AN EXPLORATION OF THE IMPACT OF EMPLOYEE EMPOWERMENT AS A DETERMINANT OF EMPLOYEE TURNOVER IN THE ABC APPAREL COMPANY.

Abstract

Employee turnover is a significant concern for organizations worldwide due to its adverse effects on productivity, costs, and overall organizational performance. In recent years, researchers and practitioners have recognized the potential of employee empowerment as a crucial factor in mitigating turnover rates. This study aims to explore the impact of employee empowerment on employee turnover by examining the relationship between empowerment initiatives and turnover intentions, job satisfaction, and organizational commitment. Through a comprehensive literature review, this research identifies various dimensions of employee empowerment, including working environment, training and development opportunities, worklife balance, proper performance evaluation and motivation aspects. The main purpose of this research is an exploration of the impact of employee empowerment as a determinant of the levels of employee turnover in the ABC Apparel Company. The departments of the company had undergone certain considerable issues in turnover within past few years which directly impact on poor organizational employee empowerment. In order to overcome this obstacle, the researcher had specifically identified those workers who were willing to stay with the company through affective, normative, and continuous commitment. As a result, the researcher looked into the relationship between the independent variable and dependent variable. As a result, researcher framed that there is a strong negative relationship between the turnover intention and organizational employee empowerment with company staff. As the negative relationship denotes that actual turnover has an average risk to the company as most employees in this company remains in the organization due to continuous empowerment. The majority of employees believe that staying in this organization at this time is necessary since they are currently unable to quite due to personal issues, even though they would like to. But they are with the intention of leaving. Baby boomers in the company retain mostly with affective empowerment. Therefore, this category has a strong sense of belonging to their organization. The practical implications of this research are significant. By demonstrating the positive impact of employee empowerment on turnover-related outcomes, organizations can make informed decisions when designing and implementing empowerment initiatives. This research can guide human resource managers and organizational leaders in creating supportive environments that6 foster employee empowerment, leading to increased job satisfaction, higher organizational commitment, and ultimately, reduced turnover. The above mentioned factual data were gained by analyzing the responds which were taken via constructed questionnaire. Using information from the literature research and corporate data, the questions were created. The questionnaire was shared with all four departments. After using SPSS statistics to calculate the data collected, the researcher was able to determine the effects of low employee empowerment and the relationship between the variables described in Chapter 01. As a result, the researcher chose organizational employee empowerment and turnover intention as the major research areas to focus on in order to draw conclusions from the findings. In conclusion, this research aims to provide a comprehensive analysis of the impact of employee empowerment on employee turnover. By addressing gaps in the current literature and combining quantitative methods, this study seeks to generate valuable insights that can inform organizational practices and contribute to the overall well-being and effectiveness of employees and organizations alike.