Application of Herzberg’s Two Factor Theory of Motivation to Identify Turnover Intention of the Non-Executive Level Employees in Selected Super Markets in Colombo, Sri Lanka

Abstract

Area of the Study This study attempts to identify the factors which affect the turnover intention of non-executive level employees by applying Herzberg’s Two Factor Theory of Motivation. Especially this study aims to identify whether the hygiene factors or motivational factors affect employee’s intention to leave most. Problem of the Study Since employees are the most critical resource in any organization prevailing in the business world, retaining the employees is a crucial factor for the success of an origination. In order to retain employees, identifying factors which affect turnover intentions of employees is paramount important. The researchers could identify that there is a high employee turnover ratio in shop floor level employees in Sri Lanka. Hence, the research problem addressed in this study is to identify whether the hygiene factors or motivators affect the turnover intentions of non-executive level employee most. Method of the Study The data were collected from a convenient sample of 100 non-executives in selected super markets in Colombo, Sri Lanka using a structured questionnaire which consisted of 44 question statements in total, including 34 statements of five point Likert Scale. To validate the questions, a pilot research was carried out using 10 random shop floor level employees before undertaking the full scale research. Findings of the Study This study found that motivation is negatively correlated with turnover intention of the employees. Moreover, main two dimensions of motivation; hygiene factors and motivators found to be negatively correlated with turnover intention of the employees. In this instance, hygiene factors found to be more affective for the turnover intention than motivators. Conclusion of the Study It is concluded that there is a strong negative relationship between motivation and turnover intention of the employees. Further this study found that hygiene factors are more affective for the turnover intention than motivators. And it is concluded that most of the employees are dissatisfied with the motivational factors (intrinsic motivation) in the supermarket sector. Thus, some good practices, procedures, methods and programs were recommended to enhance the job satisfaction of the employees to retain them and to get their maximum contribution for the sustainable success of the companies.