Child pages
  • The Importance of Job Satisfaction to Employee Retention
Skip to end of metadata
Go to start of metadata

The following cartoon caption depicts the importance of job satisfaction to employee retention. Employee retention is one of the most difficult operational areas for human resources managers to determine exactly why employees leave the organization, and what they can do to retain them. This is of primary importance because organizations invest significant resources in training, developing, tangible and intangible compensation and taking the time to build organizational citizenship and buy-in to goals and objectives (Kazi & Zadeh, 2011).  In difficult economies and high competition, both organizations and employees want the best resources. Job dissatisfaction leads to job turnover.  This dissatisfaction can be from intrinsic or extrinsic factors (PSU WC, L11, p.5). Job turnover can result from various conditions such as job satisfaction.  Job satisfaction is multi-faceted, meaning one can be satisfied in one area but does not necessarily mean satisfaction in all areas; likewise, dissatisfaction in one area does not mean complete job dissatisfaction (Kazi & Zadeh, 2011). Additionally, job turnover can be related to work-life conflict. The work life and personal life is an individual’s experience to maintain harmony (balance) between work and personal relationships. According to Kazi & Zadeh (2011) propose that an imbalance or dissatisfaction in work leads to dissatisfaction in personal life.  This can lead to job turnover. This is precisely what Swift (2007) reported in his article about having a more fulfilled and productive workforce.  For organizations to stay competitive, they need to understand and address the issues around work-life balance to maintain job satisfaction among employees. To support this idea, Bright (2008) article reports that people who are happy with life are happier employees and show better organizational citizenship, courtesy and conscientiousness.  

 

                                                                     Figure 7. Call Center Recruiting Employees (2006)

References:

Bright, J. (2008, February 9). Happy staff get a life; The ladder. Sydney Morning Herald, 7.

Callcentercomics.com [Cartoon]. (2006). Retrieved July 9, 2013 from http://www.callcentercomics.com/call-center-recruiting-employees-75.htm

Kazi, G., & Zadeh, Z. (2011). The Contributions of Individual Variables: Job Satisfaction and Job Turnover. Interdisciplinary Journal of Contemporary Research in Business. Retrieved from http://journal-archieves8.webs.com/984-991.pdf

Swift, J. (2007, August 23). Career Path - Overall job satisfaction falls despite wage rises. Post Magazine, 22.

  • No labels