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Federal Agencies in the United States of America are always investing in the human resource motivation to ensure they do lose employees to the private sectors. The purpose of the current study was to analyze results of these efforts and find out the interplay between job satisfaction, morale as well as motivation, and turnover intention of employees. The study employed a descriptive statistical analysis of data taken from the SSA FEVS 2018 Survey. The statistical tool employed was IBM SPSS Version 26. The study established that 64% of the Federal Agencies employees have no turnover intention because of job satisfaction and motivation. Federal agencies should, thus, continue investing in motivation of their workers to even improve on the no turnover intention percentage found.
Job satisfaction of employees and their motivation level as well as turnover intention are highly related factors. Globally, employers are grappling with the issue of retaining employees for stable and predictable and sustainable organizational performance. When the turnover rate of employees is too high within an organization, performance becomes uncertain as the company loses its top brains to competitors. Employer turnover in an organization also affects the ability of a company to advance its competitive edge. In a business world where there is stiff competition for the limited customer base, retention of top performing and innovative employees has emerged as a necessary business competition strategy.
While a lot of current research focuses on employee job satisfaction and turnover rates within business organizations, there is paucity of information about employees’ views on job satisfaction and turnover intention within the public sector.
Individuals are driven to fulfill particular desires. Among the needs proposed, there is a want for self-actualization and sense of achievement. Organizations have to know that employees are motivated to stay when they work in an environment where there are enabling factors for them to achieve personal goals in life and also accomplish milestones. When their supervisor gives them with the resources needed to enhance their capacities, employees’ devotion and enthusiasm for achieving well are rewarded.
A supervisor’s major tasks include encouraging employees, increasing mutual mission between employees and the company, enhancing worker competence in terms of service delivery, measuring personal achievement, and providing timely feedback for good productivity. This viewpoint indicates that one of the roles of managers is to motivate their workforce. Managers decisions should be guided by the need to motivate employees.