JOB SATISFACTION, TURNOVER: EMPLOYEES INTENTION TO LEAVE ORGANIZATION

by

Nabeel-Ud-Din-Jalal

A Report submitted to University of Azad Jammu and Kashmir, Faculty of Administrative Sciences, Kotli in Partial Fulfillment of the Requirement of the Degree of BBA Honors (Finance) 5th Semester

University of Azad Jammu & Kashmir Faculty of Administrative Sciences Kotli 2011-2015

Kotli.Certificate of Approval I certify that I have read “JOB STISFACTION. Supervisor Name: Nabeel Ali Designation: Visiting Lecturer Signature:________________ Coordinator Department of Business Administration Name: Umer Razaq Signature:_______________ ii . TURNOVER: EMPLOYEES INTENTION TO LEAVE ORGANIZATION” by Nabeel-Ud-Din Jalal and that in my opinion this work meets the criteria for approving a thesis submitted in partial fulfillment of the requirement for the BBA Honors (Finance) at Faculty of Administrative Sciences.

hereby declare that the research submitted to Business Administration Department by me is my own original work. I am aware of the fact that incase my work is found to be plagiarized or not genuine. Date: 10th March. BAD has the full authority to cancel my research work and I am liable to penal action. 2014 iii .Declaration I.

iv .Dedication This research is dedicated to My parents for their patience & encouragement.

As interviews provide rich detail about thing going on as compared questionnaires method. By qualitative research method and face to face interview method data collected from various employees belongs to different organization to study their satisfaction with their job and to find out that what are the factors which may help in promoting satisfaction and causing dissatisfaction leads toward turnover. authority. v . The results express that multiple factor like pay working environment. But the major drawback of this method is that it takes much time on single respondent as compared to other and it is more difficult to interpret results of each interview. The purpose of choosing this particular data collection method is it economic and then questionnaire method also focuses on getting maximum information as compared to questionnaires which bound the respondent to answer in limited and specified range. and respect. But it does not mean that higher satisfaction help in sticking over with job or increase Organizational commitment. personal reasons cause effect.Abstract Job satisfaction and Turnover is a major issue in the history of business organizations.

List of Acronyms BAD Department of Business Administration OB Organizational Behavior vi .

............................................ 3 3...... 4 Chapter 5: Conclusion ........................................ vi Chapter 1: Introduction ....................................................................................................................................................................................... 3 Chapter 4: Findings of Research ......................................................................................................................................................................................................................... iii Abstract................................................................ 1 Chapter 3: Research Method ...................................................................................................................................................................................................................... v List of Acronyms ........................................................................................................................................................................................................................................... ii Declaration .................................................Table of Contents Certificate of Approval ......................................................................................................... iii Dedication ......................................................................... 7 vii .......................................................................... 6 Bibliography ...............................................................................................1 Data Collection Method ..........

work team and pay and promotion and executives.attention . 1 . By neglecting these factors organization may loss its employees and money that it spends on their training and development. The findings shows that satisfaction dissatisfaction will be from job as well as other factors as pay and policies but the turnover occurs when factors such as Respect.personal reasons.image . Literature also present that higher satisfaction will not control turnover rate but it will play primary role to decrease turnover. working environment. discrimination.Chapter 1: Introduction Literature determines that positive emotion of individual towards its work is job satisfaction and it may influence from work nature. Employee public .

Jobs not only require the work done but also interaction and communication between the coworkers & bosses. is job satisfaction”. Literature focuses that work itself. A person having positive feelings for his or her job enjoys high level of job satisfaction whereas a person having negative feelings for his or her job clearly expresses job dissatisfaction. A person’s job is not just a schedule of obvious activities of shuffling papers. This means that an employee’s assessment of how satisfied he is with the job is a complex list of discrete job elements. or driving a limousine. “a positive emotion that arises in an individual after the evaluation of the characteristics of the job that he is involved in. On the other hand when these factors are missing the there are maximum chances of dissatisfaction in employees and they will leave the job. group behavior are primary and basic function which promotes satisfaction in employees. working condition. economical conditions and organization image. meeting performance standards and living with working conditions. complying with the rules & regulations.Chapter 2: Literature Review According to Luthans (Organizational Behavior 2005) and Robbins (OB). Literature also supported that turnover rate and job satisfaction is not considered as interdependent variables because it is founded that highly satisfied employees left their jobs. dealing customers. writing notes. promotion. 2 . Literature has also determined other factors which built employees intention to leave organization include opportunities.

The purpose of choosing this particular data collection method is it economic and then questionnaire method also focuses on getting maximum information as compared to questionnaires which bound the respondent to answer in limited and specified range. But the major drawback of this method is that it takes much time on single respondent as compared to other and it is more difficult to interpret results of each interview. 3.1 Data Collection Method Data collection method is most important step in research which determines the research pattern. 3 .Chapter 3: Research Method The research method used in this particular research is qualitative research method. In this particular research “Face to Face” interview method is used to collect information. As interviews provide rich detail about thing going on as compared questionnaires method.

policies. In West organization focuses on this agenda and tries to avoid these burning 4 . also the economic condition of region is not stable and skilled peoples with professional qualifications are in large number. Usually people cannot see themselves working anywhere else and are highly dissatisfied with their job because their career swapping chances are low and due to their financial problems so they continue the same job. group behavior. There are many factors which influence satisfaction in employees such as work itself. Also findings determine that highly satisfied employees of a particular are willing to leave organization when they find any opportunity which is fruitful for them. bully. Under these circumstances highly dissatisfied employee will continue job because there is no other job and if it is it is difficult to have it.Chapter 4: Findings of Research The literature determines that satisfaction is positive emotion of employees about job. But it will help in slowing the turnover rate that provides organization much time to find out to stick their employees as much time they can. But research express that some employees stick to a job for their life time on job it does not mean that they have organizational commitment and are satisfied with their job. These factors when occur in right manner promote satisfaction in employees and they work with zeal to express their positive attitude about work. But it does not mean that employees will higher job satisfaction will minimize the turnover rate. pay. thousands of applicants rush to capture a job but only one wins the battle. working condition. In Pakistan the unemployment rate is high. promotion. According to literature turnover occurs under some factors which are organizational culture. career swapping opportunities but actually research tells that there are other factors which directly or indirectly cause high turnover rate in an organization these factors are:      Respect Employee public image Attention Personal reasons Discrimination Individual or group self respect is most important factor which may cause legal problems for organization and demolish its public image and may also cause increase in resignation of employees from job.

Also when higher authorities give benefit to some special employees on basis of networking and neglect performance criteria this thing creates negative impression about management in minds of employees and there are maximum chances deserving people who are affected discrimination may leave the organization. In short all these are the factors that promote desire to leave organization and then individual leave the organization. loans. But in Asia and especially in Pakistan employees leave job due to their disrespect by their executives. Each and single role cause affect to individual performance and its results is organization poor performance. Employees are more conscious about their image in society due to their job and usually people working in private sector swap careers. 5 .issues in organization with great care and tact. and holidays are not well entertained by organization which causes dissatisfaction in them gradually they will try to find out some alternatives and leave the organization. This thing indirectly cause turnover. Employees with highly qualified skills and networking desire to get proper attention from Their executives and thinks that they are integral part of organization when they don’ t get desired response from organization so they leave it and go. When employees who deserve some services like medical facilities. And these types of practices are widely done in Pakistan after increase in public sector employee’s salary. This thing has also promoted turnover.

And organization false practices may increase the turnover rate and in result it cause organizational financial loss because organization spends its money on the training of its employees and make them efficient and effective for organization in order to utilize their expertise to maximize organization profit and create itself an ideal organization.Chapter 5: Conclusion Satisfaction with job doesn’t mean that employee will be the organization citizen forever. 6 . An also dissatisfied employee sticks for long time due to lower career swapping opportunities. Organization ignorance to its employees will damage its performance. Satisfied employees also leave organization to avail better opportunity.

7 . (2009). India. Organizational Behavior (13th Edition). Organizational Behavior (Tenth Edition).S.F.Bibliography Luthans.P. Robins. McGraw-Hill. J. Pearson.