Faisal Khan, Department of Management Sciences, University
of Swabi, Pakistan. Email: faisalkhanutm@yahoo.com
Abdul Mateen, Centre for
Management & Commerce, University of Swat
Badshah
Hussain, Centre for Management & Commerce, University of Swat
Muhammad Sohail,
Centre for Management & Commerce, University of Swat
Amjad Khan,
Centre for Management & Commerce, University of Swat
Abstract. Several factors force
employees to leave the organization. This
study examines the relationship among job turnover intention, workload, low pay and job stress in private schools at district swat. For this purpose, the data has been
collected from of two hundred and forty eight employees. The results of the
study indicated that workload,
low pay and job stress are significantly positive related to turnover
intention. This study also suggested that for overcoming the turnover from the
schools enough salary should be given to employees to motivate them and
retained.
Key words: Turnover,
Stress, Private School Teachers
Introduction
From past
decades job turnover intention affects the organization reputation and both
individual and organizational performance. According to Ahuja, Chudoba, George,
Kacmar and McKnight, (2002) job turnover refers to the amount of movement of
employees in and out of an organization. Similarly, another definition of
turnover refers to the separation of an employee from the organization (Hammerberg,
2002). Conscious and deliberate willingness to leave the
organization is called turnover intention (Khan,
Yusoff., & Khan., 2014; Qureshi et al., 2013).
Recently, rapid changes in the world, globalization, economic conditions and innovation in technology created
problems like competition among the employees in the organization. Every
organization at any aspect is in competition with other organization.
Similarly, every organization is trying to skill full their employees and wants
a smart work than hard work. Resultantly this competition leads the employees
to workload and low pay. Therefore, workload refers to the amount of work
that is allocated to an employee to do (Khan.,
Rasli, Khan, Yasir, & Malik, 2014; Qureshi et al., 2013). Workload is the intensity of job assignments (Glaser,
Tatum, Nebeker, Sorenson, & Aiello, 1999). In other words, workload is defined, as more work
should be done in specific time.
Other than this, stress is another
factor to influence the turnover among the employees. Schaufeli, Leiter and
Maslach, (2009), suggested that stress experience causes pressure or
demands on an individual (Schaufeli
et al., 2009). On the other hand, stress affects the individual’s
ability to cope or, his/her perception of ability to become a productive. Job
Stress affects the satisfaction, performance, organizational commitment,
turnover intentions and productivity of employees. In results, Job Stress
develops from unwanted physical and psychological indicators among employees,
where these unwanted indicators affect the Organizational outcomes like poor
performance, low organizational commitment and having high turnover intentions (Panatik
et al., 2012).
From all afore mentioned studies, various factors have directly and indirectly force employees to
leave the organization i.e. economically, work life conflict, workload and other competition. The
above-mentioned factors cause stress, which influence job turnover
intention.
Different
researchers studied various influential factors that contribute to employee
turnover in developed countries, but still there is need to study in the
developing country. However, this study focuses on three factors job stress,
work load and low pay in Pakistan, where Pakistan is one o f the under research
countries. The study is also focuses on private schools of Mingora city,
district Swat Khyber Pakhtunkhwa Pakistan.
Research Objective
The
basic purpose and objective of this research study was
RO1: To find out the relationship of job stress, workload and low pay on job turnover in
private schools of Mingora.
RO2: To examine the effect of job stress, workload and low pay on job turnover in
private schools of Mingora.
Hypotheses
H1. There is a positive relationship between job
turnover and job stress.
H2. There is a positive relationship between job
turnover and workload.
H3. There is a positive relationship between job
turnover and low pay.
Literature Review
From the last four decades employee
turnover is becoming a burning issue for the organizations (Pienaar,
Sieberhagen, & Mostert, 2007). Employee’s turnover rate has been increased while the organizations
pay verities of costs (Lee
& Shin, 2005). Employees’ turnover is a well-recognized issue
having critical importance to the organizations (Houkes,
Janssen, Jonge, & Bakker, 2003). According to Ahmad. Fakhr, Ali, and Zaman, (2010), the rate of turnover in university Lecturers' in
Pakistan is more than 60% (Ahmad
et al., 2010), while another study in the rate of turnover is 3.4%
in Singapore, in South Korea is 2.9%, and in Taiwan 2.7%, (Barnard
& Rodgers, 2000).
Job turnover means the number of employees
going out from an organization (Oredein
& Alao, 2010). Job turnover is the process, in which employees
leave their organizations intentionally (Mosadeghrad,
2013). A series
of actions in which employee leave the organization or being replaced is called
turnover intention (Mbah
& Ikemefuna, 2012). Consciously and willingly separation of an employee from the
organization is known as job turnover intention (Hammerberg,
2002; Qureshi
et al., 2013). In the light
of the above stated definition we can briefly define the employee turnover
intention as the ratio of the number of employees that leave the
organization or to be replaced through attrition, dismissal, or resignation in a
given time period.
Many factors contribute in turnover
intention. Demographic Factors such as
age, marital status, gender, number of children (Ahmad
et al., 2010). Health
and family related issues (Oredein
& Alao, 2010). Present pay position, nature of job and promotion
factors (Ahuja
et al., 2002; Nwankwo
et al., 2013). Recognition, work condition, co-workers’ and
supervisors support like factors contribute in employee turnover (Hammerberg,
2002; Mosadeghrad,
2013). Male teachers tends more than female to job turnover
intention (Yusoff
& Khan, 2013). It is because female teachers are more satisfied
then male teachers with their pay and nature of job. Work load and stress directly contribute in job turnover intention (Khan et al., 2014; Qureshi et al., 2013). Work family conflict and job dissatisfaction have a
positive relationship with job turnover intentions (Oredein
& Alao, 2010).
Present day stress is found in every type
of organization due to rapid technological changes, competition, modern life
style and work life conflicts (Claude,
Stephanie, & Robert, 2012). First time stress was
defined by Selye (1936). According to Ahmed & Ramzan, 2013 stress is a type of mental pressure,
or tension exerted upon an individual due to workload. The individuals are
trying to minimize this stress (Ahmed &
Ramzan, 2013). Stress is the adverse reaction of the demand placed on
employees (Health
& Executive, 2001). It is a situation which will force a person to deviate from normal
functioning (Geertje,
Tineke, Karin, Veldhoven, & JPM, 2009). When
employees have excessive work load they feel stress (Claire,
Edward, Robert, John, & Jennifer, 2004).
Occupational stress is a
crucial factor influencing employees’ job satisfaction and organizational
commitment (Abbasi
& Hollman, 2000). Due to stress employees feel dissatisfaction
and de-motivation (Mosadeghrad,
2013). Dissatisfied and
uncommitted employees are more tends to leave the job (Claire et al.,
2004). Job stress is a crucial factor influencing
employees’ job satisfaction, which is key turnover predictor (Hammerberg,
2002).
Job stress has cost of skilled employees that is felt in term of low
productivity and high rates of staff turnover (Ahmed
& Ramzan, 2013). Minimizing of work stress results an increase in job
satisfaction and decreasing in job turnover intention (Heydarian
& Abhar, 2011).
Every organization now critically analyzes
the stress management issues that affect organizational goals and objectives (Hussain,
Sardar, Usman, & Ali, 2012). High level of job stress causes employees dissatisfaction and high
turnover intention (Ahmed
& Ramzan, 2013). One of the major sources of job stress is heavy work
load. Work overload means the excessive work or work that is outside ones
capability (Yahaya,
Yahaya, Arshad, Ismail, & Jaalam, 2009). Workload refers to the amount of work that is
allocated to an employee to do (Qureshi
et al., 2013).
Stress is an important mediator between
workload and turnover intentions (Glaser
et al., 1999). Workload and job satisfaction affect
organizational commitment, which in turn, influence turnover intention (Nwankwo et al., 2013). Excessive workload and stress
directly contribute in job turn over intention (Ahuja
et al., 2002). Workload and job stress leads toward leaving the job
(Qureshi
et al., 2013). Employees dissatisfaction, job stress and work overload
contribute in job turnover intention (Pienaar
et al., 2007). Employees willingly quits job due to the fact of too
much workload and lack of perceived support (Despoina
et al., 2007). Workload not only causes job stress and
dissatisfaction, but also contribute in job turnover intention (Heydarian
& Abhar, 2011; Yusoff
& Khan, 2013).
Along with job stress and work load, low
pay is also considered one of the influential factor, affecting employee turnover (Nisar
et al., 2012). Employers, who offer competitive salaries along with
good benefits, will most likely retain their employees (Claude
et al., 2012; Tippet
& Kluvers, 2009). The opportunity for advancement and promotions also
help to retain employees in the organization (Houkes
et al., 2003). Awards can range anywhere from a gift card for the
local department store to actual monetary bonuses. Employee turnover can be the
result of job dissatisfaction, low pay, facilities provided, and illness (Qureshi
et al., 2013).
Significant numbers of employees in early
stage of their profession are schoolteachers. Many researches has shown that
approximately one quarter of all beginning teachers leave teaching within four
years (Upadhyaya,
Basel, & Shakya, 2013).The financial insecure condition of generates stress among employees
and they often quit from organization due financial reasons in order to search
the better opportunities (Ahmed
& Ramzan, 2013; Malik,
Anuar, Khan, & Khan, 2014).
Research Methodology
This study is explanatory in nature
because it explains the relationship among job turnover intention, job stress, workload,
and low pay. Population for this study was private schools teachers of
district swat KP Pakistan. A sample of 35 private schools was
selected from the population by simple random sampling technique specify
sample. A total of 700 hundred
teachers were the population where two Hundred and forty eight (248) were the
sample by the formula of Krejcie and Morgan (1970). The questionnaires were distributed in the sample
schools for data collection. This questionnaire is
consists of twenty one questions that were originally built (Kuvaas, 2007). Instrument was distributed in private schools and was
collected personally. In order to describe general characteristics’ of data,
descriptive analysis was used. As the study tried to investigate the causal
relationship between different variables, for this purpose correlation analysis
was used. In order to investigate the magnitude of causal relation regression
analysis was performed. “T test” was used for the rejection and acceptance of
hypotheses.
Results and
Discussion
Descriptive analysis is used to describe
the general characteristics of the data (Khan.,
Rasli, Yusoff, & Ahmad, 2015). These study uses mean, standard deviation and frequencies of the
demographics such as age, gender, qualification and income. The mean, skewness,
frequencies, and standard deviation values are given below. Mean value shows
that most of the respondent age falls in 25-34. Males are 192 while females are
8. Most of the respondent’s qualification is master and more of the respondents
get salary from 5000 to 15000.
Table
1 Demographic Profile
|
|
|||
In the
reliability analysis, Cronbach’s alpha has been used to know about the
instrument accuracy. In the study Cronbach’s alpha Values are given in the
table below. The values for job turnover intention, job stress, work load and
low pay indicates that the instruments used are reliable. Generally (0.7 or
above) value for Cronbach’s alpha is used but in social science Cronbach’s
alpha value (0.6) is considered acceptable (Best
& Kahn 2012; Khan.,
Rasli, Yusoff et al., 2014).
Table
2: Reliability Statistics
|
Variable
Name |
Cronbach’s alpha |
No of Items |
|
job turnover intention |
0.807 |
6 |
|
Job
stress |
0.874 |
5 |
|
Work load |
0.725 |
5 |
|
Low
pay |
0.786 |
5 |
Correlation analysis
In order to
calculate the degree of association among the job turnover intention, job
stress, workload and low pay this study uses correlation matrix. The
study shows that turnover is strongly positively related to job stress,
workload and low pay. It means that when job stress and work load on employees
increase their intention to quit the job increase.
Table
3 Correlation Analysis
|
|
||||
|
|
|
|
||
|
|
|
|||
|
|
||||
(**) correlation is significant
at the 0.01 level (2-tailed)
Regression analysis
The regression
analysis is used to calculate the magnitude of causal relation of independent
and dependent variable. The F
values in the table show that overall model is significant. The adjusted R
square values show that 30%, 40% and 20% of variance in Job turnover intention
can be predicted from job stress, workload
and low pay respectively. β value
shows that one unit change in job stress, work load and low pay
cause 0.5, 0.6 and 0.4 unites increase in Job turnover intention respectively. The p values show that there is a
significant relationship exists among Job turnover intention, job stress, workload and low pay. Based
on table interpretation, all hypotheses are accepted.
Table
4 Model Summary
|
|
Β |
R2 |
Adj R2 |
F |
T |
Sig |
|
|
|
0.290 |
0.287 |
80.979 |
|
.000 |
|
(Constant) |
3.650 |
Dependent variable: Job turnover
intention |
3.964 |
.000 |
||
|
Job Stress |
0 .539 |
8.999 |
.000 |
|||
|
|
|
0.430 |
0.428 |
149.607 |
|
.000 |
|
(Constant) |
3.043 |
Dependent variable: Job turnover
intention |
4.140 |
.000 |
||
|
Work load |
0.656 |
12.231 |
.000 |
|||
|
|
|
0.175 |
0.171 |
42.048 |
|
.000 |
|
(Constant) |
7.258 |
Dependent variable: Job turnover
intention |
10.017 |
.002 |
||
|
Low pay |
0.419 |
6.484 |
.000 |
|||
Based on
table interpretation, all hypotheses are accepted. First hypothesis of the
study was “There
is a significant relationship between Job turnover intention and job stress” Due
to stress employees feel dissatisfaction and de-motivation (Khan et al.,
2014; Mosadeghrad, 2013). Dissatisfied employees are more
tends to leave the job (Claire et al.,
2004). The second hypothesis is “There is a significant
relationship between Job turnover intention and workload.” Work load
and stress directly contribute in job turnover intention (Khan et al., 2014; Qureshi et al., 2013).
The third
and final hypothesis of this study was “There is a significant relationship between
Job turnover intention and low pay.” So
from the results above it is clear that there is a significant and positive
relationship found between the dependent variable job turnover intention and
independent variables job stress, work load and low pay. It means that when job stress and work load on employees increase their
intention to quit the job increase and vice versa. Minimizing of
work stress results an increase in job satisfaction and decreasing in job
turnover intention (Heydarian
& Abhar, 2011).
Conclusion and Recommendations
From the
results of the current study, it has been concluded that there is a significant and positive relation
exists between job stress and workload. Such as with the increase of workload
job stress is increases and ultimately turnover intention increase and vice
versa. on the other hand, stress plays an important mediating role
between workload and turnover intentions (Glaser
et al., 1999). For overcoming stress, it should decrease
workload on employees and facilitate them during the job and as well in the
environment. In addition, for overcoming the turnover from the schools
enough salary should be given to employees to motivate the teachers and
retained them. Employers, who offer competitive salaries along with good
benefits will most likely retain their employees (Claude
et al., 2012; Tippet
& Kluvers, 2009).
From the
above study observation, it has been concluded that it is necessary to satisfy employees with benefits. The data were
obtained exclusively from district swat, since relationships may differ in
other districts and countries where, it is not clear that the findings of the
study can be generalized to other places of Pakistan or other developing
countries. The questionnaire used in this study can also be used in other
studies for further validation.
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