The effect of job satisfaction on turn over intentions

Abstract

The aim of this paper is to explore the influence of specific aspects of job satisfaction on turnover intentions in Serbian companies. The starting premise is Herzberg's two-factor theory. Herzberg contends that job satisfaction is only aresult of intrinsic factors the content of work, possibilities for an individual to express themselves through work and develop their capacity and self-esteem. Extrinsic factors such as salary, management style, interpersonal relationships and job security can only contribute to the absence of dissatisfaction, but do not have the power to encourage a sense of satisfaction. Research into the effects of intrinsic and extrinsic satisfaction on turnover intentions has beenconducted in the form of a survey, using a structured questionnaire that was filled out by 234 employees from several companies in Serbia. The statistical results show that both forms of job satisfaction (intrinsic and extrinsic satisfaction) establish an inverse relationship with the intentions of employees to leave their present jobs. The paper also confirms a significant impact of extrinsic factors of satisfaction on turnover intention among Serbian employees unlike the intrinsic factors.