The paper will present research on the impact of job satisfaction on employee turnover in the ICT industry in African countries. Job satisfaction is inversely related to employee turnover rates in the ICT Industry in Africa. A low employee turnover rate is highly associated with increased performance and overall organizational productivity. Some key factors that contribute to employee satisfaction include high or fair compensation, good working conditions, Job security, opportunity for career growth and good working relationships with colleagues and supervisors. Similarly, job satisfaction leads to a lack of motivation, negative attitudes and reduced performance, which contributes to negative organizational performance (Tianrui, 2022). As a result, the research will utilize a mixed approach to explore the available research to show a positive relationship between job satisfaction and employee retention.
Employee turnover is a global concern that, if not handled well, can harm the efficiency and productivity of an organization in a given industry. The high turnover rate of employees critically affects the ICT industry in African countries because of the limited resources. Hence, effective retention strategies require explicit identification of the workplace variables that determine employees’ decision to stay in or leave their organization.
Evidence suggests that high turnover of employees in the ICT industry leads to different negative impacts, which include decreased motivation, minimized customer service levels, reduced efficiency and poor performance. The residual workers can also be affected by longer shifts, heavier workloads and job stress, leading to over-tiredness and further turnover. Employee turnover can also adversely impact the economy of the organizations in the ICT industry through increased separation and recruitment costs. High employee turnover rate is a significant problem worldwide, especially in developing countries, particularly in Africa, which is contributed by reduced job satisfaction. Employee turnover rate in the ICT industry is among the highest, highly associated with reduced or lack of job satisfaction among the employees.
The study assesses the relationship between job satisfaction and turnover intention among employees in the ICT industry in Africa. Employee turnover entails the proportion of workers that had to be replaced in a given period to an average number of employees and is generally viewed as the movement of workers out of an organization. Turnover among employees can be either voluntary, when an individual quits their job at their own request, or involuntary, defined as the company initiating the turnover. Turnover is preceded by turnover intention, which entails the conscious and deliberate willfulness to leave the organization. As the turnover intention increases, actual turnover is also expected to increase. Thus, the turnover intention has been acknowledged as an excellent indicator of turnover rates.
Previous studies have identified an array of factors associated with nurse turnover intention. However, many studies have focused on work-related factors such as high job demand, perceived autonomy at work, support from superiors or peers, and job satisfaction. According to the turnover theory by Hom et al. (2019), turnover intention starts with job dissatisfaction among the workforce, which forces them to search for substitute work. In addition, the dynamic modelling of turnover processes with the consideration of time or changes in job satisfaction (Hom et al., 2019). Ismael & Shehada (2020) also concluded that the work satisfaction of ICT employees could be affected by several contributing factors, such as employees’ intra-personal, interpersonal, and extra-personal relationships. Job satisfaction of early-career employees is defined as the psychological and physiological aspects of employees’ subjective responses to the working environment (Ismael & Shehada, 2020). Many studies showed that the decision of employees to stay in or leave their workplace in the ICT sector could be influenced by several factors, which can be organization-related, occupational or professional-related, employee-related factors and exterior-related factors.
Job satisfaction is one of the more skilled turnover factors in the ICT industry in African countries. It is an important area of investigation because it is an antecedent associated with higher job performance, work ethics, higher worker enthusiasm, and less absenteeism, fatigue, and turnover. However, the turnover rate among the workers working in the ICT sector could be reduced by investigating factors affecting their intention to stop working for the ICT companies. The research focused on identifying these factors that might lead to recommendations that could enable organizations in the ICT sector in African countries to retain more nurses and save costs on recruitment, selection, training and placement of the employees. Reducing turnover intention helps improve the quality of ICT services rendered to the client in developing countries. Different retention strategies like business process re-engineering, financing reforms, transfer policy, and performance-based motivation were implemented by different organizations in the ICT to reduce the problem. However, the impact of Job Satisfaction on Employee Turnover in the ICT Industry in Africa still needs to be addressed despite the implementation of the measures.
Many researchers consider turnover a problem and have attempted to answer “what determines an employee’s intention to leave by investigating possible antecedents of an employee’s intention to leave. Several pieces of literature show results that are not consistent and conclusive about the employees in the ICT sector in Africa. Internal motivation, an emotional association of belonging to the organization, and due regard for the organization’s goals are instrumental in fostering the formation of turnover intention. Therefore, despite these relationships, a relatively small empirical study was conducted to investigate the association between job satisfaction and turnover, particularly in Africa. The rationale for conducting this study was that turnover intention is an emerging problem in the ICT industry associated with costs and difficulties technological organizations face in recruiting and retaining proficient employees. Therefore, identifying the factors associated with job leaving and the subsequent reduction in turnover intention may help improve the quality of technical services rendered to the client.
Methodology
Results
Discussion
Job satisfaction is one of the more skilled turnover factors in the ICT industry in African countries. When employees feel content with their workplace and have general satisfaction with their job, they are more likely to be productive, show up to work every day and stay in a position for longer (Tianrui, 2022). However, employees who feel like their professional growth and careers have stagnated are more likely to quit their jobs, contributing to high turnover rates. The turnover rate among the workers working in the ICT sector can be reduced by investigating factors affecting their intention to stop working for the ICT companies. The research focused on identifying these factors that might lead to recommendations that could enable organizations in the ICT sector in African countries to retain more nurses and save costs on recruitment, selection, training and placement of the employees. Therefore, reducing turnover intention helps improve the quality of ICT services rendered to the client in developing countries.
The impact of job satisfaction on employee turnover rate is an important area of investigation because it is an antecedent associated with higher job performance, work ethics, higher worker enthusiasm, and less absenteeism, fatigue, and turnover. Different retention strategies like business process re-engineering, financing reforms, transfer policy, and performance-based motivation were implemented by different organizations in the ICT to reduce the problem. However, the impact of Job Satisfaction on Employee Turnover in the ICT Industry in Africa still needs to be addressed despite the implementation of the measures. Micromanagement, workplace stress, lousy management and other factors responsible for job dissatisfaction are all linked to higher turnover rates in the ICT sector.
Conclusion
Recommendations
References
Hom, P. W., Allen, D. G., & Griffeth, R. W. (2019). Theories of employee turnover. Employee Retention and Turnover, 72–121. https://doi.org/10.4324/9781315145587-4
Ismael, S., & Shehada, M. (2020). The impact of job satisfaction on the turnover rate in the contact centre environment in the Jordanian Labor Market. THE INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION, 6(5), 44–55. https://doi.org/10.18775/ijmsba.1849-5664-5419.2014.65.1006
No comments:
Post a Comment