Job Satisfaction on Employee Retention and Turnover of a Consumer Durable organization


Job Satisfaction 

Both employees of organizations and those who study them are concerned with the aspect "job satisfaction" (Iqbal, S et al ., 2014). Job satisfaction is a major concern for organizational research, but it's also critical for employee performance and satisfaction (Mudor H.,2011). Employee satisfaction in the workplace is influenced by their feelings, what they perceive, and their experiences at work, whether positive or negative (Anis A., et al 2011).

        Furthermore, Job satisfaction is also defined as the agreeable emotional state arising from the evaluation of one's job as achieving or aiding the attainment of one's job values ( Yang J., 2009). As per Iqbal, Job Satisfaction depend on a variety of factors such as pay practices, the relationship of employee to supervision, work environment; increased productivity is associated with higher job satisfaction

When it comes to consumer Durable organization, Job satisfaction may be an Incentive scheme to recovery officers, Branch management involvement to channel the operation process. Job Satisfaction and Employee Well-Being all influences the decision to stay or leave (Kotze et al., 2005).


Job Satisfaction Strategies of a Consumer Durable organization 

In view of the HR assistant manager of a consumer durable organization where I work, can be classified the Job satisfaction strategies follows.

  • Ø  Employee relations and teamwork - This concept refers to employee relationships with one another, as it is a significant aspect in an employee's happiness and comfort in the workplace. The goal of this construct is to determine whether or not employees in the organization have communication problems with their colleagues (Zhang et al., 2000). I'm able to give an example from my place of employment, such as the annual cricket tournament and the Xmas party, which help to improve employee relations and teamwork.


Figure 01:  Annual Inter Department Singer Cricket Tournament


Source : Social Media on SINERA (Online)

 

  • Ø  Employee training and education: As education is one of the key variables determining the organization's work quality, performance, and productivity, this concept refers to training and education operations within the business (Kabak, K.E et al., 2014). In view of the HR manager, top management always see the importance of training and education to increase employee satisfaction within the organization that’s why they more focus on education and training activities such as Rotaract club, Tosmaster Club.


Figure 02 : Rotaract Installation ceremony



Source: Social Media on SINERA (Online)

 

 

List of Reference

Anis A, Rehman K, Rehman I, Khan MA, Afzal A (2011) Impact of organizational commitment on job satisfaction and employee retention in pharmaceutical industry. Afr J Bus Manage

Iqbal, S., Guohao, L. and Akhtar, S., 2017. Effects of job organizational culture, benefits, salary on job satisfaction ultimately affecting employee retention. Review of Public Administration and Management, 5(3), pp.1-7.

Kabak, K.E., Şen, A., Göçer, K., Küçüksöylemez, S. and Tuncer, G., 2014. Strategies for employee job satisfaction: A case of service sector. Procedia-Social and Behavioral Sciences, 150, pp.1167-1176.

Kotze , Koos., Roodt ,Gert., (2005). factors that affecting the retention of managerial and specialist staff :an exploratory study of an employee commitment, A Journal of Human Resource Management, 2005, 3 (2), 48-55.

Mudor H, Tooksoon P (2011) Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. J Econ Behav Stud 2: 41-49

Yang J (2009) Antecedents and consequences of job satisfaction in the hotel industry. J Hosp Manage 29: 609-619.

Zhang, Z. H., Waszink, A. B. & Wijngaard, J. (2000), An instrument for measuring TQM implementation for Chinese manufacturing companies, International Journal of Quality & Reliability Management, Vol. 17 No. 7, pp. 730-55.

Comments

  1. Amila WijayanthaSeptember 1, 2021 at 1:00 PM

    Agreed with the above argument, job satisfaction is once a key factor of employee retention. Employees feel bad or good regarding their jobs, called job satisfaction (Armstrong and Taylor, 2014). Alternatively, there are many ways to improve employee job satisfaction Herzberg’s two-factor model, Succession planning likewise (Badawy, Alaadin and Magdy, 2016).

    ReplyDelete
    Replies
    1. K G B SampathSeptember 2, 2021 at 4:16 AM

      Thank for your valuable comment, job satisfaction is defined as an employee's overall view of his or her employment, whether favorable or unfavorable (Malik et al., 2010). There are numerous strategies to boost employee happiness, as you mentioned. In fact, the manager's capacity to encourage people, build and nurture a strategy-supportive work climate is crucial to successfully implementing and executing the strategies. In most situations, the managing strategy implementation process entails using well-known Total Quality Management (TQM) practices and emphasizing employee satisfaction (Thompson et al., 2010).

      Delete
  2. MenupaSeptember 2, 2021 at 3:06 AM

    Agreed with you,further retaining good employees, according to Gering and Conner (2002), is crucial for any firm.

    If a company is unable to keep its personnel, it will be unable to benefit on the human assets that have been built within it. According to research and best practises, companies see their employees as valuable to some extent if they are treated as such.

    They tend to stay in the organisation as contributors (Frost, 2001)

    ReplyDelete
    Replies
    1. K G B SampathSeptember 2, 2021 at 7:27 AM

      Thank you for valuable comment, A good employer should be able to attract and keep his personnel (Qadria Alkandari, 2009). There may be a variety of additional ways to keep staff satisfied in their current jobs, but motivation strategies help employees on a daily basis (K. Sandhya1 and D. Pradeep Kumar., 2011)

      Delete
  3. Chandana PunchihewaSeptember 3, 2021 at 1:38 PM

    Agreed. there must be transparency on the part of the applicant. This allows the organization to examine the applicant and see if they will adopt the vision and fit into the organization’s culture. Third, selection consists of employee diversity, inclusion, integration, specific skills, certifications and educational levels that are valued by both employee and the organization. Finally, the organization should provide additional resources for employee training and development to increase opportunities for their advancement. Our purpose therefore is to provide strategies for employee retention.

    ReplyDelete
    Replies
    1. K G B SampathSeptember 6, 2021 at 9:09 AM

      Yes. In fact, any firm should place a greater emphasis on training and growth. The phrases "development" and "training" are interchangeable. It can be identified from the others, though. Training is for certain job requirements, but development is about much more. At any firm, development entails more than merely actions that improve work performance and lead to employee retention. (M.M. Nda and R.Y. Fard, 2013).

      Delete
  4. Sumeera NawarathneSeptember 4, 2021 at 3:51 AM

    I agree with you. Yousuf and Saqib (2021) perform research to identify the impact of job satisfaction on employee turnover. They measure job satisfaction under five dimensions of salary satisfaction, promotion satisfaction, work environment satisfaction, task satisfaction, and supervision satisfaction. They found that all these dimensions have a positive impact on employee turnover.

    ReplyDelete
    Replies
    1. K G B SampathSeptember 6, 2021 at 9:29 AM

      Yes. People are more likely to have a motivating purpose in life when their basic needs are addressed, according to Maslow (Robbins et al 2014). Employee requirements and the variables that give them with a tolerable level of satisfaction are the focus of content theories of job satisfaction, which are based on Maslow's hierarchy of wants (Saif et al., 2012).High job satisfaction lead to lower turnover.

      Delete
  5. Jayashi SilvaSeptember 4, 2021 at 5:24 AM

    Indeed. According to Schuler & Jackson, 2006, Employees tend to resign if employees are unhappy with their organizations. Further Frost, 2001 states that employees will tend to retain in the organization, if employers treat them as valued contributors.
    Hence it is self explanatory that Job Satisfaction has a direct impact on employee retention and turnover.

    ReplyDelete
    Replies
    1. K G B SampathSeptember 6, 2021 at 9:36 AM

      Yes. Employees who are dissatisfied with their current situation will look for work elsewhere when the global economies improve (Gupta-Sunderji, M., 2004). If employee stay – Retention, If employee leave – Turnover (Walker.,2001). High Job satisfaction lead to lower turnover and high retention to any organization

      Delete
  6. Khalid HumayuniSeptember 7, 2021 at 9:15 PM

    Agreed. Job satisfaction is a worker’s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfillment (Kaliski,2007)

    ReplyDelete
    Replies
    1. K G B SampathSeptember 8, 2021 at 7:04 AM

      Thank you for taking the time to leave such an insightful comment. According to Iqbal (2017), job satisfaction is influenced by a multitude of factors such as pay practices, employee-supervisor relationships, and work environment; increasing productivity is linked to higher job satisfaction. It has a significant impact on staff retention in any organization.

      Delete
  7. Hemachandra KrishnachandraahSeptember 8, 2021 at 5:59 AM

    Yes, George & Jones (2002) also revealed that job satisfaction is one of the main reasons for the organization success. Job satisfaction represents the level to which expectations are reached. Job satisfaction is related to the employer’s behavior in the work place. Moreover, Job satisfaction is a key dimension of employee retention which is attainable when the employee feels comfortable physically and mentally.

    ReplyDelete
    Replies
    1. K G B SampathSeptember 8, 2021 at 7:15 AM

      Thank you for taking the time to leave such an insightful comment. According to Maslow, when people's basic wants are met, they are more likely to have a compelling purpose in life (Robbins et al 2014). Content theories of job satisfaction, which are based on Maslow's hierarchy of wants, focus on employee requirements and the variables that provide them a tolerable level of fulfillment (Saif et al., 2012). Furthermore, job satisfaction is a critical component of employee retention, and it is achieved when an employee feels valued.

      Delete
  8. T L A Lasanthi ChathurikaSeptember 9, 2021 at 12:54 AM

    This comment has been removed by the author.

    ReplyDelete
  9. Udaya PereraSeptember 9, 2021 at 3:40 AM

    Despite the fact that Retention ofEmployeesis currently a complex task, it is considered to be of greater beneficial for the industry and at the same time for the employee (Biason, 2019)

    ReplyDelete
    Replies
    1. K G B SampathSeptember 9, 2021 at 5:05 AM

      Employee retention refers to the practice of encouraging employees to stay with the organization for as long as feasible or until the project is finished ( Sandhya, K. and Kumar, D.P., 2011). Employee retention is helpful to both the firm and the employee, despite the fact that it has become a difficult endeavor ( Sandhya, K. and Kumar, D.P., 2011).

      Delete
  10. GajendranSeptember 9, 2021 at 4:18 AM

    Agreed with your view, further the Hoppock defined job satisfaction is defined as any set of psychological, physiological, and environmental factors that lead a person to honestly state, "I am content with my job." (Hoppock, 1935). Although numerous external factors influence job satisfaction, it remains an internal issue that has to do with how the person feels, according to this perspective.

    ReplyDelete
    Replies
    1. K G B SampathSeptember 9, 2021 at 5:45 AM

      Employee satisfaction is the result of an employee's engagement. People are more likely to have a compelling purpose in life if their basic needs are addressed, according to Maslow (Robbins et al 2014). Employee requirements and the variables that provide them with a tolerable level of fulfillment are the subject of content theories of job satisfaction, which are based on Maslow's hierarchy of wants (Saif et al., 2012).

      Delete
  11. Samuddhi Menaka AlawattaSeptember 9, 2021 at 5:21 AM

    Agreed with your discussion. As per the Locke(1976), when employees having high level of job satisfaction about his work, pleasant emotional state, optimum response to the organization can be granted

    ReplyDelete
    Replies
    1. K G B SampathSeptember 9, 2021 at 5:54 AM

      Yes. Job satisfaction and autonomy are two significant job-related motivational elements that lead to increased employee job satisfaction. When employees feel they can participate in decision-making, they may become more motivated and desire to do their best for the organization (Shahzad et al. 2008 ).

      Delete
  12. Nadeeka Indunil PathirageSeptember 11, 2021 at 6:03 AM

    Agree Sampath, The phenomenon of job satisfaction is closely related to motivation (Mbua, 2003). Motivation is a process which may lead to job satisfaction. It is believed that there is a positive correlation between motivation and job satisfaction, motivation increases with the increase in job satisfaction and vice-versa (Singh & Tiwari, 2011).

    ReplyDelete
  13. Palak jainJanuary 14, 2022 at 4:52 AM

    Thanks for providing such a great article, this article is very help full for me, a lot of thanks sir

    Manpower Providing Company

    Employee Retention Strategies

    ReplyDelete

Post a Comment

Popular posts from this blog

Image
  Employee Retention & Employee Turnover   Employees who are dissatisfied with their current situation will look for work elsewhere when the global economies improve (Gupta-Sunderji, M., 2004). If employee stay – Retention, If employee leave – Turnover (Walker.,2001).  Furthermore, Retention is not only important just to reduce the turnover costs or the cost incurred by a company (Sandhya, K. and Kumar, D.P., 2011).  In today's highly competitive business world, retaining competent workers are the most important differentiator for most businesses (Samuel, M.O. and Chipunza, C., 2009).   Employee retention and turnover are influenced by employee motivators and demotivators (Samuel, M.O. and Chipunza, C., 2009). Employee retention and turnover in organizations are influenced by extrinsic and extrinsic motivational factors (Thirupathy, A. and Dhayalan, C., 2016). Extrinsic factors involve company policy and administration, supervision, interpersonal rel...
Read more
Image
Employee motivation to Reduce Employee Turnover of a Consumer Durable Organization The overall success of an institution in achieving its strategic objectives relies heavily on the performance level of employees. Employee performance is a function of ability and motivation (Ek, K. and Mukuru, E., 2013). Motivation is the most important technique for reducing employee turnover in firms and it is the backbone of human resource management (Vnoučková, L. and Klupakova, H., 2013). Lack of motivation leads to an increase in incomplete jobs, a reluctance to seek out more efficient work, and employee turnover (Šuler, O.,2008). When employees are unhappy with their existing circumstances will look for a job elsewhere (Gupta-Sunderji, M., 2004).   Employee Motivation Employee motivation refers to an employee's commitment to his or her job, how involved he or she feels in the organization success, and how he or she feels in their daily empowered tasks (Vnoučková, L. and Klupakova, H., 2013). ...
Read more
Employee Retention Impact The long-term health and success of any organization depends upon the retention of key employees. To a great extent customer satisfaction, organizational performance in terms of increased sales, satisfied colleagues and reporting staff, effective succession planning (Das, B.L. and Baruah, M., 2013). Employees that are happy and content with their occupations are more committed to their work and continually strive to improve the satisfaction of their organization's customers (Denton 2000). Employee retention is a priority for the Human Resource Department. It develops policies for employee development so that employees are content with their jobs and stay with the organization for a longer period of time (Acton et al., 2003).   Factors affecting Employee Retention of a Consumer Durable organization Recognized that employee retention is not influenced by a single factor  (Stein 2000). However, a variety of factors have a role in keeping personnel in a f...
Read more