Factors Affecting Employee Turnover Intentions: Empirical Evidence from Textile Sector of Pakistan

Bodla, Mahmood A.; Hameed, Abdul

doi:10.18848/1447-9524/cgp/v09i08/49774

Cited by 14 publications

(11 citation statements)

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“…According to Bodla and Hameed (2008) has stated that the customer is the most important part of any business and they are the ones that have a great influence and impact on the business, including fast food business, and besides, customer satisfaction is our personal feelings about food and services in the fast food business, which has considered as one of the most important aspects. Customer satisfaction can be referring to in term of meeting customer expectation in terms of satisfaction (Kamal and Hanif, 2009).…”

Section: Customer Satisfactionmentioning

confidence: 99%

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Arokiasamy¹

2019

Int. j. adv. appl. sci.

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The food industry in Malaysia is a fast growing industry. It keeps transforming due to the high demands of food and beverage products. In this industry, having talent, skillful and knowledgeable employees in a company is important. This means that the satisfaction of these talented employees is a priority in this industry. The purpose of this study was to investigate the internal factors affecting the job satisfaction of employees at fast food outlets in Malaysia. Twelve fast food outlets were targeted at Klang Valley, Kuala Lumpur, Malaysia. A quantitative study was conducted, and questionnaires were collected from 440 fast food employees. Data was collected using a structured questionnaire based on the Minnesota Job Satisfaction Questionnaire (MSQ). The collected data was analyzed by adopting mean scores, Pearson's r correlation coefficient and multiple regression analysis. The study showed that internal factors like pay & benefits, fairness and promotion, working conditions, coworkers and communication significantly influenced employee job satisfaction in the fast food industry. The research provided a better understanding regarding the factors affecting job satisfaction in the fast food industry. The results can help managers to identify strategies to increase employee job satisfaction by increasing their motivation for the job performed thus leading to higher productivity and increased customer satisfaction.

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Section: Customer Satisfactionmentioning

confidence: 99%

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Arokiasamy¹

2019

Int. j. adv. appl. sci.

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“…Although a number of studies have been carried out on the subject (e.g. Alvi and Ahmed, 1987;Bodla and Hameed, 2008;Malik et al, 2010) they have, to some extent, ignored the simultaneous impact of multiple antecedents on turnover intention and job hopping, i.e. they have ignored the fact that perhaps the job hopping is not merely a predictor of turnover along with satisfaction and commitment of employees but it is also influenced by various other variables.…”

Section: Introductionmentioning

confidence: 99%

An investigation of the antecedents of turnover intentions and job hopping behavior

Saleem

Qamar

2017

SAJBS

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Purpose It is believed that dissatisfied employees are more likely to leave, but research shows that satisfied employees also do not necessarily stay. It is important to understand why employees leave. Therefore, the purpose of this paper is to investigate empirically the antecedents of turnover intention and job hopping, simultaneously, in Pakistani universities. It investigates the impact of perceived alternative employment, job satisfaction and job involvement on turnover intention and job hopping behavior, with organizational commitment as a mediator. Design/methodology/approach The variables were measured through established questionnaires and the results were analyzed through structural equation modeling on a sample of 250 faculty members from both public and private universities. Findings Results revealed that faculty members do not intend to leave or hop jobs if they are satisfied with their jobs and this relationship is mediated by organizational commitment. Perceived alternative employment also showed a positive relationship with employees’ intentions to quit; while faculty members would job hop, if not satisfied, despite lacking substantial alternative employment opportunities. Practical implications Research reveals that employee retention, even in developing countries, is not just about money. Rather, the satisfaction that a person gets from his/her job or the environment in which the employee works serves as a significant antecedent of employee retention. Thus, accordingly some well-planned perks and rewards can serve as a source of extrinsic as well as intrinsic motivators. Originality/value This study has investigated the impact of job satisfaction, job involvement, perceived alternative employment, organizational commitment, turnover intention and job hopping along with the dimensions of job satisfaction and organizational commitment in a simultaneous manner through structural equation modeling. It will correspondingly add worth to the discussion in the literature about reasons of employee turnover and job hopping behavior within the specific context of Pakistani universities because there are no official statistics available regarding the number of faculty members leaving or job hopping among various universities. In addition, not much work has been done in this regard, therefore, it shall also provide the basis for future research studies.

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“…Also, he stated that in business life, as a result of increasing competition with the development of technology, the attractiveness of other jobs increased, and this affected the desire to quit. It is argued that alternative job opportunities have a positive effect on employees' willingness to quit (Ashford et al, 1989;Bodla and Hameed, 2008). In the literature, there was a significant and positive relationship between perceived alternative job opportunities and intention to quit (Hulin et al, 1985;Thatcher et al, 2003;Hwang and Kuo, 2006;Sakchaicharoenkul, 2009).…”

Section: Influence Of Perceived Alternative Job Opportunity On Employee Motivation and Turnover Intentionmentioning

confidence: 99%

“…In the application part of the study, a research model related to the concepts studied, including employee motivation at the center, was established, and specific hypotheses were found between these concepts, and then these hypotheses, which were created through a survey study, were tested. There are many studies in the literature about motivation, performance, and intention to quit (Ashford et al, 1989;Sonnentag and Frese, 2002;Bodla and Hameed, 2008;Robbins and Judge, 2012;Khan and Zakirullah, 2016). In this study, the scope of the target audience was selected only from those working in information technology projects.…”

Section: Introductionmentioning

confidence: 99%

Türkiye'deki BT Projelerinin Çalışan Motivasyonunu Ne Etkiler? Lider İletişiminin, Ücret Memnuniyetinin ve İş Fırsatlarının Etkisi

Ceylan

Yavaş

2020

Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

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Factors Affecting Employee Turnover Intentions: Empirical Evidence from Textile Sector of Pakistan

Cited by 14 publications

References 0 publications

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

An investigation of the antecedents of turnover intentions and job hopping behavior

Türkiye'deki BT Projelerinin Çalışan Motivasyonunu Ne Etkiler? Lider İletişiminin, Ücret Memnuniyetinin ve İş Fırsatlarının Etkisi

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