Turnover Intention and Satisfaction Determinants for Low-Skilled Industrial Safety Employees

This research paper seeks to analyze the determinants of turnover intentions and satisfaction. It gives an overview of previous academic theory and empirical research on Exit-Voice Theory, Job Matching Theory and turnover and satisfaction determinants. The research is conducted among 75 employees of an industrial safety company. The Exit-Voice theory of Hirschman(1970) claims that the availability of voice mechanisms reduces the amount of turnover. I test this by dividing voice between Complaint Ventilation and Influence and checking the effect on turnover intentions. The Job Matching Theory by Jovanovic(1979) claims that if a worker receives unexpected new negative information about the job match he is currently in, he will move to another job. I test this by introducing the variable Met Expectations in the turnover determinants model. There is a large amount of empirical research that claims that satisfaction has an influence on turnover. I will also test this and continue with testing the determinants of satisfaction. The significant determinants in the turnover model are Influence, Met Expectations and Satisfaction. One part of the voice theory, Influence, is found to be more important than Complaint Ventilation, the other part of voice theory. Met Expectations does not completely run through Satisfaction, in line with the job matching theory. The determinants that have a significant explanatory power in the satisfaction model, in which is controlled for Age, Tenure and Region, are: Career Opportunities, Contact with Executives, Support, Content of the Work and Fixed Working Location.