The chapter begins with an introduction that explains the research framework. The intention of this study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover. Then, it proceeds about the hypothesis development. The theoretical framework and hypothesis development examine the relationship between dependent variable and independent variables. Next, it goes to data collection methods that consist of primary data and secondary data collection. Next, the size and number of respondents and sampling method will be explained. After that, it goes to the data analysis method for qualitative and quantitative data ...view middle of the document...
After that, it goes to the data analysis method for qualitative and quantitative data in this study.
H1: The compensation and benefits should negatively influence to employee turnover.
1. Hypothesis 2: Organization Culture
The review of literature had provided an insight to us that the organization culture may influence to employee turnover in real working environment. Tharp, (2009) examined that the culture of an organization extremely influences its countless decisions and actions. Employees think, feel, and act are quite often unconsciously regarded to a company's prevailing ideas, values, attitudes, and beliefs. Hence, the hypothesis of organization culture had been developed in order to determine the relationship between it and turnover among the employees in the real working place. However, through this research, we have an expected result of the organization culture in term of different cultural, social, religious and economic set-up, large and capable workforce do have significant relationship towards the employee turnover.
H0: The organization...