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

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
5. Discussion, Conclusion and Future Recommendations
APRIL 2012
VOL 3, NO 12
Current study tests the relationship between job satisfaction, job stress and turnover intention among
employees from selected textile firms. To collect data, questionnaire was distributed by personally visiting after
taking the permission from Human Resource Manager of the concerned firm. The format of questionnaire was
as: Section first was consisting on Personal Characteristics of respondents while second section contained items
related to job satisfaction, job stress and turnover intention. Moreover, the data was analyzed by using the latest
version of SPSS.
The purpose of this study was to investigate the relationship among job satisfaction, job stress and
turnover intention. Hypothesis of the study were, “There is a negative significant relationship between Job
Satisfaction and Turnover Intention” and “There is negative significant relationship between Job Stress and
Turnover Intention”. The results suggested that job satisfaction is significantly and negatively correlated with
turnover intention. The results are consistent with the findings of Hulin (1966). Hulin test the job satisfaction
among clerical level employee with relation to turnover intention and negative impact. In 2000, Seta et al. also
confirm the same findings. So these studies support the current findings also. As for the relationship among job
stress and turnover intention, job stress has significant negative relationship to turnover intention. It has been
evidenced that, employees experienced more job stress has more intention to quit. 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. So the findings of the study
are consistent with the expectation. The findings of this study are very useful for the textile sector to cope up the
critical issue of the turnover intention. These findings can help the Human Resource Managers to reduce
organizational cost by reducing the turnover rate.
This study is not without limitations, resources in term of finance and time was the major constraint in
this study. For this reason, the data was collected only from limited cities. Furthermore, sampling technique was
convenient sampling, it was also due to time factor. As, this technique is considered useful when time is limited.
In the end, data was just collected for one time. In future studies, it is suggested that research may expand this
work by fulfilling the limitations of this study and also test the impact of emotional labor and organizational
pride on turnover intention.
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