Hossam El Farghaly & Omar Fouad
The main purpose of this study is to analyze the factors affecting "Labor Turnover" phenomena and the impact of Labor Turnover on the performance of Egyptian organizations in private sector.
The research study is based on quantitative research methodology; the questionnaires were distributed in many organizations with many fields such as production, telecommunications, retail and banks. The measures for analysis are the factors affecting this phenomenon (company image, the pay satisfaction, nature of work, nature of peer group, peer self-comparison, internal career/growth opportunity, outside career opportunity, the degree of match between what was expected and what was achieved in the present job) and its impact on the performance of organizations.
It was found that Labor Turnover affects negatively the performance of organizations and the most important factors affecting turnover are; internal career/growth opportunity, the pay satisfaction, outside career opportunity and the degree of match between what was expected and what was achieved in the present job.
Labor turnover is a term that is widely used by many human resource practitioners.
The term “turnover” is defined by Price (1977) as: “The ratio of the employees of organization who left in a particular period of time with the average number of employees in that organization during the same period of time”.
According to Currivan (1999), “Turnover is a behavior which describes the process of leaving or replacing employees in an organization”. to the comment given by Becker (1999) that the most common cause of employees leaving their jobs is inability of the employees to match their skills against the skills demanded by the job.
According to Kevin et al (2004), although there is no standard framework for
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