Relationship between Work Environment and Employee Turnover

Relationship between Work Environment and Employee Turnover

Problem Statement

The problem to be addressed in this study is how the lack of job significance and meaningfulness contributes to reduced employee morale. Employee turnover results from different internal and external factors. Common factors identified to impact employee turnover outcomes include the design of the workplace, organizational culture, employee recognition programs, leadership style, organization’s work/life balance, and job significance (Zhenjing et al., 2022). Employees in some organizations get demotivated due to a perceived lack of job significance,

Understanding the factors that influence employee turnover is crucial. Firstly, insights from the study will offer solutions to companies seeking to improve their employee retention strategies. For instance, a lack of career development opportunities in an organization may negatively impact an organization’s employee retention (Basalamah & As’ad, 2021). Such a factor may be hidden, and only an in-depth review of an organization’s environment will bring it to light. Also, improving leadership behavior is dependent upon realizing the toxicity espoused by the current leaders (De Smet et al., 2021). Besides, understanding factors that contribute to employee turnover is crucial for an organization seeking to cut its hiring costs. That is because the failure to address employee needs will lead to further operational costs in replacing employees who leave.

Problem that Needs to be Addressed

According to Ángeles López-Cabarcos et al. (2022), job significance impacts an employee’s ability to perform and continue working for the organization. However, most employers do not view job significance in the same way employees see it. Most organizations treat job significance as having a job aligning with an employee’s skills and capacity to perform the job (Abd-Ellatif et al., 2021). However, employees’ perception of job significance is different (Juliani & Purba, 2019). For employees, a significant job benefits society and improves the welfare of the population and the environment in which a business operates (Juliani & Purba, 2019). The contradiction exists because employees and the business have varying objectives. While the ultimate goal of a business is to make profits, employees are concerned about issues that will improve their psychological fulfillment. According to Juliani and Purba (2019), failure to ensure jobs have a sense of significance will eventually lead to low employee morale and attrition.

References

Abd-Ellatif, E. E., Anwar, M. M., AlJifri, A. A., & El Dalatony, M. M. (2021). Fear of COVID-19 and its impact on job satisfaction and turnover intention among Egyptian physicians. Safety and Health at Work. https://doi.org/10.1016/j.shaw.2021.07.007

Ángeles López-Cabarcos, M., Vázquez-Rodríguez, P., & Quiñoá-Piñeiro, L. M. (2022). An approach to employees’ job performance through work environmental variables and leadership behaviours. Journal of Business Research, 140(140), 361–369. https://www.sciencedirect.com/science/article/pii/S0148296321008110

Basalamah, M. S. A., & As’ad, A. (2021). The role of work motivation and work environment in improving job satisfaction. Golden Ratio of Human Resource Management, 1(2), 94–103. https://doi.org/10.52970/grhrm.v1i2.54

De Smet, A., Dowling, B., Mugayar-Baldocchi, M., & Schaninger, B. (2021). “Great Attrition” or “Great Attraction”? The choice is yours. https://www.mckinsey.com/~/media/mckinsey/business%20functions/people%20and%20organizational%20performance/our%20insights/great%20attrition%20or%20great%20attraction%20the%20choice%20is%20yours/great-attrition-or-great-attraction-the-choice-is-yours-vf.pdf

Juliani, R., & Purba, D. E. (2019). The mediating role of passion for work on the relationship between task significance and performance. Pertanika Journal of Social Sciences & Humanities, 27(2).

Zhenjing, G., Chupradit, S., Ku, K. Y., Nassani, A. A., & Haffar, M. (2022). Impact of employees’ workplace environment on employees’ performance: A multi-mediation model. Frontiers in Public Health, 10(890400). Ncbi. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9136218/

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Strong evidence (articles published in the past 3 years) will be used to demonstrate the problem you plan to investigate. Articulate a concise problem statement. Include appropriate published or relevant scholarly and peer-reviewed sources to document the existence of a problem worthy of doctoral-level research. Explain the need for and importance of the study. Present the general issue grounded in the research literature that leads to the need for the study. Identify the specific problem you wish to address. The documented problem may be a practical problem or issue in the profession or study context without an acceptable solution. In defining the problem, a clear discrepancy must be drawn between what exists currently and what is desired. Although an applied study design does not necessarily require generalizability beyond the study site, worthy problems must be relevant and documented beyond any particular study site. Considering the potential negative consequences to the industry, sector, profession, or stakeholders is necessary if the proposed research is never conducted.

Work Environment and Employee Turnover

Note:

Applied/practice-based business research problems should be discussed in the context of the evidence of the local problem and the larger population.
Ph.D. business problems are framed in the literature beyond a specific site document.
Support your assignment with at least five scholarly, peer-reviewed resources.
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Does your statement begin with “The problem to be addressed in this study is…”?
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Did you use current citations (less than 3 years old) to provide evidence of the problem?
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Did you identify what is not known that should be known about the problem?
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