Abstract
Man has always been the most complicated living being on this planet. It is considered next to impossible to accurately predict the behavior of human beings for any stimulus and the same stimulus generates different responses in different individuals. Considering the complicated nature of human beings, this research aims at finding out the role of different push vs. pull factors in employee job switch decision making. In this research, variables like compensation, job security, growth, promotion and development opportunity, better title/designation or compensation offered, work life balance, job employee fit etc. are taken into account to measure this role. A convenience sample of 60 respondents in a questionnaire based survey, there were 20 participants each from three companies which include Getz Pharmaceuticals, Barclays Bank PLC, Pakistan and Engro Polymer & Chemicals Ltd. The idea was to cover three major sectors of Pakistan. Unfair Compensation took the lead in the agreement percentage in respect of factor responsible for job switch decision with 76% agreement.
Highlights
Employee retention has always been one of the biggest challenges of HR practitioners and complex nature of Human Beings make it more difficult to find out what is bothering them out there. (Taylor, 2002)Across the world, HR professionals are trying to find out common trends in the factors responsible for influencing employees to take the job switch decision
Even amid the serious economic downturn that Pakistani Economy is facing and with the worst of the unemployment rate figures, job switch decisions have increased in numbers
Most employers blame pull factors to be responsible for their employee turnover and resist that there exist push factors within the organization which are responsible to a greater percentage for this problem. (Randle, 2007)
Summary
Employee retention has always been one of the biggest challenges of HR practitioners and complex nature of Human Beings make it more difficult to find out what is bothering them out there. (Taylor, 2002)Across the world, HR professionals are trying to find out common trends in the factors responsible for influencing employees to take the job switch decision. In defining the job search behavior, Wildhagen (2005) takes the idea of neoclassical economics by saying "labor markets function because workers (supply side) move to locations of higher demand". This all became a very important part of organizational behavior literature which include Luthans et al (1995), who in his famous book on organizational behavior defines motivation to be "a process that starts with the physiological and psychological deficiency or need that activate behavior or a derive that is aimed at goal or incentive." He adds on saying that it's a relationship between needs, derives and incentives. Many of the researcher in this field refined the theory of Maslow which includes Motivation-Hygiene theory given by Herzberg (1959), ERG Theory presented by Alderfer (1969), McClelland's theory of needs (1961), Goal setting theory by Locke (1968), Victor Vroom's (1964) Expectancy Theory and the names continues
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