Buy an essay: Correlation between job satisfaction and staff turnover

The job satisfaction affects consistently the performance of call centres based in India. At the same time, specialists (Tracy & Trethewey, 2005) argue that the job satisfaction influences not only the effectiveness and productivity of work of employees in call centres, their organisational culture and performance, but also the job satisfaction influences the staff turnover. The job satisfaction affects consistently the psychological state of employees and their self-esteem to the extent that the workplace environment can become unbearable for employees (Sassen, 2000b). In this regard, call centres based in India can provoke significant psychological problems in employees and undermine their job satisfaction because of existing socio-cultural stereotypes concerning the work in call centres as a female job. Basically, such stereotypes provoke the dissatisfaction of male employees with their job in call centres because gender-related stereotypes affect their self-esteem. To put it more precisely, male employees consider the job in call centres based in India as female job. Therefore, they are not supposed to work in call centres but often they are forced to work in call centres where they can receive high salaries. As a result, their cultural biases and stereotypes come into clashes with their position and job in call centres (Weedon, 1999). What is meant here is the fact that, in spite of the high salary male employees in call centres based in India can develop dissatisfaction with their job because they believe that such a workplace environment does not match them.
In such a situation, when internal contradictions grow in employees, they often prefer to change their workplace to a better one, where they can feel more comfortable. For instance, male employees working in Indian call centres cannot afford their position in a “female job” and they prefer to change their job and find a “male job” instead. In such a way, they feel more comfortable in the new workplace because it meets their socio-cultural and gender-related stereotypes. In such a situation, employees are satisfied with their new workplace environment, whereas the job in call centres was inconvenient for them and caused the job dissatisfaction. Obviously, if this trend to the change of the job occurs en masse, this leads to the high staff turnover.
In such a way, the job satisfaction affects the staff turnover. At the same time, specialists (Weedon, 1999) point out that the job satisfaction is one of the factors but not necessarily the only factor that determines the staff turnover. To put it in simple words, some specialists (Tracy & Trethewey, 2005) believe that the job satisfaction is rather a risk factor than the only reason for the staff turnover.
Furthermore, the job satisfaction can affect the relationships between employees or between employees and managers. For instance, employees dissatisfied with their job can have tense relationships and conflicts with other employees or managers, who may have a high level of job satisfaction (Weedon, 1999). As a result, the presence of employees dissatisfied with their job can provoke conflicts within the organisation, such a call centre. In such a situation, the management of the organisation has to solve the problem and prevent the development of conflicts within the organisation because internal conflicts undermine the organisational performance. Therefore, if conflicts become irresolvable organisations often prefer to fire employees, who provoke conflicts to smooth the situation within the organisation and to ease the tension. In such a way, the poor job satisfaction can become a cause of conflicts in organisations, such as call centres based in India, and organisations can conduct policies aiming at firing of employees, who can provoke conflicts because of their job dissatisfaction.