Evaluating the Extrinsic Factors Related to Employees’ Intention to Leave an Organization
Organizations strive to monitor and reduce employees’ turnover. A correlational study was conducted to identify causes of employee turnover intention by hypothesizing that the five extrinsic factors; reward & benefits, job security, workplace environment, management style and alternate job opportunities were significantly correlated to turnover intention. The sample of 100 employees (non-executives/operatives) working in sugar mills at Badin district of Pakistan was selected randomly and data were collected using closed-ended questionnaire. The data were analyzed using SPSS in terms of Descriptive Statistics, Chi Square and Pearson Correlation. There was a strong correlation of turnover intention with reward & benefits, while moderate correlation with alternate job opportunities and workplace environment. A weak correlation of turnover intention was found with job security and an insignificant correlation with management style. Management of the mills should control the factors that create turnover intention. Whereas creation of job opportunities will improve employees’ bargaining power.