Table of contents:
1: problem statement
5:summary of Analysis
Jae Vanden Berghe,Merrelyn Emery
To identify the key factors that
influence low job performance and also
Focus on a specific aspect to multiple
organizational Problems and have been
associated with increased levels of
turnover and absenteeism, Adding
potential costs to the organization in
terms of low performance and decreased
FACTORS INFLUENCING LOW JOB
PERFORMANCE , INCREASE TURNOVER AND
Dependent variable: low job performance is an
dependent variable which affects the employee
turnover,absenteeism and low productivity.
Independent variable:Employee turnover,low
productivity and absenteeism is independent
variable which will be affected by job
performance of employee in organization.
The unit makes the link between
performance management and
performance development, and reinforces
both functions as a key requirement for
This is a unit that all
managers/prospective managers who have
responsibility for other employees should
strongly consider undertaking.
• H1:low job performance positive related to
the turnover,Absenteeism and decrease
• H2:job performance is negatively relationship
between Absenteeism turnover and decrease
• H3:low job performance also effect the
turnover Absenteeism and decrease
Sample and Procedure:
Targeting the all employees of banking sector.
Branches of all banks in Rawalpindi and Islamabad.
Involved 200 full-time employees working in banking sector are
drawn from population of 350 white collar employees .
The sample of personal employees data was identified through
enrollment sheet and payroll slip.
Random sampling Techniques
RESEARCH FINDINGS AND ANALYSIS
we will first review the results of correlation studies
and causal direction studies conducted by other
researchers.Then we will have a closer look at the
results of the Atmosphere Questionnaire according to
the separate categories and their corresponding
statements.the correlation indicates a relatively
significant positive relationship between low job
performance,turnover,absenteeism and decrease
productivity in organization which is in accordance with
the hypothesis.In addition low job performance is
strongly correlated with independent variable.this is in
harmony with the proposed hypothesis.
Table 1: Frequency Distribution of Study
Gender male 45.1
Age Between 25 19.8
Above 40 5.5
qualification intermediate 4.4
Table 4: Correlation Matrix (N=)
variables I II III IV
1 .704** .132 -.154
II Turnover .704** 1 .461** .084
.132 .461** 1 .465**
-.154 .084 .465** 1
• Why are most HR managers so out of
touch with reality? HR managers are
taught that increasing skills in
interpersonal relationships and
communication generates commitment
leading to improved productivity and
Despite the few limitation,this study
significantly contributes to the literature of
low job performance in a workplace especially
in a public sector of Pakistan The companies’
efforts for increasing job performance might
be unsuccessful, unless they will pay more
attention to these factors.For employees who
want to develop themselves in a proper work
medium, the lack of routine jobs is very
significant. Like“success”, advantages such as
“interesting job” and “promotion
opportunities” will make positive contributions
to job performance.
Sometimes poor performance has its
roots in low motivation. When this is the
case, you need to work closely with the
employee to create a motivating
environment in which to work. There
are three key interventions that may
improve people's motivation:
• Setting of performance goals.
• Provision of performance assistance.
• Provision of performance feedback
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