THE IMPACT OF JOB SATISFACTION ON EMPLOYEE INTENTION TO REMAIN IN AN ORGANIZATION

Abstract

The domain, Human Resources is a critical area in every organization globally. In this regard, turnover intention, enhancing retention and factors influencing them are dominant research areas. But within the selected context (ABC Company), it does not provide an adequate background on the current labour force issue: turnover. However, it clearly shows that the staff within ABC Company have left the organization within short periods. Hence a vacuum of knowledge gap was identified on a problematic area within the organization. This was a reason to investigate reasons for this due to the level of satisfaction of employees and whether job satisfaction influences them to retain or leave the company and the impact generated through Job Satisfaction. In achieving these objectives, a quantitative methodology was employed with self-administered questionnaires. The sample of the study was selected based on the simple random sampling approach and consisted of 75 employees but based on the response rate, the final sample was limited to 68 QAT level employees. Analysis was done using SPSS 21.0 and MS Excel 2016. To answer the research questions, regression analysis and the correlation of variables were employed. Findings show that there is a significant impact of job satisfaction on employee intention to remain within the company. From the dimensions used within the study, only salary and work environment were considered as significant variables and the rest, career development and supervision were considered as insignificant variables with a negative impact within the considered sample. This research contributes to the existing literature as it modifies/ redefines the dimensions of job satisfaction and has created new knowledge within the selected company as this was the first time that this subject has been researched within the company. In discussing policy implementations, the way in which the HR department should react on reducing employee turnover intention and enhancing employee intention of retaining was suggested.