Thanks to this weekly blog, we hope to learn more about the drivers around staff turnover and thereby provide new tools. This week, in the search for statistically proven reasons for employee turnover, we discuss the influence of job content. This study used a sample that includes 1000+ respondents.
How can staff turnover be explained?
Staff turnover can be explained from the thoughts that the 4As (job content, conditions, relationships and terms) influence the intention to leave the organisation. Each "A" is statistically (linearly) linked to actual perceptions of a career and, among other variables, the degree of voluntariness, gender, education level, etc.
What is labour content?
Labour content refers to the nature and level of work and how these tasks are to be performed. Important concerns within job content include task structure, autonomy, collaboration opportunities and qualification requirements.
Influence of work content
The data show that job expectations and the extent to which they match reality are the main determinants of whether someone leaves the organisation (p = < .05). Interestingly, expectations do not play a significant role in voluntary staff turnover. Possibly this problem "shifts" when only voluntary staff turnover is involved. The perception of job content itself (the whole concept of job content) affects in voluntary staff turnover well the perception of career (p = < .05).
Conclusion
The perception of job content factor clearly plays a significant role and is thus statistically determinant in a career of the employee in our sample. Content expectations play a role particularly in involuntary staff turnover. We consider this to be the most striking result. Evidently, the involuntary leaving employee experiences the content so intensely that it ultimately significantly influences the overall perception upon departure.
