Effect of organizational culture on employee turnover intention

Abstract

The purpose of this study is to investigate whether the organizational culture has influenced the intention of employees as to leave or stay, and which motives stimulate or normalize the rate of turnover recurrence. Despite the importance of employees as a driving force for corporate, their presence in the fulfillment of company’s culture has not been addressed thoroughly. The practices and the effectiveness of organizational culture have been inconsistent as the company experience undulated employee turnover. To address this gap, the study delves into the degree of organizational culture on employee behavior with a critical look from company’s perspective.

Based on the related concept, a comprehensive review of the literature on the subject was assembled. The research utilizes a qualitative approach to collect the employee opinion of the workplace culture and labor turnover intention. The briefing discovered critical connecting factors between the current culture and exit intentions: derogatory affairs; excessive workload; insufficient training; and disengagement of employees are few of the themes revealed in the investigation. Even though replacement plan ensures quick employee restoration, the results certainly recall that a more strategic to employee retention should be approached.

The study attempt to offer suggestions in developing effective company culture which would improve employee retention – especially those with high potentials and high per-formers. The findings of the study observed that organizational culture without a doubt plays an essential role in the decisional behavior of an employee.