Voluntary Turnover: Job Characteristics and Employees' Decision to Leave

Abstract

Previous findings suggest that voluntary turnover is related to unpleasant job characteristics. While most studies focus on intention to quit, the present study will try to measure actual turnover. The relationship between lack of growth opportunity, unacceptable work environment, pay inequality, disrespectful treatment, job not as described, and voluntary turnover was analyzed. It was hypothesized that voluntary turnover increases when unpleasant job characteristics are present. A survey which included demographics and measurements of the constructs through a researcher developed Likert Scale was utilized. The sample was predominantly White (52%) and (31%) Hispanic, employed (74%) in an entry level position (50%) with a bachelor degree (38%). There was greater representation of women (58%), married (48%) and without children (68%). A significant difference was found between Hispanics and Whites in their preferences to leave a job when the jobs were not as described, lack of promotion existed, pay inequity was perceived, and the environment was not accepting. There was no significant difference observed between male and female preferences except for the work environment. Having quit from a job previously did not influence people to quit again. It was found that individuals in middle management positions are highly concerned about the pay. The research results support the idea that people will look for other jobs when some negative job characteristics are present, although this does not apply to everyone.