Relationship between Employees Motivation and Turnover Intention: Empirical Study of Traffic Police of District Charsadda
Abstract
Motivation is the combination of all the factors both external and internal that stimulate desire and energy in people and make them constantly interested and committed to a job, role or subject, and enable them to make efforts for achieving organizational goals. Less motivated people can cause low performance, bad inspiration for co-workers, employees burnout etc. every organization tries to utilize their employees in an optimal way but sometimes motivation does restrict their desired goals. As an employer expects his personnel to perform, employees also expect something in return, which works as stimulus for motivation and when employees expectations are not fulfilled, addressed they simply leave the organization. This study was approached with the purpose of finding the perceived level of motivation (both intrinsic and extrinsic) and its effect upon employee's turnover intention. Data were collected through predesigned, self administered questionnaire. 62 respondents participated actively . For data investigation statistical measures like percentage, frequency, correlation and linear regression were used. For determining the validity Cronbach's alpha was used and it found that all the variables values stood above the minimum level of 0.70. showing the reliability of the data. The end results showed that both intrinsic motivation and over all motivation had effects upon turnover intention and it was concluded that there is significant and empirical correlation between motivation and turnover intention and also between intrinsic motivation and turnover intention.References
Adams, J. S. (1963). Toward an understanding of equity. Journal of Abnormal & Social Psychology, 67, 422–436.
Adams, O. & Hicks, V. (2000). Pay and non-pay incentives, performance and motivation. Paper prepared for the world health organization, December .2000. Health workforce strategy group: World health organization, department of services delivery Geneva.
Alderfer, C. P. (1972). Existence, Relatedness and Growth, Human Needs in Organizational Settings. Free Press, New York.
Amundsen, S. & Corey, E. (2000). Decisions behind career choice for nurse practitioners: independent versus collaborative practice and motivational-needs behaviour, Clinical Excellence of Nursing Practice, 5(4), 309-315.
Bateman, T. S., & Snell, S. (1999). Management—Building Competitive Advantage (4th ed.). McGraw-Hill Boston.
Beecham, S, N. Baddo, T. H, Robinson, H., & Sharp, H. (2008). Motivation in software engineering, a systematic literature review. Information and Software Technology, 50 (9–10), 860–878.
Boehm, B. W. (1981). Software Engineering Economics. Prentice Hall, Englewood Cliffs, NJ.
Davis, F. D., Bagozzi, R.P., & Warshaw, P. R. (1992). Extrinsic and intrinsic motivation to use computers in the workplace. Journal of Applied Social Psychology, 22(14), 1111–1132.
Ebuehi, O. M., & Campbell, P. C. (2011). Attraction and retention of qualified health workers to rural areas in Nigeria: A case study of four LGAs in Ogun State, Nigeria. Rural and Remote Health, 11(15).
Germann, M. (2004). Influence of project managers on the motivational factors of a project team. Paper Presented at the 13th International Conference on Management of Technology IAMOT, Washington, DC. April.
Hackman, .J. R., & Oldman, G. R. (1980). Work Re-design. Reading, MA : Addison-Wesley.
Henderson, L. N., & Tulloch (2008). Incentives for retaining and motivating health workers in pacific and Asian countries: Human Resource for Health, 6: 18.
Hertzberg, F. B., Mausner, & Snyderman, B.B. (1959). The Motivation to Work. John Wiley, New York.
Huemann, M. (2010). Considering human resource management when developing a project-oriented company: Case study of a telecommunication company. International Journal of Project Management, 25, 315–323.
Iverson, .C. F, Roy. 1994. Ross and Miller .1984. Brenkelen, Van. 1999.
Joreskog, K. G., Sorbom, D. (1993). LISREL 8: Structural Equation Modeling with the SIMPLIS Command Language. Scientific Software, Chicago.
Khan, A, (2013). The Effect of Job Stress on Job Outcomes of the Employees. MS Thesis, IBMS.
Kotzee, T., & Couper, I. D. (2006). What interventions do South African qualified doctors think will retain them in rural hospitals of the Limpopo province of South Africa, Rural Remote Health, 6(3).
Locke, E. A. (1968). Towards a theory of task motivation and incentives. Organizational Behavior and Human Performance, 3, 157–189.
Manongi, R., Marchant, T., & Bygbjerg, I. C. (2006). Improving motivation among primary health care workers in Tanzania, a health worker perspective. Human Resources for Health, 4(1).
Maslow, A. H. (1943). A theory of human motivation. Psychological Review 50, 370–396.
McClelland, D. (1961). The Achieving Society. The Free Press, New York.
Morrison, R., Jones, L., & Fuller, B. (1997). The relation between leadership style and empowerment on job satisfaction of nurses. Journal of Nursing Administration, 27(5), 27-34.
Nel, P. S., Gerber, P. D., Van Dyk, P. S., Haasbroek, G. D., Schultz, H. B., Sono, T., & Werner, A. (2001). Human Resources Management (5th ed.). Oxford University Press, Cape Town, South Africa.
Nguyen, B. N., Nguyen, B. L., & Nguyen, L. H. (2005). Human resource for health in Vietnam and the mobilization of medical doctors to commune health centers: Asia pacific action alliance on Human resources for health country reviews [available :http//www.aaahrh.org/docs.php.accessed 10-1-2010].
Sansone, C., & Harackiewicz, J. (2000). Intrinsic and Extrinsic Motivation: The Search for optimal Motivation and Performance. Academic Press, San Diego, CA.
Seiler, S. B., Lent, M., Pinkowska, & Pilanzaa, M. (2011). An integrated model of factors influencing project managers motivation, findings from a Swiss survey. International Journal of Project Management, 30, 60-72.
Sharp, H., Baddoo, N., Beecham, S., Hall, T., & Robinson, H. (2009). Models of motivation in software engineering. Information and Software Technology, 51(1), 219–233.
Skinner, B. F. (1969). Contingencies of Reinforcement: A Theoretical Analysis. Prentice-Hall, Englewood Cliffs, NJ.
Snell, S. (1999). Motivate Your Staff—Self Study Workbook (2nd ed,). Kogan Page Limited, London.
Vroom, V. H. (1964). Work and Motivation. John Wiley & Sons, New York.
WHO (2006). The World Health Report: Working Together for Health. Geneva.
Wiley, C. (1997). What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower, 18(3), 263–280.
Published
Issue
Section
License
Submission of an original manuscript to the Journal will be taken to mean that it represents original work not previously published, that it is not being considered elsewhere for publication. And if accepted for publication, it will be published in print and online and it will not be published elsewhere.
The journal main policy reflects in its stance that the publication of scholarly research is exclusively meant to disseminate knowledge and not-for-purposes.
Copyright Statment
Sarhad Journal of Management Sciences is published by Sarhad University of Science and Information Technology Peshawar. This copyright statement entails that all contents (including text, tables, graphs, images, or any materials that is part and parcel of a research article submitted to the journal) belong to/ property of the person who owned it prior to submission this journal. Publication of the submitted article will not affect the ownership of copyright of the subject materials. SJMS and its users benefit from a general licence over all content submitted under a Creative Commons CC-BY licence over all content. However, content which is not part of the submitted article, is the property of SJMS. In a nutshell, the combination of all content on the SJMS website, the look and feel of the website, is the property of Sarhad University of Science and Information Technology Peshawar.
As an author or contributor, you grant permission to others to reproduce your articles, including any graphics and third-party materials supplied by you, in accordance with the SJMS Terms and Conditions. The licence granted to third parties over all contents of each article, including third-party elements, is a Creative Commons Attribution ("CC BY") licence. The current version is CC-BY, version 4.0 (http://creativecommons.org/licenses/by/4.0/), and the licence will automatically be updated as and when updated by the Creative Commons organisation.
You may include a requirement to reproduce copyright notices but you may not restrict the right to reproduce the entire article, including third-party graphics. This means that you must obtain any necessary third-party consents and permissions to reproduce third-party materials in your articles submitted to SJMS.
Copyright Statement updated September 13, 2022.
