Turnover Intentions in Manufacturing Enterprises:A Mixed Methods Study
Purpose: The objective of this study was to examine the relationship between the work atmosphere and the reasons for leaving among production workers. Additionally, the study aimed to investigate whether there was a correlation between gender and hygiene factors and the reasons for leaving. Design/methodology/approach: This is an exploratory, bespoke study. Data triangulation was used and a case study supported by a quantitative study was conducted. In the qualitative study, a manager was interviewed on the basis of a questionnaire. In the quantitative study, the motives of the employees deciding to leave their jobs were investigated, N=89. Pearson's χ2 test was used to examine the relationship. Cramer's V effect size measure was used to determine the strength of the association between qualitative variables. Findings: Qualitative research has found that difficult working conditions and a reluctance to induct new employees translates into a negative working atmosphere. Reducing staff turnover should receive more attention from decision-makers at the highest levels, and the transfer of more motivational tools to lower management levels seems to be becoming not only a good solution, but a necessity. The quantitative study showed that work atmosphere was important in relation to the reasons for leaving a job, especially when it came to leaving a job due to stress, unequal treatment of employees and poor team relations. Men were more likely to leave their jobs due to a feeling of being undervalued or due to a lack of development and promotion opportunities than women. Practical implications: Staff turnover is a natural phenomenon in companies, but it generates costs for training new staff and affects productivity and the working environment. Possible causes of staff turnover should be identified in order to avoid and reduce their impact on operations. The authors provided the author's definition of organisational climate and organisational atmosphere. There are few studies that deal directly with departures juxtaposed with the prevailing atmosphere. The results of this study can set a path for managers to retain employees. Originality/value: This study provides a novel perspective by directly linking the work atmosphere to employee turnover in the manufacturing sector, a relationship that is often overlooked in existing literature. By combining qualitative and quantitative approaches, the research offers a multidimensional view of how specific aspects of the organizational climate influence employees' decisions to leave. The inclusion of gender as a variable in the analysis of hygiene factors and motivational elements adds depth to the findings and highlights differences in departure motivations. The study also addresses challenges related to the presence of Ukrainian citizens in the Polish labor market, offering insights into integration issues and their impact on organizational climate.