Employees turnover is very extensive study field we can not understand it easily, but with the help of previous research works we can understand the phenomenon of actual turnover and turnover intentions. Previous researchers conclude in their researches that, turnover could be take place due to some factors and variables and these variables push the employees towards turnover and motivate the employees towards turnover. Tett and Meyer (1993) highlighted that employee's intention to leave is conscious or deliberated decision of an employee towards leaving the current organization. But here, another researcher Martin stated that employee's turnover intention is the degree of desire and intentions which leads the employee towards leaving the organization (Martin 1993). Earlier some findings present that employees turnover intention are strongly correlated with the employees actual turnover, with the help of this statement we can infer that turnover intention are the main motivator of actual turnover from organization (Dalessio, Silverman & Shuck, 1986; Horn, Katerberg & Huli, 1979; Steel & Ovalle, 1986). According to Mobley employee's actual turnover could be increased with the increase of employee's intentions to leave because these both things are strongly related with each other and actual turnover in dependent on turnover intention of an employee.
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If we followed the previous researches we found that, turnover intentions are use for actual turnover of an employee because generally intention is planned theory of individual's behavior according to Ajzen(1991) turnover intention is a very powerful predictor of actual turnover because after intention individual take a decision of leaving the organization and according to earlier researchers turnover intention is the last and final stage of employee's turnover intention. Particular pervious studies are also depicts that behavioral intention are consistently correlated with the actual turnover because actual turnover intention are based on intentions Mobley et al, 1978; Newman, 1974. According to the several researcher's findings and conclusions we can easily estimate that, there is no specific standers accounts for employees why the leave the organizations. Turnover have two types voluntarily and involuntary and both have significant cost like hiring cost, training cost etc. Actual turnover is also having very badly effects on the organizational performance which is a harmful act in the way of organizational growth. According to (Hom & Griffeth, 1995) that, if the turnover is voluntarily and individual leave the organization with his own wish, this will decrease the overall effectiveness of the organization because trained staff is the valuable asset of the organization and when this asset will leave , effect organizational performance. Old staff is familiar with the working environment and conditions of an organization and new individual take some time to pickup pace as required, some time organization lose the individual's knowledge and skills when he or she leave the organization and new employees do not carry same expertise and skills, so these all things can creates hurdles in the way of organizational growth and success.
Griffeth, 2005 highlight so many issues which are related to employee's turnover intentions and he also present the solutions or measures by using we can understand and overcome the sited above problems or issues. With the help of these we can evaluate employee's behavior regarding other market opportunities and employee's withdrawal behavior process; Griffeth studies help a lot to understand these all aspect of employee's withdrawal. Haniseh & Hulin(1991) divided employees turnover intention in two different phases, psychological withdrawal and the second one is physical withdrawal . Psychological withdrawal covers, lateness and absenteeism, physical withdrawal covers turnover intention from job and actual turnover. This difference can provide better understanding about employee's withdrawal intentions and actual turnover
This discussion is based on literature review which was presented previously which shows impact of various variables included in this research paper and how these variables affect the employee's behavior as well as organizational growth and systems. Perception of organizational politics influenced by organizational, environmental and personal factors, organizational outcomes such as job involvement, job anxiety, job satisfaction and physical and psychological withdrawal from the current working organization. Organizational politics perception also could be due to variability on job, age, sex education as well as the hierarchal level in an organization resulting impacts in job satisfaction, anxiety, employee promotions. In the same way other causes could be job environment influences.
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Every organization have human resource with a different age, income, education, gender and hierarchal level, and they all respond or participate differently in the organization politics, so we can say that status level, economic conditions and personalities are effects the organizational decisions. Employees with a low hierarchal level think that organizational policies are the main source of unjustified decisions and employee's frustration and these unfair decisions and frustration simulates negative and unhealthy attitude. For the top level of organizational human resource, organizational politics works as centrifugal force which pushes them to physical withdrawal and they find a new job place which they think or perceive less political. So we can clearly understand that organizational politics strongly correlated with the organization commitment. There are so many other factors of organizational politics which could be countless. In the organization where politics exists, there employees think that they are working hard and their hard work will not be rewarded properly, timely and consistently. Since Employees think that power is key to success and more powerful employees and groups and affiliation with these groups provide more benefits to the employees in these situations employees have options to quit or withdrawal. Here it is very much important to understand the impact of perception of organization politics on the employee's physical and psychological health because organizational politics creates number of problems for the organization's human resource. In this regards many researchers explore relationship between organizational politics and employee's health physical or psychological. Organizations where higher level of political environment exist, it will increase or generates the level of stress in employees. So with the help of previous researches we can easily conclude that organizational politics have very strong relationship with employee's turnover intentions and withdrawal.
Term supervisor or manager has countless meaning and interpretations but strongly it is used for the management of the activities, task and jobs performed in any organization with a systematic way. A Supervisor or manager is man who leads its team and manages their activities on the basis of practical work experience. Supervisor is the part of organizational management and manages organizational activities and he or she also have sufficient knowledge about the requirement of job as well as employees and should have guts to observe employee's feeling for better handling and resolving problem/issues. Employee's satisfaction with manager or supervisors positively correlated with the organizational commitment. Supervisor and organizational commitments had a greatest impact on the employee's performance evaluation that the supervisor provide to the newly appointed employee. Supervisors have ability to Influence subordinates to obey them as they wish on the basis of authority, control over rewards, control over punishment and control over information. Relationship of supervisors or managers with their subordinates, play very vital role to reduce employees turnover intention.
The organizational administrative policies are actually the statements of the executive organization defining the fixed procedures and practices to be followed with respect to the explicit matters of administration and are devised as an effort to increase the organizational effectiveness to evaluate the organizational potential to ensure the needs of its employees. The organizational administrative policies ensure compliance for certain departments, institute, city, province and state policies and that outlines a precise procedure for administrative activity. The administrative policies are developed to fulfill a need for consistent way of making things done and are considered detach from domination policies. Organizational policies effect human resource and play vital role to motivate and retain employees. If policies are flexible and covers all employee's benefits its means turnover rate of employees are very low in particular organization and it is also a sign of organization growth and success.
Turnover intention is behaviour of any individual to quit the organization. Turnover intentions are the internal feeling of an individual that he will be staying or leavening the current organization. In the organizations we found two types of behavioural personalities regarding turnover, first individuals with the high rate of turnover intentions and second the individuals with a low level of turnover intentions. Individuals who have high rate of turnover and they rapidly change their organization, organization make perception about them they will leave organization near future or very soon. Asian countries are facing lots of problem due to employee turnover, countries included like Singapore, Hong Kong, South Korea and Taiwan. Due to turnover organization bearing direct or indirect cost like direct cost includes replacement cost, hiring and selection cost, temporary cost and time management cost. Indirect cost included morale costs, work load on remaining staff or work burden on remaining employees, learning and training cost of new employees, product quality cost. If we followed the previous researches we found that, turnover intentions are use for actual turnover of an employee because generally intention is planned theory of individual's behaviour. Turnover intention is a very powerful predictor of actual turnover because after intention individual take a decision of leaving the organization and according to earlier researcher's turnover intention is the last and final stage of employee's actual withdrawal
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