Overview of the relationship
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Over the years researchers and managers have become more concerned about the relationship between job satisfaction and turnover rates in organizations (Britt & Jex, 2008; Mobley, 1977; Lee & Mitchell, 1994; Jacobs, 2012).. As the economy pulls out of the recession organizations are becoming more concerned with their rates of turnover rising as more job opportunities are entering the job market. The variety of new jobs that are entering the market worries organizations that they may lose their high performers to other jobs that the employees deem as more desirable (Jacobs, 2012). Organizations are not only concerned with losing their top employees but they are also worried about the costs associated with recruiting, selecting and training new employees as a result of previous employees leaving (Britt & Jex, 2008). It is considered an extreme expense for organizations when they lose members of their workforce, especially when those members are valuable employees (Mobley, 1977). Another reason organizations are concerned about their turnover rates is the effect turnover can have on the organization’s image. If an organization has a high amount of turnover this can hinder their ability to attract new employees (Britt & Jex, 2008).
Research has found that job satisfaction is linked to turnover, in that employees who are more satisfied with their jobs tend to be less likely to leave their jobs (Jacobs, 2012). This relationship is important to look into especially for those organizations that are worried about their turnover rates rising. The correlation between job satisfaction and turnover fluctuates between -.29 and -.40 (Mobley, 1977; Ghiselli, La Lopa, and Bai, 2001). As can be seen from these correlations, job satisfaction and turnover have a moderately negative relationship. This means that when one's satisfaction levels with their job decrease their likelihood of leaving increases. These correlations only further support the notion that organizations should start becoming concerned about their employees satisfaction levels, so they can prevent their turnover rates from rising even more. To find out more about how job satisfaction is related to turnover continue reading to learn about the different models regarding turnover along with what recent research is saying about the relationship between job satisfaction and turnover in todays economy.
Research has found that job satisfaction is linked to turnover, in that employees who are more satisfied with their jobs tend to be less likely to leave their jobs (Jacobs, 2012). This relationship is important to look into especially for those organizations that are worried about their turnover rates rising. The correlation between job satisfaction and turnover fluctuates between -.29 and -.40 (Mobley, 1977; Ghiselli, La Lopa, and Bai, 2001). As can be seen from these correlations, job satisfaction and turnover have a moderately negative relationship. This means that when one's satisfaction levels with their job decrease their likelihood of leaving increases. These correlations only further support the notion that organizations should start becoming concerned about their employees satisfaction levels, so they can prevent their turnover rates from rising even more. To find out more about how job satisfaction is related to turnover continue reading to learn about the different models regarding turnover along with what recent research is saying about the relationship between job satisfaction and turnover in todays economy.
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