The paper "Employee Turnover" is an outstanding example of a management literature review. The problem has transcended decades, and up to the present 21st-century organizations have not established proper ways to tackle the issue. Also, Steel (2002) defines the term employee turnover as the rate at which organizations tend to gain or lose their employees. In fact, it is divided into two major subdivisions which are voluntary and involuntary turnover. Although employee turnover is inclined towards the negative aspect, it also has some positivity. In fact, it leads to the booster of new talent into the organization, the ejection of poor performers and the increase of new opportunities.
However, according to Goldberg (1990), there have been negative aspects of facing organizations. These include added costs like extra staff training on new talent, extra pay on promoted staff and other work setting dynamics, for instance, increasing working unit size. Therefore, all these negative aspects have led to a drastic drop in the organization’ s level of productivity and reputation. In addition, employee turnover has increased in the 21st century as a result of immense organizational competition and the advancement in technology.
According to Porter & Stress (1973), four factors that affect employee turnover include organization issues, job-related, personal and eventually the work environment. There has been much research that has been on the effect of job dissatisfaction on employee turnover but minimal research on the effect of personality on employee turnover. To emphasize, this point, Spector (1997) stated that “ Although many traits have been shown to correlate significantly with job satisfaction, most research with personality has done little more than demonstrating relations without offering a much theoretical explanation. ” The factors proposed are general factors that affect most organizations from an external perspective.
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