The Influence of Selected Job Satisfaction Factors on Turnover Tendencies

The aim of this thesis was to evaluate how selected factors of job satisfaction influence turnover tendencies. Furthermore, the work focused on an overview of current approaches to assessing job satisfaction and on the impact of selected job satisfaction factors on turnover tendencies. These factors were chosen based on a detailed literature review and adapted to the current situation within the specific organization. The tool used to achieve the objectives was an analysis of the relationships between selected job satisfaction factors and turnover tendencies. The strongest predictor of turnover tendencies and satisfaction within the selected organization was found to be interpersonal relationships, especially with colleagues. However, interpersonal relationships with supervisors were also identified as an equally important factor. Another significant factor is mental workload, specifically its negative relationship – meaning that the lower the perceived mental burden, the higher the job satisfaction and, in turn, the lower the turnover tendency. Based on the findings, recommendations were proposed for managerial practice within the organization, along with suggestions for further research in this area.