Relationship Between Job Satisfaction and Employee Turnover in the Retail Sector of Ximena, Guayaquil, Ecuador

Resumen

This research analyzes the relationship between job satisfaction and turnover among operational staff in warehouses of retail companies located in the parish of Ximena, Guayaquil, Ecuador. A quantitative approach was adopted, with a descriptive-correlational scope and a non-experimental, cross-sectional design. The sample consisted of 118 operational workers, to whom a structured 15-item Likert-scale questionnaire, ranging from 1 to 5, was administered through Google Forms. The instrument assessed dimensions of job satisfaction, such as recognition, communication, learning, remuneration, physical conditions, resources, and interpersonal relationships, as well as factors associated with turnover, including professional growth, incentives, training, supervisors’ treatment, workload, and perception of the impact of turnover. The data were processed using IBM SPSS Statistics and Microsoft Excel, applying descriptive statistics and Spearman’s correlation coefficient. The results showed very strong and statistically significant positive correlations (ρ between 0.919 and 0.972; p < 0.001) among the analyzed variables. Relevant associations include teamwork cooperation with the perception of the impact of turnover (ρ = 0.953), interpersonal relationships (ρ = 0.937), availability of resources with workload (ρ = 0.933), and communication with supervisors (ρ = 0.931). The overall average was 3.37 out of 5, with job satisfaction at 3.45 and turnover perception at 3.27, reflecting moderate levels and areas for improvement, especially in remuneration and incentives. It is concluded that higher job satisfaction is associated with a lower intention to leave. Factors such as leadership, communication, recognition, training, salary, and work climate are decisive for employee retention and the strengthening of organizational performance.