A study on wastage of manpower in educational institutions of DarrangDistrict, Assam, India (original) (raw)
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International Journal of Management Studies
Employee Retention plays a crucial role in determining the long-term health and success of any firm. Failure to retain the best employees may lead to costly propositions for the organization. Recruiting knowledgeable candidates for the job is essential, but retaining them is even more important than recruiting. The study involves the factors affecting employee retention and the measures adapted by the management to improvise it. It further analyzes the employees' satisfaction towards organization's efforts in retention strategies. The study being descriptive in nature which comprised of hundred respondents, stratified random sampling of probability method was used. The data collected were examined using Chi-Square, Weighted Average and Percentage analysis. From the collected data it was revealed that the majority of employees were highly satisfied in maintaining good relationship with the management. Few suggestions are provided to the management to increase the retention of employees in the organization. To explain the topic better, Dharani Sugars and Chemicals Ltd at Vasudevanallur was chosen as an example.
TIJ's Research Journal of Social Science & Management - RJSSM, 2017
This study is concerned to examine the level of job satisfaction and its impact on intention to leave among TVET College teachers which is a case study on Gondar Polly Technical College (GPTC). With objective of assessing relationships in between job satisfaction and employees’ intention to leave their jobs (organizations), this study was designed to be conducted on 144 employees all of which were GPTC employees, among which 120 used for analysis and data was collected through a drop-off survey questionnaire. The collected data have been edited and analyzed using descriptive statistics and multiple regression analysis and of course Pearson correlation has been employed to detect weather variables are related or not. The findings of this study have suggested that satisfaction with supervision, closure; compensation and management & HR policies have an inverse relationship with an employee’s intention to leave. Negative relationship in between intention to leave and these four compone...
Determinants of employees turnover intention: A case study of the Islamia University of Bahawalpur
African Journal of Business Management, 2015
Organizational commitment along with other determinants of turnover intention plays a pivotal role in retaining the employees. Job performance and job satisfaction serve as antecedents of turnover intention of employees. The objective of this study is to identify the association between organizational commitment and turnover intention among employees of the Islamia University of Bahawalpur. Effects of job performance on turnover intention through job satisfaction are also brought under observation. Impact of job insecurity and employees work family conflict on job engagement is brought under consideration. Descriptive design is used to support the study of proposed relationships. Selfexplanatory questionnaires are administered to 250 respondents both from the academic and administrative staff of the university. Analyses supported the relationships tentatively delineated before proceeding toward examination of the study. Organizational commitment, job performance and job satisfaction are found to be inversely related to turnover intention. An inverse relation is found between job insecurity, work family conflict and the job engagement. According to the results of this study an environment conducive to job performance and organizational commitment must be developed besides attempting to reduce employees' feelings of job insecurity and work family conflict to avoid brain-drain and to retain valuable individuals so that proportion of turnover may be decreased. This was the very first study carried out in the history of the Islamia University of Bahawalpur, which will encourage future researchers to further augment the scope of this research.
A Study on Employee Retention in Higher Education with Special Reference to Thanjavur District
International Journal of Management Studies
Faculty preservation and employee earnings are most important anxiety for higher education institutions since they are behind extremely qualified staff to the private sector and to other higher education institutions that are talented to offer better rewards and remuneration. The turnover of talented staff is, therefore, a major concern for the institution under investigation. The retention and voluntary turnover assessments among a workforce of 4651 employees were thus inspected. A quantitative cross-sectional study was conducted by means of the objective analysis of managerial data in arrangement with the structured questionnaire managerial climate investigation. explanatory and inferential information was used to investigate the data across sociodemographic groups, including gender, age, educational qualification employment category (Academic as well as professional and support), etc. The study discusses the reasons why a particular sector faces more attrition as compared to another. The research has been conducted in the academic organizations such as the universities and colleges of Thanjavur district region as per the objectives of the research.
A STUDY ON EMPLOYEE RETENTION IN EDUCATION SECTOR IN INDIA
The research project entitled ‘Employee retention’ is an attempt to understand the opinion and attitudes of the various categories of employees of the SriSairam Hr. Sec. School, Prof Dhanapalan College for Arts and Science, Sri Krishna Engineering College towards the employee retention in the institution. It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of education sector. This inquiry however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching personnel are the respondents.
Factors Affecting Overall 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 colleges' lecturers of NWFP. 212 questionnaires were completed and returned. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. Result shows that Lecturers of private sector colleges of NWFP are very much dissatisfied with promotion chances. They are moderately dissatisfied with three facets of job satisfaction: Pay, Fringe benefits and contingent rewards while moderately satisfied with operating condition, coworkers, nature of work and communication. Overall job satisfaction of private sector colleges' lecturers is 3.36 with standard deviation of .71 that can be interpreted as slightly dissatisfied. Besides this, all facets of job satisfaction were found to be significantly associated with turnover intention. The highest correlation with turnover intention was of Pay, Promotion, Fringe benefits and contingent rewards. Overall job satisfaction was found to have a significant negative association with turnover intention.
The Impact of Job Satisfaction and Some Demographic Variables on Employee Turnover Intentions
International Journal of Business Administration, 2013
Due to competition for scarce skills, the attraction and retention of teachers in rural schools is probably the biggest challenge in the education sector today. It is imperative for the education department to have knowledge of the impact of job satisfaction and some demographic variables on employee turnover intentions to improve the attraction and retention of teachers especially those with scarce skills. Self administered questionnaires were distributed to a sample of 300 teachers. A stratified sampling procedure was utilised. The data was subjected to a number of statistical analyses such as T-test of independent samples, Correlation, Chi-square and One way ANOVA. Results indicated that lack of job satisfaction influences the decision to quit the teaching profession. It also was found that age, tenure and specialization can predict employee turnover intentions. The findings of this research indicate that school authorities need to develop strategies to deal with the needs of those teachers who experience less job satisfaction and commitment. Proactive attention to this should demonstrate preparedness on the side of school administrators to address teacher concerns and thereby reduce absenteeism and attrition rates amongst teachers.
Job Satisfaction has the significance as a vital ingredient to supplement the organization’s vitality. Employee Participation, Feedback, Goal Clarity and Autonomy helps employer to nurture job satisfaction that in turn affect the employee turnover. Quantitative research will be carried out in Telecommunication, Education and Banking sector organizations of twin cities of Rawalpindi and Islamabad to explore the impact of its antecedents on Job Satisfaction and that of job satisfaction on employee turnover. The result has shown that employee participation and goal clarity has significant impact on job satisfaction while Job satisfaction and employee participation has significant impact on Turnover Intentions. Key Words Job Satisfaction, Employee Participation, Goal Clarity, Feedback, Autonomy, Employee Turnover.
iJournals: International Journal of Social Relevance & Concern (IJSRC) ISSN-2347-9698, 2021
Globally, universities enhance economic productivity through teaching, research and outreach. Despite this contribution, retention of competent employees has become more challenging to managers of universities in Kenya as is indicated by a previous study that university academic and non-academic staff turnover is 12% and 11% respectively; which is way above the acceptable 5% for the functional staff. Whereas studies show that turnover is influenced by job satisfaction (JS), findings show inconclusive and contradictory results. The study sought to establish the relationship between job satisfaction and employee turnover intentions. Out of a population of 4,986 comprising academic and non-academic staff, a sample of 372 was drawn determined by Yamane‟s formula. Study results were: job satisfaction had a significant R2 =.769 (P=.000) indicating that it accounts for 76.9 % variance in turnover intentions. Job satisfaction elements namely recognition (β = -.372, p= .000); sense of achievement (β =.096, p=.081); job advancement opportunity (β = -.316, p= .000); growth and promotional opportunities (β = -.187, p= .004); responsibility (β = -.958, p= .000). The level of JS indicated by recognition, sense of achievement, job advancement opportunity, growth and promotional opportunities and responsibility was low and this led to high levels of turnover intentions. It is recommended that the public universities‟ efforts on job satisfaction be increased because high levels of job satisfaction decreases turnover intentions
International Journal of Applied Business and International Management, 2019
This study explores the links between job satisfaction, turnover intention, and employee performance. In particular, we investigate the mediating effect of turnover intention on the relationship between job satisfaction and employee performance in KSU Sinar Dana Mandiri. The research was based on primary data, and this research was conducted on the employee's working in cooperative institution. The sample consisted employee of 32 respondents on KSU Sinar Dana Mandiri. Data were analyzed using Partial Least Square (PLS) analysis techniques to answer the problem formulation with the help of SmartPLS 3 program. Research finding are job satisfaction has a negative and significant effect on turnover intention, job satisfaction has a positive and significant effect on employee performance, turnover intention has a negative and significant effect on employee performance, and turnover intention variable is able to be a mediating variable between job satisfaction and employee performance.