Labor Turnover Research Articles

The effective management of human resources (HR) is a critical determinant of successful residential property development, particularly in rapidly urbanizing environments such as Owerri Metropolis, Imo State, Nigeria. Despite the increasing demand for residential properties in the metropolis, numerous challenges continue to hinder effective human resource management (HRM) within the property development sector. This study explored these challenges by drawing insights from property developers, construction professionals, and HR practitioners. A mixed-methods approach was adopted, using structured questionnaires administered to 213 stakeholders, of which 174 valid responses were analyzed, representing an 81.7% response rate. Both descriptive statistics (frequency, mean, RII) and inferential (regression analysis) analyses were employed to examine the extent of HRM challenges and their impact on development outcomes. Findings revealed that major HRM challenges included inadequate training and capacity building, high labor turnover, poor motivation and welfare schemes, weak recruitment and selection processes, limited technological integration, and regulatory bottlenecks. The study further showed that these challenges significantly affected productivity, cost efficiency, and project delivery timelines in residential property development. The study concluded that addressing HRM challenges through continuous professional development, fair labor practices, and the adoption of modern HR technologies can substantially improve performance outcomes in the sector. The study recommended policy support, capacity-building initiatives, and a more structured HR framework to enhance the efficiency and sustainability of residential property development in Owerri Metropolis.

Higher education institutions play a critical role in economic growth by moulding the human capital necessary for driving innovation, change, and transformation. Despite their critical role in contributing to the economy, these institutions are experiencing high labour turnover, which subsequently impacts efficiency and productivity. Thus, the global demand for highly skilled professional employees has significantly contributed to the skills flight from Zimbabwe’s institutions of higher learning to other economies. This study evaluated the mediating role of job engagement in the relationship between flexible work arrangements and employee empowerment within the Zimbabwean Higher Education sector.A quantitative research design was employed to collect data from a convenience sample of 200 respondents in this sector. In addition to being quantitative, the researchers used an explanatory case study and a cross-sectional research design for this investigation. The data were analysed using the Pearson Product-Moment Correlation coefficient via the Statistical Package for the Social Sciences (SPSS). The findings reveal robust interrelationships amongst the variables, emphasising their substantial contributions to explaining the variances in the measured constructs. The findings of this study show a significant relationship between flexible work arrangements, job engagement, and employee empowerment.The findings suggest that university administrators should develop comprehensive, flexible work strategies to address the challenges faced by their personnel. Furthermore, they should enhance the working conditions of their staff as a means of improving the overall quality of higher education (HE). This study also offers insights for government policies concerning the labour requirements of the higher education sector.

The research analyzed the relationship between labor flexibility, organizational commitment, and employee turnover in a healthcare facility in Chimbote, 2024. It was applied research with a quantitative approach, non-experimental cross-sectional design, and correlational scope, with a population of 170 employees. The results revealed a significant positive correlation between labor flexibility and organizational commitment, while significant negative correlations were observed between organizational commitment and turnover, as well as between labor flexibility and turnover. Most employees perceive moderate labor flexibility (55.9%) and moderate organizational commitment (61.9%). Turnover is generally considered moderate (44.9%). The ordinal regression indicates that labor flexibility and organizational commitment explain 28.1% of the variance in turnover; however, low labor flexibility increases turnover, while organizational commitment does not significantly influence it. Furthermore, the dimensions of labor flexibility are positively correlated with organizational commitment and negatively with turnover, while the dimensions of organizational commitment are negatively correlated with turnover, except for normative commitment, which does not show a significant relationship. Therefore, it is highlighted that labor flexibility strengthens organizational commitment and reduces employee turnover. A flexible environment and employee commitment are key to promoting loyalty and talent retention, thus contributing to a more stable and sustainable organization. However, the study is limited to a single private healthcare facility, which may affect the generalizability of the findings. Future research could examine similar relationships in public institutions or multiple regions to broaden the applicability of the results. Received: 20 November 2024 / Accepted: 18 June 2025 / Published: 05 July 2025

Abstract This study investigates the key logistics and warehouse management challenges faced by Amazon, one of the world’s leading e-commerce platforms. With rapid growth and global expansion, Amazon has developed a highly complex logistics network involving systems such as Fulfillment by Amazon (FBA), Multi-Channel Fulfillment (MCF), and Amazon Warehousing and Distribution (AWD). Despite these advancements, the company continues to face operational difficulties related to last-mile delivery, labor turnover, inventory accuracy, and scalability during seasonal peaks. The research adopted a secondary data analysis approach, using industry reports, academic literature, and real-world case studies to explore these challenges and assess Amazon’s strategic responses. Key findings highlight the company’s reliance on automation, AI, and robotics to enhance efficiency and maintain customer satisfaction. However, persistent issues like workforce management and safety under high pressure remain areas of concern. This dissertation contributes to the broader understanding of how global e-commerce giants manage complex supply chain operations. It also provides actionable insights for logistics managers, supply chain strategists, and policymakers seeking to optimize warehouse performance and customer fulfillment. The findings may serve as a foundation for further primary research or comparative studies in the evolving logistics and e-commerce landscape.

This study examined the interplay of socio-economic and institutional determinants that influence turnover among teachers in private secondary schools in Amuwo-Odofin Local Government, Lagos. The study was anchored on Organisational Justice Theory and adopted a cross-sectional survey with mixed-methods approach. A total of 422 copies of a study questionnaire were administered to teachers, and 6 in-depth interviews were conducted with principals/proprietors to collect primary data. Both quantitative and qualitative techniques of data analysis were employed. This study found that job satisfaction is a pivotal factor influencing turnover, with a significant majority of respondents identifying its absence as a prime de-motivator. Dissatisfaction was clearly exacerbated by constrained freedom, high workloads, and a dearth of avenues for creativity and personal initiative, potentially stifling professional growth. Moreover, the study identified leadership style as a critical determinant, with a substantial proportion of respondents attributing turnover to its inadequacies. Teachers were resolute in expressing discontent regarding salary, benefits, and the lack of promotion prospects and performance appraisals, which contributed to a sense of stagnation and turnover intentions. Principals and Proprietors, however, identified other factors such as lack of understanding, contentment among teachers and profit-making philosophy of their schools as factors contributing to teachers’ turnover. The study concluded that absence of long service awards, high workload, opportunities to utilise creativity and personal initiative, promotion prospects, performance appraisal, and job security engendered uncertainty distinctly amplified the likelihood of turnover. Therefore, concerted and stanch efforts should be made by the educators to bolster teachers’ satisfaction in ensuring the sustenance of quality education in the region.

To examine the mediating role of job burnout in the relationship between emotional labor strategies and turnover intention among rural physical education (PE) teachers in China, and to explore the moderating effect of social support in this mechanism. A cross-sectional survey was conducted among 1,761 rural PE teachers using validated self-report scales. Structural equation modeling (SEM) via AMOS 26.0 was used to test the mediating effects of job burnout, followed by moderated mediation analyses using PROCESS macro Model 7, controlling for gender, age, teaching tenure, and education level. Job burnout significantly mediated the associations between all three emotional labor strategies and turnover intention. Surface acting showed both direct and indirect effects, while deep acting and genuine expression were associated with turnover intention only through burnout. Additionally, social support moderated the relationship between surface acting and burnout, but not for the other two strategies. Emotional labor strategies influence turnover intention both directly and indirectly through job burnout, while social support serves as a key buffering resource against the negative impact of surface acting on burnout. These findings underscore the importance of optimizing emotional labor management strategies and strengthening social support networks to enhance teacher wellbeing and promote educational equity in rural schools.

Human resource (HR) business leaders prioritizing diversity, equity, and inclusion (DEI) champion a more dynamic and innovative workforce, thereby alleviating labor turnover —a costly hindrance to growth. HR business leaders orchestrate these strategies, promoting an environment where diverse talents are valued and equitable opportunities abound, reducing labor turnover. Rooted in social identity theory (SIT) and the Equity, Diversity, and Inclusion (EDI) framework, this qualitative, pragmatic inquiry sought to identify and explore the practical strategies HR business leaders employ to implement DEI initiatives, thereby reducing employee turnover in the Southeastern United States. The participants were seven HR business leaders in the Southeastern United States who had successfully implemented DEI strategies to reduce labor turnover. Data were collected through semistructured interviews and publicly available documentation, which were analyzed using Braun and Clarke’s thematic coding and analysis approach. The four emerging themes were promoting continuous training and development, cultivating a positive organizational culture, gaining leadership buy-in, and effectively allocating employees. A key recommendation is that HR business leaders continuously promote training and development in unconscious bias, inclusive leadership, and cultural competence, with leadership buy-in essential for fostering an inclusive culture.

ABSTRACTJarring events inspiring reflection, known as “shocks” in the literature, are the driving force in explaining changes in employee embeddedness and retention within the unfolding model of labor turnover. Substantial research effort has examined strategies for insulating valued employees from adverse shocks. However, this article provides empirical evidence that unambiguously negative shocks can increase employee retention when underlying firm and employee incentives with respect to these shocks are aligned. Using survival analysis on a unique data set of 466,236 communication records and 45,873 employment spells from 21 trucking companies, we show how equipment‐related shocks tend to increase the duration of employment. Equipment shocks also generate paradoxically positive sentiments that demonstrate an increase in employees' affective commitment to the firm. Our results highlight the important moderating role that aligned incentives play in how shocks ultimately translate into retention. Shared hardships strengthen bonds in employment, as in other areas.

PurposeThis study explores the impact of workforce gender composition on operational safety within US-listed firms. The aim is to understand how gender diversity within firms can contribute to fewer workplace accidents and provide a reference for safety management that promotes gender diversity as a safety measure.Design/methodology/approachEmploying two-way fixed effects regression analysis, this research assesses the relationship between gender diversity of employees and workplace injuries of firms. The analysis is strengthened through several robustness checks and further analysis, including alternative measurement approaches, generalized method of moments (GMM) regression and quantile regression.FindingsThe findings indicate that firms with a more gender-diverse workforce composition report fewer time-lost injuries. This effect is especially pronounced in companies with large income stream variability and those experiencing high labor turnover. These results suggest that a gender-diverse workforce is not only beneficial but critical for enhancing psychologically safe and inclusive climates in the workplace, thereby reducing the frequency and severity of workplace injuries.Originality/valueThis research contributes uniquely to the field of operations management by highlighting the overlooked aspect of gender composition in operational safety amid various operational environments. The insights from this study can assist managers in leveraging gender diversity for safety enhancement and help government agencies in developing policies that encourage a safer and more inclusive workplace environment.

Employee’s performance is one of the effective factors for the success of any organization. Employee’s performance indicates that how effectively and efficiently he/she is fulfilling his/her responsibilities and how efficiently employee is implementing the planning. Employee’s performance can directly and indirectly effect the organization and its success. In Today’s scenario, as the competition is increasing, the technology is changing and the environment is changing, which is becoming the reason of stress, depression and anxiety for employees. Stress, depression and anxiety of employees is creating the issues and problems like lack of concentration, poor performance, grievances, conflicts, labour turnover and absenteeism. All these issues and problems are directly and indirectly affecting the performance as well as productivity of organization. There are many ways which can be adopted by organizations to motivate their employees for better performance. This research paper is presenting the study on the impact of Yoga and Meditation on Employee’s Performance. Keywords: Yoga, Meditation, Stress, Depression, Performance, Organization, Employee

Five-star hotels in Kenya have experienced high labour turnover which could be attributed to low engagement of workers. This study examined the effect of corporate wellness programs on employee engagement in five-star hotels in Kenya. The study was guided by Maslow’s hierarchy of needs theory. Positivism research philosophy, descriptive research design and stratified proportionate sampling were adopted. Data was gathered from a sample of 369 workers in seven five-star hotels in Kenya using questionnaires. Two five-star hotels in Nairobi City County served as the sites of a pilot test. The acquired data was subjected to both descriptive and inferential statistical analysis with the aid of SPSS version 24. The mean, standard deviation, coefficient of deviation, and percentages were illustrations of descriptive statistics. Multiple regression analysis and correlation analysis were representations of inferential statistics. The results showed that employee engagement and corporate wellness initiatives at Kenya's five-star hotels were significantly and positively related. Based on the study's findings, employee engagement and corporate wellness initiatives in Kenya's five-star hotels are positively correlated, and this relationship was moderated by organizational support. The study recommended that five-star hotels should prioritize the accessibility and convenience of recreational facilities, focus on diversifying the available wellness programs to cater to a broader range of employee preferences and conduct regular surveys or focus groups in order to gauge employee interests and preferences.

Labour turnover is a crucial element of contemporary economic life of firms. It can improve productivity if more productive workers replace less productive ones. However, in the short run, it generates sizeable labour adjustment costs (LACs), including productivity losses for firms. This paper sheds new light on the turnover-productivity relationship focusing on productivity LACs. We use firm-level 2014–2022 Belgian data with information on stayers, new hires and leavers: those who are fired, those leaving voluntarily, and those who are about to retire. We use the Hellerstein-Neumark (HN) framework to quantify the productivity of these different labour types, using stayers as a benchmark. We posit that evidence of significant productivity handicaps is a good indicator of productivity LACs. Results suggest no productivity LACs for new hires. By contrast, for leavers, they point to significant ones. What is more, findings for prospective (early) retirees indicate a very sizeable drop in productivity during their last year of employment.

Abstract This research focuses on labour turnover and employment dynamics within Ghana's e‐waste industry, specifically at Agbogbloshie, Accra's primary e‐waste recycling site. The study investigates the factors influencing people's involvement in different roles within the e‐waste value chain through qualitative research methods. This involves in‐depth interviews and content analysis to comprehend motivations, income structures, age distributions and transitional patterns. The study reveals that health concerns and the desire for financial stability significantly impact individuals' decisions to enter and advance within the industry. The findings also suggest a shift from entry‐level positions to more lucrative roles facilitated by financial resources. However, challenges such as income variability, lack of safety measures, and limited resource access persist, particularly for those in lower‐level roles. The study recommends the implementation of integration, regulation and support mechanisms to promote sustainable livelihoods and productive employment in the sector, aligning with Sustainable Development Goal 8 (SDG 8). Policymakers are encouraged to establish supportive regulatory frameworks, enhance resource accessibility, promote skill development, foster public–private partnerships, advocate for circular economy principles, and invest in capacity‐building and awareness initiatives to address the complex challenges of the e‐waste industry. Overall, this study offers valuable insights for policymakers, industry stakeholders, and researchers seeking to promote sustainable development and inclusive growth within the e‐waste industry.

PurposeProject-based organisations (PBOs) experience high labour turnover due to wellbeing issues arising from inefficient policies. An in-depth review of previous attributes this to the fact that the experiences and perspectives of project managers are considered neither in organisational policy/practice nor in wellbeing research. This study addresses this gap with two questions: (1) How do project managers experience wellbeing practices in PBOs? (2) What factors enable or restrict the implementation of these practices from their perspective?Design/methodology/approachThis exploratory qualitative study collected interview data from 19 PBO employees in Western Europe across three sectors. Participants assessed the implementation and influencing factors of wellbeing practices in their organisations. Narratives were analysed thematically, followed by sentiment analysis to cross-reference the emotional tone of each theme.FindingsThe findings provided a framework showing the necessary shift in the project managers’ role in PBO wellbeing policy and devolution of voice practices. The results also provided two new conceptual themes specific to wellbeing in PBOs: (1) voice structure and policy and (2) demarcation of the project leader role.Originality/valueThe study introduces a new framework with two new theoretical concepts to improve wellbeing in PBOs. These concepts promote inclusivity of wellbeing concerns via new feedback structures and clarify the project manager’s role in advocating employee voice. The proposed solutions aim to improve knowledge in the research field of wellbeing providing the perspective of the project manager, which currently is lacking from theory.

Orientation: Chinese-owned businesses in Zimbabwe are affected by high labour turnover. High labour turnover in these businesses reduces productivity, causes low employee morale, and augments recruitment and training costs.Research purpose: The study assesses the association between precarious employment, job engagement and employees’ intention to quit in Chinese-owned businesses considering the Midlands Province in Zimbabwe as a case study.Motivation for the study: There is limited literature on the connection between precarious employment, job engagement and employees’ intention to quit in Chinese-owned businesses.Research approach/design and method: This assessment is quantitative. Employing the Employment Precariousness Scale, Utrecht Work Engagement Scale and employees’ intention to quit scale, the data implemented in this study were collected from 211 workers employed by Chinese-owned businesses. Structural equation modelling was adopted to examine the connection between precarious employment, job engagement and employees’ intention to quit and to test the structural model.Main findings: The study results indicate that precarious employment is negatively connected to job engagement, job engagement is negatively connected to employees’ intention to quit and precarious employment positively influences employees’ intention to quit.Practical/managerial implications: Precarious employment, job engagement and employees’ intention to quit are linked. Interventions and strategies are required to address these issues.Contribution/value-add: This assessment adds a voice to the existing discourse by illuminating the connection between precarious employment, job engagement and employees’ intention to quit.

High labour turnover rates in the health care sector are a major concern for human resource management. This phenomenon has an impact on the quality of health services, the workload for the remaining staff, and the cost of recruiting and training employees, so it is necessary to understand the factors that cause it. Therefore, this quantitative study aims to analyze the influence of burnout, work engagement, and job security on turnover intention mediated by job satisfaction in nursing staff using a cross-sectional approach. Purposive sampling was used to select 129 health workers in a private hospital in Jakarta. Data collected through online questionnaires were analyzed using the PLS-SEM analysis method. The results showed that burnout has a positive and significant effect on turnover intention as indicated by the T-statistic value >1.96 and P-value <0.05, while work engagement, job security, and job satisfaction have no effect on turnover intention with a T-statistic value <1.96 and P-value>0.05. In addition, job satisfaction cannot mediate the relationship between burnout, work engagement, and job security. This finding has practical implications, namely that hospital management HR professionals must be able to overcome burnout conditions among clerical staff at XYZ Jakarta Hospital. This is because from the results of this study, burnout is proven to be one of the factors that can affect the high and low turnover intention among nursing staff.

Purpose: This research work deals on the application of cost control techniques in Construction project delivery. The need for the work arose as projects suffer from cost and time overruns due to factors stemming from poor cost control during at the design and execution stages of Construction projects. Material and Methods: This study adopted an exploratory research design using a structured questionnaire as the primary instrument for data collection. The research was conducted in Rivers State, Nigeria, known for its robust infrastructure development and relevance to the construction sector. The study population comprised public and private contractors, including civil engineers and quantity surveyors. A random sampling technique was employed to select 50 contractors, considering time and financial constraints. Findings: The analysis of the data obtained from the respondents identified cost control techniques that include schedules, budgeting, inspection, meetings, reports, records, monitoring & evaluations, as the commonly used techniques for cost control. The study also revealed that most project managers and contractors in Port Harcourt find it difficult in controlling project costs due to problems which include delays by clients to release fund as at when due, indecision, lack of materials and equipment, bad weather, overlapping of activities, unclear and incomplete drawings, making good defective works, and generally failure to control the productivity of resources. Others of paucity were due to theft and vandalism, interference by clients, high labor turnover, and insufficient knowledge on cost control techniques. Implications to Theory, Practice and Policy : The study therefore recommends proper knowledge and application of cost control techniques, adequate management of the cost control techniques, good site organization and reporting and adequate supervision of Construction projects should be adopted and implemented.

Studying employee satisfaction is always the most important factor in maintaining and developing a hotel. This factor not only affects labor productivity, turnover rate, career development and employee motivation, but also helps maintain the sustainability of the hotel's business, through indicators of improving service quality, processes and management efficiency. By collecting secondary and primary data, combining analytical, statistical and descriptive methods to process data on related issues at Kim Thai Hotel, Thai Nguyen City, Thai Nguyen Province, Vietnam, the study has identified the current situation of employee satisfaction at the hotel. On that basis, the study initially sketched the career picture of employees at Kim Thai Hotel in particular and hotels in Thai Nguyen in general.

Labour turnover has emerged as a persistent challenge in Nigeria’s tertiary education sector, driven by socio-economic instability, political uncertainty, and global migration of skilled professionals. This study investigates the effectiveness of personnel retention strategies in mitigating labour turnover at the Oyo State College of Agriculture and Technology (OYSCATECH), Igboora, Nigeria. Anchored on Maslow’s Hierarchy of Needs and Social Exchange Theory. With a study population of 536 staff members, using mixed-method approach, stratified sampling technique was adopted in selection of 255 participants. Structured questionnaire was adopted in quantitative data collection while in-depth interview was administered on 12 purposively sampled respondents in order to examine the existing retention mechanisms and their effectiveness on staff attrition. Quantitative data were analysed using descriptive statistics and linear regression, while qualitative insights were thematically interpreted. Findings reveal that although gaps exist—such as inadequate transport facilities and relocation support—OYSCATECH has implemented several effective retention strategies, including career advancement opportunities, leadership engagement, and timely promotions. Regression analysis confirmed a statistically significant relationship between personnel retention and reduced labour turnover (R² = 0.904, p < 0.05). The study concludes that strategic personnel retention significantly curtails staff exit and enhances institutional stability. It recommends sustained investment in holistic human resource policies in order to reinforce workforce commitment and reduce brain drain within Nigeria’s public tertiary institutions.

The article analyzes the impact of minimum wage increase on unemployment taking into account theoretical concepts and empirical data. Possible mechanisms of impact on the labor market are considered, including the crowding-out effect, reduced demand for low-skilled labor, as well as arguments in favor of a positive impact through increased consumer demand and reduced labor turnover. Regional differences in the effects of minimum wage increase in developed and developing countries are analyzed, as well as the role of productivity levels and labor market flexibility. Alternative regulatory strategies are discussed, including tax incentives, employment subsidies, and a differentiated approach to the minimum wage. A conclusion is made about the need for a balance between protecting workers and maintaining labor market stability.