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Simamora (2006) stated that human resources are the most crucial aspect in business activity tha... more Simamora (2006) stated that human resources are the most crucial aspect in business activity
that has the greatest direct impact on a company's profitability and growth. Attracting and
maintaining outstanding individuals, as well as investing in their capabilities, are critical for
organisational success (Ribeiro-Soriano & Urbano, 2010; Antoncic & Hisrich, 2001). To
preserve organisational effectiveness and sustainability, organisations are striving to retain
their key employees (Baruah & Ward, 2015; Menzel et al., 2007). However, labour turnover
is seen as a major problem that has the potential to negatively impact organisational
performance (Steers et al.,2012). Labour turnover can signify an inevitable instability and
create various organisational problems for top management and HR professionals.
The motivation theories state that numerous factors dictate the stay or leave intention of an
employee, as an organisation is an amalgamation of individuals with different values, needs
and life situations, the study sets out to assess the coexistence of factors affecting turnover.
The study focuses on assessing the generational factors that lead to turnover, the impact of
person-organisation mismatch and the non-fulfilment of psychological contact on turnover. A
systematic review was conducted ,46 articles were pre-selected and 23 were analysed.
The result reveals that both specific and common work values exist among the generational
cohorts and that person-organisation fit and the fulfilment of psychological contract are
4
COEXISTENCE OF FACTORS AFFECTING LABOUR TURNOVER
important for stay intention. The thesis also highlights the most significant determinants of
turnover and confirms the coexistence of factors that affect turnover.
This study is significant to Academia, Business Leaders, and HR Professionals as it provides
a better understanding of the factors that lead to turnover and how they coexist
Simamora (2006) stated that human resources are the most crucial aspect in business activity tha... more Simamora (2006) stated that human resources are the most crucial aspect in business activity
that has the greatest direct impact on a company's profitability and growth. Attracting and
maintaining outstanding individuals, as well as investing in their capabilities, are critical for
organisational success (Ribeiro-Soriano & Urbano, 2010; Antoncic & Hisrich, 2001). To
preserve organisational effectiveness and sustainability, organisations are striving to retain
their key employees (Baruah & Ward, 2015; Menzel et al., 2007). However, labour turnover
is seen as a major problem that has the potential to negatively impact organisational
performance (Steers et al.,2012). Labour turnover can signify an inevitable instability and
create various organisational problems for top management and HR professionals.
The motivation theories state that numerous factors dictate the stay or leave intention of an
employee, as an organisation is an amalgamation of individuals with different values, needs
and life situations, the study sets out to assess the coexistence of factors affecting turnover.
The study focuses on assessing the generational factors that lead to turnover, the impact of
person-organisation mismatch and the non-fulfilment of psychological contact on turnover. A
systematic review was conducted ,46 articles were pre-selected and 23 were analysed.
The result reveals that both specific and common work values exist among the generational
cohorts and that person-organisation fit and the fulfilment of psychological contract are
4
COEXISTENCE OF FACTORS AFFECTING LABOUR TURNOVER
important for stay intention. The thesis also highlights the most significant determinants of
turnover and confirms the coexistence of factors that affect turnover.
This study is significant to Academia, Business Leaders, and HR Professionals as it provides
a better understanding of the factors that lead to turnover and how they coexist