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SUMMARY OF TOP 08 RESEARCHERS
S#
Research Topic & Researcher
Research Qs:
Objectives
Literature review content
Findings
1
Job Satisfaction and Employees’ Turnover Intentions in total Nigeria plc. in Lagos State, Samuel Emeka Mbah

C. O . Ikemefuna

Employee job satisfaction has influence on employee turnover in organizations. Poor management of employee turnover adversely affects the organization in terms of personnel costs and in the long run affects liquidity position. No significant study was available to evaluate the antecedents of employee turnover in the Total Nigeria PLC with a view to understand its retention strategy. This research fills this gap.

The
paper highlights and defines basic concepts of job satisfaction and employees’ turnover intention. It specifically considered satisfaction with pay, nature of work and supervision as the three facets of job satisfaction that affect employee turnover intention.

Introduction: Generally linking job satisfaction with employee retention Defining Job Satisfaction as need satisfaction
Attitude discussion due to job satisfaction and high work performance ultimately decreased absenteeism and turnover. JS creates health psychological contract. Lit.Review
1Explanation of turnover: .key definitions
.Significance of turnover with .
.Unfolding model” of voluntary turnover focusing more on the decisional aspect of employee turnover .Image theory
2Types of Turnover
Voluntarily vs. Involuntary
Internal vs. External
Skilled vs. Unskilled
3Impact of Employee Turnover on the Organisation.
Profitability, organizational costs, human capital and related capital, competitors’ gain, in long run liquidity position Theoretical framework
-Studies mentioned which investigated antecedent of employee turnover - job-related factors, external factors to personal characteristics of the employees Considering job satisfaction as antecedent of turnover

-Mobley model of job deissatisfaction
-job stress, dissatisfaction and lack Of orgal commitment leads to intention to quit -satisfaction with pay, job nature and supervision leads to turnover intention. -pay and supervision as dissatisfiers (agreement with Herzber) -Nigerians example of nature of work as antecedent of turnover Increase in job satisfaction facets decreases the turnover

2
RETAINING TALENT: ASSESSING JOB SATISFACTION FACETS
MOST SIGNIFICANTLY RELATED TO SOFTWARE DEVELOPER
TURNOVER INTENTIONS
Which facets of job satisfaction, if any, have the
greatest influence on turnover intentions among
software developers – contingent rewards, promotion,
supervision, pay, operating conditions,
coworkers, benefits, communication, or the nature
of work?
The primary aim of this study was to assess facets of job satisfaction that are most significantly correlated with software developer turnover intentions
Introduction
Importance of IT, significance of turnover in IT industry with relevance to costs. The integrated process model of job turnover [15], Spector’s [34] nine facets of job satisfaction, and
Westlund’s [38] findings provided the theoretical basis for this research. The independent job satisfaction variables were: (a) contingent rewards, (b) promotion, (c) supervision, (d) pay,
(e) operating conditions, (f) coworkers, (g) benefits, and
(h) communication, and (i) the nature of work.
L.Review

Motivational theories related to job satisfaction
and employee turnover include (a) equity theory, (b) expectancy theory, and (c) need theories whereas expctency and equity theory with absentiesm and turnover.

Job Satisfaction
Need theories: Alderfer, ERG, Herzberg 2 factor, and Deci and Ryan’s self determination theory (SDT) Alderfer contrast with Maslow, SDT Within SDT, there are three innate psychologicalneeds that provide the basis for self-motivation and integration. These are the needs for: (a) competence, (b) relatedness,

and (c) autonomy.
Effects of stress and burnout on job...
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