Job Autonomy and Turnover Intentions among Bank Employees in Kashmir

Abstract

Freedom of speech, freedom of expression and freedom in other walks of life has been for long a subject of debate and people have been striving hard to get freedom in most of the cases. Likewise people working in organisations expect and desire freedom, liberty and choices in the workplace. In the context of contemporary organisations employees who believe they are free to make choices in the workplace and are accountable for their decisions are happier and more productive. These choices given to an employee to take decisions at the workplace has been refereed as job autonomy. Job autonomy has been recognized as the central tenant for the organizations. Various studies report positive effects of autonomy and negative effects of lower job autonomy on various organizational outcome variables like employee motivation, job satisfaction, and organizational commitment. Further, some substantial meta-analytical evidences suggest that perceived job autonomy is positively related to a range of beneficial outcomes such as work performance, and negatively related to more detrimental outcomes such as stress and exhaustion. Others note a negative association between job autonomy and job stress, turnover intention, and work-family conflict. Researcher evidences higher autonomy leads to a belief among the workers that the results of their job are determined by their efforts, actions and decisions. Employee turnover needs brief description before writing its association. Conversely lower levels of job autonomy have provided to be associated with turnover intentions. Earlier findings indicate that employee s turnover intention are strongly correlated with the employees actual turnover. However, organizations which score less on autonomy scale undermined employee`s ability to make better decisions. This feeling briefs unworthy perception among the employees and may ultimately proliferate turnover intentions.