Employee dissatisfaction and resignation prediction model for management

BMIS

BIMS

The initial survey with a low response rate of just over seventeen percent, and a continuing issue with employee satisfaction have provided the motivation to dig a little deeper into the culture and the state of employee perceptions at BIMS. Obviously, the high turnover rate is alarming because not only does it indicate a deep level of dissatisfaction, but over the course of the next few years there is predicted to be a nursing shortage which will make maintaining high levels of employee satisfaction a priority. Therefore BIMS has also integrated an exit interview into their second wave of surveys to try to determine exactly why employees have chosen to voluntarily retire from the organization.

The first question of the exit survey asked if employees believed that they were well trained for their position. This is an important question because if employees do not have the appropriate skills to perform their job adequately, then this can lead to a high level of work related stress as well as increase an employee's intention to quit. The survey revealed that there was a mean of 2.82, a median of 3 and a mode of 2. The sample standard deviation is 1.21 with a sample variance of 1.47. Most employees apparently did not feel they were adequately trained which is obviously a potential source of contention.

Another important aspect of employee satisfaction is whether or not they feel that they are adequately compensated for their work. The data collected from former employees indicated a mean of 2.94, a median of 3, and a mode of 2. The sample standard deviation for this question is 1.37 with a sample variance of 1.88. Responses from current employees also revealed that a majority of the employees were not satisfied with their level of compensation.