Employees seek job security, but do job security strategies and policies ensure that all employees will stay in the organization?
Dear Mahfouz, good question. I think increasing job security may decrease the no of job turnover but it may not decrease to 100%. Turning over one job may be due to multiple reasons, in that job insecurity is one reason. I have seen person leaving most secure government job and start their ouw business...
Dear Mahfuz
Certainly job security should lead to less employee turnover. However that is not only the condition for employee to stay with the organization. The employee would like to have proper career advancement options, good salary and perks, good collegiality, good rapport with management, conducive job environment, and finally challenging job.
http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/
Living with a lack of job security can increase intention of employees to leave organization.
To a great extend its true that is why attrition will be lesser in Government Organizations compared to Private sector.... The intake skills during induction into a JOB_Secure Organization is usually hing, however over a period of time the Skills become blunt as they are not utilized and creates burn-out.
It depends on the type of jobs and age group of employees. For especially operator level, clerical and supervisory level jobs, people often value job security quite high. But if we talk of the highly skilled managerial employees belonging to Gen Y, they t value challenging job and interesting work at the top. They leave if they are not happy for any reason or are asked to leave, without creating much fuss. They know, they would get a job else where. That is the reason why, in managerial jobs, the turnover is high despite job security.
But for other jobs surely people dislike job insecurity.
Yes, job security results in less employee turnover. That is probably the main reason we observe less turn over in public sector. However as Nageswara mentioned, that is not the only reason for staying on or leaving a job.
Other factors such as salary, good system of talent Management and appreciation, learning &development opportunity and personal satisfaction are other factors which affect the turnover.
You are right dear @Mahfuz, it is evident by secure jobs in public and state enterprises , in state schools and other institutions! That is what the major problem in Serbia is! Also, more than 30% employed than needed!!!
http://www.sinteza.net/en/news/serbia/6043-serbian_fin_min_says_30_overemployment_in_public_sector.html
For one reason as Prof. Nageswara answered yes, but it will also divide by group of employee age and type of jobs as Prof.Debi said.
For young and dynamic employee they seek also challenge,position and salary increment as they are dynamic the passionate more on it.
On contrary agely employee or static type will think job security security is the most importance as they look for comfort and static or non challenging passion on the job.
Job security requires how a job is defined
Can a 'job' defined as a paid behavioral activity be well defined in a dynamic world, even when people stay in the same company or in the same building for years? In tiny details, individuals probably change behavioral activity every day or not? The definition of what a job represents should therefore definitely scale-dependent and perception-dependent.
For instance, there is a difference between how a job is perceived by yourself (e.g. 100% present for judgment) and how your job perceived by others (e.g.
Job Security usually refers to the employees` confidence that they will stay in their current job. I would say it refers to the employees` confidence that they will stay in their current company, regardless of the job title.
Dear Mahfuz,
In that case your definition of job security is space-dependent, not behavioral activity-dependent
Yes dear friend Marcel. The important thing for the employee is to feel that s/he is secured and employed, especially when the country is in an economic recession.
Dear @Mahfuz, I think this is true in the well-administrated organizations: job security will lead to less employee turnover.
Actually, does not having a secure job is a sign of a bad administration of the organization.
I am attaching a research published in Time magazine some time ago on what considerations are most important to employees. Job security was rated 4th most important for men, and 3rd most important factor for women, out of the ten factors in all. Most of these about 12000 employees were young.
The top factor was "interesting work" for both men and women. Interestingly, salary was 6th for men and 8th for women. .
Dear Debi. Interesting factors for what considerations are most important to employees. I think these facors may differ between countries and according to the economic expansion or recession.
My dear friend Mahfuz, the very way in which the question is stated allows easily for an answer such as: "well, not always". From a logical point of view, as we know, expressions such as "always" and "never", f.i. are immediately problematic and in the end trivial. This, of course, is not the care with the essence of your question, but the (logical) form opens up such a possibility.
Management is and has been based on case studies to a large extent. Studying each singular case would provide arguments for answering with nuances and layers.
My take, as you can see, if based on logics. Thank you for your question.
High employee turnover may be harmful to a company's productivity if skilled workers are often leaving and the worker population contains a high percentage of beginner workers. Recruitment policy and work environment are two factors more important than job security, largely affecting employee turnover in a company. It employees are not recruited in consideration of their aptitude, skill, behaviour; the company may suffer from lack of production that may lead to high turnover. Employees who feel appreciated and fulfilled are unlikely to quit, and will work hard to further the organization's interests. Conversely, workers who are routinely ignored, bored or mistreated will not stay for long.
Dear Yogesh. Job security is an important factor which leads to less employee turnover. There are many other factors, such as recruitment policy and work environment that largely affect employee turnover in a company. Thank you.
@Mahfuz
Job security is important unless until it doesn't pose any deleterious impact on employee performance vis-a-vis productivity of the venture. A knowledgeable, skilled, sincere, dedicated and yielding employee need not apprehensive about his employment stability. He needs a congenial working environment and motivation.
Job security is no the only factor that reduce employee turnover. It is a critical factor, but not the only one.
Dear Kamal. It is not a leading question. You are right, the word "always" made the objective answer to be "No".
I agree with Dr Kamal; there are other factors affecting the employees turnover in an organization. Hence, straight answer of the question is 'No'.
There are many factors that affect employee turnover, not only job security. Career holder never believes in job security. However, a level of job security is essential for all and definitely that affect turnover.
Career holder never believes in job security. Dear Subhash, nicely said.
Thank you for your nice question. But I do not support only job security leads to less employee turnover. In some time excessive job security reduces the productivity of an employee. Actually a highly qualified employees never worried about job security.
Dear Mizanur,
I agree with you that when there is excessive job security, the productivity of employees would reduce.
Job tenure is not an issue for competent, hardworking, honest and responsible employees, which are always in demand, whereas job security of non-competent, irresponsible, and counterproductive staffs adversely affect the company’s output.,
I also agree with that when there is excessive job security, the productivity of employees would reduce, as poor performance is not going to affect their job adversely.
Employees shall be in complacency mode.
from my observation, effect of job security strategies towards employees' turnover is much depends on economy performance. If an economy is bad and unemployment rate is high, job security will be the most preferred factor for variety if employees' issues. While economy is good and offers are everywhere, it will fail in managing turnover.
As you see on Responsible Care program "increase in turnover (up 26%)". http://www.pharmachemicalireland.ie/Sectors/PCI/PCI.nsf/vPages/Responsible_care~2013-responsible-care-report-20-12-2013/$file/Pharmachemical%20Ireland%20RC%20report%202013%20w%20APPENDIX1%20HIGH%20RES.pdf
JOB SECURITY + JOB SATISFACTION = LOW EMPLOYEE TURNOVER .Turnover is likely to rise even with job security if employees are dissatisfied
Completely agree with what was said above, security alone is not enough to keep employees in an organization.
At an organizational level, employee turnover often has multiple drivers, some are beyond the control of the organization, for example the external labour market. Job security may not be relevant depending on how easy it is to find alternatives there.
Any single factor such as job security (insecurity) may well reduce (increase) base rates of turnover. Once you look at the actual decision process employees go through before quitting, what you find is that in some cases people leave because of specific events or 'shocks' which could have nothing to do with general conditions. The attached paper has a review and application of this literature, based on a model by Lee et al (in the references).
Part of the thinking behind this 'shock' construct is that often people stay in their jobs because of a form of inertia - one could imagine that job security might amplify that sense of inertia. But in decisions where someone quits after a shock, job security (or a host of other factors) might never come into the equation.
Article Towards a typology of nursing turnover: The role of shocks i...
A secure person can be happy to contribute in work without fear
A secure person can be happy to contribute in work. Sometime secure person skip their work responsible. The person those who are committed by the organisation i.e. affective commitment it will be create low employee turnover.
Yes, I agree this question. Always job security leads to less employee turnover, because job security gives the high job satisfaction at a same time secured employee skip their work and responsibilities. Hence, mostly job security leads to less employee turnover. (Example: Government and public sector employees).
Regards,
Er. R.Gopinath (BSNL/Tamil Nadu Telecom Circle)
Doctoral Scholar in Management, Bharathidasan University, Trichy.
At the same time, I do not agree that "Government work leads to Satisfaction". I was a central Government Engineer (Southern Railways - early 1990's).
One needs to satisfy many to get satisfied - only other than work....
Highly ego centric autocratic Bossism prevails in Government Sector which is much politicized as the department report the Minister directly....Hence a YES SIR attitude prevails
More job security = Less labor turnover
Less job security = More labor turnover
I agree with the answer of Prof. Mahfuz Judeh as follows:
More job security = Less labor turnover
Less job security = More labor turnover
Thank you Gopinath. I believe that is the nature of the relationship between job security and labor turnover.
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