Employee Departures Research Articles

Uncovering the Paradox: Exploring the Departure of Exceptional Employees from Supposedly 'Exceptional Cultures'

While companies spend significantly on hiring top talent, retaining high performers remains a challenge even in strong workplace cultures. This article explores common reasons talented employees leave seemingly positive company cultures and provides recommendations for improvement. It discusses how misalignment of organizational and individual values and priorities can create cognitive dissonance over time. Lack of growth opportunities and autonomy are also cited as major factors, with high performers needing new challenges and independence. Issues like opaque decision-making, inconsistent policies, and lack of work-life balance further undermine engagement. The article analyzes real examples where misalignment of priorities, lack of development pathways, micromanagement, unfair processes, and inflexible work policies drove away satisfied employees. It concludes that ongoing assessment of dissatisfaction drivers is needed to refine cultures and meet the evolving needs of all employees, including top performers, for long-term retention success.

Voluntary Turnover Rate Fluctuations, Human Resource Practices, and Innovation: A Within‐Organization Investigation

ABSTRACTOrganizations constantly navigate voluntary employee departures to facilitate organizational effectiveness. To date, most studies on the implications of voluntary turnover rate have been conducted at the between‐organization level, comparing organizations with varying levels of voluntary turnover rates. Building upon complex adaptive system (CAS) theory, we develop within‐organization theorizing regarding the implications of voluntary turnover rate fluctuations for organizational innovation. We propose a U‐shape threshold model, where the relationship between voluntary turnover rate fluctuations and innovation takes a negative form when voluntary turnover rate fluctuations are within the normal range for an organization, and a positive form when voluntary turnover rate fluctuations surpass a critical threshold reflecting far‐from‐equilibrium conditions. Furthermore, we investigate how organizations may utilize human resource (HR) practices to shift the critical threshold. Specifically, we argue that increased reliance on interaction‐facilitating HR practices (employee participation and group‐based pay) lowers the threshold, while increased reliance on interaction‐inhibiting HR practices (individual‐based pay) raises the threshold. With firm‐fixed effects modeling, we found general support for our hypotheses using a large‐scale, multi‐level, longitudinal dataset from Statistics Canada (7110 workplace‐year observations from 1980 workplaces). We provide a novel theoretical lens to understand the nature and management of collective turnover.

Time in the garden

Adam Bernstein explains how to manage the departure of employees from optical practices

A Model of Reducing Employee Turnover as a Result of Job Dissatisfaction in the Ministry of Education in Harare Province: A Case Study of Harare Urban Teachers

The purpose of the study was to develop a model of reducing employee turnover as a result of job dissatisfaction in the Ministry of Primary and Secondary Education in Harare province using a case study of Harare urban teachers in Harare district. Specific objectives were to establish factors which influence employee turnover in Harare under Harare District, to determine the effect of work environment on employee turnover, to examine the effect of employee turnover on production, to ascertain the relationship between job dissatisfaction and employee turnover and to develop a model of reducing employee turnover in the Ministry of Primary and Secondary Education in Harare province. This study adopted pragmatism research philosophy which assisted the researcher in making decisions in regards to what worked best in finding answers for the research objectives mentioned. Pragmatism is more suitable in this study in making operational judgments based on what will work best for this study on reducing employee turnover as a result of job dissatisfaction in the ministry of education in Mashonaland west. A sample size of 278 was determined using Krejcie and Morgan sample size determination method. In this study it was found that a comfortable work environment for employees can increase their morale and encourage better performance. Respondents noted that job dissatisfaction can lead to career change thinking. It was established that factors such as more opportunities to progress in careers, job satisfaction affects employees’ productivity thereby results in employee turnover and retention, lack of communication making the employees feel underappreciated and unnoticed, less commitment, organizational policies and lower salary package influence employee turnover. It was also established that poor working conditions promote high staff turnover. This study established that the organization should carefully consider the hiring process, recognize strengthens and connection to the culture while reducing burnout. Furthermore, the organization should increase its motivation packages and encourage work life balance. The study recommends that Public Service Commission should develop a spirit of teamwork, Public Service Commission should empower teachers to succeed, Public Service Commission should give teachers support and should make working conditions more favorable. Considering that the study’s model explained around 68% of the reasons influencing employee departure from Zimbabwe’s education sector, future research may center on the remaining 20%. There is a chance that new perspectives will emerge from a study of multiple types of Zimbabwean private education providers operating in the context of the country. This study could involve conducting interviews with key stakeholders affiliated with the private education providers of interest to glean insights into and Implications for improving staff retention within the private education industry.

Predicting HR Churn with Python and Machine Learning

Employee turnover imposes a substantial financial burden, necessitating proactive retention strategies. The aim is to leverage HR analytics, specifically employing a systematic machine learning approach, to predict the likelihood of active employees leaving the company. Using a systematic approach for supervised classification, the study leverages data on former employees to predict the probability of current employees leaving. Factors such as recruitment costs, sign-on bonuses, and onboarding productivity loss are analysed to explain when and why employees are prone to leave. The project aims to empower companies to take pre-emptive measures for retention. Contributing to HR Analytics, it provides a methodological framework applicable to various machine learning problems, optimizing human resource management, and enhancing overall workforce stability. This research contributes not only to predicting turnover but also proposes policies and strategies derived from the model's results. By understanding the root causes and timing of employee departures, companies can proactively implement measures to mitigate turnover, thereby minimizing the associated financial and operational burdens.

Out of the shadow? The effect of high‐status employee departure on the performance of staying coworkers in financial brokerage firms

AbstractBecause high‐status employees make disproportional contributions to firms, prior literature suggests that their departure would undermine various organizational outcomes. Building on recent literature, however, we suspect that a high‐status employee may have seized disproportional resources and credits from coworkers, thereby restricting them from performing, particularly when the work context is more independent and contested. As a result, the departure of a high‐status employee may bring staying coworkers more resources and incentives to perform, causing their performance to improve. To test this possibility, we examine the effect of high‐status analysts' departure on the individual performance of analysts who remain, using a sample of sell‐side analysts in Chinese financial brokerage firms. Employing a before‐and‐after treatment research design, we find evidence that after the departure of a high‐status analyst, the staying coworkers' individual performance is significantly improved. It is particularly so when they share greater industry overlap with the departing analyst. Our extensional analyses also investigate additional contingencies, which helps provide valuable hints about possible mechanisms.

Employee Turnover Due to Job Stress: National versus Multinational Pharmaceutical Companies in Pakistan

Consistent performance and good quality of work are very much necessary for businesses. Here are many more factors to losing an employer’s performance in the market. Worker departure is more excessive in the business sector nowadays, which is a very poor and challenging issue in organizations, especially in Pakistan’s pharmaceutical sector. Upper-level supervisors and researchers concentrate on the effect of employee departure. The actual reason for this work is to locate the various reasons and address these problems in both national and MNC pharmaceutical companies in Pakistan. The study will focus on the reputation of these sectors on behalf of employees and how to control employees quitting services from the company, find out the reasons, work on them, control employee attrition, and retain the salesforce. There are a lot of differences between national and multinational pharmaceutical companies in terms of hiring, training, and retaining; employee motivation plays an important role in employees staying long-term in the company. The human resources department measures everything, conducts interviews, and so on. For good hiring people nowadays, employees leaving the organization is a critical issue for the employer. They can hire them when only one employee leaves the company, especially in the pharmaceutical sector. The company loses their sales in a specific territory in terms of volume and units, but this is the only industry in Pakistan where there can be huge and high turnover in the sales and marketing profession as compared to all other industries, even more and more yearly new pharmaceutical companies are coming up in the market where a for employee have extra another opportunities are available, but still in this medical profession of sales and marketing the turnover rate is seeing high. Employees leave for various reasons. The First thing is undue Sales Pressure by the company. Secondary things happen, including extra difficult tasks given by the supervisor/manager, ambiguous unchallenging tasks, the poor concentration of the manager, inadequate support, lack of appreciation, and no career growth in the company, perceived that employee received pay equity as compared to other employees and also the advantage of achieving more favorable jobs in different companies Exit policies are important for the employees of multinational companies but not for the employee of national companies Sales targets should also be realistic and flexible following the market conditions including the competitors In order to manage the trust, Firstly the management has to improve its HR style for the leaving employee, from no worries to consultative and caring or laissez-fair where individual grievances are considered noteworthy.

A STUDY ON IMPACT OF EMPLOYEE ATTRITION TOWARDS ORGANISATIONAL PERFORMANCE AT ADVANCE CABLE TECHNOLOGIES PRIVATE LIMITED IN DODDABALLAPUR

This study explores the relationship between employee attrition and organizational performance, investigating its causes, consequences, and potential management strategies. Employee attrition, the departure of employees from an organization, impacts operational efficiency and success. The research analyzes various types of attrition, such as voluntary, involuntary, and demographic specific, and their effects on an organization's performance. The study highlights the benefits of managing attrition, including reduced labor costs, improved organizational culture, and enhanced opportunities for remaining employees. Literature review summaries present research on attrition prediction models using machine learning, factors affecting attrition, and methods to identify high-risk employees. The research focuses on Advance Cable Technologies Private Limited, using a descriptive research methodology, primary and secondary data sources, and statistical analyses such as Chi-square, ANOVA, and t-tests to interpret the findings. The study recommends practices to improve employee retention and organizational performance based on the research outcomes. Keywords: Employee Attrition, Employee Performance, Organisation performance, Management Strategies, involuntary attrition.

Workshop Penggunaan Aplikasi Presensi Berbasis Mobile dengan Validasi Radius Lokasi

Employee attendance is data that shows the daily attendance of employees in a company. Data that can be generated from an employee's absence is the time of arrival and departure of employees as proof of attendance at work in the office. There are several problems that arise from this finger print presence equipment. The first problem is the sensitivity of the tool, this presence tool sometimes takes a long time to recognize employee fingerprints, secondly the location of the finger print tool is too far from the employee room. The use of a Mobile-Based Presence application with Location Radius Validation is a solution to the presence problem. To facilitate the use of this presence application, it is necessary to conduct a workshop on the use of the presence application by employeesKeyword : fingerprint, presence, location

Effect of Recruitment and Selection on Employee’s Performance in Public Universities in Meru County, Kenya

Human resource management encompasses all aspects of an organization's interactions with its personnel, including hiring and firing, benefits administration, goal setting and monitoring, employee performance evaluations, and handling employee departures. Public universities in Meru County have established rules and processes to provide their highest possible quality of service to their students. Similarly, these universities' human resources departments have helped establish procedures to guarantee staff members' adherence to legal frameworks, punctuality in reporting for work, absence-free attendance, audits of risk management practices, and a focus on workplace health, safety, and succession. Despite their best efforts, they are experiencing poor and substandard staff performance. Staff morale is poor and employees are not committed to their jobs, which results in frequent walkouts. Employees vent their frustrations, citing the high turnover rate as a reason why they too are looking for new employment. Nevertheless, there is paucity of conceptual and empirical knowledge. Thus, the ground for the present study was to determine the effect of recruitment and selection on employee performance in public universities in Meru County. The study employed descriptive cross-sectional research design. Academic, administrative, and human resources personnel made up the 90 study's target population. The study employed census method to obtain the study respondents. The study employed structured questionnaires to collect data. A pretesting of data collection tools was undertaken at university of Embu due to comparative characteristics. The pilot study enhanced validity and reliability of the tools. Using a statistical software for the social sciences (SPSS) window version 25, numerical data obtained in the field via surveys were sorted and recorded. The researcher used descriptive statistics (such as frequency, percentage, mean, and standard deviation) to describe and summarize the data, and inferential statistics to draw conclusions from the data. Pearson's bivariate correlation and multiple regression analysis were inferential statistics that was used to learn more about the correlation and effect of the variables of interest with regard to the continuous variables of interest. The study observed the ethical considerations of the research. This research uncovered a noteworthy positive correlation between various human resource functions, including recruitment and selection within public universities in Meru County. Through regression analysis, it was determined that approximately 46.1% of the variations in employee performance across these public universities could be attributed collectively to the utilization of recruitment and selection. Consequently, this study concludes that recruitment and selection exerted the most significant influence on employee performance. As a result, it is recommended that universities prioritize the enhancement of individual components within their HR functions rather than opting for a holistic approach.

Analysing Theoretical Models for Predicting Employee Attrition: A Comparative Study in the FMCG Sector


 Employee attrition—the voluntary or involuntary departure of employees—causes business problems. Increasing attrition can hurt productivity, knowledge retention, and financial performance. This study compares the Herzberg Theory, Employee Equity Model, Expectancy Theory, and Job Embeddedness Theory to discover the best turnover predictor in FMCG. 53 FMCG workers completed a questionnaire survey for the study. The participants' opinions on the company, career objectives, employment engagement, and happiness were valuable. The survey data was analyzed using descriptive statistics, normality testing, and correlation analyses to determine which theoretical model better described FMCG turnover. Career problems were a fundamental cause of employee turnover. Many respondents seek more challenging and career-focused workplace positions. Many workers felt their jobs offered neither intellectual challenge nor professional progress. Attrition concerns increased due to a heavy workload and project deadlines. Most workers were satisfied with their salaries and non-cash benefits, suggesting that financial incentives did not drive attrition. Employees were proud of their company and communicated well with management. Comparing theoretical models, the Herzberg Theory, which prioritizes career growth and job happiness, predicted FMCG turnover the greatest. Model of Employee Equity and Expectations The Job Embeddedness Theory helped explain attrition dynamics but did not match attrition patterns. FMCG and other knowledge-intensive companies can use our findings to reduce personnel churn. Career development, job enrichment, and intellectually stimulating workplaces can boost employee retention.

The Impact of Restricting Labor Mobility on Corporate Investment and Entrepreneurship

Abstract This paper examines how labor mobility restrictions like noncompete agreements affect firms’ investment decisions. Using matched employee-employer data from LinkedIn, I show that increases in the enforceability of noncompete agreements lead to widespread declines in employee departures, specifically in knowledge-intensive occupations. Established firms that rely more on these knowledge-intensive occupations increase their investment rate in physical capital. However, new firm entry in corresponding sectors declines. I provide evidence for different mechanisms to explain these patterns. Together, the findings show that labor frictions play an important role in investment decisions. Authors have furnished an Internet Appendix, which is available on the Oxford University Press Web site next to the link to the final published paper online.

ПОТЕНЦИАЛ ИСПОЛЬЗОВАНИЯ КОУЧИНГА В УПРАВЛЕНИИ КАРЬЕРОЙ ПЕРСОНАЛА

Personnel management at an enterprise using the potential of coaching seems to be a promising direction in the activity of a manager in personnel career management. Relevant is the definition of new HR-decisions on the implementation of this process in the practice of functioning of the enterprise’s personnel management.
 In the theoretical part of the study, the definitions of career, coaching, and the goals of coaching are considered. The process of transformation of the personnel career management system in the application of career coaching technologies is analyzed. The problem is that the use of traditional tools in career management is losing its relevance and does not play a decisive role in the choice of career building strategies by employees. At the same time, the role of corporate coaching is growing in the field of professional development, which is becoming an effective tool for developing organizational culture and non-material motivation of employees. The purpose of the study is to reveal the potential of coaching in personnel career management and to develop recommendations for the use of coaching in the corporate system of personnel career management.
 In the practical part, a study was made of the level of satisfaction of employees of large and medium-sized enterprises in the Tyumen region with a career management system. By the method of interviewing, the reasons for the departure of promising employees from companies were studied and analyzed. Based on the data obtained, practical recommendations were developed for the use of coaching in the corporate system of personnel career management. The novelty of the study lies in the theoretical substantiation and development of the main provisions for using the potential of coaching in personnel career management.
 The practical significance of the study is the possibility of further realization of the potential of coaching in managing the career of the enterprise personnel.

The Toxic Workplace Environment and Employees’ Engagement among KELAS Al-quran Dan Fardu Ain (KAFA) Teachers in Terengganu

A toxic work environment is the most frequent cause of employee departure. In a toxic environment, stress, negativity, and conflict can flourish. In addition to having a detrimental impact on an employee's physical and mental health, it may also impair productivity and morale. This study tries to quantify the impact of a toxic workplace on Terengganu's Kelas Al-Quran Dan Fardhu Ain (KAFA) teachers' level of engagement. From Terengganu's KAFA teachers, 196 responders in total were chosen. Employees’ engagement was found to have a medium to strong correlation with three indicators, including workplace harassment, bullying, and ostracism. The study demonstrates a significant and beneficial relationship between workplace bullying, harassment, workplace ostracism and employees’ engagement. According to the study's findings, KAFA teachers should concentrate on reducing workplace bullying because it will increase their level of employees’ engagement. The study's research and practical consequences are then examined.

Finding dependencies in the corporate environment using data mining

The article analyses the influence of factors of the work environment, as well as the non-work environment, on the employee's departure from the company. A dataset containing 1470 data rows with 14 attributes belonging to the company's employees was selected for the analysis. The method of self-organising Kohonen maps was used, which allow to study the structure of the data and identify hidden patterns, as well as the method of artificial neural networks, which allow to analyse large amounts of data and find hidden relationships that may not be obvious to humans. In the course of the work, the errors of the methods were determined, several experiments with different number of factors were conducted, and the dependence between the number of factors and the magnitude of the error of the algorithms was revealed. For both methods and each experiment, conjugacy tables were obtained, which contain the classification results obtained by the methods. In addition, a correlation analysis was performed to determine the degree of association between the factors and the target variable.

Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal

Background: Employee turnover represents permanent withdrawal from the organization, which brings longterm unfavorable consequences, especially when it comes to the voluntary early departure of quality employees. Turnover intention is a preliminary step that can predict the employee's intention to leave and is very often the main precursor to the final decision to leave or stay. In addition to internal organizational influences, a strong influencing factor on such a decision is represented by perceived alternative job opportunities. Purpose: The goal of the paper is, therefore, to examine the employee's perception of the possibilities of alternative employment and their turnover intention to determine that the main factor of the environment strongly shapes thinking in the context of leaving. Study design/methodology/approach: The primary research was conducted on a convenience sample of 423 in 15 medium and large enterprises in Croatia (Slavonia and Baranja region) and in various economic sectors: Agriculture, Industry, Energy, Construction, Services, Trade, Transport, Education, and Tourism and Hospitality. The data were subjected to univariate and bivariate analysis. The influence of sociodemographic variables was also tested to identify possible differences between different groups of employees. Findings/conclusions: The results of the research indicate fairly low rates of turnover intention, with a simultaneous perception of very few or weak possibilities for alternative employment. There are no statistically significant differences between the sociodemographic groups, so all employees, for the most part, do not intend to leave the organization in which they are currently employed, but they also do not think that they could easily be employed elsewhere. Limitations/future research: The biggest limitation is the examination of only these two variables without studying cause-effect relationships, which is also a recommendation for future research. It could be helpful to analyze competitiveness on the labor market, because the situation of the market can also affect the perception of employability, which would determine whether the perceptions are close to the real picture.

On the Issue of the Activities of the Prosecutor’s Office and the Court in the Context of the Introduction of Criminal Liability for Violations of Labor Discipline in the Pre-War Period (Based on the Materials of the Middle Volga Region)

Introduction. The study of the activities of the prosecutor’s office and the court to maintain labor discipline is important for understanding the mechanisms of preparation of the USSR for the war of 1941–1945. The purpose of the article is to reconstruct the processes that took place in the judicial and investigative bodies of the Middle Volga region in the light of the joint resolution of the Council of People’s Commissars of the USSR, the Central Committee of the CPSU(b) and the All-Union Central Council of Trade Unions of December 28, 1939 “On strengthening labor discipline” and the Decree of the Presidium of the Supreme Soviet of the USSR of June 26, 1940. “On the transition to an eight-hour working day, to a seven-day working week and on the prohibition of unauthorized departure of workers and employees from enterprises and institutions”. Materials and Methods. The study is based on the analysis of documentary complexes of party organizations, prosecutor’s offices and courts from the funds of the State Archive of the Russian Federation and three regional archives, which predetermined the use of concrete historical methods necessary for a detailed study of the interrelated processes of the emergence of new judicial practices during the transition of acts from the sphere of administrative to the sphere of criminal law. Results. Despite the tendencies of tightening the consequences of violations of labor regulations observed in the party-state policy of the USSR in the late 1930s, the organs of the court and prosecutor’s office of the Middle Volga region were not prepared for its implementation. Since July 1940, due to the receipt of criminal cases under the Decree of June 26, 1940, the volume of work of the people’s courts has increased by an average of 6 times. The low legal culture of the heads of enterprises and institutions led to careless registration of documents for violators, which required high-quality preliminary investigation from the staff of the prosecutor’s office and the court. At the same time, the Kuibyshev Department of the People’s Commissariat of Justice has not sent any explanations to the judges for several months, solely demanding compliance with the five-day deadline for the consideration of cases. In fact, people’s judges were left to themselves, did not have a generalized practice of trials, which is why sentences and measures of criminal prosecution for the same type of crimes differed. Discussion and Conclusions. Both in the Middle Volga region and on the scale of the USSR, absenteeism and unauthorized abandonment of a place of work have become the most widespread criminal offense. On average, in the USSR, the share of these crimes in the second half of 1940 accounted for over 60 % of convicts, in the Middle Volga region, which had a fairly high share of industry – more than 75 %. The result of the lack of preparatory work was the forced refusal of a preliminary investigation, and then of an in-person court session, which led to a decrease in the quality of work of courts in the territory of the Middle Volga region.

Analysis and Countermeasures On the Reasons of Employee Departure in Small and Medium-sized Private Enterprises

In recent years, China's small and medium-sized private enterprises have developed rapidly, providing more employment opportunities for people, but the phenomenon of personnel leaving small and medium-sized private enterprises in China is becoming more and more serious, and personnel leaving will increase the replacement cost of enterprise human resources, destroy the cohesion of the enterprise, and affect the development strategy of the enterprise, the problem of personnel leaving has become a big problem for small and medium-sized private enterprises in China. Excessive staff departures reflect the poor human resource management of small and medium-sized private enterprises in China, which can make enterprises pay high human costs. In this paper, we analyze the reasons for the separation of small and medium-sized private enterprises in China, and propose corresponding measures to solve the problem, hoping that small and medium-sized private enterprises in China will pay attention to the problem of personnel separation, and the phenomenon of excessive personnel separation can be improved.

Does skilled labor risk matter to suppliers? Evidence from trade credit

AbstractFailure to attract and retain skilled labor exposes firms to skilled labor risk. This paper examines whether and how skilled labor risk affects trade credit offered by suppliers. The empirical analyses show that firms with greater exposure to skilled labor risk are associated with a reduction in trade credit granted by suppliers. It is consistent with the view that the risk arising from the departures of skilled employees is detrimental to firms. A change in employees who are well‐connected with the suppliers undermines firms’ bargaining power with their suppliers. Organization capital, managerial ability, and financial constraint are important moderators.

Intelligent security sanitizing gate

ABSTRACT It is very difficult to keep track of employee attendance manually. In addition to the length of time that the registration process takes, there are still chances that some errors may occur. It’s easy to put an end to errors, save time and eliminate hassles with a dedicated attendance recording app that automates the process. With these tools, you can track employee entry and exit processes, keep a record of hours worked, manage employee overtime, half-offs, days off, and much more. In this research paper, a gate has been proposed through which employees’ departure and attendance are calculated. Prevent any unwanted person from entering at the same time, a unit can be added through which individuals are sterilized for the Prevention of viruses. The proposed system showed high efficiency in recording the attendance and departure of employees and preventing any unwanted person from entering. The raspberry pi 4 model/ 8GB is used and Practical tests were conducted and applied to the system of employees in one of the educational institutions and proved highly efficient.