Socio-psychological factors on employee turnover: А demystifying perspective

Abstract

Background. The present business hubs are facing an incremental level of employee attrition. A better understanding of the expectations of the employees will leverage the issue of employee turnover. The workforce no longer is inclined towards material benefits the organizations provide, but a sense of better well-being and socio perspective of human life makes them decide to quit the organization. This scenario is experienced by almost all the organizations across sectors and boundaries. Hence, added focus should be given on socio-psychological aspects and needs to be addressed in regular intervals to retainthe intellectual assets for the organization. Materials and Methods. This paper aims at reviewing various socio-psychological factors supporting employee intention to quit the organization. The study is basedon a critical review on the existing studies on various socio-psychological factors viz., employee morale, social life, psychological health, family, employee loyalty, and emotional intelligence, quality of work life, job satisfaction, and support from family leading to employee turnover. Results. Socio-psychological factors are quite important for the organizations to view on. Employees need a fair support from the organization on distributive fairness and a healthy relationship with the team members. Discussion. The review throws light on the increased influence of family on employee turnover. The management should consider family as one of the major elements for the employees to put in their full commitment towards work. Conclusion. The paper concludes that, with the progressive inclination of organizations towardsthe enhancement of employees on the social well-being will reduce the intention to quit, thereby reducing employee turnover.