Global Advanced Research Journal of Management and Business Studies (GARJMBS) ISSN: 2315-5086 December 2012 Vol. 1(11), pp 407-415

Copyright © 2012 Global Advanced Research Journals   

 

Original Research Articles

Investigation of Contributing Factors in Employees Desertion in Power Engineering Consultants (Moshanir) Company 

Masoud Asiyabi and  Vahidreza Mirabi 

1Executive management, Islamic Azad University, Electronic branch, Tehran, Iran.

2Business  management,  Islamic Azad University, Central Tehran  branch, Iran.

Corresponding author Email: asiyabi.masoud@gmail.com 

Accepted 11 November 2012

 

Abstract

One of the most important concerns of the human resources management is the tendency of the talented employees for leaving the organization. Therefore, organizations which can recognize the factors effective on the employees’ tendency to leave will be able to apply more effective methods of maintaining and protecting their talented human resources. The purpose of this research is to study the effective factors of the employees` turnover in the Electricity Engineering Services Co. (Moshanir).  The present research was an applied, descriptive survey. The statistical population of this research was the whole experts holding master degree or higher in engineering, or those who had left their job during the past two years. The sample size, according to the Kerjesi and Morgan table, was 242 employees and 59 of those who had left their jobs; they all answered a questionnaire (derived from the research of  Lucy and colleagues (2004) ), including seven sections such as the demographic information, job characteristics, supervisor features, job emotions and feelings, job conditions, working environment, working attitudes and then turnover. The Pierson coherence test and the one way variance analysis (ANOVA) were applied to analyze the data.  The variables such as the job characteristics, supervisor features, job conditions and job attitudes, oppositely affect the variable of the employees` turnover, and by the decrease of the acceptable features pertaining to any of them, the rate of turnover increases. Also, there was a significant difference between the viewpoint of the employees and that of those who left their job in terms of the effective factors. The desire for leaving a job results from the conscious will of the employed person, and then the person gradually develops the desire inside himself. Maintaining the employees in an organization includes more extensive aspects than the amount of salary and benefits, or providing hygiene and safety in the working environment. While discussing and making decisions about maintaining the human resources, it`s necessary to consider the various and complex aspects which form their personal, group and organizational needs, and to study the personal and group differences in defining the qualitative job conditions and also to consider individuals with all aspects of the human reality, in relation to their personal and social lives. 

Keywords: turnover, job characteristics, supervisor features, job feelings and emotions, job conditions and job attitudes

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