Relative Dissatisfaction and Its Impact on Employees’ Intention to Quit

Abstract

This study aims at showing the factors of relative job dissatisfaction and the influence of those factors on employee intention to quit. The study has conducted a field survey of 143 respondents from different famous private sector companies of Bangladesh. The findings of this study are that most of the factors of relative job dissatisfaction lead to employee intention to quit. Such as:  in the expectation of more pay and better working conditions employees intend to quit the job or organization, similarly employees possess the intention to quit when they want to lessen their workload or to get good supervision. Likewise, employees possess the intention to quit the job or organization in case of getting sound retirement benefits. On the other hand, employees are not found to possess the intention to quit the organization or job in order to get and accept more challenging jobs. The findings of this study will help manager and concerned authorities to be aware about the factors of relative job dissatisfaction of an employee as well as to take care about the factors that lead the employees to possess the intention to quit the organization which is similarly harmful for any organization as the real turnover.

Keywords: Relative dissatisfaction, turnover intention, factors, turnover.