EXAMINING TURNOVER ISSUE IN THE CONSTRUCTION COMPANIES OF OMAN: EMPLOYEES’ PERSPECTIVE

Main Article Content

Bader Ali Suba’a Al-Sadi
M. Firdouse Rahman Khan

Keywords

Employee Turnover, Construction companies, Organization Commitment, Employee Retention, Working Environment, Company Culture, Company Policies, Workman Benefit

Abstract

Purpose: The objectives of the study were to analyze the Work Environment of Construction Companies leading to turnover;to critically investigate the company culture, salary and the benefit factors, and the company policy & the related components causing a turnover problem in the Construction Companies of Oman. 


Design/methodology/approach: The data was collected from 217 employees who were actively involved in the construction work of the companies from the Government Sector, Oil Sector,and Housing Sector and were selected on a random sampling basis.


Findings: The results of the study reveal that the employees prefer environment wherein they need the freedom to work, speak and act. The study also reveals that the company policies should be clear and proper guidance should be given by HR department on job progression and training. It is also revealed that the Salary and after service benefits should be attractive along with better service compensation.


Research limitations/Implications: The study implies that the employees should be given a free environment, Attractive Salary and better service benefits.The present study covers the population from the selected largest construction companies of Oman,anda wide range of study will give us a clearerpicture.


Social implications: The study suggeststhe management should act wisely in handling the workers employed below them as the human resources can do a lot for their organizations. Further, the company policies should be crystal clear,and employee benefits and perquisites should be made at par with that of the niche market.


Originality/Value: Only a very few have examined the causes for the turnover issue in the construction companies of Oman, and it is a first-hand study of its kind,and the results will be useful to the stakeholders.

Downloads

Download data is not yet available.
Abstract 141 | PDF Downloads 64

References

Abiola, R. (2004). Productivity Improvement in Project Organization. Journal of the Nigerian Institute of Quantity Surveyors, 46(5), 17-22, Retrieved fromhttps://iproject.com.ng/business-admin-and-management/the-role-of-management-in-increasing-productivity-in-an-organization/index.html
Al-Belushi, F.Y. & Khan, F.R. (2017). Impact of Monetary Incentives on Employees’ Motivation: Shinas College of Technology, Oman – A Case Study. International Journal of Management, Innovations & Entrepreneurial Research, 3(1), 1-11, doi: https://doi.org/10.18510/ijmier.2017.311
Al Fazari, M. & Khan, F.R. (2016). Performance Appraisal System in Majan Electricity Company (Sohar, Oman) and its Impact on Employees’ Motivation. International Journal of Management, Innovations & Entrepreneurial Research, 2(1), 13-23, doi: https://doi.org/10.18510/ijmier.2016.212
Al Hosni, D. & Khan, F.R. (2016). The Effect of Security Procedures on Employee Morale. International Journal of Management, Innovations & Entrepreneurial Research, 2(2), 24-32, doi: https://doi.org/10.18510/ijmier.2016.221
Ali, Y.Y., Al-Nusair, M.M., Alani, F.S, Khan, F.R. & Al-Badi, L.H. (2017). Employment in the Private Sector in Oman: Sector-Based Approach for Localization. Humanities & Social Science Reviews, 5(1), 1-20, doi: https://doi.org/10.18510/hssr.2017.511
Arnone, W. J. (2006). Are Employers Prepared for the Aging of the U.S. Workforce? Benefits Quarterly, 22 (4), 7-12.
Arunkumar, S. (2014). An Empirical Study: Relationship between Employee Motivation, Satisfaction and Organizational Commitment. International Journal of Management, Business Research, 4(2), 81-93, Retrieved fromhttp://ijmbr.srbiau.ac.ir/article_2488_3f0147882bca72599d1178ae5b49296f.pdf
Aryee, S. (1992). Public and Private Sector Professionals: A Comparative Study of their Perceived Work Experience. Group and Organization Management, 17 (1), 72 – 85. doi: https://doi.org/10.1177/1059601192171006
Bhuian, S. N. & Al‐Jabri, I.M., (1996). Expatriate Turnover Tendencies in Saudi Arabia: An Empirical Examination. International Journal of Organizational Analysis, 4(4), 393–407. doi:https://doi.org/10.1108/eb028858
Buchko, A. A. (2008). Employee Ownership, Attitudes, and Turnover: An Empirical Assessment.Human Relations, 45(7), 711–733. doi:https://doi.org/10.1177/001872679204500704
Cadwallader, S., Jarvis, B. Bitner, J., and Ostrom, L. (2010). ‘Frontline employee motivation to participate in service innovation implementation.’Journal of the Academy of Marketing Science, 38(2), 219-239. doi:http://dx.doi.org/10.1007/s11747-009-0160-2
Danso, H. (2012). Construction Workers’ Satisfaction with Work Provision Requirement Dimensions in Ghana’s Construction Industry, International Journal of Engineering and Technology, 2 (9), 1613-1619, Retrieved fromhttp://iet-journals.org/archive/2012/sep_vol_2_no_9/412677134625791.pdf
Dartey-Baah, K. and Amoako, G. K. (2011). Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management, 3(9), 1-8, Retrieved fromhttp://www.iiste.org/Journals/index.php/EJBM/article/view/642
Darwish, A. A. Y. (1999). The Relationship between Intrinsic Motivation, Organizational Commitment, Performance,and Demographics: Empirical study, General Management Journal, Al-Idarah Al-Amma, 39(3), 493-528.
Gadekar, A. & Pimplikar, S. S. (2014). Success and Failure Factors of Indian Construction Companies. The International Journal of Engineering and Science, 3 (6), 52-58, Retrieved fromhttp://www.theijes.com/papers/v3-i6/Version-3/G0363052058.pdf
Gans, N. & Zhou, Y. (2002). Managing Learning and Turnover in Employee Staffing. Operations Research, 50(6), 991–1006. doi:https://doi.org/10.1287/opre.50.6.991.343
Griffeth R., Hom, P, Gaertner S. (2000). A Meta-analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. Journal of Management, 26 (3), 463-88. doi:https://doi.org/10.1177/014920630002600305
Homer, M.(2001). Skills and Competency Management. Industrial and Commercial Training, 33 (2), 59-62, doi: https://doi.org/10.1108/00197850110385624
Jehanzeb, K. & Rasheed, M. (2013). Organizational Commitment and Turnover Intentions: Impact of Employee’s Training in Private Sector of Saudi Arabia. International Journal of Business and Management, 8(8), 79-90. doi: http://dx.doi.org/10.5539/ijbm.v8n8p79
Leung, M. Y. & Chan, H. K. L. (2007). Antecedents of Commitment in Construction Management. Construction Management and Economics, 25(2), 113-127. doi: https://doi.org/10.1080/01446190601061939
Liu, J., Li, B., Lin, B. & Nguyen, V. (2007). Key issues and challenges of risk management and insurance in China's construction industry: An empirical study, Industrial management and Data Systems, 107(3), 382-96. doi: https://doi.org/10.1108/02635570710734280
Long, C.S., Perumal, P. & Ajagbe, A. M. (2012). The Impact of Human Resource Management Practices on Employees’ Turnover Intention: A Conceptual Model, Interdisciplinary Journal of Contemporary Research in Business, 4(2), 629-641. Retrieved fromhttp://journal-archieves19.webs.com/629-641.pdf
Llorens, J.J. & Stazyk, E. C. (2011). How Important Are Competitive Wages? Exploring the Impact of Relative Wage Rates on Employee Turnover in State Government.Review of Public Personnel Administration, 31(2), 111-127.doi:https://doi.org/10.1177/0734371X10386184
O’Connell, M. & Kung, M.C. (2007). The Cost of Employee Turnover, Industrial Management, 49 (1), 14-19, Retrieved fromhttp://www.citeulike.org/user/haigorshrdn/article/9093901
Reggio, E. A. (2003). Introduction to Industrial/Organizational Psychology (4th Ed.). Prentice Hall, New Jersey.
Simon, T.L. & Hinkin, T.R. (2001). The Effect of Employee Turnover on Hotel Profits: A Test Across Multiple Hotels. Cornell Hotel and Restaurant Administration Quarterly, 42(4), 65-69. doi: https://doi.org/10.1177/0010880401424006
Solomon, O., Hashim, N.H., Mehdi, Z.B.T. and Ajagbe, A. M. (2012). Employee Motivation and Organizational Performance in Multinational Companies: A Study of Cadbury Nigeria Plc. International Journal of Research in Management and Technology, 2(3), 303-312. Retrieved fromhttp://eprints.covenantuniversity.edu.ng/id/eprint/4967
Thatcher, J. B., Stepina, L. P. & Boyle R. J. (2002), Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics,and External Markets, Journal of Management Information Systems, 19(3), 231-261. doi: https://doi.org/10.1080/07421222.2002.11045736
Tremblay, K. (2005). Academic Mobility and Immigration. Journal of Studies in International Education, 9(3), 196-228. doi: https://doi.org/10.1177/1028315305277618
Viswanathan, S., Srinivasarao, G.V.R and Khan, F.R. (2017). Social Entrepreneurship: Impact of Occupational Health and Safety (OHS) Factors on Workers’ Behaviour in Different Construction Sectors in Oman. International Journal of Management, Innovations& Entrepreneurial Research, 3 (1), 12-22, doi: https://doi.org/10.18510/ijmier.2017.312
Walker, J.W. (2001). Perspectives.Human resource planning, 24 (1), 6-10. Retrieved from https://www.highbeam.com/doc/1P3-71753095.html
Walsh, K. & Taylor, M.S. (2007). Developing In-House Careers and Retaining Management Talent: What Hospitality Professionals Want from Their Jobs, Cornell Hotel and Restaurant Administration Quarterly, 48(2), 163-182, Retrieved fromhttp://scholarship.sha.cornell.edu/articles/453/
Wright, T. A., & Bonett, D. G. (2002). The Moderating Effects of Employee Tenure on the Relation between Organizational Commitment and Job Performance: A Meta-Analysis. Journal of Applied Psychology, 87(6), 1183–1190. doi: http://psycnet.apa.org/doi/10.1037/0021-9010.87.6.1183
Woods, R.H. & Macaulay, J.F. (1989) Rx for turnover: Retention programs that work, Series: Cornell Hotel and Restaurant and Administration Quarterly, Publishers: Ithaca, N.Y. School of Hotel Administration, Cornell University. Retrieved fromhttp://www.worldcat.org/title/rx-for-turnover-retention-programs-that-work/oclc/731733739r_esc=y
Yang, H. O. and Cherry, N. (2008). Human Resource Management Challenges in Hotel Industry in Taiwan. Asia Pacific Journal of Tourism Research, 13 (4), 399 - 410. doi: https://doi.org/10.1080/10941660802420978
Young, B.A. (1991). Reasons for Changing Jobs within a Career Structure. Leadership and Organisation Development Journal, 12 (1), 12-16. doi: https://doi.org/10.1108/EUM0000000001157