Академический Документы
Профессиональный Документы
Культура Документы
CHAPTER No 1
INTRODUCTION
This chapter shows a brief introduction of the research, and main objectives of the
research. It also provides the structure of this research paper. It also gives an
introduction to the company under consideration and its journey from its founding
till present. This chapter also highlights the concerned issue that is employee
turnover.
1.1: Background
The research paper is based on investigation of different factor in context with
employee turnover on franchised petroleum industry. The researcher is aim to
highlights those factors which play vital role in employee turnover. The main
focus of this research is on employee turnover.
company was named the shell transport and trading company and registered the
trade mark of mussel shell as it logo in 1897.
General
Manager
Mr. Iqbal and
Mr.
Mr. Surjit
own
13
95
Farooq
Voluntary Turnover
Voluntary turnover may be defined as and individuals decision to leave
there current position and move to another (Niederman, et al., 2006).
There are many reason for voluntary turnover including better career
opportunities, pay, personal and family reason (Robert, et al., 2005).
Voluntary turnover also appear to increase when the size of organization is
larger and organization are less personal.
Involuntary Turnover
Involuntary turnover is defined as turnover which is initiated by the
organization. Involuntary turnover triggered by organization policies work
rules and performance standards are not meat by the employee (Taylor,
2002).
Functional Turnover
Functional turnover is defined as the low performance employee or
disruptive employee leaves. Functional turnover is not negative for the
organization because some work force losses are desirable (Jackson and
Mathis, 2007).
Dysfunctional Turnover
3
Uncontrollable
These reasons are beyond organization control. These include employee
move from geographical region or employee want to stay in the home with
younger childrens or employee is a graduate student (Jackson and Mathis,
2007).
Controllable
These are turnover which can be control by the organizations by giving
employee flexible working environment and give benefits to key
employees (Jackson and Mathis, 2007).
There is no set level of employee turnover that determines us what point turnover
has positive or negative effect on the organization. This effect varies from country
to depend upon the type of labour market we have. When it is relatively easy to
find the alternate employee quickly with low cost than it is possible to sustain the
high quality of service despite of high turnover.
By contrast were skill are short and recruitment is costly and it take several weeks
to fill a vacancy or where the employee has direct relationship with the customer
the turnover is likely to be problematic.
Shell UK franchised industry is a service industry and the employee has direct
relationship with the customer it will take several weeks to fill a vacancy. In
service industry there is always been problem to maintain staff. The ratio of
employee turnover is high in service industry. There researcher been working
there and realize that it really hard for mangers to maintain staff.
In context with franchised industry researcher is planning to carry on research on
wide basis analysing different turnover concepts which have effect on
organization. Researcher believes that this research will contribute to finding the
answer of high turnover rate in service industry.
Chapter 1
Introduction
6
Chapter 2
Chapter 3
Chapter 4
Chapter 5
Chapter 6
Literature review
Methodology
Findings and Analysis
Conclusion and Recommendations
Reflective learning
References
Chapter 2
Literature Review
This chapter will give a brief review of the previous work done on the
phenomenon of employee turnover. Firstly the chapter gives a brief chronological
review of previous studies and after that other dimensions of turnover are
discussed.
Employee turnover is a much studied phenomenon. There is immense literature on
the causes of voluntary/involuntary employee turnover dating back to the 1950s.
For the research point of view it is necessary to have a careful look on the
beginning of the literature on employee turnover. The researcher divided the
research work in three portions:
Turnover research before 1985
Turnover research after 1985 to 1995
Turnover research after 1995 till present date
After that factors that contribute to employee turnover are discussed in detail with
the help of models. Effect of employee turnover on the organization is also
describes and at the end employee retention strategies are characterized.
10
Organizational commitment
Job tension
This model was taken as primary criticism on traditional theories and was
foremost to call it a dynamic process.
In the early 1980s many other researchers work on the factors contributing to
turnover for example Graen, et al. (1982) explored that the quality of leader
member exchange relationship forecast employee turnover, and Pfeffer (1983)
discussed the significance of the demographic fit. During this period researches
tried to explore the cost of turnover, for this they primarily work on the effect of
turnover on two factors that are;
11
Cost
Organizational performance
12
Organizational culture
Group cohesion
Gender composition
13
14
level of job satisfaction cause and employee to quit without consideration .In
general this model focus on the complexity of turnover process and suggest that
future turnover researcher should take in to account the process how people leaves
their job.
Figure 2.5: Unfolding Model of Turnover
Source:
Research
in
Personal
and
Human
Resource
Management
(2009)
(http://www.emeraldinsight.com/books.htm?issn=0742-7301)
16
17
In 1995, a meta-analysis of some 800 turnover studies was conducted by Hom and
Griffeth, which was newly updated (Griffeth, et al., 2000). Their analysis
confirmed some well-established findings on the causes of turnover. These
comprise: job satisfaction, organisational pledge, association of alternatives and
plan to quit. Many other factors were found less effective in withdrawal.
Illustrating from the research work of March and Simons (1958), Trevor (2001)
concluded that movement capital, general job availability, and job satisfaction
concurrently correlate to persuade employee withdrawal. The relationship
between employee turnover and employee turnover intentions was reasonable as it
was also supported by diverse personality behaviours. For example the
relationship was concluded as influential for employees with;
18
Job satisfaction
Turnover
These studies focus on the function of both actual and real opportunities in
elucidating individual withdrawal decisions.
Succeeding studies has showed that actual alternatives are a superior predictor of
individual
withdrawal
than
perceived
opportunities.
Studies
affect
of
intention
relationship
but
not
actual
turnover
(Kirshenbaum & Mano-Negrin, 1999). Further Bortal and Martin (1998) reaveled
that the change of wages from one job to another has an impact on turnover.
19
This study introduced a conceptual model that relate the above mentioned
variables this model is presented in figure 2.8 that highlights the job satisfaction
and job alternatives to the turnover.
20
21
Lack of interest
Frustration at work
Lack of communication
Where author also emphasis on the push factor causing worker turnover.
According to this study the satisfaction of work is very important for any
employee. So, results show that due to the lack of synchronization between many
departments employees affected and they take the decision of quitting job. As this
bonding gap within the company arises resentment among employees that
gradually set the minds of the workers toward leaving the job. This model is
presented in Figure 2.9.
Figure 2.9: Factor Causing Employee Turnover
In this way turn over studies recognizes many factors which contribute towards
staff turnover which are described as follow in detail;
23
24
25
This study reveals that the role of job satisfaction is crucial in determining
employees turnover, in the way as workers tend to leave the job when the level of
their job satisfaction is lowered it is presented in figure 2.12.
Figure 2.12: Employee Turnover Conceptual Framework
Source: Mudor and Tooksoon (2011)
The figure below shows that job satisfaction is one of important factor
contributing employee satisfaction. There is a directly proportional relation
between these two and indirectly proportional relation with turnover. So, if job
satisfaction level is increased it would increase the employee satisfaction level
that in turn would lower the turnover rate.
26
27
This happens because within stable organisations the employees become capable
of predicting their career development.
Thus in this case the factors that make workers to quit job are poor hiring
practices, lack of recognition, lack of competitive compensation system, and toxic
workplace environment (Abassi, et al., 2000).
2.14.10 Unionisation
Martin (2003) looked at the effect of union labours and found clear that unionism
is associated with lower turnover.
29
Findings of many previous studies show that turnover has some significant effects
on organisations (DeMicco and Giridharan, 1987; Dyke and Strick, 1990; Cantrell
and Saranakhsh, 1991; Denvir and Mcmahon, 1992).From the organizations point
of view employee turnover is considered quite expensive.
Employees turnover also have an affects on the customer service and satisfaction
Kemal, et al., (2002). As with the passage of time there becomes a bound between
customers and employees and the experienced employees know their customers
and their needs. In this way it will take a long time for a new employee to reach at
the level customer services and satisfaction provided by previous employee. This
can affect adversely the customer services.
cost as well. However, the direct cost includes staffing, replacement, and
assortment, temporary staff and time administration. Where, the indirect cost
includes self-esteem, stress on remaining staff, training cost, loss of service
quality, and the loss of social capital. According to the author the indirect cost
effect is more significant than the affect of direct cost on the organization.
33
improving performance and the chances of turnover will reduce (Meaghan, et al.,
2002).
35
According to the previous research the employees that are more involved in their
jobs are having higher degree of job satisfaction and are also more devoted to
their work and committed to organization (Blau and Boal, 1989; Brooke and
Price, 1989; Brooke, et al., 1988; Kanungo, 1982). Stidies shows that the job
involvement is negatively related to turnover intentions (Blat and Boal, 1989).
To increase the degree Job involvement the management should, empower the
employees, enrich the jobs and compensate employees appropriately. These
factors together bound the workers to remain committed to the firm and in this
way the chances of quitting jobs are lowered.
Employees turnover in the companies can be reduced if the managers treat their
employees as an important asset for the organization. If strategies are made for
reducing employees turnover then it would be possible for the organization to
carry on in a dynamic environment by taking care of their workers. As for any
organization the workers are the backbone and for the success of a company the
workers need to be motivated and maintained in the company. This is really
important for a firm to make it globally competitive especially with respect to the
provision of quality products and services to the customers. (Ongori, 2007)
36
Chapter 3
Research Methodology
The purpose of this chapter is to explain the procedure and structure involves
involve in the data collection of the primary data of this dissertation and show the
readers the steps involved in conducting the research. This chapter provides the
thorough understanding of the specific methodology applied for this study. In
addition the researcher discusses the research philosophies, approaches, ethics and
strategies implemented in this research.
Aaker, Kumar and Day, 1997 defined methodology as collecting, interpreting
and analyzing of data for research purpose.
According to Dr. C. R. Kothari Research methodology is a way to systematically
solve the research problem, it may be understood as a science of studying how
research is done scientifically. Every research analysis faces choosing the most
suitable methodology to meet its research objectives. The choosing the best
methodology depends upon the resources along with other variables.
37
3.1.1 Pragmatism
Pragmatism argues that the most important determent of philosophy you adopt is
research questions.-one may be more appropriate than the other for answering
particular question (Saunders, 2009).
Tashakkori and Teddlei (1998) contended that pragmatism is naturally appealing
largely because it avoids the researchers engaging in what they see rather than
pointless debates as such concept as truth and reality.
3.1.2 Positivism
Positivism has been described as the natural science model of a social research
(lee, 1994). The belief, shared by most scientist that there is a reality that exists
38
quite apart from our own perception of it, that it can be understood through
observations, and that if follow general laws. Researchers prefer to work along
with observable reality that end product of this reality is similar to those produce
by the physical and natural scientist (Remeneyi, et al., 1998:32). It is frequently
advocated that the positivism researcher will be likely to used highly structured
methodology to facilitate replication (Gill and Johnson 1997) and quantifiable
observations that lend themselves to statistical analysis.
Another important component of positivism approach is that the researchers can
go as far as possible in a value free way (Saunders, 2007).
3.1.3: Interpretive
This philosophy is described by Hatch and Cunliffe (2006) as anti-positivist and
by Blaikie (1993) as post-positivist since it is contended that there is a primary
difference between the subject matters of natural and social science.
The belief that reality is socially constructed and that the goal of social scientist is
to understand what meaning people give to the reality. Interpretivism philosophy
is that researcher has to adopt empathetic stance. The strongest argument the
Interpretivism can mount is to understand the details of the situation to understand
the reality (Remenyi, et al., 1998:35). Interpretivism is useful in case of business
and management research particularly in field of marketing organizational
behaviour and human resource management. Researcher also follows this
approach as it best explores the issue under consideration.
3.1.4: Realism
Realism is philosophy which relates to scientific enquiry .Realism is based on the
belief that a reality exists that is independent of human thoughts and beliefs. The
philosophy or realism is that the reality is quite independent of mind in this sense
realism in opposed of idealism. There are two types of realism;
39
40
Deductive Approach
Inductive Approach
41
43
3.6: Survey
A survey is positivistic methodology where a sample is drawn from a population.
Survey is a procedure to obtain data for research (Willem, et al., 2007). Survey
methodology seeks to find out the principles about the design, analysing and cost
linked to the survey (Robert, et al., 2009) the survey can be anything which we
receive in term of feedback.
Survey provides the information about the customers preferences and ideas about
something. The type of survey depends upon the type of population investigated.
44
These types include face to face, telephonic survey, internet survey and paper
based survey.
The researcher chooses face to face survey because it offers numerous advantages
over other techniques. It offers an effective means of accessing target respondents.
It is easy to conduct survey when sample size is small. Also, the questionnaire can
be filled out at the convenience of the respondent since there is no interviewer and
interviewer error or bias is eliminated.
3.7.1: Sampling
A sample is subset of the population and should represent the main interest of the
study (Jill hussy and Roger Hussey 1988). The organization of fewer people is
very easy to collected (Saunders, et al., 2009). The survey strategy allows you to
collect quantitative data it is popular and commonly used strategy in business and
45
management research. There are two sample techniques available for the
researcher to carry on researcher:
Sample frame
46
The sample frame is a group of people who have to be selected and given
the sampling approach. Sample can be representative only when the
Selection of appropriate
method
Determine the population
size
Collection of data from the
samples
Source: Based on Churchill and lacobucci ,s Research (2002).
47
3.8: Questionnaire
A questionnaire is predetermined set of questions designed to capture data from
the respondent (Joseph, et al., 2007). It develops the structure to measure the
different characteristics of the people organization. According to Aaker, et al.,
1997 questionnaire should be designed by keeping the research objectives in mind
and there are no predefined rule how to develop a good questionnaire.
between 70-75 %. The researcher can assumed that by using this method assumed
accuracy rate can makes data more authentic and reliable. Researcher kept this
point in mind while delivering the questionnaire face to face. Researcher designed
the questionnaire in such a way that, respondent gave answers very quickly.
Questionnaire was easy to understand and respondent had no difficulty at all to
answers the questions.
the respondents.
Central tendency is the reluctance of respondents to use extreme positions.
Pattern answering is related with respondents falls in to routine of ticking
box in a pattern
The researcher will use close ended questionnaire for this research and these
questionnaire has been distributed among 16 non managerial employees. The
researcher had already been agreed with the staff to full out this questionnaire to
get accurate result of this research.
49
3.9.1: Validity
Validity is concerned with the finding are really about what they appear to be
about (Saunders 2009) .Robson 2002 identify threats to validity:
History
The data the researcher is accessing is out of data or collected long time ago.
Testing
If the organization believes that the finding of the research damage them it can
effect t result.
The reliability and validity are the function of the method which the data were
collected and source. Dochartaigh (2002) refer to this as assessing the authority or
reputation of the source.
50
by using different methods to insure that the researcher will show the true and
accurate situation of the research.
Survey data collected from large organizations market reports and government
agencies are likely to be reliable and trust worthy. The existing of this data
depends upon credibility of the organization.
3.11: Ethics
Ethics is defined by the as the moral principal governing and influencing conduct
or the branch of knowledge concerned with the moral principal (Soanes &
Stevenson, 2004). For researcher ethics can be defined as a moral stance that
involves respect and protection for the people actively consenting to be studied
(Payne & Payne 2004). There are many ethical principal in my research which
researcher will try his utmost to obey .these are
3.11.2: Plagiarism
Plagiarism is considered with the worst possible sins in academic research
.plagiarism is defined as the deliberately copy someone else work without
acknowledge it. The researcher will follow the plagiarism rules and regulations
which are set by the liver pool John Moors University. Researcher will guard
himself against plagiarism by ensuring that all the data and information used in
this study is properly referenced.
3.11.4: Confidentiality
As there been the involvement of questionnaire and survey in my research
sensitive details like personal information researcher will undertake to ensure the
privacy and confidentiality of these persons. From the beginning of the research
researcher informed the concerning employee about research objectives and later
on about the findings of the research work.
52
Chapter 4
Finding and Analysis
When this research was design it had number of objectives these objectives are
outlined in chapter number one. To meet these objectives researcher handed
questionnaire to 16 non managerial employees and response rate was 100% which
was unusually higher for the management research this was due to the researcher
excellent relationship with the managerial and non managerial staff. Researcher
conducted the semi structure interview with the supervisor and HR manager of the
select service station.
The finding section was configured to meet the objectives therefore the finding
uncovered from the questionnaire and semi structured interviews are presented
together in relevant sections.
Question No. 1:
1. What is your gender?
Male
Female
14
53
Question No 2:
2. Please tick your age group
18-29
30-39
40-49
50-59
60+
54
Supervisor
Customer
Cleaner
services
Security
guard
assistant
2
12
55
56
Question No 4: Question 4 is designed to find out the job type of the employee
(See Appendix I).
4:What is your type of employment
Part time
Full time
10
57
10
1year-
5year-
10year-
16year-
3year
10year
15year
20year
58
Disagree
No opinion
disagree
7
Strongly
agree
agree
4
59
The researcher find out the most of the employee in the organization had the
intention to quit as relationship between turnover and intention to quiet is constant
(Mobley, et al., 1979).
Disagree
No opinion
disagree
1
Strongly
agree
agree
2
60
Question No 8: This question is design to find out the pay structure of the
organization (See Appendix I).
8: Do you feel you are fairly paid for the work you do
Strongly disagreed
disagree No opinion
Strongly agree
Agree
11
61
Disagree
No opinion
disagreed
0
Strongly
Agree
Agree
2
having no opinion, 7 employees are those who are agree with the statement that
organization keep its promises and commitments, and also 4 employees are
strongly agreed with the given statement.
Question No 10: Question 10 is sought to find out what the employee feel
about their job security in the organization (See Appendix I).
10: Do you feel that your job is secure?
Strongly
disagree
disagreed
7
No
Strongly
opinion
agree
Agree
63
This question was designed to find out the effect of the environment on the
employees (See Appendix I).
Disagree
Disagree
5
No
Strongly
Opinion
agree
Agree
Frequency
Series1
2
1
0
Strongly Disagree
No
Disagree
Opinion
Agree
Strongly
Agree
Responses
64
Disagree
No Opinion
Agree
Strongly Agree
65
company should pay serious attention toward this factor. The research reveals that
the numbers of workers who do not intend to stay in the organization in the future
are higher than those who are willing to stay in the organization. Many previous
studies have also highlighted this issue as Lee and Mitchell in 1994 and Mobley,
et al. in 1979. So, this unwillingness to stay with organization also increases the
rate of turnover for the franchised industry.
Another reason behind this factor is that if a person is not getting up to his or her
performances then they tend to leave the job due to inappropriate pay system
Griffeth, et al. in 2000 also highlighted the same issue. However overall the
employees of selected company are happy with what they get.
This factor is also interlinked with motivation factors as when employees are not
paid up to their performance and efforts then the workers are no more motivated
toward their job. So companies should pay attention toward this factor also.
The job security is negatively related with the turnover rate. The result of this
study reveals that most of the employees have the issue of job insecurity in the
organization. So this increased job insecurity may tend to increase turnover rate
for the franchise company.
appreciate their work. In this way those workers were not seem to be happy with
manager role and showed a positive trend toward leaving the job.
(William G. Blis)
Employee Turnover may turn into high cost for the organization. This cost can be
in many forms; few considerable costs that arise due to the employee turnover are
described below;
70
knowledge and experience about the organizations operations and relations that
comes only with time. Employee turnover also have a negative effect on the other
staff as if the existing employee gets a better opportunity then his/her colleagues
are also motivated to leave the organization(William G. Blis). As few respondents
reveal during interviews that my colleague find a better job elsewhere and I am
also try for good one.
Resultantly high turnover rates depict instability in the organization along with
poor management system. All these direct and indirect costs results in lowering
the profit margin of the company. So a good company should take care of its
employees and make employee retention strategies. Now the study moves toward
explaining the relation between employee turnover rates and retention strategies.
72
In this approach the employees are treated as a commodity that can be measured.
In this Human capital is thought to be managed as other inputs like machinery,
plants, land, Building.
Shell has adapted hard approach due to which its turnover rate has increased. In
the next chapter researcher will give the way to sort out these problem
73
Chapter 5
Conclusion and recommendations
5.1: Recommendation
Instead of a nominal section for recommendations, the researcher has opted to
give this area more significant coverage; this is on the basis that improving
turnover and development of retention policies was a major goal of this research
and a distinct objective. The previous sections have identified numerous problems
which are evident in select service station. On the basis of these the following
changes are recommended.
74
75
regarding their pay structure and incentives which will result in employees to stay
within the organization.
5.2: Conclusion
This chapter draws conclusion and give further recommendation on what was
define in previous chapters. This research conducted has few objectives these
objectives are:
To investigate factors involve in turnover in franchised industry?
To analyse the Effect of turnover on the franchised industry
To find out the relationship between employee turnover and retention strategies
To provide recommendation for improvement and controlling turnover
There researcher feels that during this researcher these objectives are satisfied and
shell franchised industry found to be inconsistent. Numerous problems have been
identified in this research.
The result of research shows that the age of employee has the inverse relationship
with the turnover the younger the employee more its chances to quiet this result
are consistent with the previous studies (Mobley 1982). The most of employee of
the select service station is younger and they management need to balance the
distribution of the employees.
Several problems have been identified by the researcher in select service stations.
Employment related dissatisfaction factors are very high in the organization.
76
Select service employees thinks thats the they are not sure about their future in
the organization and job related discomfort like pressure of work ,customer
handling ,role of supervisor are major reason for employee to be quit.
The practical use of this dissertation is that the research will be initially forwarded
to the HR Manager of select service station, with the knowledge that the HR
Manager will support some of the changes/recommendations discussed in the
previous section. It is also hoped that the Hr Manager will support/ agree with
these to the extent that this research will be forwarded to the senior personnel at
board level, so many of the important findings can be discussed at the highest
level; after initial discussion with the Hr Manager the likely outcome is that board
directors will want to conduct similar research at other franchised stations, to see
whether they will come out similar. Should this be the case, it may result in the
immediate changes that the researcher has recommended in the previous chapter.
5.2.1: Limitations
The limitations of this dissertation are a cause of the small sample size that was
adapted to make it practicable; the research focused on the select service station,
which has a total of 70 employees. The Shell UK LTD has in excess of 1000
stations and 30000 employees across UK. Time limitations and the fact that the
researcher had a good relationship with the select service station, meant that it was
only that select service station was seen as appropriate for research; this also
assured the full set of data which would make this research possible. The
researcher had hoped and still positive for a practical use of this study; this is
difficult from just this study alone, although it does provide use to a certain
degree; it was established that the turnover, including all aspects such as reasons
measures and effects, itself is the same across all stations. So in a sense we can
guess at a similar outcome across other stations; however, the study method of this
research, which heavily focused on asking employees means that results may
differ across other stations. For full practical use of this study and its findings,
would therefore require it to be repeated at other stations, for further research.
77
78
Chapter 6
Reflective learning
Reflective learning is an activity that lets the individual to explore its potential and
his experience in order to lead to a new understanding of what he has done and
how he can learn from it. The term Reflective Learning is all about learning and
thinking. It is to reflect in order to learn something, or learn as a result of
reflecting. Reflective learning is the expression of some of the mental processes of
reflection. Other forms of expressing reflection are in speech, in film, in graphic
portrayal, music etc.
According to Moon, 1999 reflective writing usually have a purpose. It usually
involves the sorting out of bits of knowledge, ideas, feelings, awareness of what
you have learned how you behaved and so on. It could be seen as a melting pot
into which you put a number of thoughts, feelings, other forms of awareness, and
perhaps new information. All information that is perceived via the senses passes
through three processors that encode it as linguistic, nonlinguistic, or affective
representations. For example, if you go to a football game for the first time you
encode information linguistically such as rules; retain mental images non
linguistically, such as mental images of the players positioning themselves and
then getting set (pose); and finally, you have various sensations which are encoded
affectively, such as the excitement during a touchdown. Each representation can
be thought of as a record that is encoded and then filed away.
Reflection is a term used in two ways: Firstly, in a general sense, as being
synonymous with thinking and deliberating; and secondly, in a specific sense, as
being the recollection of past experiences and mental states by retrospection, i.e.
looking back. Quinn, 2000
Reflection has a role in:
academic and non-academic learning
self development
79
critical review
considering our own processes of mental functioning
decision-making
emancipation and empowerment
There are different learning styles to follow.
81
self directed work assignments all help the learner. The learner likes to see
everything and determine his own criteria for the relevance of the materials.
reason was time and resources to cover the wide research on this topic, but in spite
of these entire limitations researcher tried hard to get the conclusion. My
supervisor and friends encourage me to complete the dissertation in given time.
When researcher started gathering secondary data the biggest and the most
important task for me was the validity of data. Researcher spends loads of hours
in the library and on the internet to get the latest and updated relevant literature
reviews and news. There was a point when researcher was stuck because there are
huge amount of data available and researcher was confused which one is relevant
and which one is irrelevant this problem was overcome with the advices of my
supervisor.
Although the employee of the organization was agreed with the researcher to
carry on research but it was very difficult to arrange the meeting with the
employee and fill out the survey questionnaire. Although researcher decided to do
survey research by using the questionnaires it seems very easy task in starting but
it gather the employee give them questionnaire ,collect them again for analysis
purpose it was difficult task for the researcher. To collect the questionnaire
involves lot of travelling which helps to observe the working condition of
different franchises and to meet the different peoples and that was awesome
experience.
In terms of gaining knowledge, leaning time management and research skills
researcher reckon my dissertation work as highly productive for my professional
career.
Overall as a researcher my research work considers a good skill to implement in
my future life. I have learned from my mistakes which I think is my biggest
achievement in this dissertation. This is my general advice to everyone that
always gives importance to seniors advice if you want to be successful in your
life.
83
References
84
Basta. N. and Johnson. E. (1989) ChEs are Back in High Demand, Chem.
Eng, 96 (8), 22-29.
85
86
Firth. L., Mellor. D. J., Moore. K. A. and Loquet. C. (2004), How can
managers reduce employee intention to quit?, Journal of Managerial
Psychology, 19(2),170-187.
Firth. L., Mellor. J. D., Kathleen. A. M. and Claude. L. (2007) how can
Managers Reduce Employee Intention to Quit? Journal Managerial
Psychology, 19(2), 170-187.
Hogan. J. J. (1992) Turnover and What to do about it, The Cornell HRA
Quarterly, 33(1), 40-45.
Kramer. M. W., Callister. R. R. and Turban. D. B. (1995) InformationReceiving and Information-giving during Job Transitions. West. Journal of
Commun, (59), 151-70.
88
Koh., William L. and Yer., Lay Keow (2001) The impact of the employeeorganization relationship on
Measurement
and
Implications,
Personnel
Lum. L., Kervin. J., Clark. K., Reid. F. & Sirola. W. (1998) Explaining
Nursing
Turnover
Intent:
Job
Satisfaction,
Pay
Satisfaction
or
89
Mano. RitaNegrin. and Shay. S. Tzafrir (2004) Job Search Modes and
Turnover, Career development international, (5), 442-446.
92
Parsa. H. G., Tesone. D. and Templeton. A. (2009) All Employees Are Not
Created Equal: An Alternative Method of Assessing Employee Turnover,
Journal of Foodservice Business Research, 12: 4, 317-330.
Robert.
L.,
Mathis,
John
H.
Jackson
(2008) Human
Resource
94
95
William
G.
Blis.,
The
Cost
of
the
Employee
Turnover.
<
http://en.wikipedia.org/wiki/North_Sea_oil#1851-1963 (02-01-11).
http://en.wikipedia.org/wiki/Royal_Dutch_Shell#History (04-01-11).
http://www.shell.co.uk/home/content/gbr/aboutshell/who_we_are/history/
(10-12-10).
96
Appendices
Appendix I
Question No. 1:
What is your gender?
Male
Female
Question No. 2:
Please tick your age group
18-29
30-39
40-49
50-59
60+
Cleaner
Security
Question No. 3:
Which of these best describe your job
Manager
Supervisor
Customer
services
assistant
guard
Question No. 4:
What is your type of employment
97
Part time
Full time
98
Question No. 5:
How long you been working In this organization
0-1year
1year-3year
5year-10year
10year-15year
16year-20year
Question No. 6:
Do you likely will stay in this organization in the future
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
Question No. 7:
Do you feel you are motivated in this job
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
Question No. 8:
Do you feel you are fairly paid for the work you do
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
99
Question No. 9:
In general do your organization keeping promises and commitment to
employee
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
Strongly
disagree
Disagree
No opinion
agree
Strongly
agree
100
101