Document Type : Causal

Authors

1 Ph.D Candidate, Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran.

2 Professor, Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran

3 Associate Professor, Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran.

Abstract

Today, the resignation of employees, especially skilled and skilled personnel, is one of the problems of organizations that has focused on a large part of the measures and attention of human resources management. The purpose of this research is to identify and rank employee resignation factors. The method of research is a combination of qualitative and quantitative factors that were identified in the qualitative section of the factors affecting resignation through interviewing ten of the bankers and academics, and in the small part of the resignation factors, the questionnaires were interviewed by the staff, then the factors were ranked by Fuzzy AHP. The statistical population consists of 6000 employees of Mehr Eghtesad bank. The sample size was determined by using two-stage sampling method and cluster sampling methods proportional to the sample size using 384 people and Krejcie and Morgan tables. In order to analyze the data, one-sample t-test, exploratory factor analysis and Fuzzy AHP were used. The results show that financial requirements, individual factors, job factors and organizational factors are the first to fourth factors of factors affecting employee resignation, respectively. It is also important from the perspective of employees that earnings from employment are more important than other indicators.

Keywords

احمدی، پروین؛ رضازاده شیراز، فاطمه بیگم و صادقی، فرشته (1392). «عوامل مؤثر در تمایل به ترک خدمت فرهنگیان دارای تحصیلات عالی (کارشناسی ارشد و بالاتر)». اندیشه­های نوین تربیتی، 10(1)، 73-95.
حبیبی، آرش؛ ایزدیار، صدیقه و سرافرازی، اعظم (1393)، تصمیم‌گیری چندمعیاره فازی، انتشارات کتیبه گیل
کرم­پور، عبدالحسین؛ احمدی، حیدر؛ صفری کهره، محمد و اسداالهی دهکردی، الهه (1392). «بررسی و اولویت­بندی علل و عوامل ترک خدمت کارکنان شرکت پتروشیمی مبین پارس جنوبی». مدیریت دولتی، 5(3)، 123-142.
مرتضوی، مهدی (1390). «تبیین یک الگوی ریاضی برای تعیین احتمال ترک خدمت یا ماندن کارکنان در سازمان». پژوهش­های مدیریت منابع انسانی، 3(1)، 167-184.
Alsop, R. (2008). The trophy kids grow up: How the millennial generation is shaking up the workplace. John Wiley & Sons.
Boswell, W. R., Zimmerman, R. D., & Swider, B. W. (2012). “Employee job search: Toward an understanding of search context and search objectives”. Journal of Management, 38(1), 129-163.
Boyd, N. G., Lewin, J. E., & Sager, J. K. (2009). “A model of stress and coping and their influence on individual and organizational outcomes”. Journal of Vocational Behavior, 75(2), 197-211.
Briscoe, J. P., & Hall, D. T. (2006). “The interplay of boundaryless and protean careers: Combinations and implications”. Journal of vocational behavior, 69(1), 4-18.
Burnham, K. (2013, June 26). How to announce your job departure on social media. Retrieved from http://www.cio.com/article/2384563/careers-staffing/how-to-announce-your-jobdeparture- on-social-media.html
Chiaburu, D. S., Smith, T. A., Wang, J., & Zimmerman, R. D. (2014). “Relative importance of leader influences for subordinates’ proactive behaviors, prosocial behaviors, and task performance. Journal of Personnel Psychology, 13(2), 70.
Davis, C. W., & Myers, K. K. (2012). “Communication and member disengagement in planned organizational exit”. Western Journal of Communication, 76(2), 194-216.
De Croon, E. M., Sluiter, J. K., Blonk, R. W., Broersen, J. P., & Frings-Dresen, M. H. (2004). “Stressful work, psychological job strain, and turnover: a 2-year prospective cohort study of truck drivers”. Journal of applied psychology, 89(3), 442.
Droege, S. B., & Hoobler, J. M. (2003). “Employee turnover and tacit knowledge diffusion: A network perspective”. Journal of Managerial Issues, 50-64.
Dupré, K. E., & Day, A. L. (2007). “The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management: Published in Cooperation with the School of Business Administration. The University of Michigan and in alliance with the Society of Human Resources Management, 46(2), 185-201.
Fang, R., Duffy, M. K., & Shaw, J. D. (2011). “The organizational socialization process: Review and development of a social capital model”. Journal of Management, 37(1), 127-152.
Fathian, M., & Azhdari, E. (2017). “Extracting Customer Behavior Pattern in a Telecom Company Using Temporal Fuzzy Clustering and Data Mining”. Journal of Information Technology Management9(3), 549-570.‏
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). “Turnover contagion: How coworkers' job embeddedness and job search behaviors influence quitting”. Academy of Management Journal, 52(3), 545-561.
Fuller Jr, B., & Marler, L. E. (2009). “Change driven by nature: A meta-analytic review of the proactive personality literature”. Journal of Vocational Behavior, 75(3), 329-345.
Ghiselli, E. E. (1974). “Some perspectives for industrial psychology”. American Psychologist, 29(2), 80.
Gogus, O., & Boucher, T. O. (1998). “Strong transitivity, rationality and weak monotonicity in fuzzy pairwise comparisons”. Fuzzy Sets and Systems, 94(1), 133-144.‏
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). “A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium”. Journal of management, 26(3), 463-488.
Grosser, T. J., Lopez-Kidwell, V., & Labianca, G. (2010). “A social network analysis of positive and negative gossip in organizational life”. Group & Organization Management, 35(2), 177-212.
Hausknecht, J. P., & Holwerda, J. A. (2013). “When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance”. Organization Science, 24(1), 210-225.
Hoffman, R., Casnocha, B., & Yeh, C. (2014). The alliance: Managing talent in the networked age. Harvard Business Press.
Kerr, V. O. (2005). Influence of perceived organizational support, organizational commitment, and professional commitment on turnover intentions of healthcare professionals in Jamaica. Unpublished doctoral dissertation, Nova Southeastern University.
Klatzke, S. R. (2008). Communication and sensemaking during the exit phase of socialization (Doctoral dissertation, University of Missouri--Columbia).
Klotz, A. C., & Zimmerman, R. D. (2015). On the turning away: An exploration of the employee resignation process. In Research in personnel and human resources management (pp. 51-119). Emerald Group Publishing Limited.
Koslowsky, M. (2009). “A multi-level model of withdrawal: Integrating and synthesizing theory and findings”. Human Resource Management Review, 19(4), 283-303.
Labatmedienė, L., Endriulaitienė, A., & Gustainienė, L. (2007). “Individual correlates of organizational commitment and intention to leave the organization”. Baltic Journal of Management, 2(2), 196-212.
Levin, J. S., & Shaker, G. G. (2011). “The hybrid and dualistic identity of full-time non-tenure-track faculty”. American Behavioral Scientist, 55(11), 1461-1484.
Lindeman, T. F. (2014). Heinz offers buyout to majority of Pittsburgh-area workforce. Retrieved from http://www.post-gazette.com/business/2014/04/14/Heinz-offers-buyoutto- majority-of-Pittsburgh-area-workforce/stories/201404140169
Lynn Stallworth, H. (2003). “Mentoring, organizational commitment and intentions to leave public accounting”. Managerial auditing journal, 18(5), 405-418.
Maertz Jr, C. P., & Kmitta, K. R. (2012). “Integrating turnover reasons and shocks with turnover decision processes”. Journal of Vocational Behavior, 81(1), 26-38.
Martin, K., & Freeman, R. E. (2003). “Some problems with employee monitoring”. Journal of Business Ethics, 43(4), 353-361.
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). “Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes”. Academy of management journal, 43(6), 1177-1194.
Senter, J. L., & Martin, J. E. (2007). “Factors affecting the turnover of different groups of part-time workers”. Journal of Vocational Behavior, 71(1), 45-68.
Smith, G. (2012). Why i am leaving goldman sachs. The New York Times, 14, A27.
Stallworth, L. (2004). “Antecedents and consequences of organizational commitment to accounting organizations”. Managerial Auditing Journal, 19(7), 945-955.
Udechukwu, I. I., & Mujtaba, B. G. (2007). Employee Turnover and Social Affiliation. In B. G. Mujtaba (Ed.), Mentoring Diverse Professionals (2 nd ed., pp. 179-190). FL: Llumina Press.
Vanani, I. R. (2017). “Designing a Predictive Analytics for the Formulation of Intelligent Decision Making Policies for VIP Customers Investing in the Bank”. Journal of Information Technology Management, 9(3), 477-511
Wayne, J. H., Randel, A. E., & Stevens, J. (2006). “The role of identity and work–family support in work–family enrichment and its work-related consequences”. Journal of vocational behavior, 69(3), 445-461.
Yavas, U., Karatepe, O. M., & Babakus, E. (2011). “Do customer orientation and job resourcefulness moderate the impact of interrole conflicts on frontline employees’ performance?. Tourism and Hospitality Research, 11(2), 148-159.