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THE EFFECT OF JOB SATISFACTION ON EMPLOYEE RETENTION

Research · March 2020

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 International Journal of Economics, Commerce and Management
United Kingdom ISSN 2348 0386 Vol. VIII, Issue 3, March 2020

http://ijecm.co.uk/

THE EFFECT OF JOB SATISFACTION ON

EMPLOYEE RETENTION

Ricardo S. Biason
Salalah College of Technology
Business Studies Department, Oman
[email protected]

Abstract
Job satisfaction and employee retention, as an academic concept, has aroused wide attentions
from the fields of management, social psychology, and practical operations in recent years. This
research paper reviews more than a decade of researches on the antecedents and outcomes of
job satisfaction and employee retention. Therefore, the current study attempts to explore the
relationship between job satisfaction and employee retention. For this, the study uses a
descriptive research design. In conclusion, the findings of the study suggest that there was a
positive correlation between job satisfaction and employee retention.

Keywords: Job satisfaction, Employee retention, Human resource, Correlation

INTRODUCTION
The relationship between employee retention and job satisfaction at work has been one of the
most researched areas in the field of management in relation to different professions. Moreover
employee retention is a major concern in an organization’s competitive advantage since it would
have an impact on the organization’s efficiency, productivity, and sustainability of the
organization. Particularly, employee retention is a process in which the employees are
encouraged to remain with the organization for the maximum period of time or until the
completion of the project. Even though Employee Retention has now become a tough task, it is
beneficial for the organization as well as for the employee.

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In addition, employee job satisfaction also is significant to an organization’s performance.

Hoppock defined job satisfaction as any combination of psychological, physiological and
environmental circumstances that cause a person truthfully to say I am satisfied with my job
(Hoppock, 1935). According to this approach although job satisfaction is under the influence of
many external factors, it remains something internal that has to do with the way how the
employee feels. That is job satisfaction presents a set of factors that cause a feeling of
satisfaction.
One of the most often cited definitions on job satisfaction is the one given by Spector
according to him job satisfaction has to do with the way how people feel about their job and its
various aspects. It has to do with the extent to which people like or dislike their job. That’s why
job satisfaction and job dissatisfaction can appear in any given work situation. Job satisfaction
represents a combination of positive or negative feelings that workers have towards their work.
Meanwhile, when a worker employed in a business organization, brings with it the needs,
desires and experiences which determinates expectations that he has dismissed. Job
satisfaction represents the extent to which expectations are and match the real awards. Job
satisfaction is closely linked to that individual's behaviour in the work place (Davis et al.,1985)
At the same time, the task of the human resource management in an organization is
done flawlessly if it places a right person for a right job at a right place in a right time. However,
retention is more important than hiring. A skilled and talented employee will never fall shortage
of the opportunities, since he or she has numerous options to choose from different
organizations to be with. If a person is not satisfied with his or her present job, he or she may
shift over to another, of his choice. The top organizations are on the top because they care for
their employees and they know how to keep them glued to the organization.
Employees stay or leave organizations for many reasons the reasons may be personal
or professional. Employees who are satisfied and happy with their jobs are more dedicated and
work for organization’s growth. If employees are satisfied at their job then they will stick and
work for the organization. This may be translated to employees that are satisfied with their job
will stay with the organization. The purpose of this study is to investigate the relationship
between job satisfaction and employee retention.

LITERATURE REVIEW
Job satisfaction is the most important factor for organization success. George & Jones (2002)
study explains that level of job satisfaction in the work place is the factor that influences
absenteeism which in turn it may cost employee turnover and the impact of it is at times
employees might resign or leave their jobs. Bigley et al.(1996) supported the opinion that

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 International Journal of Economics, Commerce and Management, United Kingdom

employees who are dissatisfied with their jobs are more likely to be absent. Rhodes & Steers
(1990) recommend that motivations and ability of the employees based on the employee
attendance is vital to organizations productivity.
In addition, Job satisfaction represents a combination of positive or negative feelings that
workers have towards their work. Meanwhile, Job satisfaction represents the extent to which
expectations are and match the real awards. Job satisfaction is closely linked to that individual's
behaviour in the work place (Davis et al.,1985).
Moreover, Job satisfaction is something that working people seek and a key element of
employee retention which is possible only by making the employee feel comfortable physically
and psychologically. The inflationary trends seen in the market economy is causing the job
market more competitive. It is getting more difficult to retain employees, as the pool of talent is
becoming more-and more tapped-out. A good employer should know how to attract and retain
his employees (Qadria Alkandari, 2009). There might be many other strategies to keep the
employees comfortable in the present job but motivation strategies boost the employees on day
to day basis. Contrary to modern belief, monetary compensation is not the highest employee
motivator. According to the Harvard Management Update (June, 1988) nine of ten managers
think people stay or go because of money. But, Kaye and Evans (2000) conclude that money
and perks matter, but employees are interested in challenging and meaningful work, good
bosses, and opportunities for learning and development.
Also Employee Retention is not only important just to reduce the turnover costs or the
cost incurred by a company to recruit and train. But the need of retaining employees is more
important to retain talented employees from getting poached. There are many factors which
show the importance of the employee retention. Elton Mayo (2003) believed that workers are
not just concerned with money but could be better motivated by having their social needs met
whilst at work (something that Taylor ignored). He introduced the Human Relation School of
thought, which focused on employers taking more of an interest in the employees respecting
their opinions and treating them as people who have worthwhile knowledge and realized that
employees feel comfortable and enjoy interacting together.
While lower paying job roles experience an overall higher average of employee turnover,
they tend to cost companies less per replacement employee than do higher paying job roles.
However, they incur the cost more often. For these reasons, most companies focus on
employee retention strategies regardless of pay levels (Beam, 2009).
They may be the turnover cost which includes hundreds of thousands of pesos to the
company's expenses. In fact, it is difficult to calculate the turnover cost which includes hiring
costs, training costs and productivity loss, industry experts often quote 25% of the average

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employee salary as a conservative estimate. Company information loss is the next factor which
shows the significance of retention. When an employee leaves the organization, he takes with
him the valuable information about the organization, the customers, the current projects and
also the past history of its competitors to the new employer. Lot of time and money has been
spent on an employee in expectation that he works for organizations future return. When the
employee leaves the organization the investment is not realized.

METHODOLOGY
The total population of employees working in Baguio City as of 2013 is 165,049 shown below
(figure 1), based on the Cities and Municipalities Competitiveness Index under the National
Competitiveness Council Philippines. In order to get a sample size of the total population, the
researcher used the “Slovin’s Formula” to determine the sample size.
The sample comprise of 100 employees from different organizations in Baguio City,
Philippines. The criteria of respondents that the researcher selected should have at least 3
years of work experience in the past or present in their respective fields so that the answers
they provide would be significant to the results gathered. The data collection process started
from January 2013 and was completed on February 2013.

Figure 1. Sampling Frame

(http://www.competitive.org.ph/cmcindex/pages/historical/?lgu=Baguio)

Sample size was determined using the Slovin’s Formula.

n= n=

n= n=
Where:
n = Sample size N = Population size e = Margin of error (10%)

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 International Journal of Economics, Commerce and Management, United Kingdom

The Job descriptive index (JDI; by Smith, Kendall and Hulin) is a five-subscale measure of
employee job satisfaction. The five facets are 1) Compensation, 2) Job content, 3) Promotion, 4)
Supervisor, and 5) Colleagues. The JDI consists of 32 items to be rated by participants on a 5-
point likert scale format response scale (i.e., Strongly disagree, disagree, Neither agree nor
disagree, Disagree, and Strongly disagree).
The questionnaires were distributed to respondents and they completed the
questionnaire manually. The data was collected individually. At the beginning of each
questionnaire, an overview was provided. All respondents must fill a demographic form which
includes information on, gender, and if employed previously/currently or unemployed to sort out
if respondents worked previously or currently. If unemployed is checked then the questionnaire
will be discarded. The researcher gave directions on the 5 Aspects of Job Satisfaction by
(Smith, Kendall and Hulin); Compensation, Job Content, Promotion, Supervisor and Colleagues.
Participation was voluntary and the responses were anonymous. The respondents were
informed about the purpose of the research. As with all study participants, they were assured
that all information would be kept confidential.
After the collection of data, the filled questionnaire sheets were tabulated. The data was
tabulated using Statistical Package for the Social Sciences (SPSS), version 16.0 was used for
all statistical analysis. Descriptive statistics for respondents’ profile followed by Regression
Analysis was performed in order to find the correlation between Job satisfaction using 5 Aspects
of Job Satisfaction by (Smith, Kendall and Hulin); Compensation, Job Content, Promotion,
Supervisor and Colleagues and employee retention.

RESULTS
Conceptual Framework

Job Satisfaction

 Compensation
 Job Content H1 Employee Retention
 Promotion
 Supervisor
 Colleagues

Reliability Statistics
Cronbach’s alpha estimated .932 establishing internal consistency and reliability.

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Table 1. Descriptive Statistics

Indicators Mean Std. Dev Sig

Compensation 3.1400 .76692 .000

1. I am satisfied with the salary that I receive from my work. 3.1800 .87342 .000

2. I am satisfied with the benefits that I receive from work (Health

3.2600 .98582 .000
Insurance, vacation l and sick leaves.)

3. I am paid fairly with the work I contribute to my company. 3.0800 .92229 .000

4. I am satisfied at work because there are bonuses/rewards given

3.0200 .82040 .000
for excellent performance.

5. I am satisfied with the salary that I receive from my company. 3.1600 .86567 .000

Job Content 3.2560 .77306 .000

6. I am satisfied of the number of hours that I work every month. 3.3400 1.02240 .000

7. I am satisfied with the work that I am doing in my company. 3.2600 .89921 .000

8. I am satisfied because there is a degree of independence

3.3600 .94242 .000
associated with my work roles.

9. I am satisfied at work because I was recognized for the good

3.1800 1.06311 .000
work accomplished.

10. I am satisfied because there is adequate opportunity for periodic

3.1400 1.01035 .000
changes in duties.

Promotion 3.0840 .77994 .000

11. I am satisfied with my work because there are opportunities for

2.9200 .87691 .000
promotion.

12. I am satisfied with my work because there is support for

3.0600 .91272 .000
additional training.

13. I am satisfied with my work because there is an opportunity to

3.4000 .96890 .000
learn new skills

14. I am satisfied at work because there is an ability to utilize my

3.2600 1.08440 .000
skills and talents.

15. I am satisfied at work because I can be promoted base on my

2.9800 .89191 .000
work performance

16. I am satisfied at work because I can be promoted base on my

educational qualification. 2.8800 .96129 .000

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 International Journal of Economics, Commerce and Management, United Kingdom

Supervisor 3.3013 .83931 .000

Table 1…
17. I am satisfied at work because I am always treated fairly by my
3.4000 .88063 .000
supervisor.

18. I am satisfied because my supervisor encourages us to set high

3.4200 .88271 .000
goals.

19. I am satisfied because my supervisor does a good job sharing

3.2800 .85809 .000
information.

20. I am satisfied because I feel comfortable discussing problems

3.1400 .98995 .000
with my supervisor.

21. I am satisfied because my supervisor treats me with respect. 3.3400 1.02240 .000

22. I am satisfied because I receive useful and constructive

3.2400 1.02140 .000
feedback from my direct supervisor

Colleagues 3.6400 .71714 .000

23. I am satisfied at work because I and my colleagues get along
3.8600 .85738 .000
with each other.

24. I am satisfied at work because everyone works together to solve

3.5200 .86284 .000
problems and meet operational goals.

25. I am satisfied at work because I am treated with the way other

3.7000 .86307 .000
co-workers treat me on the job.

26. I am satisfied at work because my co-workers have the same

3.2400 1.02140 .000
workload as I have.

27. I am satisfied at work because I and my colleagues get along

3.8800 .82413 .000
with each other

Overall Job Satisfaction 3.2823 .54772 .000

Employee Retention 2.9120 .73973 .000
28. I want to stay with my company because there is career
2.8600 .90373 .000
advancement for me.

29. I want to stay with my company because there are retirement

2.7800 1.16567 .000
benefits.

30. I want to stay in my company because there would be a salary

3.0000 .88063 .000
increase upon regularization.

31. I want to stay with my company because the job description

3.0400 1.00934 .000
matches my skills, experience and education.

32. I want to stay with my company because there is career

2.8800 .91785 .000
advancement for me.

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Table 2. Summary of Descriptive Statistics

Indicators Mean Std. Dev Sig

Compensation 3.1400 .76692 .000

Job Content 3.2560 .77306 .000

Promotion 3.0840 .77994 .000

Supervisor 3.3013 .83931 .000

Colleagues 3.6400 .71714 .000

Job Satisfaction 3.2823 .54772 .000

Employee Retention 2.9120 .73973 .000

Table 3. Regression Results

2
Independent Dependent Β R Sig
Compensation .549 .301 .000
Job Content .431 .186 .002
Promotion Employee Retention .592 .350 .000
Supervisor .118 .014 .414
Colleagues .250 .062 .080
Job Satisfaction .543 .294 .000

DISCUSSION
This study sought to assess the correlation between job satisfaction and employee retention.
Furthermore, this study evaluates that the 5 Aspects of Job Satisfaction by (Smith, Kendall and
Hulin); Compensation, Job Content, Promotion, Supervisor and Colleagues. Has a great impact
on employee’s retention.
First Reliability test has been conducted using SPSS with a Cronbach’s Alpha of .932 for
32 item questions. Instrument was found to be reliable.
Moreover descriptive statistics data analysis was used for the indicators for
Compensation, Job Content, Promotion, Supervisor and Colleagues. Table 2. Summarizes the
mean and standard deviation calculated which means that there is a positive impact on
employees satisfaction towards work for the 5 indicators which is Compensation, Job Content,
Promotion, Supervisor and Colleagues.
Results suggest that employees are satisfied by a good Compensation, Job Content,
opportunity for promotion, good working relationships with colleagues and supervisor. According
to the results there is positive relationship between job satisfaction and employee retention.

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 International Journal of Economics, Commerce and Management, United Kingdom

CONCLUSION/ IMPLICATIONS / RECOMMENDATIONS

To conclude, findings of the study illustrate that job satisfaction improves employee retention.
Job satisfaction is a reliable and relevant predictor of employee retention. It is recommended
that employers engage in practices that support good working relationships and benefits; job
satisfaction improves because workers tend to believe that the company is using their skills,
appreciating their service and commitment. In turn, higher job satisfaction generally results in
higher levels of employee retention.

REFERENCES
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Evaluations, Journal of Applied Psychology, Vol. 83, No. 1,17-34
Kardam and Rangnekar (2012) Job Satisfaction, Investigating the role of Experience and Education. Researchers
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Ricardo Biason is a Lecturer in the Business Studies Department at Salalah College of

Technology, Oman. He taught numerous business courses in several Universities. He
also developed various curriculums in different Universities and in an industrial setting,
created several training materials, modules for students and for employees, created
processes in the organization applying the six sigma methodologies, created methods of
assessments, applied the theories of learning and principles of teaching in the education
industry and industrial setting. He graduated from the University of the Philippines
specializing in Curriculum development, Methods of Assessments, Learning Theories,
Principles of Teaching and Basic Guidance. Prior to that he was the Dean of Business
Administration at one of the Colleges in Manila, Lecturer in Arba Minch University,
Ethiopia and was previously a Faculty member at Saint Louis University, and University of the Cordilleras. He has an
undergraduate degree and Masters degree in Business Administration. He is also a certified six sigma greenbelt
professional and Certified Marketing Professional.

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