Why do people remain in spite of job and workplace dissatisfaction.
This paper discusses the reasons for which individuals choose to remain in work environments despite evident dissatisfaction. Firstly, job dissatisfaction and workplace dissatisfaction are defined, and their importance to workplace and society is discussed. Secondly, five factors are introduced to e...
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| Main Authors: | , |
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| Other Authors: | |
| Format: | Final Year Project |
| Language: | English |
| Published: |
2013
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| Subjects: | |
| Online Access: | http://hdl.handle.net/10356/52531 |
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| Institution: | Nanyang Technological University |
| Language: | English |
| Summary: | This paper discusses the reasons for which individuals choose to remain in work environments despite evident dissatisfaction. Firstly, job dissatisfaction and workplace dissatisfaction are defined, and their importance to workplace and society is discussed. Secondly, five factors are introduced to explain how they encourage employees to stay on in spite of dissatisfaction, or by reducing this dissatisfaction. These five factors are: (a) escalation of commitment and self-justification, (b) organizational commitment, (c) job engagement, (d) job embeddedness, and (e) social exchange. Finally, general, evidence- based recommendations to reduce job and workplace dissatisfaction are proposed for organizations to reduce employee turnover intentions. Hence, this paper seeks a greater understanding of the reasons behind this irrational behavior of staying on in spite of dissatisfaction, and attempts to help organizations counter dissatisfaction and turnover intentions with the recommendations provided. |
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