Turnover Intention: An HRM Issue in Textile Sector - journal ...

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
APRIL 2012
VOL 3, NO 12
Turnover can be categorized as voluntary turnover and involuntary turnover. When employees decides to leave
the organization their own choice, is called voluntary turnover, while, when an organization removes an
employee is called involuntary turnover (Price & Mueller 1981). Historically, it has been investigated that
involuntary turnover is generally good for the organizational interest (McShane & Williams, 1993); but
voluntary turnover is considered very detrimental for organization.
Generally, turnover is very detrimental and costly for the organization, both voluntary and involuntary. So,
understanding the prospective antecedents of turnover is very important to diminish the problem. The major
purpose of this study is to identify the critical factor causing the turnover intention among existing employees in
textile sector of Pakistan in order to make suggestion to retain theses skillful workforce for organizational
effectiveness. Furthermore, this study significantly helps the top management of textile industry to understand
the needs of their employees in these circumstances and retained their valuable asset with them.
2. Literature Review
At workplace and working environment, as a result they do not feel good about their job is called as response
approach. Finally, when working environment and affect at work, simultaneously caused stress in called
stimulus-response approach. Historically, stress has been identifies as critical factor for organizational losses in
term finance as well employee health. A study on nurses’ reveals that, stress causes illness, job dissatisfaction,
turnover and absenteeism (Schwab, 1996). Job stress explains the stress exists in working environment.
Employees feel pressure when they found miss match between requirement of job and their capacity to work
effectively. Job stress differs from organization to organization, job to job and person to person. Generally, job
stress at work has a contingent impact on employees and cause intention to quit the organization.
Job satisfaction can be defined as pleasant feelings that reveal from an affective response to the work and
working situation (Dipboye et al., 1994). On the hand, various scholars defined job satisfaction as an attitude,
some consider it as behavior. Weiss (2002) argue that job satisfaction can be consider as an attitude, furthermore
he suggest that to clearly conceptualize this phenomenon, researchers should investigate it more intensively.
According to these definitions, first our attitude emerges about, than we feel and accordingly respond.
There are variety of factor that may influence the job satisfaction of employees, like pay, promotion, working
conditions, relationship with peer and supervisors and job design. if employees found all these factors
contradictory to their perceptions, they tend to be more to leave the organization. Turnover refers to leave the
organization permanently. Job satisfaction and turnover intention has native correlation. Job satisfaction,
strongly influence the turnover of employees. At organizational level, this relationship has been widely
explored. According to Hackman & Oldham (1975) has increased relationship with greater productivity, less
absenteeism, decreased employees’ turnover. Wong (1989) founds the relationship between job satisfaction and
intention quit the jobs among teachers. Findings of the study were that lower the job satisfaction, lower the job
commitment and performance. Furthermore teachers have more intention to leave this job if they found some
attractive benefits from someone else. On the other hand, Griffeth, et al., (2000) found a surprising negative
relationship between job satisfaction and employee turnover. Additionally, Glance, et al., (1997) explored that
turnover and productivity is positively correlated. Amah (2009) point out that job satisfaction has direct and
negative association with turnover intention. Jackofsky and Peter (1983) argued that association between job
satisfaction and turnover intention high, if a dissatisfy employee has belief that there are other job opportunities
available in the market. Job satisfaction strongly affects the decisions related to continue the existing job or
terminate it. It is observed that dissatisfied employees have more probability to quit the organization
(Schermerhorn, et al., 2000).
Job stress has identified significant area for research in the organizations now days (Gellis & Kim, 2004).
According to Lazarus and Folkman (1984) stress is a vibrant association between employee and working
environment. Job stress has been investigated in three forms by the researchers, some consider it as a stimulus,
and several take it as a response, while certain scholar investigated it as stimulus-response relationship (Jex, et
al., 1992). When stress is caused by working environment and it harms employee performance, is called as
stimulus. According to this approach, working environment is a real factor that causes stress.
H 1 : There is a negative significant relationship between Job Satisfaction and Turnover Intention.
H 2 : There is negative significant relationship between Job Stress and Turnover Intention.
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