Relationship between Job Satisfaction and Employee Turnover

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TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION1

Background of the research1

Human Motivation1

Understanding Job Satisfaction2

Starbucks5

Problem Statement6

Aims and Objectives6

Aim6

Objectives6

Research Questions6

Layout of the Study7

CHAPTER 2: METHODOLOGY8

Research design8

Phenomenology9

Target Population and Sample Size10

Data collection10

Ethical Considerations10

Instrument11

Literature Search12

Keywords Used12

REFERENCES13

CHAPTER 1: INTRODUCTION

Background of the research

Organizational culture can be defined as a general pattern of beliefs, expectations and values that influence the behaviour of all members of the organization (Vernon, 1969, 119). Organizational culture relates to the style of the visible conditions and manifests itself through the atmosphere in the organization. Important elements of organizational culture are the general standards of behaviour as based on the prevailing values, philosophy and objectives of the organization. A healthy organizational culture, located in the acceptance of employees, is the basis of so-called work morale. Organizational culture refers to basic values ??and norms shared by the majority of members, as well as, their external manifestations (organizational behaviour). Most often, the organizational culture is defined as a set of values, customs, traditions, norms, beliefs and assumptions embodied in the various aspects of the organization.

Human Motivation

Until recently, the search for what affects human motivation was not seen as an important aspect of industry. Before human motivation was understood as a valid field of study, businesses only valued finding ways to increase profit, no matter the cost. According to Whiteley (2002, 160), employees were considered just another input into the production of goods and services. Through Srivastva (1977, 90) findings, the development of theories that dealt with human development began to surface. These theories tried to explain the very basic needs of living things to be motivated. Srivastva (1977, 90) mentioned that theories on motivation emphasized that learning does not occur unless there is an internal spark that compels a person to want to learn. This same idea is the basis for Maslow's theory of human motivation. The importance of Maslow's theory of motivation was the fact that according to Maslow, employees had five levels of needs: physiological, safety, social, ego, and self-actualization. Maslow believed each level preceded another starting from the basic needs (physiological in nature) to the higher needs. At once other (and 'higher') needs emerge and these, than physiological hungers, dominate the organism. And when these in turn are satisfied, again new (and still 'higher') needs emerge and so on. Whiteley (2002, 160), summarized Maslow's stand on his work as humans reach each level, they become more wise (develops wisdom) and automatically know what to do in a wide variety of situations.

Understanding Job Satisfaction

Job satisfaction can also be described as the result of many factors that affect the quality of an individual's working life Job satisfaction is of interest to employers and continues to be studied since it is considered to be a desirable outcome of employment. Job satisfaction has been linked positively to productivity and negatively to absenteeism. Ever since the Hawthorne Studies, employers have wanted to find out what motivates their workers to do their best (Katzell, 1975, 80). Even if businesses were interested in job satisfaction ...