Relating Employee Satisfaction and Voluntary Turnover

Voluntary turnover has been an enduring topic in organizational management theory and a subject of numerous empirical studies due to its great influence on organizations’ efficiency. Currently the goal was to investigate which employee satisfaction issues relate to turnover intentions and do they relate to actual voluntary turnover. The empirical study was conducted in Estonian government office: questionnaire describing employee satisfaction and turnover intentions was carried out twice and the qualitative input was received from the interviews with all resigning employees.. It appeared that employees less satisfied with items having more direct influence on their daily job and communication, were more eager to leave the organization. Employees less satisfied with distant matters concerning their job, were less willing to leave. Subsequently the results indicated that whether the employees think about leaving and their approximate estimation on further length of service, can be associated with actual turnover. The examination of the departure interviews showed that the relations detected by the analyses of the survey results, were quite accurately put into practice.