Employee Resignation Research Articles

MODELING EMPLOYEE RESIGNATION USING A SEMIPARAMETRIC APPROACH COX PROPORTIONAL HAZARD

Survival analysis is a research method that studies the duration individuals or experimental units endure against events like death, disease, recovery, or other experiences. This study employs a semi-parametric survival analysis model using the Cox proportional hazards regression method to identify factors such as age, gender, marital status, and education influencing how long employees stay with a company before resigning. The aim is to describe and interpret significant factors affecting employee resignation using the Cox Regression method. The results indicate that age significantly influences employee tenure. The average tenure is eight years. The probability of an employee still working at age 32 for up to eight years is 0.0057, while the likelihood for an employee who has worked more than eight years at age 32 is 0.9943. The study uses secondary data on the tenure of 521 employees, analyzed with the Cox proportional hazards regression method. The data, however, has limitations due to type III censoring, where some subjects leave observation, resulting in incomplete data. The study concludes that age significantly impacts employee tenure. Younger employees tend to explore career opportunities, while older employees seek stability, pension benefits, and a comfortable work environment.

Analysis of Employee Work Stress Using CRISP-DM to Reduce Work Stress on Reasons for Employee Resignation

Analysis of Employee Work Stress Using CRISP-DM to Reduce Work Stress on Reasons for Employee Resignation

The Effect of Employee Engagement, Job Satisfaction, and Superior-Subordinate Relationships on the Desire to Change Job and its Implications in Employee Resignation

Purpose: This research aimed at (1) analyze the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; (2) analyze the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation. Material and Method: This research was a quantitative research design. The sources of data used were primary data and secondary data. The sample used was health workers’ employees (doctors, nurses, midwives, analysts and pharmacists) in a private hospital in Denpasar, totaling 83 people. The data collection technique used was a questionnaire. While, the data analysis technique used was Partial Least Square (PLS). Findings: The result of this research showed that (1) work engagement has a negative and significant effect on employees' desire to change jobs; (2) Job satisfaction has a negative and significant effect on employees' desire to change jobs; (3) The relationship between superiors and subordinates has a negative and significant effect on employees' desire to change jobs; (4) Desire to change jobs has a positive and significant effect on employee resignation; (5) Work engagement has a negative and significant effect on employee resignation; (6) Job satisfaction has a negative and significant effect on employee resignation; (7) The relationship between superiors and subordinates has a negative and significant effect on employee resignation. Research practical & Social Implication: This implication is to give understanding the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation. Originality/value: The phenomenon of employee resignation is also faced by a private hospital (RS) in the Denpasar city every year. The phenomenon that occurs is the high level of desire to change jobs. The high rate of employee resignation is a serious problem in this private hospital, the management has invested a lot of money for various costs such as education, training and so on which is basically to increase employees’ knowledge and skills.

Study of Determination of Turnover Intention Problems in the Digital Era at PT Bandha Graha Reksa Logistik Medan

The presence of technology in work has an extraordinary positive impact because it can make many jobs easier and at the same time put pressure on a number of employees with very heavy workloads due to demands for automation and fast-paced work. As a result, psychological problems arise, levels of stress and depression, which in turn will result in disruption to employees' mental health, which is something that is found in employees. This condition must be immediately addressed properly by the company considering the impact that will occur on the company where employees with a weak level of resistance will decide to take the decision to resign. Employee mental health problems in this case have an important role which will certainly be a trigger that makes it easier for employees to experience boredom and stress which will lead to the desire to resign from work. The changes that occur also have an impact on the workload currently borne by employees, not only in the form of demands to be able to work by adapting to very rapid changes in technological developments but also the variety of work so that one employee can bear several of the responsibilities of another. Furthermore, employees are also required to quickly complete work on time, which results in employees at work experiencing work pressure due to the changes that are currently occurring. The aim of this research is to describe how much mental health conditions, workload and work pressure encourage employee resignation in the digital era

Comparison of the K-Means method with and without Principal Component Analysis (PCA) in predicting employee resignation

Employees are individuals who work for a company or organization and receive a salary. Employees are the most important assets that need to be effectively managed by the company in order to maximize their contribution. However, many employees feel dissatisfied with the outcomes of their contributions to the company, as they do not receive the expected rewards. This study utilizes a dataset from Kaggle.com, consisting of a total of 14,999 data rows with 10 attributes. In the first experiment, the dataset was reduced using PCA before applying the K-means clustering method. In the second experiment, the dataset is directly fed into the K-means clustering method without PCA. To evaluate the clusters in the K-means method, this study applies the sum of squared error (SSE) method and the silhouette coefficient method to determine the optimal clusters. The study concludes that there are two dominant factors, last_evaluation and average_monthly_hours, that contribute to employees resigning from a company. The SSE evaluation indicates that both methods have an elbow point at 3 clusters, suggesting that dividing the data into more than 3 clusters does not provide significant additional information. The silhouette coefficient evaluation shows that K-means without PCA obtain the best silhouette coefficient value of 0.5674, while K-means with PCA obtain a silhouette coefficient value of 0.5491. Although K-means with PCA have the advantage of reducing the dimensionality of the dataset, they have a longer execution time compared to K-means without PCA, with an execution time of 181.53 seconds for K-means with PCA and 95.84 seconds for K-means without PCA.

EMPLOYEES' LEGAL STATUS APPOINTED AS DIRECTORS THROUGH RUPS

Supreme Court Circular No. 1/2022 stipulates that employees or laborers are appointed directors in the same company through a General Meeting of Shareholders (RUPS) where the employment relationship with the company ends upon appointment as a director. This research aims to ascertain how the severance compensation components and their calculation are entitled to be received by employees appointed as directors through RUPS. This study employs the IRAC writing model, a legal writing technique with the structure of Issue, Rule, Application, and Conclusion. The research findings reveal that Government Regulation No. 35/2021 does not include provisions regarding severance compensation due to the reason of being appointed as a director, leading to a legal vacuum. It creates two possibilities in practice. On the one hand, in cases where an employee resigns from their position to subsequently be appointed as a director, the calculation of compensation for the resignation is applied. On the other hand, companies can establish an internal policy governing severance and compensation calculation mechanisms for employees appointed as directors following best practices. The compensation calculation should consider that it is more than x0.5 because there is no loss or breach, but not exceeding x1.75. After all, the employee does not retire, and the termination of the employment relationship does not result in a complete separation, as the employee continues to work and receives income and benefits from the same company.

Research on the Impact of Mental Health on Employee Resignation and Strategies for Enhancing Workplace Well-Being

Psychological health issues not only affect individuals worldwide but also have an impact on many organizations. Research evidence indicates a close connection between the rising employee resignation rates within organizations and the mental health status of employees. Taking an organizational perspective and drawing from relevant organizational behavior and psychology literature, this paper studied the influence of individual psychological health on resignation behavior to demonstrate how organizational strategies interact with mental health, affecting the dynamic relationship between individual employees and the organization as well as the outcomes of these dynamics. Subsequently, this paper provides recommendations for improving workplace well-being and reducing resignation rates. The organization should invest substantial efforts to consider employees mental health and establish a supportive working environment to reduce resignations directly and indirectly caused by psychological problems, therefore maintaining the sustainable operation of the organization, and articulating the research objectives. Ultimately, it emphasizes that organizations should investigate effective strategies that prioritize mental health and retain talent.

Analisis Faktor Pengunduran Diri Karyawan pada Perusahaan PT. Midi Utama Tbk Branch Medan

It is hoped that the results of this research can provide a better understanding which aims to analyze the factors that influence employee resignation at PT. MIDI Utama Tbk. Medan Branch. By understanding the factors that influence attrition, companies can take better action in retaining potential employees. Employee resignation is an important issue in human resource management, because it can have a negative impact on company productivity and recruitment costs. The research results show that there are several main factors that contribute to employee resignation at PT. MIDI Utama Tbk Branch Medan. These factors include dissatisfaction with working environment conditions, excessive workload, lack of career development opportunities, as well as communication and management problems. In addition, personal factors such as changes in family status also influence the decision to resign. By understanding these factors, companies can take more effective action in retaining potential employees and promoting a more positive work atmosphere. Efforts to improve communication, reduce excessive workload, and provide further career development opportunities can be effective strategies in reducing employee resignation rates.

The Effect of Self-Efficacy and Happiness at Work on Employee Resignation Rates Through Servant Leadership (Study at PNM Mekaar PT. Permodalan Nasional Madani, Balikpapan Branch)

The purpose of this study is to investigate, via employee servant leadership at PT. Permodalan Nasional Madani, Balikpapan Branch, the relationship between turnover intention and self-efficacy and job satisfaction. This study employs a quantitative methodology utilizing IBM Statistics SPSS 26.0 and the PLS tool for structural equation modeling (SEM). The workers at the Balikpapan Branch of PT. Permodalan Nasional Madani serve as the study's unit of analysis. The sample size is made up of 117 participants. A questionnaire that was sent online was used as the data gathering method. The study's findings demonstrate that self-efficacy and job satisfaction might moderate the impact of these factors on employees' intentions to leave PT. Permodalan Nasional Madani, Balikpapan Branch

Proposed Employee Retention Strategy as the Form of Employer Branding in an Educational Startup (Case: Vokraf)

The fast-changing of technology and the impact of COVID-19 pandemic has changed a lot of aspects in the world, one of them is in the field of HRM. Thus, some adjustments are needed to be done by the companies so they can keep up with the industrial trend and demand. Vokraf is one of the educational startups in Indonesia established in 2019 and their products are selling online digital classes. Based on the interview result with the Vokraf’s HR department, there was a great resignation phenomenon happening from 2022 until mid-2023. In 2022 the employee resignation was 24 from 61 employees while per mid-2023, the employee resignation was 18 from 50 employees. This employee resignation somehow has impacted the company’s performance and should be overcome immediately. The author uses some factors that affecting the turnover intention from the previous research to identify what factors that triggering the employee turnover intention at Vokraf. The secondary data and primary data are being used to help the author in mapping and finding out those factors. Secondary data is sourced from 12 exit interview data while primary data is sourced from semi-structured interview with 9 Vokraf’s key informants. The key informants are chosen by using purposive sampling with snowball sampling technique. All the collected data are being analysed using the Interactive Model Analysis by Miles and Huberman (2014). The employee retention strategy will be proposed as the final step and the recommendation to the company to overcome this issue. There are five factors found that affecting the employee turnover intention at Vokraf, they are about career path, job stress, employee compensation, leader-member exchange, and supportive work environment issues. The author makes the employee retention strategy in the form of implementation plan & implication timeline starts from June 2023 – June 2024.

Employee resignation study in Fairfax County

The Great Resignation is an economic trend in which employees have voluntarily resigned from their jobs en masse. Increasing resignations have created hardships for companies during the COVID-19 pandemic. This article examines the presence of the Great Resignation in Fairfax County, Virginia, the consequences of this phenomenon, and possible solutions that local businesses can adopt to minimize the impact of resignations. We hypothesized that by adding benefits such as hybrid work options and healthcare, local companies can fight increasing resignation rates. We collected and analyzed two types of data to verify the hypothesis. The first type was statistical data published by US federal and local governments. The second type was survey data. We created a ten-question survey (the Fairfax Resignation Survey) and sent it to 2,000 employees in Fairfax County. The questions covered the demography of survey respondents, employee turnover status, impact of increasing resignations, and potential solutions to improve the situation. Based on the survey responses and a comprehensive analysis of statistical data and related studies, we concluded that adding additional benefits is critical for companies to retain talent and restrain the growing resignation rate.

УВОЛЬНЕНИЕ СОТРУДНИКОВ В РОССИЙСКИХ КОМПАНИЯХ: ОПЫТ СОЦИОЛОГИЧЕСКОГО ИССЛЕДОВАНИЯ

The purpose of the study is a sociological and comprehensive social analysis of the reasons for the employee resignation of a large Russian company. Methods for collecting information are secondary analysis of exit survey data (exit interview – a survey in the last days of an employee’s work) and a telephone survey of former (who quit several months ago) employees of the organization. Based on a comparison of data obtained from two sources of information, a conclusion was made: a survey conducted after some time provides more “reliable” information compared to that collected upon resignation. If at the exit interview, the reasons for resignation and future employment were clarified, then after some time more detailed information was received about the weaknesses of working in the company and about the new employer. As a result of a telephone interview with those who quit, it turned out that dissatisfaction with salary is one of the most common reasons for resignation. More than a third of respondents quit because they found a new job, the rest most often looked for it for a month (about a third) or longer. About half of former employees are ready to return to the company subject to increased salary, opportunities for career growth, etc. The employer loyalty index (eNPS) in the studied case has a negative value, which indicates a weak employer brand (position compared to competitors in the labor market) and the need to optimize the process of parting with an employee. The practical significance of the study lies in the tool tested during the research process, which will allow managers and HR specialists to comprehensively study and objectively assess the resignation reasons in their organizations.

The “Great Resignation”: Causes, Consequences, and Creative HR Management Strategies

The United States experienced the “Great Resignation” in 2021. In September 2021, 4.4 million American workers quit their jobs, which is the biggest employee resignation spike on record. The “Great Resignation” has made it essential for human resource (HR) managers to understand the changes and develop a new HR strategy that can stem the mass resignation of employees. This study argues that many of the pre-pandemic era’s HR policies and practices may not apply to the pandemic and post-pandemic periods and need to be adjusted. It discusses the causes and consequences of the “Great Resignation” and suggests innovative employee retention strategies that organizations can use to retain employees. Finally, the implications of this study and directions for future research are discussed.

Determination of Employee Resign Decision: Corporate Culture and Career Development

This study aims to determine the factors that influence company resignation decisions, which include company culture and career development. The object of this study is previous research that is relevant to this research. The method used in this study is descriptive qualitative, sourced from previous research that is useful for further research. The results of this study are: 1) Company culture influences employee resignation decisions; 2) Career development affects employee resignation decisions; and 3) Corporate culture affects career development.

Empirical Analysis of Factors Impacting of Brain Drain and Turnover Intention Among SME Employees in Sichuan, China

The purpose of this study was to explore the reasons for the SME employee resignation and the cause issue, to analyze the mechanism of increasing employee retention rate through SME human resource strategy for the satisfaction of employee retention. The investigation of how dependent variable of turnover intention relates to independent variables of employee background, personal feeling, organizational commitment, job satisfaction, work embeddedness, and social influence among SMEs in Sichuan of China.

The “New Generation” High-tech Enterprise's Early Warning Model and Its Empirical Research Based on the Perspective of Organizational Commitment Theory

With the continuous advancement of emerging technologies such as big data, cloud computing, Internet of Things, blockchain, artificial intelligence, and 5G communications, China's “new generation” high-tech companies are developing rapidly, but the loss of core employees restricts their healthy development. How to manage the core employees of “new generation” high-tech enterprises is a grim reality in front of theorists and industrialists. Based on the results of the current theoretical research on organizational commitment, the research group proposed a “new generation” high-tech enterprise core employee resignation early warning model to provide decision-making basis and methodological reference for the “new generation” high-tech enterprise high-quality development.

Public Relations and New Media in Employee Relations for Enhancing Employee’s Loyalty During the Pandemic

The Covid 19 pandemic occurred nowadays has resulted in many employees resigning due to discomfort at work. Therefore, every company needs to carry out an employee relations program to increase employee’s loyalty, especially during this pandemic. The aim of this study is to determine the employee’s loyalty which was formed by the implementation of the employee relations program carried out by Public Relations using new media during the pandemic. Data collection is done by conducting observations, documentation, and interviews. The results of this study shows that there are five forms of employee relations programs done to increase employee’s loyalty, among others, education and training programs, outstanding work motivation programs, award programs, special event programs, and internal communication media programs. The success of those employee relations program are shown by a decrease in the percentage of employee resignation, from 40% to 20% in one year. Evidence of employee’s loyalty formed by the employee relations program can also be seen from several attitudes and actions of employees that include obedience and compliance, responsibility, willingness to cooperate, sense of belonging, interpersonal relationships, and fondness for work. In addition, personal touch to employees has the greatest impact to increase employee’s loyalty to the Company.

Analisis Penyebab Karyawan Resign pada Project Perusahaan BPO (Business Process Outsourcing): Studi PT. Transcosmos Indonesia Project Tokopedia Semarang

The research aims to know (1) The caused of the employee resignation at outsourcing company (2) The majority reasons of those resignation. This researchused qualitativemethod with research locationSemarang City. Data used for this were primary and secondary data. Primary data or main data is taken from the informants itself, while secondary data or additional data are collected from many sources such as books, journal, company’s notes and other valid source to support this research completion. Total informants weretwenty eight, based on employee’s data for resignation periode January 2020 – December 2020 at PT Transcosmos Indonesia (Tokopedia Semarang Project). Data collection were done by interviewed with those twenty eightinformants, then being analysed by two theoriessuch as Social Judge Theory and Information Integration Theory. Research showed that there were four (4) main reasons employee submitting resignation such as : getting a new job, family issue, health issue, and wanting to be an entrepreneur. Keywords : Company, Outsourcing, Resignation

Factors Affecting Job Satisfaction and Its Effect on Employee Resignation in the Mulia Health and Dental Care (MHDC) Clinic Group

This study wants to find out whether compensation, job safety, career paths, communication, relationships with superiors, and work-life balance affect job satisfaction, and how they affect employee resignation. From a population of 100 employees, a total of 73 people were sampled. The results show that compensation and work-life balance have a significant effect on job satisfaction and resignation, while relations with superiors have a significant effect on job satisfaction, and communication has a significant effect on resignation through job satisfaction.

Legal Implications of Covid-19 on the Employers’ Duty to Provide a Safe Work Environment.

World over, governmental, industrial, commercial, educational and virtually all types of facilities were shut down in an attempt to contain the spread of the novel corona virus (Covid-19) pandemic. After periods of complete shutdown during which enforced ‘stay at home’ and ‘social distancing’ policies were instilled into the populace, Nigeria has been gradually reopening her markets and work places. The aim of this paper is to contemplate the changes, adjustments and emphases in the Nigerian employment sector as a result of the Covid-19 pandemic as it relates to the employer’s duty to provide a safe work environment. The paper expands on the employers statutory and implied duty of care in the employment relationship. It interrogates the extent of an employer’s liabilities where an employee is infected at the place of work and whether having staff work remotely from home discharges the employer's work safety responsibility. The work also addresses whether there is a legal obligation on the employee to undergo medical tests before resuming work and the employee’s right to privacy of health information. Can an employee be dismissed for disobedience to lawful and reasonable instructions if he refuses to work as a result of the employer’s failure to provide a safe work environment and where said employee resigns, could such resignation be seen as constructive dismissal? In answering these potent questions, references are drawn from relevant statutes, decided cases, the Common Law, the National Policy on Occupational Safety and Health and precedents from foreign jurisdictions. Key Words: Employer’s duty of dare, Covid-19 pandemic, Occupational safety and health law and policy, Employees compensation, Privacy of health information, Contract of employment in Nigeria. DOI: 10.7176/JLPG/101-19 Publication date: September 30 th 2020