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Impact of Intrinsic Factors of Motivation on Employeeandrsquo;s Intention to Leave: A Case Study of Health Department District Okara Punjab, Pakistan | OMICS International | Abstract
E-ISSN: 2223-5833

Arabian Journal of Business and Management Review
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Case Report

Impact of Intrinsic Factors of Motivation on Employee’s Intention to Leave: A Case Study of Health Department District Okara Punjab, Pakistan

Imran M*

Department of Management Sciences, COMSATS University, Islamabad, Pakistan

*Corresponding Author:
Muhammad Imran
Department of Management Sciences
COMSATS University, Islamabad 45550, Pakistan
Tel: +92 51 9247000
E-mail: [email protected]

Received Date: June 28, 2017; Accepted Date: August 08, 2017; Published Date: August 20, 2017

Citation: Imran M (2017) Impact of Intrinsic Factors of Motivation on Employee’s Intention to Leave: A Case Study of Health Department District Okara Punjab, Pakistan. Arabian J Bus Manag Review 7: 308.

Copyright: © 2017 Imran M. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

Abstract

Employees are very vital and valuable asset of an institution. An institution’s success might not be realized without its worker’s support and involvement. This study examined Intrinsic Factors of motivation which are influencing intention to leave among health department’s employees in District Okara (Punjab) Pakistan. The researcher through literature review identified the three factors i.e., training and development opportunities, recognition and peer relations, which can greatly influence intention to leave (ITL). This study has selected a sample size of 214 by targeting the employees of health department, including doctors, nurses and nutrition supervisors. After conducting the survey, 201 accurately filled questionnaires have been received back. The end results of this study indicate that training and development opportunities have very strong inverse relationship with employee’s intention to quit. The rest have negative relationship with intention to leave too. There is a significant inverse relationship of all identified factors with intention to leave. This also offered the suitable recommendations and directions for future study.

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