Employees seek job security and look for equal treatment in their workplace. Do job security policies and practices ensure that employees will stay in the organization?
Not necessarily, employees with ambition shall keep changing jobs in an effort to achieve their career goals.
Apparent observations in third world gives answer in 'YES'. However, for empirical investigation, i feel the null hypothesis ought to be set as 'no association between job security and employee turnover'. Kindly share the trends of available knowledge base on this subject.
Work Group climate, training and leadership are some of the factors to consider.
To some extent yes but this applies in a situation such as the present where the job market is very edgy.
Job Security coupled with employee empower, challenging role , good system of Talent Management, Learning & Development opportunity, varied exposure surely helps in less turnover. Only Job Security alone is not the only parameter for professionals, however employees seeking comfort zone and with mediocre performance level are likely to stick based on Job Security. In the recent survey conducted by us reflected clear indication on the same.
Of course it depends upon the employee's mind set and immediate family obligation if one is married. However, in case of new comers and unmarried employees do have different approach for the job security. In some cases it is also found that the employee love to change the job for the sake of change and these group do not have any loyalty towards the organization where they work and change the job even if mere increase in package.
There are many papers linking job security and employee behavioural outcomes (not only turnover, but other outcomes as absenteeism, effort, shirking,...) Some good papers on the topic:
Adnett, N., Bougheas, S., & Georgellis, Y. (2004). On the trade-off between work-related training and labor mobility: The role of firing and exit costs. Journal of Economics, 82(1), 49-70.
Engellandt, A., & Riphahn, R. T. (2005). Temporary contracts and employee effort. Labour economics, 12(3), 281-299.
Ichino, A., & Riphahn, R. T. (2005). The effect of employment protection on worker effort: Absenteeism during and after probation. Journal of the European Economic Association, 3(1), 120-143.
Kugler, A., & Pica, G. (2008). Effects of employment protection on worker and job flows: Evidence from the 1990 Italian reform. Labour Economics, 15(1), 78-95.
Kugler, A., & Pica, G. (2008). Effects of employment protection on worker and job flows: Evidence from the 1990 Italian reform. Labour Economics, 15(1), 78-95.
Olsson, M. (2009). Employment protection and sickness absence. Labour Economics, 16(2), 208-214.
Riphahn, R. T. (2004). Employment protection and effort among German employees. Economics Letters, 85(3), 353-357.
Scoppa, V. (2010). Shirking and employment protection legislation: evidence from a natural experiment. Economics Letters, 107(2), 276-280.
Not necessarily..depends upon the culture and industry. In japan and India its a virtue but may not be in western world, particularly in an industry which is competitive and constantly attracts employees from other firms.
It may be but many other factors must also be considered. Issues such as attractive compensation and benefits, employees work life balance arrangements, training and career developments opportunities are all necessary factors to be considered.
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