The influence of organisational culture and job satisfaction on intentions to leave

Abstract

Employee turnover or retention has dominated the research agenda and attracted practitioners’ attention for decades. Previous research has, however, suffered from lack of macro perspective in understanding employee turnover in organizations. Based on the survey of employees in a clay brick manufacturing company in Lesotho, the purpose of the present study was to examine the impact of job satisfaction and cultural traits on turnover intentions. There was a negative and significant correlation between job satisfaction and turnover intentions, and all cultural traits and turnover intentions. Though the variance contributed by cultural traits (stability and flexibility) over demographic factors and job satisfaction was only marginally significant, and the impact of flexibility cultural trait became insignificant in the regression analysis, the influence of stability cultural trait remained strong in both correlation and regression analyses. Managerial and theoretical implications are also discussed in this study