A Study on Relationship between Employee Turnover Intention and Perceived Organisational Support
J. Harish Prasanna *
Tamil Nadu Agricultural University, Coimbatore - 641003, India.
S. Hemalatha
Department of Agricultural Rural Management, Tamil Nadu Agricultural University, Coimbatore - 641003, India.
N. Deepa
Department of Agricultural Rural Management, Tamil Nadu Agricultural University, Coimbatore - 641003, India.
S. Padma Rani
Department of Agricultural Economics, Tamil Nadu Agricultural University, Coimbatore - 641003, India.
*Author to whom correspondence should be addressed.
Abstract
Employee retention describes the various measures undertaken by firms for retention of their employees. Hypermarkets are large retail space that offers broad range of daily necessities and groceries where the study was carried out. The employee retention at the hypermarket in Coimbatore city was examined using percentage analyses, correlation, and Garrett ranking for a period of 3 months. Based on the percentage analysis, it is found that majority of the employees were female and received an average monthly salary range of Rs. 5000-15000. Turnover intention scale and Perceived Organizational Support Scale (POS-8) were used in the correlation analysis. It specified that turn over intention is inversely proportional to perceived organization support. According to Garrett ranking, a competitive wage package (61.56%) was the main factor driving employee retention. A plan for employee retention, such as offering bonuses, organisational support and extra reward packages, can significantly reduce the intention of turnover.
Keywords: Employee, turnover intention, perceived organization support, strategies, employee retention