Role Play of Employee Turnover and its Retention Strategies in German and Japanese Automobile Agencies

Description

Page: 90-97

Vikrant Hooda and Ritu Hooda (School of Commerce and Management (SCM), Om Sterling Global University, Hisar, Haryana)

This chapter examines the impact of organisational culture and climate on employee turnover. Organisational culture and climate capture the meaning that employees derive from cues in their workplaces. The interaction between individuals and their work environment has significant implications for employees’ attitudes and behaviours, which have a direct impact on employee turnover. The chapter investigates three perspectives on organisational culture, that some cultures may be more appealing to employees, resulting in lower turnover that the fit between employee values and the values of the organisation is a primary predictor of turnover; and that some organisations may have a turnover culture. For organisational climate, it also investigates the overall effects of the molar climate on turnover, as well as the relationships discovered between a variety of specific, focused climates and turnover. The chapter concludes with several future research directions in organisational culture, climate, and turnover.