Employee turnover is a fact that all organizations confront. The goal of a manager is to keep turnover low however there are instances where turnover is unavoidable. For example retirement, returning to school, family matters, etc. Employee turnover can also be the product of low motivation and low work satisfaction which can lead to a low performing employees. A manager needs to dig deeper to find the core issue for employee turnover in order to build a high functioning team/department.
Problem or Management Dilemma
In the banking industry, there is a problem with high employee turnover. The researcher identifies the driving forces of high turnover are low pay, stress, and job insecurity. These factors lead to problems with both job motivation and job satisfaction as well as job performance.
Purpose for the Research
The purpose is to discover why there is such a high employee turnover and determine the role job motivation and job satisfaction plays on a person’s work performance; specifically related to bank employees. The research article discusses the factors that contribute to work productivity. The idea that the more motivated and satisfied an employee is with their job the higher they will perform. The researcher also considered other factors that may affect work performance such as gender, age, salary and stress.
Current journal articles and other research was explored on this topic. The initial professional journal I chose was a study between satisfaction with compensation and work motivations. I also referenced the Management Student Edition textbook and other online sources to understand the analysis section of the research.
The researcher identified seven hypothesis to examine the relationship between job motivation and job satisfaction on job performance. It examined this relationship against the variables gender, age, salary and stress.
The researcher used the quantitative assessment approach as their research method. Data was gathered by emailing a survey to 750 randomly chosen bank employees. Of the 750 selected, there were 70 employees that participated in the final sample.
Initial data such as age, gender and income was gathered. “The study then used three existing Likert-type scale instruments to collect the remaining data.” (Springer, 2011, p. 37) These instruments were scored and measured by asking pointed questions assessing attributes in the areas of motivation, job satisfaction and customer service.
Data was analyzed using the Pearson r technique. This technique “is a measure of the linear correlation (dependence) between two variables.” (“Pearson product-moment correlation coefficient,” n.d.) The analysis was done in two parts. The researcher examined first the variables on motivation and job satisfaction related to job performance and then the impact of gender, age, salary and stress had on job performance.
The researcher presented the...