THE POTENTIAL CAUSE OF EMPLOYEE TURNOVER: IMMEDIATE SUPERVISOR

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

The rate of change in the working staff of a concern during a definite period is called Employee Turnover. It signifies the shifting of the work force into and out of an organization. It is a measurement of inarticulate employee unrest due to loss of trust and confidence in immediate managers, lack of clarity about expectations of immediate supervisor, lack of freedom/opportunity to the employee to speak his or her mind freely, lack of freedom/opportunity for talent & skill utilization, public humiliation, undervaluing employee due to employer failing to provides the right immediate supervisor which in turn leading to employee turnover and loss to the organization in many ways.

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1993JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS 1991Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?1979Review and conceptual analysis of the employee turnover process.1986Employee Turnover: A Meta-Analysis and Review with Implications for Research 1982A Unified Model of Turnover from Organizations 1998AN ORGANIZATION-LEVEL ANALYSIS OF VOLUNTARY AND INVOLUNTARY TURNOVER.1982Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model.1982A multivariate analysis of the determinants of job turnover.

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