Push factors effect on voluntary external labor turnover intention in apparel industry Katunayaka Export Processing Zone
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Date
2015
Journal Title
Journal ISSN
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Publisher
Uva Wellassa University of Sri Lanka
Abstract
Employees’ turnover is a much studied phenomenon in human resource management (Khatri et
al. 2003) but there is no standard reason why people leave organizations. The term “turnover” is
defined by Yasir in (2001) as the ratio of the number of organizational members who have left
during the period being considered divided by the average number of people in that organization
during the period. Employees’ turnover intention is different from Employees’ turnover. Labour
turnover intention is mental decision of an individual toward the decision of continue or leave the
job (Meyer et al, 2001). Turnover intentions are the instant connection to turnover behavior
(Benedict et al, 2007). As a result of the turnover intention at the end it can be seen labor
turnover. Voluntary external labor turnover intention is employee own intention to quit from the
job as well as from the organization. But there is no standard reason why people leave
organization. Those factors basically can be divided as push factors and full factors (Ali Shah et
al., 2010). Push factors are controlled factors because those factors are internal and can be
controlled by organizations. According to Vuipoh (2002), firm can control push factors. In
addition to that push factors can be defined as aspects that push the employees towards the exit
door such as salary, benefits and facilities; size of organization, job satisfaction, job stress, and
organizational commitment (Ali Shah et al., 2010). Further it has broadly divided push factors
called organizational factors, attitude factors, and organizational commitment. This research
conduct to find solutions for following three research questions such as What is the relationship
between push factors and voluntary external labor turnover intention?, What is the impact of push
factors on voluntary external labor turnover intention?, What are the suggestions provide by
employees to maintain voluntary external labor turnover intention? Researcher aim to achieve
following research objectives respectively to identify the relationship between push factors and
voluntary external labor turnover intention, to identify the impact of push factors on voluntary
external labor turnover intention, to identify the suggestions provide by employees to maintain
voluntary external labor turnover intention.
Methodology
The population of this study was operational level employees work in apparel related firms which
have registered in Sri Lanka Board of Investment (BOI) within Katunayake Export Processing
Zone (KEPZ). The aim was to study best three companies within population. Those best three
companies select based on Sri Lanka BOI annual report, 2012. Finally select 30 operational level
employees from each company have been selected which accounts for 90 operational level
employees. Primary data is collected through self-administered questionnaires. Further Cronbach
Alpha reliability test was employed to assess the validity of the questionnaire. Thus, employee
turnover intention was measured by using self developed questionnaire based on Ali Shah et
al.,(2010) The questionnaire items to measure turnover intention developed by the researcher
have shown a reliability level of 0.808 confirming that these levels are exceeding the general
acceptable level. Hence, it is suitable for the further processing. In addition, Interview techniques
use to gather deeper information of employees relevant to research objectives. Data were
analyzed by using descriptive analysis, correlation coefficients analysis, and regression analysis.
Results and Discussion
The researcher measure relationship between turnover intention and push factors. Push factors
categorized basically three parts such as Organization factors (Pay, Benefit, and Organizational
justice), Attitude factors (Job satisfaction, and Stress), and Organization commitment (Affective
commitment, Continues commitment, and Normative commitment) according to the research
findings Correlation between push factors and turnover intention
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Keywords
Management, Human Resource Management, Entrepreneurship, Entrepreneurship and management, Apparel Industry in Sri Lanka, Apparel Industry