Volume 34, Issue 3 (Autumn 2021)
JMDP 2021, 34(3): 113-142 |
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Miri B, Ghorbanizadeh V, Seyed Naghavi M. Phenomenological Analysis of Employees’ Turnover Experience in a Public Organization. JMDP 2021; 34 (3) :113-142
URL: http://jmdp.ir/article-1-4255-en.html
URL: http://jmdp.ir/article-1-4255-en.html
1- M.A. in Public Management, Faculty of Management and Accounting, Allameh- Tababatabaee University, Tehran, Iran.
2- Associate Professor, Department of Public Management, Faculty of Management and Accounting, Allameh-Tababatabaee University, Tehran, Iran. , ghorbanizadeh@atu.ac.ir
3- Professor, Department of Public Management, Faculty of Management and Accounting, Allameh-Tababatabaee University, Tehran, Iran.
2- Associate Professor, Department of Public Management, Faculty of Management and Accounting, Allameh-Tababatabaee University, Tehran, Iran. , ghorbanizadeh@atu.ac.ir
3- Professor, Department of Public Management, Faculty of Management and Accounting, Allameh-Tababatabaee University, Tehran, Iran.
Abstract: (1922 Views)
Purpose: This study aims at investigating the experiences of employees who have left their jobs in a state-owned organization in the city of Tehran.
Methodology: The sample of this study consisted of 10 members of this organization who have left it voluntarily between 2016 and 2020 and semi-structured interviews were used to collect data. To analyze data, the experimental phenomenological approach of Moss Takas was applied.
Findings: Through studying the attitude of the employees towards the turnover phenomenon researchers found out that those who left their organizations didn't have job satisfaction and their turnover has not been a sudden decision. Second, the rules and regulations of the governmental sector have been an obstacle for employees in using their full potential. Third, employees promotion has not been based on people's performance, competency and experience but rather it has been based on their informal and friendly relationship with the Heads of the organization. Research findings show that employees’perceptions of leaving the organization are not highly negative. In fact, they viewed this experience as a positive phenomenon
in their career lives that entailed positive implications such as work-life balance, work progress, better use of their capabilities and expertise, finding
a job with better compensation, and more work independence.
Value: This research presents the experiences of employees who left service and identifies the important factors of this voluntary turnover. Besides, it provides feedback for the current employees and managers so that willingness to leave service may decrease.Implications: Given the fact that employees did not leave the rganizations all at once and their departure was pre-planned, it is necessary to periodically examine the factors that reduce motivation to serve in the organization from the perspective of employees and to take action to bring about corrections.
Methodology: The sample of this study consisted of 10 members of this organization who have left it voluntarily between 2016 and 2020 and semi-structured interviews were used to collect data. To analyze data, the experimental phenomenological approach of Moss Takas was applied.
Findings: Through studying the attitude of the employees towards the turnover phenomenon researchers found out that those who left their organizations didn't have job satisfaction and their turnover has not been a sudden decision. Second, the rules and regulations of the governmental sector have been an obstacle for employees in using their full potential. Third, employees promotion has not been based on people's performance, competency and experience but rather it has been based on their informal and friendly relationship with the Heads of the organization. Research findings show that employees’perceptions of leaving the organization are not highly negative. In fact, they viewed this experience as a positive phenomenon
in their career lives that entailed positive implications such as work-life balance, work progress, better use of their capabilities and expertise, finding
a job with better compensation, and more work independence.
Value: This research presents the experiences of employees who left service and identifies the important factors of this voluntary turnover. Besides, it provides feedback for the current employees and managers so that willingness to leave service may decrease.Implications: Given the fact that employees did not leave the rganizations all at once and their departure was pre-planned, it is necessary to periodically examine the factors that reduce motivation to serve in the organization from the perspective of employees and to take action to bring about corrections.
Keywords: Public Organization, Employee Retention, Employee Turnover, Voluntary Turnover, Phenomenology
Type of Study: Research |
Subject:
Development Administration
Received: Jul 21 2021 | Accepted: Sep 19 2021 | ePublished: Mar 16 2022
Received: Jul 21 2021 | Accepted: Sep 19 2021 | ePublished: Mar 16 2022
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