Theoretical Foundation on Employee Turnover
This study will be anchored on two theories which are Herzberg’s two factors theory and
employee turnover.
Herzberg Two Factor Theory
Herzberg’s two factors theory was created by Frederick Irving Herzberg in 1950 as part
of the pleasures of motivation theories. The model believes that the motivation to work is
intrinsic rather than external. To attain an internal drive to work, a firm must create a
conducive environment such as encouraging self-realization, delegation of
responsibilities, offering status to employees and offering an enabling environment
through favorable policies, working conditions, and supervisions. Even though external
motivators such as salaries and rewards influence the motivation to work, Herzberg
theory insists that working atmosphere has a higher contribution towards workers
satisfaction (Murrells, Robinson, & Griffiths, 2008).The motivator factors emphasize on
non-monetary stimuli such as achievement recognition, decision making involvement in
addition to other intrinsic conditions (Murells, et al., 2008).
External conditions that facilitate the standards of an individual include job security,
fringe benefits, salary increment, and allowances. For such, companies are entitles to
make sure that they establish and re-establish conditions externally oriented practices that
encourage employee involvement (Holmberg, Sobis, and Carlstrom, 2015). The model is
beneficial to this study as it gives a perspective about the needs to employees to ensure a
favorable working condition. Emerging factors that the concept presents is that there is an
inverse relationship between interior and exterior motivations. Therefore, employees will
not be able to offer their best when they are not involved in a company’s affairs. To
inspire the desire to work, employees must understand the external and internal
influences of workers capacity to work (Murrells, Robinson, & Griffiths, 2008).
2.1.1 Employee Turnover
Employee turnover examines the rate at which employees enter and depart form an
organizations. According to scholars such as Loquercio et al. (2006) and Singh et al.
(1994), the concept focus more on the termination of a contract by the employee before
