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Florida Sun Companies Causation of Attrition

Baroness Thompson
PSY320 Industrial Organizational Psychology
Marian Orr
March 9, 2008
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Florida Sun Companies Causation of Attrition

Florida Sun Companies has a very high Attrition rate. New employees are trained to

replace unsatisfied previous employees. The empirical research study suggests employees leave

after filling complaints about their supervisors.

Archived Data

I gave a recent survey on the satisfaction of employees and the thoughts about their

supervisors. Old surveys and questioners were used to compare employee’s thoughts. The type

of data collection technique that I used was Archived data. This data was used to determine

employee’s thoughts abut their relationship with their supervisors. The variances with their

thoughts suggest the following.

Hypothesis

Employees quit at an alarming rate. When they have little to no relationship with their

supervisor. Archive data showed complaints by employees, with disarray regarding their

supervisors. Attrition records were a very affective source of attrition history. They made

complaints and eventually quit. Employees that are unhappy with their supervisors quit. The rise

in attrition after complaints were received was accounted for a lack of satisfaction about current

supervisors... The high percentage in the variance of unsatisfied employees suggests the

correlation. From the Meta-analysis important data was correlated. As depression increases,

then, self-esteem tends to decrease. The sign in front of the ‘r’ represents the direction of a

correlation.

Correlations in Archive and Current Surveys

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The direct relationship between unsatisfied employees has caused attrition. Employees

make complaints this is an important signal for Human Resource department to addresses

employees issues. The two variables move in the same direction, either both moving up or both

moving down. Often, correlations of .4 or .5 are considered to be strong. Measuring job

satisfaction, ensure you measure all the aspects of job satisfaction, not just the satisfaction with

the employers.

A correlation is a moderate, positive correlation (r = 0.4) between one of the independent

variables — satisfaction with one’s supervisor — and the likelihood of leaving the organization.

The variance in “likelihood of leaving the organization” is accounted for by satisfaction with the

supervisor? The coefficient is used to represent this relationship and is often abbreviated with the

letter ‘r.’ Also –1.0 and +1.0 and provides two important pieces of information regarding the

relationship. Intensity refers to the strength of the relationship and is expressed as a number

between zero (meaning no correlation) and one (meaning a perfect correlation). These two

extremes are rare as most correlations fall somewhere in between.

Inclosing, the correlation between the unsatisfied employees and attrition suggest

employees leave if the are unsatisfied. Surveys and questioners can be used to help Human

Resources find a link between the variances. The company should spend money of helping

employees establish better relationships with their supervisors. The company should talk with

supervisors, if employees are unsatisfied with their supervisor’s performance. This would help all

employees and the company supervisors. The company has to address problems internality.
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References:

Levy, Paul E. (2006). Industrial/ Organizational Psychology: Understanding the

Workplace. Boston, MA: Houghton Mifflin Company

http://allpsych.com/researchmethods/correlation.html

http://myeclassonline.com/ec/crs/default
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References:

Levy, Paul E. (2006). Industrial/ Organizational Psychology: Understanding the

Workplace. Boston, MA: Houghton Mifflin Company

http://allpsych.com/researchmethods/correlation.html

http://myeclassonline.com/ec/crs/default