job satisfaction and turnover
LITERATURE REVIEW
Job Satisfaction and Turnover Intention
This study was conducted to measure the level of job satisfaction and its impact on turnover intention. Job
Satisfaction Survey (JSS) questionnaire containing nine facets of job satisfaction and a questionnaire containing three items for measuring job satisfaction and turnover intention respectively were used for data collection from private sector. Job satisfaction is defined as a person’s evaluation of his or
Her job and work context. It is an extent to which one
Feels positively or negatively about the intrinsic and/or extrinsic aspects of one’s job. In simpler words, it is about how employees feel about various aspects of the job [15].
Since job consists of various spectrums, job satisfaction is often conceptualized as a multidimensional construct that consists of many elements, typically called job satisfaction facets . Common job satisfaction facets include co-workers, appreciation, benefits, job conditions, pay, promotion, supervision, and organization’s policies or procedures . Review of available literature has shown considerableinterest in the study of job satisfaction. In fact, as noted by, job satisfaction is “the most frequently studied variable in the organizational research”. The extent to which people like (satisfaction) or dislike (dissatisfaction) their job has received enormous attention mainly due to its associations with issues that are of high concerns to organizations such as commitment, absenteeism, and staff turnover [15], [30].
Many studies conducted amongst the employees in the western countries consistently showed negative and significant relationship between job satisfaction and turnover intention. Similarly, studies conducted in the Eastern countries, for instance in China also supported the generally agreed notion of a negative association between job satisfaction and turnover intention among employees. It is therefore reasonable to conclude that
Job Satisfaction and Turnover Intention
This study was conducted to measure the level of job satisfaction and its impact on turnover intention. Job
Satisfaction Survey (JSS) questionnaire containing nine facets of job satisfaction and a questionnaire containing three items for measuring job satisfaction and turnover intention respectively were used for data collection from private sector. Job satisfaction is defined as a person’s evaluation of his or
Her job and work context. It is an extent to which one
Feels positively or negatively about the intrinsic and/or extrinsic aspects of one’s job. In simpler words, it is about how employees feel about various aspects of the job [15].
Since job consists of various spectrums, job satisfaction is often conceptualized as a multidimensional construct that consists of many elements, typically called job satisfaction facets . Common job satisfaction facets include co-workers, appreciation, benefits, job conditions, pay, promotion, supervision, and organization’s policies or procedures . Review of available literature has shown considerableinterest in the study of job satisfaction. In fact, as noted by, job satisfaction is “the most frequently studied variable in the organizational research”. The extent to which people like (satisfaction) or dislike (dissatisfaction) their job has received enormous attention mainly due to its associations with issues that are of high concerns to organizations such as commitment, absenteeism, and staff turnover [15], [30].
Many studies conducted amongst the employees in the western countries consistently showed negative and significant relationship between job satisfaction and turnover intention. Similarly, studies conducted in the Eastern countries, for instance in China also supported the generally agreed notion of a negative association between job satisfaction and turnover intention among employees. It is therefore reasonable to conclude that