“ T he

Satis
Rete fa c t i
ntion on a n
of E m d
ploye
es”
Presented by: Saba Naz
Muhammad Fahim Khan
 HRM makes continuous efforts to develop

01
●
●

such policies which will motivate the human

resource for sustained competitive advantage

02
“Higher retention of the right caliber of employees
●
●

creates a stable and experienced labor force that

delivers higher service quality at lower cost

03
whether managing customers or employees “the central
●
●

purpose remains the same; the attraction of patronage

through the satisfaction of needs and wants”
How work design, Supervision, & Work Condition effect
Employee retention.

How effective supervision, conductive work conditions

and well defined work design help to develop and
manage a motivated and satisfied workforce.

How Higher retention is essential for creating a more

stable work environment that facilitates growth and
sustainable competitiveness.
PROBLEM STATEMENT
The effect of Supervision,
Work Design, & Work
Condition on Employee
Satisfaction and Retention
 Literature Review

Effectively measuring and improving employee satisfaction is very critical for the existence of an organization. Since businesses
are becoming more competitive and employees with the rare skills and abilities needed to become competitively advantageous
are becoming scarce and management can no longer effort to see employees as replaceable inputs (Miles and Creed, 1995).

Satisfied employees have higher intention of staying with an organization, which results in
decreased turnover (Mobley et al, 1979).

Increasing employee satisfaction and thereby reducing employee turnover is critical for overall
organizational performance and growth. Certain studies suggest that separation, replacement
and training costs are 1.5 to 2.5 times annual salary for each person who quits (Solomon, 1988).
Research Model

Supervision

Intention
Work Design to leave

Work
Conditions
 Hypothetical Research Model

Ben
Goo efits o
dL f
oca
Supervision
tion

Work Design
+ Intention to
leave
+
Work
Conditions

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 S. # Donor Companies SAMPLE
01 WFP 4
02 GTZ 13
03 Mercy Corpse 2
04 KFW 2
05 Save the Children 2
06 CORDIR 2
07 UNDP- PRS Monitoring Project 4
08 ADB 4
09 Handicap International 2
10 DAAD- GTZ 2
11 UNICEF 4
12 BRAC 4
13 Red Cross 4
14 ACTED International 2
15 Deloitte (Donor agency) 2
16 Asia Foundation 3
Total Count: 37 17 GTZ- RAHA 3
18 Care International 3
Total Response: 100 19 European Union 1
20 ERRA 2
21 Islamic Relief 2
22 UNFPA 6
23 GTZ- FLP 1
24 GTZ- CCBLE 3
25 SHAIP 1
26 SACHET 3
27 Private Sector 4
28 Limbless Organization 1
29 GRP – GTZ 1
30 GTZ- Health 3
31 ARL 1
32 PYDN 2
33 Office Mora 1
34 UN 3
35 UNIDO 1
36 Merlin 1
37 FLP 1
 Work Design Work Conditions
• Awareness of the Mission of • Office environment Support for
Organization work

• Working in line with • Satisfaction with the total fringe

qualification/experience benefits

• Job description is clear and well • Commitment from Management to

directed provide required resources

• Work adds value to the • Trainings & Development

organization
• Freedom of Expression as a
• Support from Management & professional
Staff to carry out assignments
• Fair Treatment with all Employees
• Satisfaction with present
placement • Team Work based Culture

• Work contributes towards • Satisfaction with degree of respect

achievements of departmental and fair treatment from
objectives Management
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 Supervision

• Evaluation of assigned tasks by

Manager
 Turnover Intentions
• Coaching and Mentoring by
Manager • Continuation of Work with
Present Organization
• Encouragement from Manager in
decision making process • Looking for a Better
Opportunity
• Satisfaction with the overall quality
of supervision • Seriously thinking about
quitting job
• Satisfaction with the supervisory
style of manager • Actively looking for a job
outside
• Recognition and Reward for High-
performing

• Appreciation of Work

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 HYPOT
HESIS

Work Condition Supervisory style

has positive has positive
impact on impact on
intention to leave intention to leave.

Work design has

positive impact
on intention to
leave
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 CO DA
LL TA
EC
TIO
N

Research is based on 37 Donor Companies

located in Islamabad

Sample is 100
from the selected donor agencies
• Questionnaire
• Personal interviews
• Filling of questionnaires
• Soft copy of questionnaire through email
 WD WC SUP TI
WD Pearson
1
Correlation

WC Pearson .
Correlation 649(** 1
)

SU Pearson . .
P Correlation 655(** 751(** 1
) )

TI Pearson
-.175 .621 .632 1
Correlation

Pearson Correlations
** Correlation is significant at the 0.01 level (2-tailed).
There is positive correlation (.649) between work designs and work conditions at 0.01 significance level.
Whereas there are strong positive correlations between work conditions and supervisions (0.751) and
between work designs and supervisions (0.655) at 0.01 significance level. These highly results reveals
that supervisions, work designs and work conditions in organizations are highly correlated with each
other. The variables supervisions, work designs and work conditions play important role in
organization……….
The other results of correlations between intention to leave and work condition (-.292) and supervision
and intention to leave .632(a) are Positive and strong. Therefore it showed that these variables work
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condition and supervision has excellent relationship with intention to leave the organization……..
 Std. Error of
Adjusted the
Model R R Square R Square Estimate
1 .632(a) .51 5.0 0.6

Regression

Model Summary
a Predictors: (Constant), SUP, WD, WC
the value of R showed the combine correlation between independent variables and dependent variable. In
summary table the value of R is (.632) which is Strong correlation and significant. The value of R square
which is (.51) showed that 51 percent impact of independent variables on dependent variable. Whereas
other factors have 41 percent effect on dependent variable. When we change one unit of independent
variables (supervision, work design, work conditions) then51 percent of change will occur on dependent
variable (intention to leave). After adjusting the regression values to generalize the result to population, 5
percent impact of independent variables have on dependent variables.
The standard error value is high which showed there is above little deviation with the regression line in the
model.

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 Sum of Mean
Model Squares df Square F Sig.
1 Regressio
96.970 3 32.323 3.968 .010(a)
n
Residual 782.020 96 8.146
Total 878.990 99

ANOVA(b)
a Predictors: (Constant), SUP, WD, WC
b Dependent Variable: TI
the value of regression mean square showed the variability that was
happened because of variables used in the model whereas residual
mean square value was the variability occurs due to other factors not
used in the model. The F value is significant at 0.01 level that
revealed variability occurs due to factors used in the model.
 Standardize
Un-standardized d
Coefficients Coefficients t Sig.
Std.
Model B Std. Error Beta B Error
1 (Constant
17.358 1.959 8.863 .000
)
WD .068 .092 .098 2.3 .466
WC -.085 .078 -.167 2.4 .279
SUP -.154 .095 -.251 2.1 .107

Coefficients(a)
• Dependent Variable: TI
The values of B in un-standardized coefficients showed the values of a, b, c
in equation calculated with the actual values used. Whereas standardized
coefficients are values of a,b, and c were calculated after converting the
actual data into same scale. The values of t in the model are insignificant.
The coefficient/standard error ratio is called the “test statistic” or “t-stat.” A t-
stat bigger than 2 or less than -2 indicates at statistically significant effect on
dependent variable. In our model all three independent variables have
values above 2 that showed there is an individual effect of independent
variables on dependent variable.
Therefore our hypothesis related to regression is accepted.

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 Summary Item Statistics

Reliability
Reliability Statistics

Cronbach's
Alpha Based on
Cronbach's Standardized
Alpha Items N of Items
.84 .81 11

Maximu
m/
Minim Maxim Minimu Varian N of
Mean um um Range m ce Items
Item Means 24.533 12.510 30.240 17.730 2.417 65.894 4
Item Variances 113.01
21.417 8.879 34.467 25.588 3.882 4
2
Inter-Item 128.69
6.630 5.114 21.393 26.506 4.183 4
Covariances 3
Inter-Item
.212 3.133 8.214 1.064 2.621 .247 4
Correlations
RESULTS & FINDINGS
Statistical data analysis of model reveals that impact of work
01 design, supervision and work conditions on intention to leave
of employees is significant and positively associated.

Through this research study, it is identified in Donor

02 Companies working in Islamabad, the employees consider
work conditions more important than the other two factors
which are work design and supervision.

Management needs to focus on improvement of work

03 conditions which will improve job satisfaction. Job
satisfaction of employees will lead to decrease in
intention to leave.

Once organization achieves higher retention of employees, it

04 will help to achieve sustainable growth which is required to
maintain competitive advantage in the market place.
CONCLUSION

Over all analysis and based on our

Hypothesis indicate that high job
satisfaction is inversely related with
intention to leave. It means that
with Increase in job satisfaction,
Intention to leave decreases.
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