Time Off and Turnover Intention Rates
Presentation Type
Event
Full Name of Faculty Mentor
Marlena Ryba
Major
Psychology
Minor
Business Admin
Presentation Abstract
Previous research has identified a negative correlation between job satisfaction and turnover rates in organizations (Aydogdu & Asikgil, 2011; Bryant & Allen, 2013). As turnover can be extremely costly, understanding this relationship is imperative. The present study seeks to understand the relationship between time off and turnover intentions as well as the relationship between time off and job satisfaction, in an effort to contribute to the existing literature on reducing employee turnover rates through manageable organizational aspects. Participants in this study will be asked to report time off, then complete surveys measuring job satisfaction, using the Job in General and their turnover intentions, using the Turnover Intentions Scale-6. I hypothesize that this study will find a negative correlation between time off and and turnover intention rates as well as a negative correlation between job satisfaction and turnover intentions. This study will provide insight for organizations concerned with turnover rates.
Course
PSYC497
Location
Brittain Hall, Room 101
Start Date
16-4-2019 6:00 PM
End Date
16-4-2019 6:20 PM
Disciplines
Psychology
Recommended Citation
Nash, Kenzie, "Time Off and Turnover Intention Rates" (2019). Undergraduate Research Competition. 45.
https://digitalcommons.coastal.edu/ugrc/2019/oral/45
Time Off and Turnover Intention Rates
Brittain Hall, Room 101
Previous research has identified a negative correlation between job satisfaction and turnover rates in organizations (Aydogdu & Asikgil, 2011; Bryant & Allen, 2013). As turnover can be extremely costly, understanding this relationship is imperative. The present study seeks to understand the relationship between time off and turnover intentions as well as the relationship between time off and job satisfaction, in an effort to contribute to the existing literature on reducing employee turnover rates through manageable organizational aspects. Participants in this study will be asked to report time off, then complete surveys measuring job satisfaction, using the Job in General and their turnover intentions, using the Turnover Intentions Scale-6. I hypothesize that this study will find a negative correlation between time off and and turnover intention rates as well as a negative correlation between job satisfaction and turnover intentions. This study will provide insight for organizations concerned with turnover rates.