DETERMINANTS OF EMPLOYEE TURNOVER INTENTIONS: A REVIEW Shweta Jha1 ABSTRACT Employee dollar playscript has ever been a matter of concern for brass instruments. A large form of employee perturbation is highly detri psychical to twain the organization as well as the employees. Turnover has an continue over the organizations costs relating to recruitment and selection, military group process and induction, offend of new force out and above all, vent of knowledge gained by the employee while on job. Additionally, it results in understaffing which in turn check to decreased effectiveness and productivity of the stay staff. Turnover whitethorn have a negative push on the employee as well. The individual whitethorn loose non-vested benefits and may be a victim of the grass looks greener phenomenon. Most often, swage intention is consequential to actual breakting behavior. Hence, it is imperative to understand the determinants of upset intentions so as to arrest the outfl ow of key personnel and retain agonistical edge. This paper re guesss existing lit on employee swage and turnover intentions in order to develop a composite view on the subject and intimate a remedial visualize of action to defuse employees intentions to quit and augment their effectiveness. 1 Senior Lecturer, Apeejay inculcate of Management, New Delhi I.

0 INTRODUCTION Employee turnover may be understood as the employee leaving the organization or profession voluntarily. It has been observed that voluntary turnover is an interdisciplinary and multidimensional construct. The problem of voluntary turnover stretches beyond the gamut of empl! oyee and organization. The concept of voluntary turnover can be explicated only when it is accepted as a combination of social, economic, and mental processes (Udechukwu et al., 2007). Further, studies indicate that voluntary turnover is an upshot of employee initiating the termination of their employeeorganization descent (see Lambert, 2001, for example)....If you want to get a full essay, order it on our website:
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