Job Dissatisfaction and Turnover: Bangladesh Perspective

The process of job turnover can be described as job dissatisfaction is the first step, followed by intention to leave, which finally, can result in actual turnover (Mobley et al. 1978; Bannister & Griffith 1986). This article aimed at identifying the empirical evidences of turnover in three different situations: i) being dissatisfied with the previous job, ii) availability of job in the market and iii) (search for) better alternative job as well as identifying the factors affect job dissatisfaction. In order to collect data for this study a comprehensive questionnaire was distributed to 150 employees of different private and public organization in Bangladesh who already leaved their previous job, of them 140 usable responses were received (drop-out rate: 6.67 percent). The results showed that the rates of turnover in three different situations are 33%, 25% and 52.5% respectively. The most important factors which affect job dissatisfaction are working environment & administration, supervisors & working hours and security of income (future) etc. A final conclusion of this study is that, the organizations experience excessive rate of job turnover should consider the said factors to retain their employees. Keywords: Job turnover, Turnover situations, Commitment, Job dissatisfaction