Research paper sample on job satisfaction and employee turnover

This article has been cited by other articles in PMC. Abstract Background Throughout China, a growing number of physicians are leaving or intending to depart from their organizations owing to job dissatisfaction. Little information is available about the role of occupational burnout in this association.

Research paper sample on job satisfaction and employee turnover

How to Write a Summary of an Article? The Total Nigeria PLC is a privately held, owned and managed industrial lubrication, oil and gas manufacturing company spread across the geographical regions and districts in Nigeria.

It manufactures petrol, kerosene, diesel, cooking gas, car care products, insecticides and lubricants such as oilers spray systems, applicators and condition monitoring equipment. There is a general consensus that there exists a managerial problem of finding successful mechanism of retaining employees especially in a job environment that is characterized by constant yearnings for pay rise.

Employee job satisfaction has influence on employee turnover in organisations. Job satisfaction is known to have positive impact on employee turnover intentions. It means that dissatisfaction on the job increases or will increase the rate of employee turnover intention in organisation.

Job satisfaction is how content an individual is with his or her job. He affirms to the ability of employees in an organisation aspirations, feeling happy doing their job with the hope that their needs will be achieved. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.

It has been observed that a person with a high level of job satisfaction holds positive attitude towards the job while the person who is dissatisfied with the job holds negative attitude about the job. Also satisfied employees are known to show higher level work performance in organisations.

By analysing job satisfaction an organisation can possibly increase positive outcomes such as employee satisfaction and performance, and may decrease absenteeism and turnover. The Total Nigeria Plc.

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The intention of investigating employee job satisfaction is therefore a step toward creating a healthy psychological contract for people at work Palmer,Pg. This research therefore, seeks to evaluate the antecedents of employee turnover in the Total Nigeria PLC with a view to understanding its retention strategy.

This research study would help in mapping out strategies and methods that would foster objective conclusions. It has been observed and noted that employees who find self-identity within the organisational context are motivated even in the face of adversity and channel their efforts towards the achievement of organisational goals.

The absence of employee motivation may have significant negative implications to the company achieving its strategy. The objectives of this research are: To access the general level of job satisfaction in Total Nigeria Plc. To determine the major sources of dissatisfaction in Total Nigeria Plc.

Research Proposal: Employee Turnover … | 4 Pages

To recommend some measures for improving the satisfaction level of the employees. This research will reinforce the knowledge on the holistic approach to job satisfaction from corporate strategy to individual level. It would also help in the academic understanding and development in the field of change management with specific reference to job satisfaction.

It will be useful to Total Nigeria Plc.

Research paper sample on job satisfaction and employee turnover

How can the general level of job satisfaction in Total Nigeria Plc. How can the major sources of dissatisfaction in Total Nigeria Plc. Recommend some measures for improving the satisfaction level of employees? There is no association between working conditions and job satisfaction.

There is no association between rewards provided and job satisfaction. There is no association between welfare measures and job satisfaction. There is no association between job security and job satisfaction. Job satisfaction should be the major determinants of an employee organizational behaviour.

A satisfied employee will be having positive attitude towards his or her job and would go beyond the normal expectation in his or her job. A person who places high importance on imagination, independence and freedom is likely to be poorly matched with an organization that seeks conformity from its employees.

Time and cost is also another constraint.Example of a thesis statement for a research paper on job satisfaction For example, you wanted to conduct a research to reveal if the main reason why employees want to leave the organization is the level of satisfaction in their jobs.

Ex. Job satisfaction is significantly related to turnover intentions. Organizational commitment, Job satisfaction, Public administration sector employees, Shkoder. employee turnover, in the hospital sample.

Research Proposal: Employee Turnover … | 4 Pages

One of the greatest contributions Job satisfaction and organizational commitment Past research has found a positive correlation between job. Research published in this series may include views on policy, but the institute itself takes no institutional policy positions.

Job Satisfaction and Employee Turnover: A Firm-Level Perspective* In this paper, I study an employment situation where the employer and the employees employee job satisfaction and firms’ ability to retain. literature by examining the relationship between job satisfaction and employee turnover intention on a nationally representative sample of adult workers, over a time-span of eight years.

paper highlights and defines basic concepts of job satisfaction and employees’ turnover intention.

Background

It specifically It specifically considered satisfaction with pay, nature of work and supervision as the three facets of job satisfaction that affect. Research paper IJBARR Employee turnover has always been a matter of concern for organizations.

A large degree of employee turnover is highly detrimental to both the organization as well as the employees. (W hetten and Mackey, ).

Job satisfaction is the second essential determinant of turnover cognitions in the models presented in.

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