Employee motivation: An important predictor to employee turnover?

• Main Authors: Chan, John Rafael H., Lakhmani, Srishti S., Lee, Jungbae, Macalino, Chari Jessica A.
• Format: text
• Language: English
• Published: Animo Repository 2012
• Subjects: Business Administration, Management, and Operations
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/17844
• Institution: De La Salle University

The call center industry is a becoming industry here in the Philippines. The corporations main sources is human capital which this country is rich in unemployed English speaking workings. However, one of the pressing problems human resource management of a BPO company faces are the high turnover rates. This research paper aims to identify which of these factors : company policies, supervision, salary, interpersonal relations, working conditions, work itself, achievement, recognition, responsibility, and growth in the workplace contributes to the high turnover rate. The research was conducted in one of the leading BPO Company in the country. Survey forms were used to collect the data needed to answer the research objective from the graveyard shift employees because it is claimed to have a higher turnover rate. The data was examined with the statistical equations for frequency, p-test and correlation using Excel and Stata software. The results of the survey show that all the factors: company policies, supervisions, salary, interpersonal relations, work itself, achievement, recognition, responsibility, and growth in the workplace were found to be significantly related to employees intent to leave, except the working condition and job security. However, the factors pay, company policies, relations with others, growth in the workplace, achievement and recognition are very significantly related. This means that these motivation factors affecting job satisfaction also significantly affects employee turnover or their intent to leave. In this case, the human resource manager of the company must anticipate on these factors that significantly turnover to decrease their turnover rate. Results showed that all the factors: quality of service, pay, company policies, relations with other, promotion, opportunities for personal growth, recognition, achievement, and responsibility have significant correlations with the variable intent to leave except for the working condition and job security. The significant correlations all have a negative coefficient which means that as satisfaction of an employee to any of the possible predictor decreases, the employees intention to leave the company increase. The significant correlation coefficients are ranging from moderate to strong correlations. Moreover, the results revealed that the variables achievement and relation to other were the predictors have negative beta coefficients indicating a negative relationship, which clearly suggests that as respondents satisfaction on achievement and relation to others increases, the level of the employees intent of leave decreases. This means chances of reducing turnover in terms of the intent of intent of the employee are highly significant which indicates that the models significantly improve our ability to predict the intention of employees to leave the BPO Company.