Employee Attrition Analysis

1204 Words5 Pages
Employee attrition was found pertaining to the IT sector specifically in the context of a developing country like India, Africa, China etc., It isn’t always unusual nowadays to study in the newspapers or see on television that employees here or elsewhere are enticing on business action or are threatening to leave their jobs. (Chinonona, Chinomona & Joubert, 2013). Though, evidence shows that it is more expensive for companies to hire new employees than it’s miles to retain currently serving employees (Koys, 2001., Lau, 2000., Solomon, 1998). Besides attrition is caused not only by natural inevitabilities like incapacity and death or workplace phenomena together with retirement and resignation, but also by the burgeoning mobility or HR resource…show more content…
Bibhu Prasad kar et al.,(2011) found that working environment, nature of work, organizational philosophy, salary and career development are some of the factors affecting attrition in Small and Medium Entreprises (SMEs). Niharika Gaan (2011) concluded significant dating between organizational dedication and worker turnover, job satisfaction to be explaining high quantity of incremental variance in turnover purpose. With regard to retention factors, Laura Piela (2011) found the real motives behind an employee’s decision to quit were the monotonous work content, uncompetitive salary, lack of success. Kumar (2011) investigated that intrinsic motivation factors and involvement factors play crucial role. Walter G. Tymon et al., (2011) found that intrinsic reward, private commitment, mediated to improve employee retention…show more content…
The three psychological states implemented in the model are skilled meaningfulness of the work, experienced duty for the outcomes of the work and knowledge of the actual consequences of the work activities . Some of these may be only classed as intrinsic to the job itself. Consequently, the model predicts handiest intrinsic (internal) motivation. The results of extrinsic rewards, such as pay and other remunerations, self-esteem, job security, working time and working environments, etc., and the resulting extrinsic motivation are ignored. Moreover, there are numerous job dimensions that have been observed to have an effect on worker satisfaction and motivation that aren’t incorporated in Hackman and Oldham’s formula of the

More about Employee Attrition Analysis

Open Document