The objective of this study was to determine the relationship between job satisfactions with turnover intentions. Apart of that this study was done to look at how demographic variables and job satisfaction characteristics could influence employee’s decision to quit a job or to find a better job at other place within private sector in Malaysia. The questionnaire was distributed to 60 respondents working in various private organizations in Klang Valley and 50 has managed to fill up and return the questionnaire survey. The responses from the sample are used to test the hypothesis that job satisfaction has negative and significant relationship with intention to leave. The result indicates that all of the job satisfaction components are negatively and significantly correlated to employee’s intention to leave the organization. The result obtained in this study showed that job satisfaction (particularly satisfaction with job challenge, supervision, colleague, income, and promotion) is an important controllable determinant of employees’ intention to leave the organization. As per the ANOVA test run results, we can say that age and number of years an employee had been working with a particular organization are significant to intention to leave. In other words age and intention to leave has strong relationship with each other. So as the number of years an employee has been serving the organization
Table of Contents
1.1 Background of the Study
1.2 Problem Statement
1.3 Research Questions
1.4 Research Objectives
1.5 Significance of Study
1.6 Definition of Terms
1.6.1 Job Satisfaction
1.6.2 Intention to Leave
2.0 Literature Review
2.1.1 Relationship between job satisfaction with intention to leave
Relationship between demographic factor with intention to leave
11 3.0 Introduction
Research Framework and Hypotheses
3.2 Hypothesis Statement
Location of the study
Population and Sampling Procedure
3.6 Variables and Measures
Interpretation of Variables
3.7 Reliability Test
3.8 Data Collection
3.9 Data Analysis
3.9.1 Descriptive Statistics
3.9.2 Inferential Statistics
4.1.1 Demographic characteristic
Frequency Distribution – Age
4.1.3 Frequency Distribution – Years of service
Frequency Distribution – Education level
4.1.5 Relationship between Job Satisfaction (Job Challenge, Supervision, Colleague, Income, Promotion) and Turnover Intention
25 4.1.6 The Difference in Intention to Leave by Demographic variables
Strongest Factor that Influence the Intention to Leave
29 5.0 Introduction
5.1.1 Relationship between Job Satisfaction and Intention to leave
33 5.1.2 Relationship between Demographic Profiles and Intention to leave
This chapter consists of 6 major areas which are background of study, problem statement, research questions, research objectives, significance of study, and also definition of term used in this research. 1.1 Background of the Study
In this era, employee turnover has become a commonly selected area to be discussed. This is because more employers have been experiencing a negative impact when they have higher employee turnover rate. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found to be useful in interpreting employee turnover (Kevin MM, 2004). High turnover rate at any organizations levels constitutes a waste of human resources (Newstorm, 1994). Manager of Human Resource Department need to pay more attention regarding this issues. They need to identify the main sources of employee turnover; is it because of the company’s management or the workers itself. Private sector workers change...
Bibliography: (2006). Test Reliability. Professional Testing Inc.
Abbasi, S. M., Hollman, K. W., & Hayes, R. D. (2008). Bad Bosses and How Not to Be One. Information Management Journal, 52-56.
Ajzen, I., & Fishbein, M. (. (1980). Understanding Attitudes and Predicting Social Behaviour. Englewood Cliffs, NJ:Prentice-Hall.
Byrd, T. C. (2000). Behind bars: An Assessment Of The Effects Of Job Satisfaction, Job-Related Stress, And Anxiety Of Jail Employees Inclinations To Quit. ournal of Crime and Criminal Justice, 23, 69-89.
Camp, S. (1994). Assessing The Effects Of Organizational Commitment And Job Satisfaction On Turnover: An Event History Approach. The Prison Journal, 74, 279-305.
Currivan, D. (1999). The Causal Order Of Job Satisfaction And Organizational Commitment In Modes Of Employee Turnover. . Human Resources Management Review, 4,, 495-524.
Eric, G. L. (2006). I Want To Leave: A Test Of A Model Of Turnover Intent Among Correctional Staff, Department of Criminal Justice ,The University of Toledo.
Graham. (1982). understanding human relations. 68.
Harmon, J. S. (2007). Effects Of High-Involvement Work Systems On Employee Satisfaction And Services Costs. Journal of Healthcare Management,48(6), 1-14.
Hoppock, R. (1935). Job Satisfaction.
Igbaria, M., & Greenhaus, J. H. (1992). Determinants of MIS employees ' turnover intentions: A structural equation model. . Communications of the ACM, 35(2), 34-51.
Joel, N. N. (2004). The Relationships And Effects Of Employee Involvement, Employee Empowerment And Employee Satisfaction By Job Type In A Large Manufacturing Environment, Cappella University.
Judge, T. A., & Watanabe, S. (1994). Individual Differences In The Nature Of The Relationship Between Job and Life Satisfaction. Journal of Occupational and Organizational Psychology, Jurgensen, C.E, 101-107.
Karasek, R., & Theorell, T. (1990). Healthy Work: Stress, Productivity, And the Reconstruction Of Working Life. New York: New York: Basic Books. 89-103.
Kevin MM, J. L. (2004). Organizational change and employee turnover. Rev. 33 (2):161-166.
Liu, B., Liu, J.X., & Hu, J. (2010). Person-Organization Fit, Job Satisfaction and Turnover Intention: An Empirical Study In The Chinese Public Sector. Social Behavior and Personality, 615 - 626.
Milkovich, G., & Boudreau, J. (1997). Human Resource Management 8th edition. Irvin Mc Graw Hill.
Mossholder, K., Bedeian, Norris, A., Giles, D., & Feild, H. (1988). Job Performance and Turnover Decisions: Two Field Studies. Journal of Management, vol. 14,, 403-14.
Muchinsky, P. (1993). Psychology applied to Work (4th ed.). California: Brooks: Cole Publishing Company.
Nash, M. (1985). Managing Organizational Performance.
Newstorm. (1994). organizational Behavior. new york: Mc Graw Hill Book Company.
Noor, S., & Maad. (2008). Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan. International Journal of Business and Management vol. 3, no.11, 93-102.
Pascal, P. (2011). Canada Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction, Dept. of Management, Université Laval, Canada.
Saari, L. M., & Judge, T. A. (2004). Employee Attitudes And Job Satisfaction. Human Resources Management.
Samad, S. (2006). The Contribution of Demographic variables: Job Characteristics.
Villanueva, D., & Djurkovic, N. (2009). Occupational Stress and Intention to Leave Among Employees in Small and Medium Enterprises. International Journal of Stress Management, vol 16 no 2, 124-37.
William, L., & Hazer, J. (1986). Antecedents And Consequences Of Satisfaction And Commitment In Turnover Models: A Reanalysis Using Latent Variable Structural Equation Methods. Journal of Applied Psychology, 71, 219-231.
Wong, T. H. (1989). The Impact of Job Satisfaction on Intention to Change Job Among Secondary School Teachers in Hong Kong. CUHK Education Journal, 17(2) 176-85.
Please join StudyMode to read the full document