Job satisfaction and turnover intention of the employees serving in the public sector of Cyprus

Abstract

Job satisfaction and turnover intentions are two crucial concepts researched and investigated by scholars and human resource professionals worldwide. Job satisfaction is a major concern within the organizational behavior management, leading to higher workforce commitment and production levels. On the contrary, turnover intention has serious negative impact in the long-term success of business. The purpose of this study is to examine the factors affecting job satisfaction and turnover intention levels among employees serving in various public organizations of Cyprus. The study explores the demographic impact on job satisfaction, investigates the existing relationship between job satisfaction and turnover intention, and examines the predictive ability of the utilized job satisfaction facets/aspects on turnover intentions. A quantitative research design and a deductive approach were employed, concerning the scope and the aims of the study. Non-probabilistic methods through a structure questionnaire were employed to obtain the sample data of 395 participants. Both descriptive and inferential statistics were used to analyze the data through the IBM SPSS v.26 statistical tool, and draw important conclusions. The study’s findings demonstrate an ambivalent (neutral) employees’ satisfaction level with expressed intentions to leave from their jobs. The results reveal that employees were satisfied on supervision aspect, while being dissatisfied with promotion opportunities and operating conditions within their work environment. The salary and the tenure factors proved to have an influence on employees’ job satisfaction levels. Inference analysis results show that the employees who were least satisfied, they experienced highest intentions to leave from the organization. Study also affirms the strong negative impact of the utilized job satisfaction elements on turnover intention. Numerous job satisfaction facets verified significant predictive ability on turnover intention, with nature of work to be the major predictive factor. The study’s conclusions can be taken into serious consideration by the public sector directorates for their decision-making plans. By developing new strategies and reevaluating their existing policies and practices accordingly, the organizations can be better positioned to enhance the job satisfaction levels and boost retention rates. Further research is still needed to identify additional factors having impact on the employees’ intentions to leave within the public sector of Cyprus.