnover it is necessary to first define the terminology. While
there are many definitions of employee turnover for the purpose of this paper turnover is defined as “the movement of workers 1 in and out of employment with respect to a given company” (Nature). This
movement is usually considered voluntary however involuntary separations are also of concern, but will not be the focus of this research.
According to the article “The Nature of Employee Turnover” there is four distinct categories of
turnover that a company must consider:
• Voluntary separations: Termination of the employment relationship initiated by the employee.
• Layoffs: Suspensions from payroll that are initiated by the employer due to an economic slow down.
• Discharges: Permanent termination of employment for disciplinary reasons.
• Other: Retirement, death, and permanent disability.
When calculating a company’s turnover rate it should first be determined what employee separations will be included in the calculation. Many times unavoidable separations, or separations that the company could...