Analysis of Factors Affecting Employee Turnover at Sun Island Resort

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Job satisfaction (satisfaction with pay, satisfaction with nature of work, and satisfaction with supervision), organizational commitment, and organizational justice (distributive and procedural) are the controllable factors in our framework. We term them controllable factors in that organizations have control over them. The relationship between job satisfaction and turnover is one of the most thoroughly investigated topics in the turnover literature. Many studies report a consistent and negative relationship between job satisfaction and turnover (e.g., Cotton & Tuttle, 1986; Arnold & Feldman, 1982; Bluedorn, 1982; Mobley, 1982; Price, 1977, and many others), as dissatisfied employees are more likely to leave an organization than satisfied ones.

Turnover studies in Singapore that supported the negative relationship between job satisfaction and turnover include (Lam et al., 1995), (Koh & Goh, 1995), and (Aryee et al., 1991). Although past research suggests a stable negative relationship between job satisfaction and turnover, job satisfaction alone has been found to account for small percentage of the total variance in a turnover model – less than 15% (Blau & Boal, 1989).

The common perception or misperception also Singapore companies, especially among human resource managers, is that labor shortage and resulting employee attitudes are two of the most important factors causing high employee turnover (Debrah, 1993; 1994; Cheng & Brown, 1998; Koh & Goh, 1995). The argument is that since there is a labor shortage, employees have plenty of jobs available. Consequently, they can afford to switch jobs for a few extra dollars. Many employees are believed to job-hop for no reason or even for fun. For example, an employee changes his or her job because some of his or her friends or relatives have done so.

I order to prevent employee turnover it is first essential for the organization to understand the causes of employee turnover. Heathfield(2016) identified few reason for increasing level of employee turnover. Those are ; (1) shifting from one location to another with spouses ,(2) family responsibilities ,and (3) to fulfil the dream of further study. And also , according to HR Zone(2014) employee turnover may increase due one of the following reason; (1) lack of career vision , (2) salary scale,(3) work environment,(4) growth policy, and (5) no employee engagement in decision making process. According to Reynolds(2017) employee may also leave the company due to one of the following reason. Those are ; (1) Too much pressure,(2) discrimination among team members, (3) salary scale,(4) Organizational culture,(5) leadership style,(6)lack of career development opportunity, and (7) lack of appreciation from management.

Thus, it is responsibility of human resources manager , human resources team , and also team leaders responsibility to determine significant reason for employee turnover in their team. Once those factors are identified they should make strategies to tackle those factors and possibly reduce the level of employee turnover in the organization.

CHAPTER FOUR

4.0 Research Methodology

In this chapter of the report discuss regarding overall structure of research project as well as methods and techniques utilized for data collection, sample, and sampling technique utilized in this research study. Methodology, research design, target population, sampling frame, sample, data collection and data collection techniques.

4.1 Research design

This research project is based on case study approach. A case study is a research methodology used to understand what has been utilized in the past, what has been successful and what might be an issue for a certain topic. Case study method helps researchers to present finding in descriptive and detailed data (Crowe, et al., 2011).This is a suitable method for this research project because it will identify the models have been used in the past and what is most suitable for this topic and research problem.

4.2 Methodology

The methodology used in this research study is the quantitative approach. The reason I decide to use quantitative approach on this research study is because , this approach allows me to examine the relationship between the two variables. The data can be used to look for cause and effect relationships. Therefore, it can be used make prediction. Quantitative approach also allows me to present finding as numeric figures and statistics which makes easier for readers to understand results rather than reading the whole report (DeVault, 2017).

4.3 Target population

Target population for this study is employees currently working at Sun Island Resort and Spa. There are approximately over 600 employees working in various departments of the resorts including front office, food and beverage, housekeeping, spa, engineering, accounting & finance, sales & marketing, kitchen, and transport.

4.4 Sampling frame & sample

Sampling frame I used for this study is employee who at least served one year to the company. The sampling method used in this research study is cluster sampling. Hence, the total target population was divided into different clusters and amongst and the final sample was selected using simple random sampling methodology. Total sample used for this research was 30 employees currently working in various departments at Sun Island Resort and Spa.

4.5 Data collection

Data collection is a process of gathering and measuring information for targeted variables or subject in a systematic way. Data gathered from this process will be utilized to answer research questions (University of Twente, 2017).

4.6 Primary data collection

Primary data are data which are collected only for a specific purpose. Primary data is collected using the instrument specially developed for the purpose of this study. Primary gathered for this study will be analyzed to provide empirical evidence to my findings.

4.6.1 Questionnaire

A fully structured questionnaire containing total 10 questions will be used in survey. The question will contain total 2 sections. Section one is demographics of participants and section two is for factors affecting employee turnover. The questionnaire will contain multiple choice questions and Likert scale questions.

4.6.2 Survey

A survey is carried