IMPACT OF INTRINSIC FACTORS OF MOTIVATION ON EMPLOYEE’S INTENTION TO LEAVE
Keywords:
Training and Development Opportunities, Recognition, Peer Relations and Intention to Leave (ITL)
Abstract
Employees are a vital and valuable asset of an institution. An institution’s success might not be realized without its worker’s support and involvement. This study examined intrinsic factors of motivation which influence the intention to leave among Health Department’s employees in District Okara (Punjab) Pakistan. The researcher through literature review identified three factors; training &development opportunities, employee recognition, and peer relations, which significantly influence intention to leave(ITL). This study has selected a sample size of 214employees of Health Department, including doctors, nurses and nutrition supervisors. After conducting the survey, 201accurately filled questionnaires were received back. The results of this study indicate that all independent variables have an inverse relationship with the dependent relationship. However, training & development opportunities had a strong inverse relationship with employees’ intention to quit. Thus, the study findings affirm the assumptions considered and offer suitable recommendations and directions for future study.References
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Turnover Crises in the Malaysian Hospital Industry. International
Journal of Business and Management, 8(5), 62.
Agyeman, C.M., & Ponniah, V. M. (2014). Employees Demographic
Characteristics and their Effects on Turnover and Retention in
MSMEs. International Journal of Recent Advances in
Organizational Behaviour and Decision Sciences, 1(1), 12-29.
Alam, S. M. T. (2015). Factors Affecting Job Satisfaction, Motivation and
Turnover rate of Medical Promotion Officers (MPO) in
Pharmaceutical Industry: A Study Based in Khulna City. Asian
Business Review, 1(2), 126-131.
Arnold, L. (2016). Strategies for Reducing High Turnover among
Information Technology Professionals. (Doctoral dissertation,
Walden University).
Awan, A. G., & Tahir, M. T. (2015). Impact of Working Environment on
Employee’s Productivity; a case study on Banks and Insurance
Companies in Pakistan. European Journal of Business and
Management, 7(1), 329-345.
Basford, T. E., & Offermann, L. R. (2012). Beyond leadership: The Impact
of Coworker relationships on Employee Motivation and Intention
to Stay. Journal of Management & Organization, 18(6), 807-817.
Bateman, G. (2009). Employee Perceptions of Co-Worker Support and its
Effect on Job Satisfaction, Work Stress and Intention to Quit. 27-35.
Chang, W. J. A., Wang, Y. S., & Huang, T. C. (2013). Work Design-Related
Antecedents of Turnover Intention: A Multilevel Approach. Human
Resource Management, 52(1), 1-26.
CHANG, P. L., CHOU, Y. C., & CHENG, F. C. (2007). Career Needs,
Career Development Programs, Organizational Commitment and
Turnover Intention on Nurses in Taiwan. Journal of Nursing
Management, 15(8), 801-810.
Decker, F. H., Harris-Kojetin, L. D., & Bercovitz, A. (2009). Intrinsic Job
Satisfaction, Overall Satisfaction, and Intention to Leave the Job
among Nursing Assistants in Nursing Homes. The Gerontologist, 49(5), 596-610.
De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., & Jegers, M.
(2012). Pay-level satisfaction and psychological reward
satisfaction as mediators of the organizational justice-turnover
intention relationship. International studies of management &
organization, 42(1), 50-67.
Hassan, R. (2014). Factors influencing turnover intention among technical
employees in Information technology organization: A Case of
XYZ (M) SDN. BHD. International Journal of Arts and
Commerce, 3(9), 120-137.
Ivković, M. (2011). International Nurse Migrations Global Trends. Journal
of the Geographical Institute, 61(2), 53-67.
Jadoo, S. A. A., Aljunid, S. M., Dastan, I., Tawfeeq, R. S., Mustafa, M. A.,
Ganasegeran, K., & AlDubai, S. A. R. (2015). Job satisfaction and
turnover intention among Iraqi doctors-a descriptive cross-sectional
multicentre study. Human resources for health, 13(1), 21.
Jehanzeb, K., Rasheed, A., & Rasheed, M. F. (2013). Organizational
Commitment and Turnover Intention: Impact of Employees
Training in Private Sector of Saudi Arabia. International Journal
of Business and Management, 8(8), 79-81.
Joarder, M. H., & Sharif, M. Y. (2011). The Role of HRM Practices in
Predicting Faculty Turnover Intention: Empirical Evidence from
Private Universities in Bangladesh. The South East Asian Journal
of Management, 5(2), 159-178.
Kadiresan, V., Selamat, M. H., Selladurai, S., SPR, C. R., & Mohamed,
R. K. M. H. (2015). Performance Appraisal and Training and
Development of Human Resource Management (HRM) Practices
on Organizational Commitment and Turnover Intention. Asian
Social Sciences, 11(24), 162-176.
Kassa, T. (2015). Employees Motivation and its Effect on Employee Retention
in Ambo Mineral Water Factory. International Journal of Advance
Research in Computer Sciences and Management Studies, 3(3), 10-21.
Khan, R. A., & Qadir, M. I. (2016). DETERMINANTS OF TEACHERS
TURNOVER INTENTION IN BAHRIA SCHOOLS AND
COLLEGES AT KARACHI. Journal of Business Studies, 12(1), 198-218.
Khowaja, K., Merchant, R. J., & Hirani, D. (2005). Registered Nurses
Perceptions of Work Satisfaction at Tertiary Care University
Hospital. Journal of Nursing Management, 13(1), 32-39.
Kim, N. (2014). Employee Turnover Intention among Newcomers in
Travel Industry. International Journal of Tourism Research, 16(1), 56-64.
Krejcie, R. V., & Morgan, D. W. (1970). Determining Sample Size for
Research Activities. Educational and Psychological
Measurement, 30(3), 607-610.
Long, C. S., Perumal, P., & Ajagbe, A. M. (2012). The Impact of Human
Resource Management Practices on Employees’ Turnover
Intention; a Conceptual Model. International Journal of
Contemporary Research Business, 4(2), 629-637.
Momanyi, N. B., & Kaimenyi, C. K. (2015). An Investigation into Factors
Causing High Nurse Turnover in Mission Hospitals in Kenya; A
Case for Pcea Chogoria Hospital. International Journal of
Academic Research in Business and Social Sciences, 5(3), 149-159.
Naeem, T. M., Ramzan, M., & Aisha, R. (2013). The Impact of Employee
Turnover on the Efficiency of the Organization. Interdisciplinary
Journal of Contemporary Research in Business, 4(9), 700-711.
Nawaz, M., & Pangil, F. (2016). The Relationship Between Human Resource
Development Factors, Career Growth and Turnover Intention: The
Mediating Role of Organizational Commitment. Management
Science Letters, 6(2), 157-176.
Balkan, M. O., Serin, A. E., & Soran, S. (2014). The relationship between
trust, turnover intentions, and emotions: An application. European
Scientific Journal, ESJ, 10(2), 73-82.
Riaz, W., Anjum, A., & Anwar, M. (2016). A Conceptual Study and
Theoretical Framework of Demographic & Attitudinal Aspects and
Their Effect on Employees Turnover & Early Retirement Intentions:
A Mediating Role of Organizational Commitment’. International
Journal of African and Asian Studies, 17, 10-22.
Rizwan, M., & Mukhtar, A. (2014). Preceding to Employee Satisfaction
and Turnover Intention. International Journal of HR Studies, 4(3), 87-100.
Ajaz, S., & Mehmood, B. (2015). Job Satisfaction as a predictor of female
intent-to-quit. Evidence from commercial banks of Faisalabad,
Pakistan. International Journal of Academic Research in
Accounting, Finance and Management Sciences, 5(3), 158-166.
World-Health-Organization. (2013). Global Health Workforce Shortage to
Reach 12.9 Million in Coming Decades. Retrieved from
http://www.who.int/mediacentre/news/releases/2013/workforceshortage
Turnover Crises in the Malaysian Hospital Industry. International
Journal of Business and Management, 8(5), 62.
Agyeman, C.M., & Ponniah, V. M. (2014). Employees Demographic
Characteristics and their Effects on Turnover and Retention in
MSMEs. International Journal of Recent Advances in
Organizational Behaviour and Decision Sciences, 1(1), 12-29.
Alam, S. M. T. (2015). Factors Affecting Job Satisfaction, Motivation and
Turnover rate of Medical Promotion Officers (MPO) in
Pharmaceutical Industry: A Study Based in Khulna City. Asian
Business Review, 1(2), 126-131.
Arnold, L. (2016). Strategies for Reducing High Turnover among
Information Technology Professionals. (Doctoral dissertation,
Walden University).
Awan, A. G., & Tahir, M. T. (2015). Impact of Working Environment on
Employee’s Productivity; a case study on Banks and Insurance
Companies in Pakistan. European Journal of Business and
Management, 7(1), 329-345.
Basford, T. E., & Offermann, L. R. (2012). Beyond leadership: The Impact
of Coworker relationships on Employee Motivation and Intention
to Stay. Journal of Management & Organization, 18(6), 807-817.
Bateman, G. (2009). Employee Perceptions of Co-Worker Support and its
Effect on Job Satisfaction, Work Stress and Intention to Quit. 27-35.
Chang, W. J. A., Wang, Y. S., & Huang, T. C. (2013). Work Design-Related
Antecedents of Turnover Intention: A Multilevel Approach. Human
Resource Management, 52(1), 1-26.
CHANG, P. L., CHOU, Y. C., & CHENG, F. C. (2007). Career Needs,
Career Development Programs, Organizational Commitment and
Turnover Intention on Nurses in Taiwan. Journal of Nursing
Management, 15(8), 801-810.
Decker, F. H., Harris-Kojetin, L. D., & Bercovitz, A. (2009). Intrinsic Job
Satisfaction, Overall Satisfaction, and Intention to Leave the Job
among Nursing Assistants in Nursing Homes. The Gerontologist, 49(5), 596-610.
De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., & Jegers, M.
(2012). Pay-level satisfaction and psychological reward
satisfaction as mediators of the organizational justice-turnover
intention relationship. International studies of management &
organization, 42(1), 50-67.
Hassan, R. (2014). Factors influencing turnover intention among technical
employees in Information technology organization: A Case of
XYZ (M) SDN. BHD. International Journal of Arts and
Commerce, 3(9), 120-137.
Ivković, M. (2011). International Nurse Migrations Global Trends. Journal
of the Geographical Institute, 61(2), 53-67.
Jadoo, S. A. A., Aljunid, S. M., Dastan, I., Tawfeeq, R. S., Mustafa, M. A.,
Ganasegeran, K., & AlDubai, S. A. R. (2015). Job satisfaction and
turnover intention among Iraqi doctors-a descriptive cross-sectional
multicentre study. Human resources for health, 13(1), 21.
Jehanzeb, K., Rasheed, A., & Rasheed, M. F. (2013). Organizational
Commitment and Turnover Intention: Impact of Employees
Training in Private Sector of Saudi Arabia. International Journal
of Business and Management, 8(8), 79-81.
Joarder, M. H., & Sharif, M. Y. (2011). The Role of HRM Practices in
Predicting Faculty Turnover Intention: Empirical Evidence from
Private Universities in Bangladesh. The South East Asian Journal
of Management, 5(2), 159-178.
Kadiresan, V., Selamat, M. H., Selladurai, S., SPR, C. R., & Mohamed,
R. K. M. H. (2015). Performance Appraisal and Training and
Development of Human Resource Management (HRM) Practices
on Organizational Commitment and Turnover Intention. Asian
Social Sciences, 11(24), 162-176.
Kassa, T. (2015). Employees Motivation and its Effect on Employee Retention
in Ambo Mineral Water Factory. International Journal of Advance
Research in Computer Sciences and Management Studies, 3(3), 10-21.
Khan, R. A., & Qadir, M. I. (2016). DETERMINANTS OF TEACHERS
TURNOVER INTENTION IN BAHRIA SCHOOLS AND
COLLEGES AT KARACHI. Journal of Business Studies, 12(1), 198-218.
Khowaja, K., Merchant, R. J., & Hirani, D. (2005). Registered Nurses
Perceptions of Work Satisfaction at Tertiary Care University
Hospital. Journal of Nursing Management, 13(1), 32-39.
Kim, N. (2014). Employee Turnover Intention among Newcomers in
Travel Industry. International Journal of Tourism Research, 16(1), 56-64.
Krejcie, R. V., & Morgan, D. W. (1970). Determining Sample Size for
Research Activities. Educational and Psychological
Measurement, 30(3), 607-610.
Long, C. S., Perumal, P., & Ajagbe, A. M. (2012). The Impact of Human
Resource Management Practices on Employees’ Turnover
Intention; a Conceptual Model. International Journal of
Contemporary Research Business, 4(2), 629-637.
Momanyi, N. B., & Kaimenyi, C. K. (2015). An Investigation into Factors
Causing High Nurse Turnover in Mission Hospitals in Kenya; A
Case for Pcea Chogoria Hospital. International Journal of
Academic Research in Business and Social Sciences, 5(3), 149-159.
Naeem, T. M., Ramzan, M., & Aisha, R. (2013). The Impact of Employee
Turnover on the Efficiency of the Organization. Interdisciplinary
Journal of Contemporary Research in Business, 4(9), 700-711.
Nawaz, M., & Pangil, F. (2016). The Relationship Between Human Resource
Development Factors, Career Growth and Turnover Intention: The
Mediating Role of Organizational Commitment. Management
Science Letters, 6(2), 157-176.
Balkan, M. O., Serin, A. E., & Soran, S. (2014). The relationship between
trust, turnover intentions, and emotions: An application. European
Scientific Journal, ESJ, 10(2), 73-82.
Riaz, W., Anjum, A., & Anwar, M. (2016). A Conceptual Study and
Theoretical Framework of Demographic & Attitudinal Aspects and
Their Effect on Employees Turnover & Early Retirement Intentions:
A Mediating Role of Organizational Commitment’. International
Journal of African and Asian Studies, 17, 10-22.
Rizwan, M., & Mukhtar, A. (2014). Preceding to Employee Satisfaction
and Turnover Intention. International Journal of HR Studies, 4(3), 87-100.
Ajaz, S., & Mehmood, B. (2015). Job Satisfaction as a predictor of female
intent-to-quit. Evidence from commercial banks of Faisalabad,
Pakistan. International Journal of Academic Research in
Accounting, Finance and Management Sciences, 5(3), 158-166.
World-Health-Organization. (2013). Global Health Workforce Shortage to
Reach 12.9 Million in Coming Decades. Retrieved from
http://www.who.int/mediacentre/news/releases/2013/workforceshortage
Published
2018-01-15
Section
Articles
