Some factors influencing labour turnover: a review of research literature

Abstract

THE analysis is predominantly undertaken within the framework of the theoretical model of March and Simon [I]; additional factors being inserted where necessary. March and Simon discuss the factors affecting labour turnover in terms of the influences affecting two components: (a) the perceived desirability or undesirability of leaving the employer; and (b) the perceived ease or difficulty of movement from the employer [I, pp. 93-1061. A11 the factors discussed by March and Simon have been extracted from the text and are shown in diagrammatic form in Figures I and 2 along with several additional factors. The procedure adopted in the analysis is as follows: (I) to state March and Simon's hypotheses with regard to specific factors affecting labour turnover; ( 2 ) to discuss these hypotheses in the light of relevant research studies; (3) to discuss further variables omitted by March and Simon in the light of relevant research studies; and (4) to discuss the limitations of many of the studies discussed. I THE PERCEIVED DESIRABILITY OF MOVE-MENTTwo major variables are associated with the perceived desirability of movement, namely, satisfaction with the job and the perceived possibility of intraorganizational transfer.

Comparative Analysis of Job Satisfaction in Agile and Non-agile Software Development Teams

“…perceived desirability of movement) -has been consistently supported by evidence. Furthermore, job dissatisfaction is one of the most important confirmed antecedents for the high volunteer turnover [14], [17], [16]. As such it has a considerable economic effect on organizations, individuals and society 1 .…”

Unweaving leaving: the use of models in the management of employee turnover

“…Additionally, it is important that such classification needs to explicitly recognise its arbitrary nature, to prevent any elements of parochialism which theorists such as Price (1977) and Pettman (1979) suggest has previously hindered research into turnover.…”

Some Factors Influencing Labour Turnover: Personnel Managers' Views in Iraq

“…This practice is seen to handicap present employees and provoke resentment amongst those who feel that they could handle the higher-level job as competently as the newcomers [18]. There are many research results supporting the negative relationship between promotional opportunities and turnover (Lawler[19], Pettman [20], Porter and Steers [11], Marsh and Mannari [21], Ferrey [15]). …”

“…Price [3] recognises that relationships between integration and turnover are based on the assumption that individuals value participation in groups. The turnover literature reports a consistent negative relationship between integration and turnover (Price and Bluedorn [13], Koch and Steers [28], Hellriegel and White [26], Pettman [20], Porter and Steers [11], Van der Merwe and Miller [29]). …”