Introduction, objectives and methodology
Employee dissatisfaction is very important issue of organizational behavior. The impact of human resource management (HRM) policies and practices on firm performance is an important topic. Staff dissatisfaction-that is, the termination of employees and the hiring of other individuals to replace them-is a complex phenomenon requiring a systematic view and an awareness of many variables within both the work and external environments. There are several factors why an employee leaves their job. Some of these reasons include better career opportunities, increased compensation and some restrictions.
The problem which is focused in this study is to investigate the effects of employee dissatisfaction on organizational performance and the factors which caused the employee dissatisfaction in the industrial sector of Bangladesh. This problem will be focused the factors which may reduce the employee dissatisfaction like HR practices, job satisfaction and motivation ,employee training etc which ultimately will result in higher performance of organization.
Prior research has offered mixed conclusions based on both theoretical and empirical analysis and according to previous research that dissatisfaction has negative effects on operating performance due to the disruption of existing routines (Dalton and Todor 1979, Bluedorn 1982). As noted by several observers, however, the consequences of dissatisfaction have received significantly less attention from researchers (Staw 1980, Mobley 1982, Glebbeek and Bax 2004). Preliminary evidence in individual studies generally suggests that aggregate employee attitudes have positive relations with customer satisfaction– loyalty and financials, and there is a negative relationship between employee attitudes and employee dissatisfaction. Among the few empirical papers on the effects of specific HRM practices on aggregate dissatisfaction, which showed that job... [continues]
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