Determinant’s of Job Satisfaction & Employee Turnover in Pakistan Paint Industry

Purpose The aim of this research is to identify the factors that affect job satisfaction and turnover in the “Paint Industry” of Pakistan. Specifically, the study seeks to examine the relative effects of demographic and environmental factors on job satisfaction and turnover among the employees of such industries. Design/methodology/approach A scale development process was used. The first stage was a review of the literature on the determinants of job satisfaction in order to generate a pool of items that reflect job satisfaction along with turnover construct. A list of items was then gathered to cover all facets of job satisfaction and turnover. In?depth interviews and thorough questionnaires were employed to generate additional items. Findings Overall, the findings show that in an Eastern culture such as the Pakistan, especially in the Paint Industry, internal factors play a more important role as the determinant’s of job satisfaction or dissatisfaction that can lead to high or conversely, low turnover. Originality/value Given the importance of understanding the determinants of job satisfaction and turnover coupled with the dire need to fill the niche of research on the topic in our country; this study is of great importance to both academia and practitioners in the Paint Industry of Pakistan

Executive Pay and Firm Performance: Methodological Considerations and Future Directions

This paper is an investigation of the pay-for-performance link in executive compensation. In particular we document main issues in the pay-performance debate and explain practical issues in setting pay as well as data issues including how pay is disclosed and how that has changed over time. We also provide a summary of the state of CEO pay levels and pay mix in 2009 using a sample of over 2,000 companies and describe main data sources for researchers. We also investigate what we believe to be at the root of fundamental confusion in the literature across disciplines – methodological issues. In exploring methodological issues, we focus on empirical specifications, causality, fixed-effects, first- differencing and instrumental variables issues. We then discuss two important but not yet well explored areas; international issues and compensation in nonprofits. We conclude by examining a series of research areas where further work can be done, within and across disciplines

Job Search Behavior of Employed Managers

Job search typically has been thought of as an antecedent to voluntary turnover or job choice behavior. This study extends the existing literature by proposing a model of the job search process and examining the job search behavior of employed managers. Managers were initially surveyed about their job search activity over the past year. Approximately one year later, the same managers were surveyed to assess whether they had changed jobs since the initial survey, and the circumstances surrounding the job change. This survey data was matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that dissatisfaction with different aspects of the organization and job were more strongly related to job search than were perceptions of greener pastures. Moreover, although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. Implications of managerial job search on organizations are discussed

Organizational fit and turnover in the construction industry : exploring the impact of job characteristics among junior professionals

Researchers have proved that employees who have the intention to quit the organization - turnover intention have decreased productivity and may not fulfill their duties. Turnover intention may be affected by the relationship between the employee and the organization, known as person-organization (PO) fit, and characteristics that a job contains. As the construction industry has distinctive characteristics (e.g., project-based, many uncertainties, various stakeholders), it needs to be separately considered with other industries in regards to turnover intention. The purpose of this research is to identify which construction industry characteristics have a relationship with PO fit and turnover intention. High salary is often effective to reduce turnover intention but may be hard to adopt by companies; therefore, this study focuses on non-monetary characteristics, including skill variety, task identity, task significance, autonomy, workload, work location, and job security. As far as turnover is concerned, younger professionals of the construction industry are more affected by the non-monetary factor as compared to the older employees. With this in mind, the study is focused on the current employees who are under 35 years old and have less than five years of experience in the current organization. This study deploys a questionnaire composed of four scales: (1) the characteristics of the construction industry, (2) PO fit, (3) intention toward turnover, and (4) demographic factors such as gender, age, education, employment status, tenure, work location, accommodation, and job preference. Analyses include descriptive statistics, analysis of variance, and regression analysis. Results indicate that how to assign an employee to a place of work (i.e., HQ, regional office, or a specific project) and a variety of different activities required by the job are associated with PO fit. Notably, PO fit is a predictor of turnover intention. Based on the results, by assigning employees to a place of work by justified processes and avoiding that the job becomes simple and repetitive, construction companies may increase employee’s retention (the opposite to turnover)Civil, Architectural, and Environmental Engineerin

Wage Disparity, Organizational Citizenship Behaviour and Employee Turnover: The Linkage: Evidence from Tertiary Health Institutions in South-East Nigeria

This work, an empirical investigation into the relationship between wage disparity, Organizational Citizenship Behaviour (OCB) and employee turnover as evidenced from tertiary health institution in South-East Nigeria was designed to be both a descriptive and cross-sectional one. The questionnaire served as the chief instrument for collection of data, which was supplemented by comments and insights from “Key informants”. The sample size was determined using Taro Yameni’s statistical formular, while Bowley’s proportionate allocation formular was used to ascertain the sample size for each establishment/hospital. The Duncan-Scheffe statistical package for social sciences was employed in the analysis of data and tests of the formulated hypothesis. The findings indicate a negative relationship between disparity in wages and Organizational Citizenship Behaviour, and that discriminatory wage structure is not only detrimental to the actualization of the health goals of the states but has resulted in the emigration of workers from state owned to federal institutions, with implications that performance and productivity in service delivery are negatively affected. On the strength of these findings, this study recommends amongst others that the interests of all major stakeholders be factored into the wage determination process and that we attempt to develop a dynamic, fair, rational and equitable wages and salaries structure, with the hope of increasing employee commitment and reducing the associated costs of employee turnover. Keywords: Wage disparity, organizational citizenship behaviour, employee turnover, Health institutions