Proactive Coping Strategies and Job Satisfaction as Predictors of Employee Turnover

Staff turnover is one of the indicators of a company's performance. The high level of turnover leads to deterioration not only financial but also other indicators of the performance of the company. The employee turnover rate depends on many factors, but especially on job satisfaction of employees. Therefore, stakeholders are concerned with the use of various techniques that increase job satisfaction and reduce staff turnover. In many studies, job dissatisfaction is the cause of job stress. Low job satisfaction can also be the cause of stress. Choosing the right coping strategy can allow an employee to avoid stress, increase his job satisfaction and reduce the leaving intention. The purpose of this study is to explore the relationship of proactive coping, job satisfaction and employee turnover. We conducted a survey of 81 people and measured their job satisfaction, their propensity to use proactive coping strategies, their time in companies and their desire to leave the current place of work. In working with the data, we used multiple linear regression, ridge and lasso regression, the method of multivariate adaptive regression splines (MARS), the methods of decision trees and random forest. We managed to build models with complex connections between the aspects of proactive coping, job satisfaction and employee turnover rates. Such aspects of proactive coping as a person’s proactivity and ability to seek instrumental support have a negative relationship with a person’s desire to leave the company. Nevertheless, the ability to search for instrumental support is positively related to the actual turnover: the more a person is able to seek support in a stressful situation, the smaller the expected duration of work in one company he or she will have.