Employee Turnover Research Articles

Talent Retention and Competitive Advantage of Star Rated Hotels in Rift Valley and Western Region, Kenya

The demand for both local and international visitors has seen local investors in the hospitality industry in Kenya jostle for market share. The arrival of the international hotel brands such as Best Western, Pullman and Park-In among others has increased competition as hotels scramble to provide quality products and services to their customers. Consequently, this sought to explore the influence of talent retention on competitive advantage of star rated hotels in Rift Valley and Western region, Kenya. The study was anchored on human capital theory. The study used simple random sampling to select a sample size of 62 respondents. The study adopted a correlational research design and data was collected using a questionnaire and analyzed quantitatively using both descriptive and inferential statistics. Prior to the actual data collection exercise, the study conducted pilot testing which involved both validity and reliability testing. The findings were presented in tables. The findings revealed that talent retention had a positive and significant influence on competitive advantage of star rated hotels in Rift Valley and Western Region, Kenya (P=0.000). The study concluded that hotel's talent retention strategies are generally effective especially enhancing a minimal employee turnover, a positive corporate image, and the use of succession planning and growth opportunities to retain talent. In view of the findings, the study recommends for the strengthening of the internal talent pool by investing in employee development programs. Encourage internal mobility and provide clear career progression paths to retain and motivate top talent. Keywords: Talent Retention, Competitive Advantage, Star-Rated Hotels, Rift Valley, Western Kenya

Talent Retention and Competitive Advantage of Star Rated Hotels in Rift Valley and Western Region, Kenya

The demand for both local and international visitors has seen local investors in the hospitality industry in Kenya jostle for market share. The arrival of the international hotel brands such as Best Western, Pullman and Park-In among others has increased competition as hotels scramble to provide quality products and services to their customers. Consequently, this sought to explore the influence of talent retention on competitive advantage of star rated hotels in Rift Valley and Western region, Kenya. The study was anchored on human capital theory. The study used simple random sampling to select a sample size of 62 respondents. The study adopted a correlational research design and data was collected using a questionnaire and analyzed quantitatively using both descriptive and inferential statistics. Prior to the actual data collection exercise, the study conducted pilot testing which involved both validity and reliability testing. The findings were presented in tables. The findings revealed that talent retention had a positive and significant influence on competitive advantage of star rated hotels in Rift Valley and Western Region, Kenya (P=0.000). The study concluded that hotel's talent retention strategies are generally effective especially enhancing a minimal employee turnover, a positive corporate image, and the use of succession planning and growth opportunities to retain talent. In view of the findings, the study recommends for the strengthening of the internal talent pool by investing in employee development programs. Encourage internal mobility and provide clear career progression paths to retain and motivate top talent. Keywords: Talent Retention, Competitive Advantage, Star-Rated Hotels, Rift Valley, Western Kenya

Predicting Employee Turnover: Scoping and Benchmarking the State-of-the-Art

Predicting Employee Turnover: Scoping and Benchmarking the State-of-the-Art

To Leave or to Stay? Research on the Double-Edged Sword Effect of Illegitimate Tasks on Employee Turnover Intention.

Purpose: This study explores the double-edged sword impact of illegitimate tasks on turnover intention and how this influence is manifested. Design/methodology/approach: Multisource data were collected from employees in different industries in South China at two points in time. The hypotheses were tested with hierarchical multiple regression analysis in combination with PROCESS macro-based bootstrapping. Findings: Illegitimate tasks can both weaken employees' turnover intention by triggering challenge stressor appraisal and enhance employees' turnover intention by triggering hindrance stressor appraisal. The research results confirm the double-edged sword effect of illegitimate tasks on employees' turnover intention. Practical implications: To mitigate employees' turnover intention and reduce turnover rates, organizational managers need to pay attention to the negative impact of illegitimate tasks and be concerned about employees' subjective cognition of these tasks. Additionally, organizations must optimize work design to reduce unnecessary tasks and assign unreasonable tasks to suitable employees. Originality/value: Based on the cognitive appraisal theory of stress, this study constructs a double-edged sword effect model. The results show that illegitimate tasks not only have negative impacts on employee turnover intention but also have potential positive impacts through two mediating pathways: challenge stressor appraisal and hindrance stressor appraisal. The research results indicate that illegitimate tasks have both a dark side and a bright side.

The Influence of HRM, Employee Engagement, and Organizational Commitment on Employee Turnover Intention

High turnover rates are a significant challenge in the healthcare sector, where employee retention is critical to maintaining service quality and organizational performance. The purpose of this research is to determine and analyze the effect of HRM, employee engagement and organizational commitment on employee turnover intention at Tebet Hospital Jakarta, Atmajaya Hospital Jakarta, and UKI Hospital. The research method used was qualitative, which involved in-depth interviews with key respondents from the three hospitals. Primary data was collected using a structured questionnaire and analyzed using SEM-PLS (Structural Equation Modeling-Partial Least Squares). The findings show that HRM has a positive but not statistically significant influence on employee engagement, while significantly reducing turnover intention. Organizational commitment is positively and significantly related to employee engagement and decreased turnover intention. In addition, turnover intention positively affects employee performance. This research has implications highlighting the need for hospitals to develop more effective HRM strategies that encourage employee engagement and strengthen organizational commitment, ultimately reducing turnover rates.

Leadership Empathy and Employee Retention in Health Sector NGOs in Kenya

Employee turnover undermines the achievement of organizational goals. Retaining talented employees is a significant challenge for many health sector non-governmental organizations (NGOs), and it threatens their sustainability. Previous studies have been conducted to determine the causes of employee turnover in Kenya; however, there is inadequate empirical evidence regarding the correlation between emotional intelligence competencies and employee retention. This study aimed to determine the impact of leadership empathy on employee retention in health sector NGOs in Kenya. The study was conducted based on Bar-On’s Emotional Intelligence Competencies Model. Positivism was the philosophical foundation of this descriptive design study. The analysis unit included 30 health sector NGOs in Kenya, while the observation unit included 1,500 management-level employees. The Yamane formula was used to determine the study sample size, which consisted of 316 respondents. A stratified random sampling technique was implemented to determine the sample. A semi-structured questionnaire was used to collect the study data. Statistical Package for the Social Sciences software (version 26) was used for data analysis, where descriptive and inferential statistics were computed. The findings are presented in tables and figures and prose form. We found a positive influence, indicating that increased empathy enhanced employee retention. Therefore, we concluded that leadership empathy is positively and significantly correlated with employee retention in health sector NGOs in Kenya. Managers and supervisors in health sector NGOs should receive training and development programs to enhance their empathy skills. Additionally, health sector NGOs should provide workshops, seminars, and coaching sessions that emphasize developing leadership empathy skills through active listening, perspective-taking, and genuine concern for others

Exploring the factors of employee turnover intentions in private education institutions in China: a Delphi study

Exploring the factors of employee turnover intentions in private education institutions in China: a Delphi study

The Effects of Training on Employee Performance: A Case of Tanzania Police Headquarters

Human resources are considered valuable in any organization as they ensure every task is done smoothly. However, if these human resources are not well equipped with the right equipment, techniques and knowledge on how to perform their duties, they cannot be productive, and this is where training comes in as a solution to solving these problems. This study aims to show how training contributes to improved employee performance at Tanzania Police Headquarters. The study was guided by open innovation theory and organizational development theory. The study adopted a case design because it took a short time and was constructed as a single case study of the Tanzania Police Headquarters (TPF). Both probability and non-probability sampling methods were beneficial in helping the purpose underlying this study. The target population was the Tanzania Police Force (TPF) headquarters employees in Dar es Salaam city. The 125 sampled TPF employees were drawn from three nominated departments to offer information in the study using questionnaires, interviews, and literature reviews as instruments of data collection. Data was analyzed using social science statistical package. The findings revealed that in the study area, different types of training were provided to employees such as on job training, promotional training, refresher training, technological training and orientation training. Employees at TPF revealed that training has increased the morale of employees, reduced employee turnover, improved staff retention and improved job satisfaction as well as improved skills which have improved performance. Data findings indicated that the absence of training needs assessment, outdated curriculum, limited facilities; incompetent trainers and insufficient funds were barriers to conducting training. The study concluded that training has increased the morale of employees, reduced employee turnover, improved staff retention and improved job satisfaction as well as improved skills which has improved performance. It was recommended that TPF should establish strong strategic plans to support training and development to employees as well as reduce hindrances facing the proper utilization of training and all these can be considered when there is a strong policy for training and evaluation of training needs assessment.

A Study on Antecedent and Consequential Relationship of Company's CSR Initiatives, Benefits to the Company and Society

: In an era where businesses are increasingly scrutinized for their societal impact, this study delves into the transformative power of Corporate Social Responsibility (CSR) by examining the initiatives of Godawari Power and Ispat Ltd. (GPIL) and Jayswal Neco. By looking beyond traditional financial metrics, the research seeks to uncover the broader benefits of CSR initiatives, focusing on their influence on employee awareness and societal well-being. Data was collected through surveys of employees and local community members, allowing for a comprehensive analysis of the connections between CSR efforts and their outcomes. Employing robust statistical tools such as the Statistical Package for the Social Sciences (SPSS) and Exploratory Factor Analysis (EFA), the findings reveal that both companies are not only committed to CSR but are also making meaningful strides toward societal improvement. This research highlights the essential role of CSR in fostering sustainable business practices that resonate far beyond the bottom line. Firstly, due to the company's exhibited evenhandedness, the companies' socially responsive initiatives reduce employee turnover. Secondly, the company's initiative to meet customers' justice needs tends to increase customer satisfaction. Above all, CSR initiatives' implementation in a healthy way also builds the company's reputation.

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

Performance evaluations and employee turnover intentions: Empirical evidence from linked employer–employee data

Ensembles of decision trees and gradient-based learning for employee turnover rate prediction

Employee turnover has a negative impact on business profitability. To tackle this issue, we can utilize computational advancements to forecast attrition and minimize expenses. We employed an HR Analytics dataset to investigate the feasibility of using these predictive models in decision support systems. We developed an ensemble of gradient-based decision trees that accurately predicted employee turnover and performed better than other sophisticated techniques. This approach demonstrates exceptional performance in handling structured and imbalanced data, effectively capturing intricate patterns. Gradient-based decision trees provide scalable solutions that effectively balance predictive accuracy and computational efficiency, making them well-suited for strategic business analysis. The importance of our findings lies in their ability to offer dependable insights for making well-informed decisions in business settings.

Evolutions and paths: Voluntary employee turnover theories in search of new empirical tests

The retention of human capital remains a vital point of interest for both organizations and scholars today, as it has for over a century. While many models of voluntary turnover exist, we identify two turnover theories, Steel's (2002) Evolutionary Job Search Model of Turnover and Lee and Mitchell's Unfolding Model of Turnover, that we believe offer significant opportunities for future research. In this editorial, we review these two theories, highlighting the impact of each and offering several recommendations for future replication. Specifically, after reviewing 183 articles that cited Steel, we found that only a few of these directly tested the core propositions of the model, likely due to the complexity of the challenges of sufficiently capturing the dynamic components, and none have fully tested the model. Additionally, despite being published only six years prior, we identified 748 articles that cited Lee and Mitchell, yet we found that only 127 empirically examined the model, with most focused on specific components of the model, and only 15 attempted to test the entire model. We provide several methodological and theoretical suggestions for progressing these two models towards a better understanding of voluntary turnover.

Navigating transitions: a qualitative study of nursing teams' experiences of educational and cultural transitions in Germany.

The global migration of health professionals in general and nurses in particular, has led to nursing shortages and socioeconomic impacts on health systems in both source and destination countries. Adding to the complexity of the situation is the fact that the nursing profession itself is evolving from a vocational to an academic one. Although nursing migration and academization have been studied from either an institutional or an individual perspective, there is a gap in the literature regarding how nursing teams experience these transitions. This study aims to explore how nursing teams navigate through the transitions of academization and internationalization of the current dynamic nursing landscape in Germany. Based on social constructivism epistemology this qualitative study involved face-to-face focus group discussions conducted at several hospital sites in Germany from September 2021 to May 2023. The focus group discussions were audio-recorded, transcribed, and analysed using content analysis; the four dimensions of transition theory according to Schlossberg's Four S (4S) framework (self, situation, support, and strategy) were used as a priori items to construct the coding framework. Nine focus group discussions were conducted with a total of 40 nurses from different educational and migrant backgrounds. The analysis showed that the transition experiences of the nursing teams were heterogeneous, with educational and national backgrounds playing an important role in how realistic their expectations of their professional roles and identities were. The dynamic situation characterized by a shortage of qualified nursing staff, increases the pressure on nursing teams and underscores the importance of employer-provided and peer support. Onboarding and communication are key strategies used depending on the duration of the employee turnover. This study provides insights into the challenges and coping strategies of nursing teams in the current dynamic scene of migration, academicization and professional socialisation in Germany. Extending the Schlossberg 4S framework from the individual to the team perspective provides a comprehensive view of the transitional experiences of nursing teams. Within each domain of the framework, the experiences of nursing teams are remarkably diverse. Educational background (vocational or academic) and origin (German or foreign trained) play an important role in shaping the transitional experiences of nursing teams.

Career trajectories in retail and wholesale –turnover, retention, and labor status

ABSTRACT This study evaluates career trajectories in the retail and wholesale sectors, focusing on individual attributes and the underlying factors influencing diverse career outcomes. Employing quantitative (sequence analysis and logit estimations) and qualitative (interview study) methodologies, we examine the pre-pandemic era to systematically map prevalent career trajectories in retail and wholesale. We identify personal traits associated with each career outcome, examine the reasons behind these trajectories, and explore strategies businesses can implement to retain their workforce. Our findings indicate that retail and wholesale sector employees typically experience either a prolonged career or a transient one, where initial jobs serve as a springboard to other industries or higher education. In retail, the likelihood of industry switching is lower among males, older individuals, those without children, and individuals with less education. In wholesale, a similar trend is observed, albeit without notable gender disparities. A key factor for employee turnover is the absence of skills development opportunities.

Job Satisfaction and Turnover Intention among Travel Agency Employees in Selangor

Job satisfaction is among the most difficult issues for many business leaders to address. Researchers have widely discussed this problem, yet statistics still show an alarming increase, and various factors cause it to happen often. This study aims to examine the relationship between job satisfaction and turnover intention and investigate the moderating effect of employee gender and years of experience on the relationship. The four workplace satisfaction determinants—career advancement, employee empowerment, pay level, and nature of the work—that affect employee turnover intention are covered in this study. This study involved respondents among the travel agencies’ employees within the state of Selangor, regardless of their working position. A set of questionnaires was distributed to 130 employees from 26 travel agency companies that participated in the study. The results show employee empowerment has a significant negative relationship with turnover intention. It has been also found that the relationship between job satisfaction and turnover intention is significantly moderated by gender and years of experience. This study recommends that further research should use a larger sample size and qualitative methods to gain comprehensive knowledge regarding the phenomenon.

The Economic Impact of Workplace Mental Health Initiatives: A Comprehensive Analysis of Return on Investment and Organizational Performance

This study investigates the economic implications of implementing comprehensive mental health initiatives in the workplace. As mental health issues continue to rise globally, their impact on workforce productivity and organizational performance has become a critical concern for businesses. This research examines the relationship between investment in employee mental health programs and various economic indicators, including productivity, absenteeism, employee turnover, and overall organizational performance. We analyzed data from 100 medium to large-sized companies across diverse industries that have implemented mental health initiatives over the past five years. Our findings indicate a significant positive correlation between investment in mental health programs and improved economic outcomes, with an average return on investment (ROI) of 4:1. Furthermore, companies with robust mental health initiatives demonstrated lower absenteeism rates, reduced employee turnover, and increased overall productivity. This study contributes to the growing body of literature on the economics of mental health in the workplace and provides valuable insights for managers, policymakers, and organizational leaders considering the implementation or expansion of mental health programs.

Pengaruh Perceived Overqualification dan Work Stress Dengan Moderasi Transformational Leadership Terhadap Innovative Work Behavior dan Turnover Intention

This research aims to analyze and explore the influence of two key factors, namely Perceived Overqualification and Work Stress, on employee Innovative Work Behavior and Turnover Intention in the context of logistics companies. In addition, this research considers the moderating role of Transformational Leadership in the relationship between Perceived Overqualification and Work Stress with Innovative Work Behavior and Turnover Intention. This research involved a survey of employees at a logistics company using a questionnaire, then the data collected was analyzed using quantitative methods with the population in this study involving 180 employees at a multinational logistics company that provides warehousing and distribution services in the Bekasi Regency area. The research results show that Perceived Overqualification and Work Stress have an influence on Turnover Intention. Apart from that, Transformational Leadership has been proven to moderate the relationship between Perceived Overqualification and Innovative Work Behavior. These results indicate that human resource management in logistics companies must consider Perceived Overqualification and Work Stress as important factors in promoting innovative work behavior that can reduce employee turnover intentions. This research has practical implications for logistics companies in developing more effective and efficient human resource management policies. Apart from that, this research also provides theoretical contributions in understanding the relationship between Perceived Overqualification, Work Stress, Transformational Leadership, Innovative Work Behavior and Turnover Intention in the context of logistics companies.

Data-Driven Strategies for Predicting and Preventing Employee Turnover

Data-Driven Strategies for Predicting and Preventing Employee Turnover

Role of Emotional Intelligence on Employee Performance in Selected Public Sector Banks in Madhya Pradesh State (Jabalpur Region)

In the wake of a seemingly rigorous recruitment process in the banking industry, where candidates' intelligence level appears to be more important than their emotional state, this study investigated how employees' emotional intelligence is related with job performance in selected banks in Madhya Pradesh state. Emotional intelligence was categorized by empathy, while employee performance was categorized by employee turnover. This study used a correlational research design. Three banks from the state of Madhya Pradesh have been selected for coverage. Pearson's Product Moment Correlation Coefficient was used for data analysis. The results revealed that empathy has a strong negative relationship with employee turnover. It is recommended that management implement policies that both ensure the employment of emotionally intelligent employees and create opportunities within the organization that improve employee relations and employee performance to reduce employee turnover.

Person-Organization Fit and Organizational Commitment: Mediating Role Between Performance Appraisal Effectiveness and Employee Turnover Intention

Due to the harmful consequences of turnover in the context of hospitality industry, the current study aims at proposing a moderating mediated model through which turnover intention may be reduced. Person-organization fit, and organizational commitment were proposed to aid performance appraisal in lowering turnover intention. The study’s purposes are threefold. Firstly, to assess the direct effect of performance appraisal effectiveness on employee turnover intention. Secondly, to evaluate the indirect effect of performance appraisal effectiveness on turnover intention through organizational commitment. Finally, it examines the moderating effect of person-organization fit between performance appraisal effectiveness and organizational commitment. Research data were collected through a questionnaire form designed and distributed to a sample of employees of five-star hotels in Riyadh, Saudi Arabia. Four hundred forms were distributed, and 289 were returned. Data were analyzed using Smart PLS. It was revealed that performance appraisal effectiveness significantly negatively affects turnover intention. Moreover, organizational commitment mediates the relationship between performance appraisal effectiveness and turnover intention. Finally, person-organization fit could moderate the effect of performance appraisal effectiveness on organizational commitment. The study recommends that performance appraisal effectiveness is enhanced through achieving equity in the appraisal process and providing trust and effective communication between appraiser and appraisee. This requires conveying appraisal criteria in advance to the appraisee and conducting appropriate appraisal interviews where the appraisee can freely discuss the appraisal results with their appraiser. Fostering person-organization fit via appropriate selection and socialization can support performance appraisal effectiveness by preparing employees for their understanding of organizational policies and practices.