The influence of employee satisfaction and organizational commitment on employee turnover Group Members: M.



First of all, we would like to say Alhamdulillah, for giving us the strengths and health to do this report work until it done. We have taken efforts in this report. However it would not have been possible without the kind support and help of our respected teacher. We are highly indebted for her guidance and constant supervision as well as for providing necessary information regarding the report and also for their support in completing the report. We remain grateful to our colleague for providing us important information and indicating different sources to help us to compile our report.

Studies of facet satisfaction also have reported significant correlation between turnover intentions and satisfaction itself(Hom et al.O’Reilly & Caldwell.&Hulin.Bedeian & appears that both commitment and satisfaction results in turnover. We found that employee turnover has negative relationship with the employee satisfaction and organizational commitment.1979. commitment. This report showed a significant negative relation between organizational commitment and employee satisfaction and turnover. We analyze a sample of 150 customers the data are collected through the questionnaire. This shows that the lesser the employee satisfaction and organizational commitment higher will be the turnover rate.Other research has established a relationship between employee satisfaction and turnover intentions. 1979. This paper represents the turnover behavior of EMPLOYEES of the organization and the factors that are associated with it.ABSTRACT The survey was taken in order to check turnover behavior or intentions of organizations employees. Turnover is a major concern of most of the organizations as it represents a significant cost of the organization.1981.Research has also compared the independent and joint effects of employee satisfaction and organizational commitment on employee turnover for example . This report provides the information that employee satisfaction and organizational commitment as a major predictor that results in employee turnover or turnover intentions.1980).Wiener & Vardi.1984. Arnold and Feldman (1982) also found that both work attitudes correlated significantly to turnover .1976). Turnover has such an impact on companies that executive bonuses are being conditioned on retaining a certain percentage of employees.Hom.waters. Many studies have reported a significant association between organizational commitment employee turnover(Ferris & Aranya. and turnover is that the first two concepts are employee attitudes or ``orientations. This report provides the turnover intentions and behavior of EMPLOYEES that how many of them are committed and satisfied with their jobs.Stumph & Hartman.Katerberg.1980. and O’Connor(1981)found that organizational commitment has a stronger relationship to turnover than satisfaction..Bhagat.1979.1977.Sters.1976)and pay and promotion(Hom et al.1983. The negative relation of the satisfaction and commitment shows the turnover behavior of the FUUAST EMPLOYEES.waters et al. Convenience sampling is used which a type of non probability is sampling. INTRODUCTION Turnover is a very important concern for all most all the organizations as well as universities..1981).peters.& waters.. Job satisfaction is perhaps the .'' but turnover refers to an employee behavior. Overall employee satisfaction appears to be associated with turnover intentions( Angle & Perry.Kraut . The key conceptual distinction between satisfaction.

Researchers have defined and measured satisfaction both as a global construct and as a concept with multiple dimensions or ``facets'' (Price. Mowday et al. is voluntary separations or quits (Bluedorn. 1988). Price & Mueller. Turnover (or intent to stay) is one of the most widely studied outcomes of both satisfaction and commitment.. 1977. 1990). 1986a). based on an axiomatic connection researchers make between employee attitudes and behaviors (Bluedorn.. 1995). 1992.most widely studied work orientation over the last four decades of organizational research. Becker & Billings. Mathieu.This study adopts the global approach over the facet approach. 1984. Meyer & Allen. 1990). The specific form of turnover of interest in this study.. Muelleret al. 1991.. 1982. 1976. researchers often focus on the most direct determinant of turnover. 1992. Mueller et al. organizational commitment is the degree to which an employee feels loyalty to a particular organization. Newton. 1992. & Price. 1997). Mottaz. Whereas satisfaction denotes positive emotions toward a particular job. Smith. Furthermore. Fewer studies support a direct link between satisfaction and turnover (Mueller et al. Price & Mueller. & Gellatly. yet several support an indirect influence through commitment (Lincoln & Kalleberg. 1991. Price & Mueller. rather than various constituencies or subgroups within the organization (Becker. & Hulin. 1994).. 1997). 1997). Shore. 1994. 1997). 1986a. 1982. conceptualizing job satisfaction as the degree of positive emotions an employee has toward a work role (Kalleberg. 1989... 1992. Mowdayet al. 1986). Researchers often propose job satisfaction and organizational commitment as intervening variables between other determinants (e. Wallace. Price. & Thornton. 1992. and has been demonstrated to exert a strong negative influence on actual turnover (Bluedorn. Whereas satisfaction and commitment focus on employee orientations toward their work and organization. 1977. 1990. 1982. Several other studies have concluded a reciprocal relationship exists between satisfaction and commitment (Farkas & Tetrick. 1985. 1985). three of the studies observed an asymmetric relationship where satisfaction had a stronger effect on commitment than the reverse. and most organizational research. 1986a). structural and individual variables) and outcomes like stay intentions and employee turnover (Iverson. 1992. Locke. turnover refers to actual movement across the membership boundary of an organization (Price. this research Organizational commitment as an affective form of commitment based on feelings of loyalty toward the organization (Allen & Meyer. Price & Mueller. Mueller et al. Lincoln and Kalleberg (1990) actually . Lance. 1990. Similar to Meyer and Allen's dimension of affective commitment. 1992. Wallace. Reichers. Meyer. 1982. Likewise. Intent to stay is the degree of likelihood of an employee maintaining membership in an organization (Iverson. Intent to stay (or leave) refers to employees' behavioral intentions. this study focuses on commitment to an organization as a whole entity. With the Farkas and Tetrick (1989) study as the one exception. Kendall. 1997). Iverson. (Mueller. 1992. intent to stay (Bluedorn. Muelleret al. 1981. Price. 1969). Allen. 1982. Price. 1981. Since data on employees who quit voluntarily is typically difficult to collect. 1982.. 1994.g. 1992. Iverson.

Every time a position is vacated. (1995)”. “ woods . in other words. 1988. Wakefield. 1996. 1985. other studies have suggested that the relationship between these two work attitudes may be spurious due to their multiple Common causes (Curry.observed a significant reciprocal relationship between satisfaction and commitment in the US and Japan. Managers habitually direct to turnover. Mottaz. Wallace. the models based on a theory of decision making. and some compelling arguments causally link Satisfaction and commitment. 1994.Mueller et al. & Muller. (1998)”. 1995) . Turnover is defined by “ Price (1977)” as : the relationship of the number of organizational members who have leave throughout the time existence considered divided by the average number of people in that organization during the time for a reciprocal relationship between satisfaction and commitment suggests the competing arguments outlined in the two preceding paragraphs may be reconciled. Turnover is also many times utilized in efforts to measure ratio of employees in an organization as they left. and between the condition of employment and unemployment “Abassi et al. Lincoln & Kalleberg. given the increasing tendency of researchers to assume similar determinants affect the two affective orientations (Kim et al. although they used the significantly stronger effect of the former on the latter to conclude that satisfaction precedes commitment. While none of these researchers advanced a cogent argument to explain the reciprocal relationship. Dougherty et al.” Unfolding model” of unpaid turnover from based on thinking (Home and griffeth. Image theory “ Beach.. This argument has some appeal. jobs and occupation.. Price. but their results did not favor one causal direction over the other. between firms. LITRATURE REVIEW Employee turnover is a great studied fact “Shaw et al. 1990. 1995). Farkas and Tetrick’s (1989) three-wave longitudinal analysis of the relationship between satisfaction and commitment produced a reciprocal relationship. This replacement is known as Turnover. Yet only two studies have produced this non-significant relationship. each of two voluntarily/involuntarily a new employee must be hired and trained. by concentrate on the formal judgment appearance of employee turnover. The .. 1986. showing illustration of voluntary turnover as decision to leave. (200). Employee turnover is the recurrence of workers on every side of the labor market. But there is no standard reason why people go away from the organization. (1990)”. Really. Based on a finding of no significant causal relationship between satisfaction and commitment. Its explains the process of how an individual’s process informed during decision making. 1985). consideration for reason. Complete process join with filling a unoccupied job.

Katerberg. The staff of an organization who supposes that economy is better and the well economic stipulation is going on. 1984. Aspect satisfaction also have indicative interdependency between turnover intentions and satisfied itself (Home et al. likely better to go away from the organization. 1980. Sters. . He says that it is psychological commitment with his org his employer. Overall employee satisfaction becomes to be combining with turnover intending (Angle and Perry. (Tett and Meyers. Raju and sirvastava 1994. Meyar and allen(1991). and Hulin. And also describe about the feelings to ones employing organization and also describe about the will of working for employer and attachment of employer with organization to achieve goals.2004). Employees attached with organization from ones comes and hard work with sense of responsibility and experience attached with org . taking into the consideration the fact that turnover is examines to the current separation from the organization. sates that the turnover intention as knowing intentional to sought for other choices in other organizations. He describe that the org commitment in organization. Because of bad economy the personnel like better to continue in same place in the organization. Home. Feelings to one’s employee organization. 1993).underlie logic of the model is that people left the organization after they have examine the reason for leaving the organization. Ellen and mayer 1993 . 1983. so individuals as an alternative of simply and quickly compare succeeding another information to more allowingtype decision making alternatives. Barnard 1938. 1981). These are commitment and including economy. According to the ( Bockermann and llmakunnas. “ Beach (1990) “ indicates that individuals rarely have the perceiving resources to methodical asses all incoming information. turnover intention is the individual behavioral opinion to retract from the organization. 1981. Wiener and Vardi. norms and values to achieve the org goals and strong membership in organization. 1977. Stumph and Hartman. Other research has recognized a relationship between employee satisfaction and turnover intention. Commitment with org and membership in organization from frame work hand work strong effort. 1980). O’Reilly and Caldwell. Most of the studied have reported a indicative companionship between organizational engagement and employee turnover (Ferris and Aranya. There are some circumstances with connection between satisfaction and turnover intention. 1979. Bedeian and Armenakis. Organization commitment is a relationship b/w employer and org and it is factors that influence the employer and org attached the factors that Force to employer for working hard in organization and to make effort to achieve a goals or tasks.

As a predictor of turnover organizational commitment has accounted for as much as 34 percent of the discrapencies (Hom. Steers and Rhodes. 1977. and Price. Experiment research on organizational commitment usually has shown engagement to be an important foretell of turnover. and Hulin. Waters. Smith. Job satisfaction is possibly the most extensively studied task being oriented over the last four decades of organizational research. Price. 1979. Meyer. Taking into consideration the fact that satisfaction indicates positive intensive feeling toward relating to job. 1976. Waters et al. This acquisition of knowledge choose the world wide techniques over the aspect approach. 1979. Many models ( Mobley et al. inconsistence on the other side of premature studies may be expected due to any reality is being combined of three reason : . and Hulin. Arnold and Feldman (1982) also states that the two work opinions dependence significantly to turnover. idea of job satisfaction as the process of positive emotions an employee has in the directions of a work role ( Kalleberg. 1997). 1978) connect organizational engagement. 1979) and as little as three percent (Michaels and Spector 1982). Like that Meyer and Allen’s aspect of affective engagement.1979. this research organizational commitment as an affective visible part of engagement based on emotion of loyalty toward the organization ( Allen and Meyer. and Gellatly. Many researchers have defined the satisfaction and also measured the satisfaction. or job involvement idea of to turnover and illicitly or absenteeism. 1997). Obviously. 1990. Less the commitment higher will be the turnover rate. 1969). both as a worldwide build and as a concept with various aspects or “facets” (Price. 1990).. Lock. Raju and sirvastava 1994. commitment and turnover is that the first two concepts are employee behavior or being oriented. Kendall.. Katerberg. but turnover have recourse to an employee attitude. organizational commitment is the stage to which an employee examines loyalty to a particular organization (Muller. 1992. 1984. Barnard 1938 . 1975. Kraut. It visible that both obligation and satisfaction results in turning over. Allen. The key element of mutual conception between the satisfaction. Roach and Waters 1976) and pay and promotions (Home et al. Employee turnover is also expected due to the deficiency of organizational commitment. It is very necessary need to understand about the relationship b/w employer and org in view of conceptual frame work with organization commitment. Meyer and Allen. Wallace. 1976). He says that org commitment that the employer makes work hard from his norms and values and factor that influence to employer for save energy and work hard for attaining organizational membership and to achieve org specific goals and making trust of organization.

medical. In the all over the world any employee of any organization want to need job security. 1977.. 1998) in this study we concentrate on pie apple fairness which is related to methods. pp.g. Job commitment with organization for employee satisfaction. E.1979. 1977). According to the (Wells. organization. W. organizational behavior and employee’s attitude. According to the( Mowday et al. and Jackson 1982). 2011. or (C) the result of statistical artifacts such as sampling and measurement or a restriction of range ( Hunter. Recognition motivates the employee and gives him bouts for job commitment and job satisfaction among the drivers and organization. According to the (Bourcier & Palobart. Job satisfaction event more benefits for organization. The relationship between the organizational engagement and absenteeism also has been not consistent (Angle Steers. Schmidt. As stated by the (Richard et al.(A) The way organizational commitment has been conceptualized and operational zed ( Steers and Porter. 23-40) Employ turnover intention is create negative impact on leader if it shows the leadership qualities which prevent the people to leave organization. working environment and attitude for job satisfaction e. They do more & more work for the fever of organization. Thanks feeling etc. As stated by the (Folger & Corpanzano. transportation and accommodation etc all above aspect face only government departments only in other hand all private departments pay less salary and give more work and job commitment. The concerned reader may express similarities the studies of Arnold and Feldman (1982) with that of Clegg (1983).g in Pak Army government provide all facilities to soldiers for job satisfaction. 226) Job in involvement and commitment with organization is very important factor. proper procedure determine the organization out comes and achievements. because of organization good rewards they become as part of organization for long term period with fall commitment.1994) Job satisfaction depends on employees. Peachey. social benefits. J. (B) the way turnover has been conceptualized and operational zed ( Price.. Employee wants to achieve organization goal and benefits. Job satisfaction is very important for turnover. If the employee satisfaction then 100% job commitment with organization. 1997)Employee turnover among driver recognized with Job and very well perform key use personal relationship. J. value and achievements. 1983). In Pakistan job commitment affiliate with salary packages and other facilities e. . In other view job satisfaction is very armed for organization. If employee follows the procedure then organization achieves goals.

while in the second approximation or technique organizational . S. As experience increase the ratio of turnover or decease.& Estelami. Job commitment and organization support reduce the employ turnover.205-221) Service qualities also play an important role in employee’s turnover.238-247) Effective communication among the leader and employ.. D. Build relation /mutual understanding with each other maintain work environment in organizational. because of organization environment. V.437-458) The culture.. 1983). pp. 2007. 2006. A. R. Y. & Mellahi. Experience also a key factor.. Satisfaction make employee committed organizational goal and value... 343-353) If the employee not satisfied in the organization.. K. According to the (Lee. H. H.. (Abdulla. pp. 2011. K. The two separate techniques have been acquired in defining organizational commitment (Steers and Porter.C. pp. According to the (Appelbaum. According to the first technique organizational commitment is directed to as an attitude.. pp. Satisfaction of driver’s improving their engagement with organization. 375-388) Job security is considering most important factor to reduce turnover of employ.pp. pp. 126-146). R. Djebarni... 186-199)Mostly the turnover of employee’s shows that their personal achievement. sharing vision reduce the turnover impact among the employee’s. training also influences the employee retention. H. As stated by the (Wickramasinghe.. Carriere. 2009. Mostly they employ that have low income has more intension to turn over the job. E. T. Zhao. 2011.. Whereas goal mission reward helps to reduce the turnover culture in employ. Murvay 1991.. According to the (Min.F. Chaker. According to the (Moncarz. pp. He describe about employee can't leave his organizational for searching new job in any other org because he receive a lot of benefit and willingness payment from org he can't leave the org and can't break the org benefit .J.According to the (Slatten. promotion. According to the (Hurley. S. J. B. Elghawanmeh. Shash. & Kay.The collaborative cultural environment both extrinsic and intrinsic factor of job. M. 2007. 2010. If the services are hard according to the employee’s demand in shortly they quit the job. pp...246-255) Relationship must required b/w turnover of employee and work need necessary for the relationship of commitment and employee satisfaction in organization. Benmoussa. that thing reduce the turnover and improve the relationship among the driver’s. 2009. S. behavior and attitude satisfied and dissatisfied to employee. Decrease turnover satisfaction of employee’s and dissatisfaction increase the turnover..

and work harder to satisfy the customer. the individual is seen as committed to an organization if helshe is restrain by a former time actions of “sunk cost” (fringe benefits. as stated by Hop pock. the job satisfaction had expressing the refusal affect on turnover intention of IT professional. Hop pock defined the employee satisfaction. Rahman also describe the job satisfaction. and Salancik (1977) are admitted as member.commitment is directed to as an opinion. In the behavioral technique. as stated by the Rahman. 1961). employees stay longer. suggested direction to make better the company’s products and services. All. Recently ( Blau and Boal. 1982). As stated by ( Barned 1938). salary as a function of age or tenure). When companies are impressive in satisfying their employees. I am be adequate with my job or I am satisfied with job. the one of the sequence of imaginary and surroundings factors that affect a person habitually speaking to say that. In this technique organizational commitment is describes as additional calculative in nature ( Etzioni. Organizational engagement is defined as the degree to which an employee select of recognize with the essential character and destination of a relating to organization and desires to maintain membership in that organization (Mowday et. In this way a single becomes “committed” to an organization because it has suited too expensive for hid her to go away from the organization. Hrebiniak and Alutto (1972). 1987) have suggested a mental conceptions model which states the characteristics how an interaction of job involvement and organizational commitment can be beneficial for predicting employee turnover and satisfaction. organization obligation that the employer construct work hard give shapes to norms and worth and circumstances that affect to employer for keep energy and work hard for gaining organizational being a member and to attain organization exact tasks and making trust of organization. make a deeper dedication with the tasks. From the above talk about the following hypotheses are elaborated: Important positive companionship between total job satisfaction and reality of job satisfaction Important negative companionship between facts of job satisfaction and turnover intentions Important negative association between total job satisfaction and turnover intending Employee satisfaction used to measure the level of total employee satisfaction and satisfaction with its Nin facts:   Pay Promotion . and the works of Becker (1960).

a development body of circumstances this plan and exist conclusion point out job satisfaction is largely genetically determined. It well suited precision with the prospect that managers immediately affect a person organizational progress and results. . Unfortunately. THEORATICAL FRAME WORK In the current research we want to check the relationship of different variables on employee turnover hence our dependent variable is employee turnover. We took employee satisfaction and organizational commitment as independent variable.       Supervision Fringes benefits Contingent rewards Working condition Coworkers Nature of works Communication Satisfied employees are having following qualities such are given below:       Satisfied employees are suppose that the organization will be satisfying in the long run Satisfied employees are more committed to the organization Satisfied employees have higher retention rates Satisfied employees are more engaged in the production of goods Satisfied employees forceful and energetic Satisfied employees concerned in productive activities of organization Following factors they affect on employee’s job satisfaction:  Mentally challenging work  Equitable rewards  Supportive working conditions  The boss’s behavior The managers and organization can regulate the position of employee job satisfaction is inherently pleasant.

 In the literature studied above.  The relationship among the variables was discussed establishing that three independent variables are related to the dependent variables. organizational justice. Job satisfaction depends on employees. job satisfaction. organizational policies. stress/burnout.At the end we have checked the relationships among these variables whether this is positive or negative. The nature and direction of relationship of each independent variable with the dependent variables were clearly stated. Employee satisfaction:  Idea of job satisfaction as the process of positive emotions an employee has in the directions of a work role. Organizational commitment. taking into the consideration the fact that turnover is examines to the current separation from the organization. Organizational commitment: It is the positive attribute of the physical sensation responsibility that an employ has in the direction of the goal of the organization. . Employee turnover: Turnover intention is the individual behavioral opinion to retract from the organization. environmental management. voluntary initiatives and job attitude. and that the independent variables organizational commitment is related to the other independent variables namely voluntary initiatives and job attitude. gender. organizational behavior and employee’s attitude. transformational leadership. organization. we have observed the following variables.

employee turnover is decreases. METHODOLOGY In this article we work on hypotheses testing.Schematic diagram: Employee satisfaction Employee’s turnover Organizational commitment HYPOTHESIS 1. Then we find the means of this sample data. So that it is highly correlated. Its regression line also shows that if one unit of independent variable increases it also changes the dependent variable. Organizational Employee turnover is measured by two independent variables (Organizational commitment and employee satisfaction). . We find the relationship of between the variables we find that It is highly correlated because its values rely between +1. We take a sample of 150 employees of public and private organizations of Islamabad. We work on qualitative research. When employee satisfaction and organizational commitment increases.-1.we use five (5) likert scale to get the response of organizations employees. There is a relationship between organizational commitment and employee’s turnover.

3004433 0.873015213 0.408592 Lower P-value 95% 2E-05 0.7104962 1.EXCEL CALCULATIONS SUMMARY OUTPUT Regression Statistics Multiple R R Square Adjusted R Square Standard Error Observations 0.436703834 0.300786 F 58.75725 Significance F 1.082236756 10.03553423 0.548439487 150 ANOVA df 2 147 149 SS 35.206935214 4.912292843 0.01249266 .67335 0.079174861 -1.666531962 0.5033406 Upper 95% 1.34669922 44.143975335 0.61588 6.444264856 0.769E-19 Regression Residual Total Intercept ORGANIZATIONAL COMMITMENT EMPLOYEE SATISFACTION Standard Coefficients Error t Stat 0.215523 79.3212451 0.81845 0.56222222 MS 17.071031 0.75E-20 0.

 R2 is also known as coefficient of determination. This means 43% change in dependent variable is due to these independent variables.666531962 which shows that variable X and Y vary together 66 % of the time and its range should be between -1 and 1.  The value of standard error of regression is 0.548439487 Observations 150 error u Number of observations used in the regression (n)  Multiple R is called coefficient of correlation.548439487.Interpretation of excel data analysis Regression Statistics Multiple R R Square Adjusted R Square 0. This means 44 % change in dependent variable is due to these independent variables. . the better is the “fit “of the regression line to the observation or sample points. The value of R square is Explanation R2 0.444264856.666531962 0.  The value of adjusted R square is0. This value is the standard error of the dependent variable from the regression line. Its value is 0.444264856 0.436703834 R = square root of R2 Adjusted R2 used if more than one x variable This is the sample estimate of the standard deviation of the Standard Error 0. The smaller the value of the standard error of the regression.436703834.

873015213 0.01249266  Column "Coefficient" gives the least squares  Column "Standard error" gives the standard errors (i.75725 Significance F 1.5033406 Upper 95% 1.079174861 -1.082236756 10.408592 Lower P-value 95% 2E-05 0.7104962 1.56222222 MS 17.143975335 0.3004433 0.81845 0.75E-20 0.206935214 4.215523 79.03553423 0.e.61588 6.34669922 44.3212451 0.912292843 0.  3rd column shows the mean sample  4th column shows the F-statistics  And the 5th column shows the significance level of F-statistics Intercept ORGANIZATIONAL COMMITMENT EMPLOYEE SATISFACTION Standard Coefficients Error t Stat 0.769E-19  1st column shows the degree of freedom  2nd column shows the Total sums of squares that is equal to = Residual (or error) sum of squares + Regression (or explained) sum of squares.The Anova analysis of variance ANOVA Regression Residual Total df 2 147 149 SS 35. .67335 0. the estimated standard deviation) of the least squares  Column "t Stat" gives the computed t-statistic for H0 against H1  Column "P-value" gives the p-value for test of H0 against H1  Columns "Lower 95%" and "Upper 95%" values define a 95% confidence interval.071031 0.300786 F 58.

J. and therefore its results cannot be generalized. Mowday. New York: academic press. Pricwe. Sheldon.organization New York: Wiley Becker. Job Satisfaction. H. lowa stateuniversity presses IA. This study has also a number of limitations. the Theories of Turnover: Causes. and turnover. So that is reliable for the specifics organizations. New York. the study of turnover. and Simmon. K. Porter. S.”conceptualizing how job involvement and organizational commitment”. Secondly for data collection has been made through questionnaire which may not capture the true responses of the respondents.L (1977). CT.C. H. J (1986) employee turnover. R. A meta analysis and review with implications for research academy of management review. Cotton. Bluedorn. L. 16. (1960). R. Journal of vocational behavior. CONCLUSION In the above report we adopt the modern technique such as Microsoft excel to show the relationship between dependent and independent variables. (1982). (1935). G. the psychology of commitment absenteeism. Effects. 1st edition. Harper and Brothers. American journal of sociology. Greenwich. JAI Press. (1987):. organizational commitment and employee satisfactions) and also index is affected with the independent variables. 30 . J and Tuttle. J. Boal. notes on the concept of commitment. mary (1971). and Meaning. firstly the data collected is based on a very small sample size. March. The respondent responds haphazardly. R. ”Employee organization linkage. Blau.. (1982). The results show that there is a relationship between dependent variable index and independent variables (employee turnover.(1958). investments and involvements as mechanisim producing commitment to the organization Administrative science quarterly. Its result may be change if we analysis other organizations. REFERENCES Hoppock. and Steers. A.LIMITATIONS This study was limited to a sample of 150 employees of 3 organizations of Islamabad.

. 4. “Job satisfaction”. (2005). Thousand Oaks. Hartmann. T. T. Arnold. Rust. job satisfactions and on the job search: is there a Nexus? NBER discussion papal. 82 No. Inc Allen.Sage Publications. (1996). method scale analysis and test of effects. Spector. P and Ilmakunnasp (2004). HRM review . Public Administration Review. Continuance. Vol: 49. N. Hoboken. Hersen & J. A Handbook of Human resource Management Practice. and Normative Commitment to the Organization: An Examination of Construct Validity”. J. J. “Affective. International Journal of Service Industry Management.L. A. (2004). (2000). N. . causes and consequences. and Allen.yue.A three component conceptualization of organizational commitment. In M. “The satisfaction and retention of frontline employees: a customer satisfaction measurement approach”. G. pp: 470-481.E. Pearson Education Limited. (2006). Meyer. Publishing. Kogan Page. (2005).p. pp. Lee.. 62-80. CA. Foley. Tenth Edition. Journal of Retailing. Olshfski. (1997). 7 No. organizational commitment. pp. (2006). job dismantles. Florida. 1. and Stewart. Employee commitment and firefighters: It’s my job [Electronic Version]. Hang. P. 11.C. national Bureau of economic research. (2002).Meyer. Journal of Vocational Behavior. c. 36.: John Wiley & Sons. Mullins. Bookerman. N. Dawes. (1993).T. 5. R. Armstrong.D. Work role stressors and turnover intentions: a study of professional clergy in Hong Kong [Electronic Version]. M. 319-30. Job satisfaction: Application. S. international journal of organizational analysis. (1996). Vol. London.L. Vol..J. 61-98.J. Essex. Seventh Edition. S.) Comprehensive Handbook of Psychological Assessment: Vol. 4. Loi. International Journal of Human Resource Management 16. and Landry.J. “The effects of polychromic-orientation upon Retail employee satisfaction and turnover”. c. assessment. D. R. 2133-2146. Management and organizational behavior. 108-114. Arndt. Thomas (Eds. 62.

Your cooperation regarding this survey is valuable to complete this research. The description ranged from “strongly Agree 5. I probably look for a new job next year. Neutral 3.QUESTIONAIR SURVEY ON “FACTORS THAT CREATES EMPLOYEE TURNOVER” Dear Respondents. This is an academic research survey and the data will kept confidential. Strongly agree agree neutral disagree Strongly disagree . and Strongly Disagree 1. For each of the following statements please check ( ) the number that indicates your Decision Making Styles on employee turnover.49 Yrs Private Supervisr Executive Manager 50 Yrs or above Others EMPLOYEE TURNOVER: S. Agree 4. Disagree 2. I often think about quitting.29 Yrs 30 Yrs . Gender: Age: Sector: Profession: Job Tenure in This Organization:     Less than one year 1-5 year 5-10 year More than 10 years   Male      20 Yrs or less   Public      Teacher Female 21 Yrs .NO 1 2 3 STATEMENTS I feel very little loyalty to this organization.39 Yrs 40 Yrs .

I’m proud to tell other that I am part of this organization. I have resources to do my job well.NO 1 2 3 4 5 6 STATEMENTS . On my job.ORGANIZATIONAL COMMITMENT: S. I prefer this organization for its value. I talk up to my friends as a great organization to work for. my personal and organizational values are same. When a manager is dissatisfied. I would not attach. Strongly agree agree neutral disagree Strongly disagree EMPLOYEE SATISFACTION: S. Since I join. My work gives me a feeling of personal accomplishment. I feel ownership for this organization rather than being just an employee. Strongly agree agree neutral disagree Strongly disagree 1 2 3 4 5 6 Thank you for your valuable time and cooperation . I can correct the problem for his satisfaction. I have clearly defined quality goals. If the values of this organization were different.NO STATMENTS I feel encouraged of doings in new and better ways. The Company informed us about our affecting matters.

Sign up to vote on this title
UsefulNot useful

Master Your Semester with Scribd & The New York Times

Special offer: Get 4 months of Scribd and The New York Times for just $1.87 per week!

Master Your Semester with a Special Offer from Scribd & The New York Times