File Name: job satisfaction and employee retention .zip
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- Why Employees Stay
- Why Employees Stay
- The PRIDE System
- An All-In-One Guide To Boost Employee Job Satisfaction
Why Employees Stay
Many companies spend a great amount of time money investigating the causes of employee turnover—for example, through programs of exit interviews. Usually the intent behind such studies is to find out why people leave—the idea being that if a company can identify the reasons for terminations, it can work to hold terminations, and turnover, down. While a company may obtain very valuable information from termination interviews, this kind of approach has two signal defects:. It looks at only one side of the coin—the termination side. If a company wants to keep its employees, then it should also study the reasons for retention and continuation, and work to reinforce these.
Why Employees Stay
Sovenga, South Africa Abstract This study explored the impact of rewards on job satisfaction and employee retention among nurses. The study utilized a quantitative research design and nurses were randomly selected as research participants. Hypotheses were formulated to test the relationships between the independent variable and the dependent variable. The study revealed that employee rewards lead to employee retention but however, they do not result in job satisfaction.
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The PRIDE System
Job satisfaction is critical to high productivity, motivation and low employee turnover. Employers face the challenges of finding ways to increase job satisfaction so their businesses stay competitive. A global economy of discriminating consumers has placed demands on employers never before seen.
Organizations rely on their mission to attract resources and guide decision-making. The mission is more than a statement or a symbol; it is a tool that provides a clear, compelling statement of purpose that is disseminated both internally and externally. Increasingly mission statements are recognized as a strong management tool that can motivate employees and keep them focused on the purpose of the organization. Often times, the mission statement attracts clients, donors, funders, employees, and volunteers to a nonprofit organization.
This study, which was conducted at Bunna International Bank S. C, had two-fold objectives. Firstly, to investigate the direct relationship between job satisfaction and employee turnover intention. The second part of the objective examined the relationship between perceived available employment opportunity and turnover intention. Besides, the study attempts to determine the differences in the turnover intention based on demographic variables age and tenure.
An All-In-One Guide To Boost Employee Job Satisfaction
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Abstract: The Jordanian economy is declining due to the political and economic conditions in the region, which caused more scarcity of resources and lowering the investment rate. Therefore, the services sector has become more important in the Jordanian labor market and the Contact Center Environment has become even more important. Yet, one of the most brilliant goals for the Contact Center is to lower the turnover rate and deliver the best service to the clients. This paper measured the impact of job satisfaction on turnover rate in the Contact Center Environment. Service providers at inbound call centers answered the questionnaires designed to measure the impact of their job satisfaction with its elements social satisfaction, salaries, benefits, career growth and safety, psychological and physical environment on their intent to turnover. Sixty-eight respondents were received, and the valid ones for analysis were
Skip to Main Content. A not-for-profit organization, IEEE is the world's largest technical professional organization dedicated to advancing technology for the benefit of humanity. Use of this web site signifies your agreement to the terms and conditions. Influence of perceived job satisfaction and its impacts on employee retention in Gulf Cooperation Countries Abstract: Efficient human resource management is highly critical task for all organizations in 21st century.
This study investigated possible moderating effects on the relationship between job satisfaction and nurses' intention to quit. Using data collected from registered nurses in three large private hospitals, moderator regression analysis revealed significant main and moderating effects for employee age. When the effects of education, employment status, and marital status were controlled, the main and moderating effects of age on the relationship between job satisfaction and nurses' intention to quit remained significant. Alternative explanations of the results are discussed, along with implications of the findings for nursing turnover research.