Voluntary turnover in technology-based organizations has continued to escalate, resulting in operational disruption and significant loss of digital talent. This study aims to explore the role of HR Predictive Analytics in developing retention strategies to reduce voluntary turnover. A qualitative descriptive–exploratory approach was applied using thematic analysis of academic literature and organizational practices related to data-driven human resource management. The findings reveal that the primary drivers of turnover include burnout, career stagnation, low employee engagement, and weak leadership interaction. HR Predictive Analytics serves as a reflective mechanism to identify patterns in employee work experiences that contribute to dissatisfaction and increased resignation risk, enabling organizations to formulate precision-based retention interventions. Recommended analytics-driven retention strategies emphasize workload regulation, structured career development, meaningful job design, and leadership capability enhancement. This study concludes that HR Predictive Analytics supports preventive and sustainable talent stability strategies within the technology industry by aligning predictive insights with targeted retention initiatives.

Flexible work arrangements (FWAs) have attracted growing attention in recent years for their ability to help employees better balance personal and professional responsibilities. By catering to diverse needs, such as caregiving, education, and mental health, FWAs foster inclusivity and employee satisfaction. Previous research has shown that organizations that embrace flexibility often experience stronger organizational performance, including profitability, productivity, and even innovation. Additionally, flexible work policies can reduce employee turnover and absenteeism, ensuring a more stable and productive workforce. Despite their importance, studies examining FWAs in Central and Eastern European (CEE) countries remain limited. The main aim of this paper is to investigate how flexible working arrangements cluster into distinct bundles in CEE countries and how these bundles relate to organizational outcomes, based on Cranet survey data from organizations in ten CEE countries. The authors used principal component analysis (PCA) to extract bundles of FWAs and hierarchical linear modelling (HLM) to identify the relationships between these bundles and organizational level profitability, innovation, employee turnover, and absenteeism, across 1073 organizations in ten countries. Three distinct bundles of FWAs were identified from eight individual FWAs across the sample. Bundle 1 represents flexitime and remote work; Bundle 2 represents shift work and weekend work; and Bundle 3 represents part-time, temporary, and contract work. The results show that Bundle 1 and Bundle 3 are significantly associated with innovation, employee turnover, and absenteeism in organizations in CEE. Bundle 2 is not related to any of the dependent variables (organizational or human resource) outcomes. Furthermore, none of the identified FWA bundles were found to be related to profitability. The paper offers novel insights into the implementation of FWAs in CEE countries.

High employee turnover in knowledge-based organizations leads to loss of intellectual capital and increased costs. This paper presents a predictive human resources (HR) analytics framework for talent retention and strategic workforce planning in knowledge-driven firms. We use a publicly available HR dataset of 14,999 employees to identify patterns and risk factors for voluntary turnover. Key features such as job satisfaction, years at company, work-life balance, and compensation are analyzed using machine learning models (logistic regression, support vector machines, and random forests). Predictive models achieve up to ~88% accuracy in identifying employees at risk of leaving. Important predictors include low employee satisfaction, lack of recent promotion, long working hours, and mismatch in projects studio-pubs-static.s3.amazonaws.com. We propose an integrated framework where predictive insights trigger targeted retention interventions, such as career development or compensation adjustments, aligning HR strategy with business needs.

Purpose This study investigates why employees with high occupational commitment are generally reluctant to leave their organization and, crucially, when this pattern might deviate. Design/methodology/approach The theoretical model is validated through a time-lagged survey (Study 1) and a scenario experiment (Study 2). Findings Occupational commitment was negatively related to organizational turnover intention through occupation-oriented job crafting under specific (Study 1) and general conditions (Study 2). Faultlines led to the attenuation (Study 2) or reversal (Study 1) of the mediation effect. Servant leadership neutralized the moderation impact of faultlines. Originality/value This research reveals the nuanced relationship between occupational commitment and turnover intention and, more importantly, pinpoints the conditions under which this relationship reverses.

The aim of this study is to determine the level of need for pharmacists to ensure optimal functioning of pharmacy organizations, as well as to analyze the current state of workforce planning and its impact on the effectiveness of pharmaceutical structures. Materials and methods. A survey of 121 employees of the pharmacy organization in Almaty city (Kazakhstan) using Likert scale was conducted. Pearson's χ² criterion was used to analyze the data. The methodology was based on adaptation of Job Satisfaction Survey (JSS), “WISN” method, “360° degree” assessment and Australian Bureau of Statistics (ABS) data. The study was approved by the local ethical committee of Al-Farabi Kazakh National University (Protocol No. IRB-A871). Results. The analysis revealed that staff turnover, workforce replenishment and seasonal shortage of staff are the key problems of retail pharmacy organizations. Significant factors affecting the stability of the workforce composition were identified, and their association with the workplace environment was statistically confirmed. Conclusions. The article examines the factors contributing to staff turnover in retail pharmacy organizations. A structured employee survey was conducted, identifying the primary reasons for resignation, including low wages (18.43%), limited opportunities for career advancement (19.22%), and unfavourable working conditions (31.37%). The findings also indicate that the work environment and management practices significantly influence employee satisfaction. Dynamics highlighted the impact of turnover, workplace conditions, and career prospects on organisational stability. Statistical analysis (χ²=13.96; p=0.00019) confirmed a significant association between the work atmosphere and human resource policies.policies. Optimizing HR strategies is essential to enhanceemployee satisfaction and reduce turnover

In the era of globalization and rapid technological development, organizations are faced with the demands of rapid adaptation to maintain competitiveness, with organizational culture and employee commitment as key success factors. In Indonesia, Generation Z, which now dominates the workforce, has unique characteristics and high challenges in job satisfaction, which impact turnover intentions and organizational turnover. This study aims to examine the relationship between organizational culture, organizational commitment, and job satisfaction of Generation Z employees using a bibliometric analysis approach on related publications (2011-2023) collected through Publish or Perish software and analyzed with VOSViewer. The results show a significant upward trend in publications, a strong link between the topics of Generation Z, job satisfaction, and employee performance, and the important role of an adaptive and inclusive organizational culture in increasing the motivation and loyalty of Generation Z. This study provides a strong foundation for human resource management practices that are responsive to demographic dynamics and the challenges of the modern workplace. Highlights: Adaptive Culture: Inclusive organizational culture improves motivation and loyalty of Gen Z employees. Job Satisfaction: Directly linked to turnover intentions and overall organizational performance. Research Insight: Bibliometric analysis (2011–2023) shows strong publication growth in Gen Z and HR topics. Keywords: organizational culture, job satisfaction, Generation Z, organizational commitment, bibliometric analysis

Despite the discrimination faced by people with disabilities (PWD) in the workforce, social entrepreneurship (SE) serves as a vital pathway to enhance their employment opportunities. SE is recognized as a driving force for addressing social issues by leveraging business activities that prioritize social outcomes, thereby supporting the efforts of non-profit organizations and government agencies to uplift economically disadvantaged communities. Successful social entrepreneurship necessitates strong motivation, particularly within underprivileged communities, to achieve social goals. When these motivational needs are unmet, it can result in decreased performance and increased organizational turnover. This study explores the relationship between motivation and social entrepreneurship activities, explicitly focusing on McClelland's theory of needs, which encompasses the need for achievement, affiliation, and power. Questionnaires were distributed to 103 individuals with disabilities, all 18 and older, registered with the Department of Social Welfare and engaged in social entrepreneurship. Data were analyzed using SPSS version 28 and SmartPLS 4. The findings indicate a significant relationship between affiliation motivation and social entrepreneurship activities. A primary motivational profile was identified, highlighting the need for affiliation first, followed by power, and then achievement. This supports prior research suggesting that people with disabilities (PWD) engage more with their communities due to shared experiences, generating economic value. This study enhances McClelland's Need Theory concerning motivation in social entrepreneurship for individuals with disabilities. Future research should investigate longitudinal data and specific dimensions of affiliation.

Organizational turnover among nurses is associated with high levels of burnout, which may be exacerbated by workplace discrimination and exclusionary organizational policies. The theory of inclusive organizations suggests that fostering inclusive workplace environments can positively affect job retention. This study examined the role of inclusive hospital policies in shaping nurses' intentions to leave employment. We hypothesized that inclusive policies would reduce turnover intentions among all nurses, with a stronger effect among those experiencing high burnout. This cross-sectional study analyzed three survey data sets from 2021: the RN4CAST-NY/IL data collected from registered nurses in New York and Illinois; the Healthcare Equality Index data, which assesses and scores hospitals' inclusion efforts for lesbian, gay, bisexual, transgender, queer or questioning, and other sexual and gender-diverse individuals; and the American Hospital Association Annual Survey. The dependent variable was nurses' intent to leave their employer within a year. The independent variable was the Healthcare Equality Index score, with nurses' high burnout serving as the moderating variable. Multilevel logistic regression with cross-level interaction was employed for the analysis. A total of 6,294 nurses from 111 hospitals were included in the study. An increase in the total Healthcare Equality Index score was associated with decreased odds of nurses intending to leave their employer. Nurses experiencing high burnout were more likely to intend to leave their employer compared to those without high burnout. Nurses' high-burnout status did not moderate the relationship between hospitals' Healthcare Equality Index scores and nurses' intent to leave. Inclusive hospital policies positively affect job retention regardless of nurses' burnout status. Healthcare organizations should foster inclusive and supportive environments as one strategy to improve nurse retention and organizational stability.

The application of machine learning methods for predicting staff turnover in organizations using open data is studied. An analysis of existing approaches to predicting staff turnover is conducted, the need to use modern machine learning algorithms is substantiated. Based on an open data set, a model is developed that allows for a high-precision determination of the probability of employee dismissal. The results of the study demonstrate the practical significance of the proposed approach and can be used to improve the efficiency of human resource management in organizations. Formal descriptions and architecture of the applied machine learning models are presented, which ensures the transparency and reproducibility of the approach under consideration.

The ongoing regional nursing shortages in the United States, exacerbated by the COVID-19 pandemic, compromise patient safety and quality. Additionally, an aging workforce coupled with an aging population requiring more nursing care services limits organizations' ability to adequately staff their facilities. Nurses' turnover from the profession has been studied less than organizational turnover, thus, the purpose of this integrative review is to identify factors associated with intention to leave the nursing profession in the United States. Using Whittemore and Knafl's (2005) guidelines for integrative review methods, we conducted systematic searches in CINAHL, PubMed, and Web of Science in July 2024. There were 39 peer-reviewed studies that met inclusion criteria. Synthesis of findings resulted in four individual and four work-level themes associated with intent to leave the nursing profession. Individual themes included individual beliefs, health and wellbeing, individual work experiences, and career stability. Work-level themes included job characteristics, job demands/workload, resources and support, and work environment. Notably, job-level factors (i.e., workload, work environment, and support) were associated with professional turnover intention, which suggests that nurses do not believe their experiences will improve at another nursing job. Gaps in the literature include studies with nationally representative samples, studies using validated measures of health, and qualitative studies conducted with the aim of understanding why nurses want to leave the profession. To promote retention of nurses at the professional and organizational level, organizations should measure and modify relevant job-level factors, and the protection of nurses' wellness should be a top organizational priority.

The purpose of this study is to examine factors that can serve as a means to reduce staff turnover in Nepalese organizations. This study employed a survey research design, with the unit of analysis comprising employees from ten Nepalese business organizations, including four commercial banks, three finance companies, and three life insurance companies. Data were gathered using standardized 6-point Likert scale questionnaires. A total of 225 participants were involved in this study and their responses were used for data analysis purposes. The findings indicate that improved compensation policies, high levels of job satisfaction, robust career growth opportunities, increased motivation, and a positive work environment all contribute to prevent staff turnover. Therefore, Nepalese business organizations should prioritize these factors to retain their workforce and reduce turnover intentions. Moreover, employing the best candidates, providing competitive pay, encouraging work-life balance, identifying and rewarding hard work, establishing clear career paths, evaluating historical turnover data, offering flexible scheduling, improving employee engagement, and putting in place efficient human resource development (HRD) procedures are all ways to reduce staff turnover.

Job insecurity constitutes uncertainty about the future of the current job. Such uncertainty is expected to impact attitudes and behaviors about one’s work and career and how it will progress. The aim of the present study is to meta-analytically consolidate research on the associations between job insecurity and career-related outcomes. A further aim of the study is to explore two methodological moderators: study design (cross-sectional vs. longitudinal) and type of job insecurity measure (cognitive, affective, or combined). Based on a sample of 237 primary studies, our main results show that job insecurity was positively related to occupational and organizational turnover intention, job search behaviors, and knowledge hiding, and negatively related with career satisfaction, career opportunities, employability, and proactive skill development. In terms of the moderators, the associations were generally stronger in cross-sectional studies compared to longitudinal studies, while the impact of the type of job insecurity measure used was mixed. While our results inform research on job insecurity and career-related outcomes, more studies with a longitudinal design are needed on this research topic. Future research should also further examine how different types of job insecurity measures – cognitive, affective, or combined – are associated with career-related outcomes.

This study aimed to explore the direct and indirect effects of secondary traumatic stress (STS) on nurses' perceived work ability and the effect of these two variables on job satisfaction, organisational turnover intention and intention to leave the nursing profession. A cross-sectional study was conducted from June to November 2023. Data were collected by sending an online survey to a convenience sample of nurses. Instruments for data collection included a 37-item questionnaire divided into three sections: (i) socio-demographics, job satisfaction, organisational turnover intention, and intention to leave the profession; (ii) perceived work ability assessed through the Work Ability Index (WAI); (iii) STS measured with the Secondary Traumatic Stress Scale. Two hundred seventy-one nurses completed the questionnaire. STS negatively and statistically impacted on WAI, and it was a direct determinant of intention to leave the nursing profession. WAI showed a direct, positive and significant impact on job satisfaction and it was a significant partial mediator in the relationship between STS and job satisfaction. Job satisfaction mediated between WAI, the intention to leave the nursing profession, and the organisational turnover intention. STS negatively impacted nurses' work ability, influencing their job satisfaction through the mediation of WAI, whereas job satisfaction independently affected nurses' organisational turnover intention. Moreover, STS was a positive and direct determinant of the intention to leave the nursing profession. Nurses, as helping professionals, are exposed to extreme stressful events resulting from the traumatic experiences of patients. STS in nurses can lead to emotional exhaustion, turnover intention, job dissatisfaction and reduced work ability. The findings from this study offer insights that can help shape organisational health policies aimed at reducing STS, preserving nurses' work ability, enhancing job satisfaction and mitigating turnover intentions within and outside the nursing profession. This study followed the STROBE checklist guidelines for cross-sectional studies. No Patient or Public Contribution.

Maiju Kankaan psykologian väitöskirja ”The role of ethical organizational culture in preventing sickness absence and turnover in organizations” (Eettisen organisaatiokulttuurin yhteys sairauspoissaoloihin ja työpaikanvaihtoihin) tarkastettiin Jyväskylän yliopistossa 2.12.2016. Vastaväittäjänä toimi professori Dirk van Dierendonck (Rotterdam School of Management) ja kustoksena dosentti Taru Feldt (Jyväskylän yliopisto).

Human resource management faces rapid changes due to societal and technological shifts, impacting workplace dynamics. In the public sector, voluntary resignations disrupt service continuity and performance, challenging agencies like the Department of Social Welfare and Development Regional Office V (DSWD RO V) in the Philippines. This study addresses a critical gap in understanding and addressing employee turnover in public sector organizations by designing an intervention program focused on improving retention, job satisfaction, and workplace support in alignment with the agency’s mission of service excellence. The study used a mixed-method approach to collect data from surveys and interviews with DSWD RO V employees, management, and former staff. Results revealed key turnover drivers, including poor work-life balance, job insecurity, limited career growth, insufficient recognition, uneven workloads, and inadequate resources. The study recommends implementing integrated retention strategies to address these factors and promote a sustainable, employee-centered environment. The findings contribute significantly to the field by offering actionable solutions for public sector organizations facing similar challenges. Implementing these strategies will strengthen DSWD RO V’s workforce and enable it to achieve its mission more effectively. Furthermore, this study provides practical implications for organizational policy and enriches the broader discourse on human resource management in the public sector.

Based on social exchange theory, social psychology theories, and despotic leadership theory, this study explored the impact of petty tyranny on employee turnover intentions. Specifically, the authors examined the mediating effect of toxic workplace environments through emotional exhaustion on this relationship among academicians. The authors surveyed 421 employees using a five-point Likert scale across six universities in Lahore, Pakistan and employed a time-lag research design. Partial least squares structural equation modeling (PLS-SEM) and artificial neural network (ANN) analyses, including performance comparisons of various algorithms, were used to test the relationships among the variables. The analysis results of the study suggested that petty tyranny does not significantly and directly contribute to employee turnover intentions; however, this relationship is positively and significantly mediated by toxic workplace environments and emotional exhaustion. The results indicated that toxic workplace environments and emotional exhaustion also have a direct effect on employee turnover intentions. A serial full mediation was found between petty tyranny and turnover intentions, mediated through a toxic workplace environment and emotional exhaustion. Similarly, results from the performance comparison of various algorithms reveal trade-offs between precision, recall, and processing time, with ZeroR and Stacking REP Tree emerging as the most effective in terms of overall model accuracy. This study contributes to the literature by examining petty tyranny, workplace environment, and emotional exhaustion, highlighting the need to address tyrannical behavior to improve employee retention in academic organizations. Our study offers valuable practical implications, emphasizing addressing these issues to reduce turnover in academic organizations. Our study also provides recommendations for future research directions.

Objective: The article aims to substantiate the significance of assessing regional industry specialization and identifying key sectors in the socioeconomic development of the North Caucasus Federal District (Russia) based on the analysis of organizational turnover and the specialization coefficient. Methods: An economic-statistical method was applied to evaluate each activity’s contribution to value-added creation and identify structural changes in the regional economy. Results and Discussion: The largest investments in the North Caucasus Federal District have been directed toward replacing worn-out machinery and equipment and increasing production capacities while maintaining or expanding product ranges. This approach supports adaptation to sanctions. However, fluctuations in investment levels pose risks to achieving regional goals. The study shows that the highest risks to stable development are typical of the Republic of Ingushetia, the Karachay-Cherkess Republic, and the Republic of North Ossetia-Alania. These risks are minimal in the Kabardino-Balkarian Republic, Stavropol Territory, and the Chechen Republic. Research Implications: The obtained specialization coefficients allow the authors to identify the leading sectors in the socioeconomic development of the North Caucasus Federal District. Originality/Value: Identifying the prospects for industry specialization is essential for forming regional policy. The mechanism of regional specialization should account for existing resources and their mobility potential driven by investment. Government support through major import substitution projects also plays a crucial role. The developed risk matrix reflecting increases in fixed capital investment helps identify promising regional industry specializations.

Organisational turnover intention (TI) is a serious problem among academic staff in Ethiopian universities. For universities to stay competent and attain their vision, retaining qualified and talented academic staff is paramount. The study examines variables determining intention to stay (IS) in First Generation Universities (FGUs). The study involved a cross-sectional correlational study. From three randomly selected FGUs––Jimma University, Hawassa University, and the University of Gonder––the study selected 600 instructors using stratified random sampling. The study used a structured questionnaire to gather information; descriptive statistics and parametric tests served as means of data analyses. As the statistical analysis indicated, being female significantly influenced IS in FGUs. The stepwise regression identified the perceived internal University image (UI) of FGUs, job satisfaction (JS), communication source satisfaction (CS), and organisational citizenship behaviour (OCB) uniquely determining IS in FGUs. The four variables collectively explained 38.8% (Adjusted R2 = 38.4%) of the variation in IS. The study recommends strengthening these retention mechanisms and identifying other factors determining IS in FGUs.

This study aimed to investigate the mediating role of psychological distress in the relationship between work-family conflict and nurse managers' (NMs') professional and organizational turnover intentions. Work-family conflict is prevalent among NMs. It can have a significant impact on their intent to leave their organization and the profession. However, the role of psychological distress as a potential mediator in the relationship between work-family conflict and turnover intentions has not been studied in the context of NMs. A cross-sectional design was used, and data were collected from a sample of 260 NMs using self-report questionnaires. NMs experienced a moderate level of work-family conflict and psychological distress. Organizational turnover intention was moderate, whereas professional turnover intention was low. Higher levels of work-family conflict among NMs contributed to increased psychological distress, which, in effect, influenced their desire to leave the organization. To support NMs and mitigate turnover intentions, healthcare organizations need to prioritize the creation of a work environment that promotes work-life balance and reduces psychological distress.

This study examines the impact of knowledge retention practices on employee turnover in knowledge-intensive organizations in Lagos State. The study focuses on mentorship programs and succession planning as a significant set of practices that impact employee retention. It, therefore, seeks to assess the impact of these practices on turnover intentions among employees in marketing and consulting firms. Using descriptive statistics, analysis of correlation, and multiple regression, the study analyzed the data obtained from 29 employees surveyed using Google Forms. The findings indicated that mentorship programs and succession planning reduce intentions of employee turnover, though succession planning had a higher significant level compared to mentorship programs. Such findings suggest that the appropriate implementation of these practices serves to raise organizational stability and reduce turnover. The only limitations are those concerning sample size and reliance on self-reported data, which could be improved to further develop the long-term implications for knowledge retention practices in future research. Keywords: Knowledge Retention, Employee Turnover, Mentorship Programs, Succession Planning, Knowledge-Intensive Firms.