Apparel Manufacturing Literature Review

1226 Words5 Pages
Over Decades in practice of Apparel manufacturing, the Sri Lankan workforce engaged in the industry has gained a considerably countable level of experience through catering the global Apparel market with a wide range of products. In addition to that, the community has formed formal national forums to pledge very good practices such as “Garments without Guilt”, with the concerns of equal opportunities and ethical conduct of the industry in the country. In general industry faces lots of problems and challenges such as lack of Innovation, poor technological set back , global economic recession, heavy competition, health safety issues, environmental compliances, quality issues, formation of trade groups, currency fluctuation,…show more content…
Both above requirements to shine among competition ends up with the requirement of highly knowledgeable human capital involved in the business. Hence, with the emerging expansion of the human capital requirement of the business sector, it is observed that wages of the clothing sector has been showing a steady upwards trend. Further, the demand and offers for highly experienced people has been increased visibly all over the industry, despite of sky touching salaries to be paid. 1.3. Literature Review This section provides an overview of the existing literature on Needs and Needs hierarchy “job satisfaction”, “Employee Turnover” and “Employee retention”. It highlights various theoretical frameworks relevant to the investigation. It presents the definition of employee turnover, discusses the impact of employee turnover on organization, and identifies the antecedents of turnover, including job related factors. These literatures will assist in constructing frameworks for further research. Researcher will be looked in detail into the literature on the areas for the purpose of this survey as depicted by figure 1…show more content…
Antecedents of Employee Turnover Job Satisfaction. An essential factor in an organisation success is job satisfaction and it is defined in various contexts by different authors. Low absenteeism is associated with high job satisfaction while high turnover and absenteeism are said to be related to job dissatisfaction (Saifuddin, Hongkraclent and Sermril, 2008). The Mobley model (Lee, TW 1988.) was a landmark conceptual piece that persuasively explained the process of how job dissatisfaction can lead to employee turnover. The model proposes that an employee normally experiences seven sequential and intermediate stages between job dissatisfaction and eventual turnover. 1.3.4. Theories related to Job Satisfaction The theories of Motivation are usually divided into two contrasting approaches, such as content theories and process theories (Dunford et al. 1992).Content theories focus on motivation, and are concerned with identifying people’s needs and strengths, and the goals they perceive in order to satisfy their needs. Major content theories include: Maslow’s hierarchy of needs, Macgregor’s theory X and Theory Y, Herzberg’s two factor theory. Process theory approaches to motivation mainly focus on the actual process of motivation. The major theories under this heading include expectancy theory, equity theory, Goal theory, attribution
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