Organizational Turnover Research Articles

The impact of knowledge retention practices on employee turnover in knowledge-intensive firms

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.

Human Resource Management Activities, Employee Retention and Turnover in Nepalese Service Sector Organizations

This study aims to examine the impact of human resource management (HRM) activities, which include employee promotion, training and development, and financial rewards on employee retention and employee turnover trends. This survey comprised managerial and assistant-level employees from commercial banks and other service businesses. The results show an influential and positive relationship between employee promotion, training and development financial rewards, and employee retention. In contrast, there is a considerable negative association between employee promotion, training and development and financial rewards, and employee turnover in service sector organizations. The retention of employees in the organization for a long time would be supportive from two perspectives: firstly, it can develop the working efficiency of the employees and secondly, employees become loyal to the organization. This greatly contributes to the efficient and successful functioning of the organization in the society. However, high employee turnover would have a negative impact on the long-term functioning of the organizations.

Post-project monitoring: the experience of the Krasnoyarsk Regional Fund of Science and Technology Support

Introduction: due to the current geopolitical situation, the results of scientific research must go far beyond the fundamental level and find application in the real sector of the economy. This is a key vector of the national scientific and technological policy, justified by the urgent need for import-substituting technologies that have emerged as a result of the global crisis, the COVID-19 pandemic and sanctions pressure. The research focuses on analyzing the development of scientific and scientific-technical projects after they have received state support. Objectives: to analyze the experience of the Krasnoyarsk Regional Fund of Science and Technology Support in monitoring the projects' relevance. Methods: post-project monitoring, continuous questionnaires, statistical and graphical analysis, and system analysis. Results: an analysis of the development of projects that received state support, conducted using post-project monitoring, showed that 8% of the total number of respondents commercialized the results of their projects, 37% introduced their results into socio-economic turnover in organizations operating in the Krasnoyarsk Krai. Conclusions: more than a third of all projects supported by the Krasnoyarsk Regional Fund of Science and Technology Support have received some form of further development or practical application in one form or another, which exceeds the average statistical data provided in other studies. However, there is still a need to increase the level of commercialization of scientific projects' outputs. The authors proposed a number of measures to achieve this goal.

Quadruple culture type approaches impacting employees attributes

The study examines the relationship among organizational culture, employee performance, employee satisfaction and turnover in the telecommunication sector of Pakistan. Empirical studies are needed to understand the phenomena, so that the organizations would be able to handle the barriers in management objectives. It was a field study so survey was formed and conducted; data was gathered through distributed questionnaires from 260 employees of public & private, national and multinationals organizations from the cities of Rawalpindi-Islamabad. All the employees willingly participated in the survey though their confidentiality was in tacked. Interestingly the results of this specific investigation make this study unique and important as it indicated that organizational culture types Community, Innovative, Competitive and Bureaucratic on employee performance, satisfaction and turnover have different impacts. The study relies on cross-sectional data obtained once from employees of multiple multinationals and national organizations. The employees were from all three types of organizations i.e. service providers, contractors and sub-contractors. Regression tests were applied to analyze the data. . It leads to conclusion that employees are performing well, even being unsatisfied and want to remain with their current jobs. This study provides the knowledge that the results of the measures of same constructs cannot be same across different cultures and countries. With this study government and managers should realize the alarming situation in their organizations regarding employees’ behaviors in sometimes unfeasible organizational cultures. The future studies should examine the political and economic constructs and their influence on organizational culture and employees. The present study wishes to contribute in the knowledge gap regarding how organizational culture is impacting employees’ performance, satisfaction and turnover in telecommunication sector of Pakistan It also raises the importance for exploring and developing the theories on the basis of economic and political aspects rather perceiving single theory equally across different cultures.

Unveiling the Hidden Dynamics: exploring causative factors and impact of employee turnover on organisational performance.

Employee turnover is a widely recognised subject in an organisational setting. Although academics and organisational human resource departments have accepted the fact that employee turnover can have a disastrous impact on the organisation, there are limited studies conducted on the causative factors and effects of employee turnover in organisations. Therefore, this study helped to highlight some of the causative factors triggering employee turnover and their impact on an organisation. In addition, the study also suggests vital strategies for mitigating and reducing employee turnover. In line with the preceding assertion, the cross-sectional qualitative study taking into consideration conference papers, government periodicals, chronological documents, and mainly secondary and primary sources were used. Online search engines such as Scopus, EBSCO, Emerald, science direct, and unrestricted web service search engines such as google scholar and Mendeley demonstrated to be valuable database resources. The finding indicated that performance appraisal feedback, job insecurity, stress and work overload, death, and compensation are significant factors responsible for employee turnover was also deduced that employee turnover can affect organisational performance through ineffectuality in the delivery of service, increase in workload, errors in work processes and reduction in sense of loyalty. However, findings also postulated that training and development, competitive benefits and compensation, effective leadership, and job satisfaction are key procedures that help in reducing and mitigating employee turnover.

Analyzing the Impact of Employee Perks on Organizational Turnover in the Pharmaceutical Sector of Bangladesh

This study explores the impact of employee benefits on organizational earnings within the pharmaceutical sector in Bangladesh, an emerging economy. To conduct this investigation, researchers gathered pertinent data from the annual reports of 26 pharmaceutical companies listed on the Dhaka Stock Exchange (DSE), spanning the period 2017–2021. The primary variable under scrutiny is the employee benefits ratio (EBR), calculated by dividing the total benefits, excluding regular salaries and wages, by the total revenue. Additionally, the study examines the association between the salaries and wages ratio (SWR) and firm turnover. Focusing on these two key variables, the research also incorporates various control factors— namely, leverage, firm age, tangibility, liquidity, firm size, growth, and non-debt tax shield—to enhance the model's robustness. Organizational turnover are measured using return on assets (ROA) and return on equity (ROE) as the dependent variables. The panel-corrected standard error regression analysis reveals that the employee benefits ratio (EBR) and salaries and wages ratio (SWR) exert a significant positive influence on ROA. This implies that increased salaries and additional benefits serve as motivational factors for employees, fostering job satisfaction and enhancing performance. However, these variables do not demonstrate a significant association with ROE. Furthermore, factors such as firm age, leverage, tangibility, liquidity, and firm size exhibit a notable impact on firm performance. These findings collectively contribute to a comprehensive understanding of the relationship between employee benefits, organizational turnover and will help organizations to design their incentive programs effectively.

Deep Structure Usage of Electronic Patient Records: Enhancing the Influence of Nurses’ Professional Commitment to Decrease Turnover Intention

Background: Organizational turnover exacerbates the shortage of nurses in the global workforce. However, no study has yet explored how deep structure usage—nurses’ integration of electronic patient records into nursing practice delivery—reduces their turnover intention and moderates the impact of affective, continuance, and normative professional commitment on their turnover intention.Aims: To ascertain (1) the linkage between the deep structure usage of electronic patient records and nurses’ organizational turnover intention and (2) the moderating role of deep structure usage on the associations between elements of commitment (affective, continuance, and normative) and turnover intention.Methods: Using a cross‐sectional survey and proportionate random sampling by ward unit, we collected data from 417 full‐time nurses via a self‐administered questionnaire. We performed hierarchical regression analyses to test the study hypotheses.Results: Deep structure usage was not directly related to organizational turnover intention (β = −0.07, p = 0.06). However, the results suggested that deep structure usage may enhance the effect of high affective commitment on nurses’ organizational turnover intention (β = −0.09, p = 0.04), while potentially mitigating the effect of low continuance commitment on organizational turnover intention (β = 0.10, p = 0.01).Conclusions: Deep structure usage of electronic patient records helps to ease nurses’ workload and facilitates their retention, which is particularly due to their affective commitment (attachment) but not their continuance commitment (switching costs).Implications for Nursing Management: Nursing management may advise hospital management that medical records systems need to be improved and fully embedded for nursing care delivery, as a more in‐depth use of these systems can help to retain nurses.

Healthcare Top Management’s Transformational Leadership Behaviors and Nurses’ Occupational and Organizational Turnover Intention

Aims: This study examines the contribution of top management’s transformational leadership behaviors on two targets of nurses’ turnover intention (organization and occupation) by focusing on the indirect (through vigor and dedication) and conditional indirect associations (involving autonomous motivation as a moderator).Background: Although the issue of nurse turnover has received growing scientific attention, the research is currently silent about the specific targets of turnover intention and more importantly, the potential pathways through which top management’s transformational leadership behaviors relate to each target.Method: Cross‐sectional data from a sample of 426 French–Canadian nurses and structural equation modeling were used to test the proposed model.Results: Top management’s transformational leadership behaviors distinctly predicted organizational and occupational turnover intention through specific nurses’ states of engagement. While perceived transformational leadership positively predicted vigor, its indirect associations (via dedication) with organizational and occupational turnover intention depend on nurses’ level of autonomous motivation at work.Conclusion: In times of nurse shortage, the present findings provide insights into how and when top management’s transformational leadership behaviors relate to nurses’ organizational and occupational turnover intention.Implications for Nursing Management: Healthcare organizations are advised to foster top management transformational leadership behaviors and autonomous motivation to sustain the nursing workforce.

Performance Evaluation Realities: How Appraisal Politics Shape Job Satisfaction and Turnover Intentions

This research paper aims to examine the realities of the Employee Performance Evaluation System. It is generally perceived that this Evaluation is sometimes used for political purposes or personal bias rather than on merit and thus it affects Employee’ssatisfaction of job and intention to leave the organization (employee turnover). Therefore, we select the sample of highly qualified professionals working in different organizations and use the regression analysis to discover the exactness. Our result analysis in this study indicates that there is a strong relation linking appraisal of performance and employee job satisfaction and turnover intention, when employees notice that their assessments manipulated for any political purpose or personal bias it reduces their satisfaction of job, and tend to leave the job, hence it increases the organization turnover.

Human Resources Analytics Usage in Turkish Organizations

Since the early 2000s, the use of analytics in Human Resources (HR) has become increasingly widespread. With the spread of analytical applications, it is thought that the Human Resources Department will contribute more to making effective decisions in organizations. This study investigates the fundamental differences between organizations that use and do not use Human Resources Analytics (HRA). The research was carried out by collecting data from organizations operating in different sectors in Turkey. The organizations participating in the survey were compared in terms of the organization's total age, turnover (2022) and number of employees, and it was investigated whether these variables had an impact on the use of HRA. In addition, in organizations that stated that they used HRA, it was also investigated how long these practices have been carried out and by which function they were carried out. The results have been analyzed in the context of descriptive statistics and finalized according to the responses received from a total of 175 organizations, and it was observed that the main difference in the use of HRA emerged in the context of the number of employees and organizational turnover. Moreover, by conducting a t-test for organizational age, it was concluded that the age of organizational age creates a difference in the use of HRA. Additionally, it has been determined that more than half of the organizations that apply analytics have been using HRA for less than 5 years and analytics applications are not carried out by a separate analytics team.

Critical Review of Theories of Staff Turnover Intentions and their Implications to Staff Turnover in National Non-governmental Organizations in South Sudan

An employee remains to be one of the most valuable resources of an organization. Unfortunately, high turnover rate in the national non-governmental organizations in South Sudan continues to be a concern for them and various stakeholders. This is because organizations spend a lot of resources in training and investing in their employees. The purpose of the study was to review the various theories that explain staff turnover with the aim of understanding their distinct views. The methodology involved the review of literature of turnover theories and models. The researcher was able to find six theories that helped to explain the phenomenon of staff turnover, and each provided distinct factors that when not addressed could lead to staff turnover. Maslow’s hierarchy of needs which identified different human needs which if not met could lead to staff turnover. Herzberg’s motivation-hygiene theory revealed two factors that need to be addressed by an organization, namely, “motivation factors” and “hygiene factors”. The Social Exchange Theory explains that turnover intentions come because of non-compliance with the agreed rules by either the management or the staff. LMX Theory emphasized the importance of maintaining good relationships between leaders and members in different groups to promote better performance at work and minimize staff turnover. Keywords: Staff Turnover, Turnover intention theories, The Theory of organizational Equilibrium, Theory of job embeddedness and Leader-Member Exchange (LMX) Theory.

Novel diagrammatical analyses of turnover of patients with cancer

Background/Aims The Inverted Nomogramma di Gandy is a diagrammatical method for evaluating staff turnover in large organisations. This exploratory research investigated whether it could be applied to cohorts of ‘active’ patients with cancer (those within the first 5 years of diagnosis) and provide additional insights into the underlying dynamics of cancer incidence and prevalence. Methods The Inverted Nomogramma di Gandy method was applied using relevant data for all clinical commissioning groups in England in 2017. This article details the data and results for breast and lung cancer. To evaluate the method's usefulness to healthcare practitioners, a report was circulated throughout the Cheshire and Merseyside Cancer Alliance, with readers asked to respond to a 15-item survey about their perceptions of the method and its usefulness. Results were analysed using descriptive statistics. Results There were wide variations in incidence and prevalence of breast and lung cancer across England. The diagram showed dispersed patterns for cancer alliances and identified the locations of individual outliers, revealing the underlying dynamics. The patterns for breast cancer and lung cancer were very different; even within the Cheshire and Merseyside Cancer Alliance there were some marked variations between locations. Survey respondents were generally neutral or positive about the method. Conclusions This diagrammatical method provided useful analyses that were complementary to incidence and prevalence data, and potentially useful for practitioners. Because the method uses existing available data, it could be rapidly introduced to services.

Staff Turnover in National Non-governmental Organizations (NNGOs) in South Sudan: 2011-2021

The high turnover of staff is unhealthy for the smooth running of institutions since it affects the growth, profitability, beneficiary satisfaction and general reputation of the institution whenever it occurs in the workplace. This study focused on studying staff turnover in national non-governmental organizations in South Sudan. This was a qualitative study which adopted descriptive survey research design, which allowed the researcher to use semi-structured questionnaires when collecting the data. The survey method used in this study because the target population only composed of 30 employees from 30 organizations in South Sudan. The study employed purposive, sampling and convenience sampling techniques. A high response rate of 100% obtained. The study revealed that, poor renumerations and lack or inadequate fringe benefits, autocratic leadership style in which the manager retaining as much power and decision-making authority is more prevalent in NNGOs leading to staff turnover and poor working conditions contributed to staff turnover in national non-governmental organizations in South Sudan. The recommendations for this study are based on the observation of the data as reflected in the histograms, pie charts and tables under each research objective. The study therefore recommended that the management should improve the working conditions for the employees by ensuring a hazard free and safe environment, improving salaries, which also enhances efficiency and productivity. Management of national non-governmental organizations should improve their leadership styles by embracing transformational leadership. Keywords: Staff Turnover, Salary & Fringe benefits, Leadership styles, Poor working Conditions.

Analysis of Employee Retention Programs and Talent Engagement to Prevent Employee Turnover in Organizations (Systematic Literature Review)

Systematic Literature Review (SLR) is a process of identifying, assessing, and interpreting all available research evidence with the aim of providing answers to specific research questions. This article starts by determining the keyword search literature (search string) which is based on PICOC. An understanding of synonyms and word replacement alternatives will determine the accuracy of our literature search. Then the next step is determining the source (digital library) from the literature search. The writing structure of the SLR usually consists of 3 major parts, namely: Introduction, Main Body, and Conclusion. Preventing Employee Turnover in Organizations is proven to be important in existing organizations as evidenced by the existence of existing scientific articles relating to the variables in this scientific article. Recommendations for the continuation of the results of this research or scientific article, the continuation of the results of this research can be used as a reference and input material for further research in the future

The Professional and Academic Literature Review: A Framework for Retention Strategies Adopted by Bank Managers

Banks’ implementation of managerial strategies motivating teams and addressing employees' needs tends to lower their organization turnover. Certain bank human resource managers are challenged with finding processes for the purpose of lowering the turnover rate. The academic study of employee retention has identified some constant elements that retain workers with the same organization throughout time. The purpose of this study is to inquire into the methods utilized by banking executives to keep their best workers on board. In this paper, the author will discuss, through the existing academic literature, the framework for the topic of employee turnover by conducting a comprehensive review. The key words we searched for in the literature include job satisfaction, job dissatisfaction, motivation theories, extrinsic and intrinsic factors, skilled human resource management, the difficulties of retaining key employees, effective methods for doing so, employee attrition, and Herzberg's two-factor theory. Four major themes were discussed in the literature review, supported by the motivation (intrinsic factors)-hygiene (extrinsic factors) theory, comprising: conceptual frameworks, what drives people to work, what keeps them there, and how to reduce staff turnover.

199 M-REACH: The Process of Discovering How the Academy and Community Connect to Partner in Translational Research

OBJECTIVES/GOALS: To identify insights and challenges in community engaged research for the academy and community. To develop an online platform to match academic and community partners; promote networking; and provision of key resources. METHODS/STUDY POPULATION: Using a human-centered design approach, 19 interviews were conducted with academics, community organizations and members, and other CTSAs. The interviews focused on understanding CEnR challenges and processes in partnership formation. RESULTS/ANTICIPATED RESULTS: Findings revealed the following 10 challenges to and insights about CEnR: (1) time intensive; (2) lack of knowledge; (3) differing motivations; (4) connections occur through networking; (5) topic area, proximity, and readiness influence partnerships; (6) organizational turnover; (7) promotion pressure; (8) collaboration throughout; (9) navigator for partnership; and (10) lack of shared language. Also, a CEnR system flowchart revealed the following five phases of an effective partnership: 1) generating interest; 2) learning process; 3) connecting with the right partner; 4). Defining the research question; and 5) implementing research as a partnership. DISCUSSION/SIGNIFICANCE: In conclusion, input from academicians and community members support the need for an online platform like M-REACH to facilitate CEnR partnerships, networking, and resources to address significant public health issues through translational research.

A survival analysis of organizational turnover in the auditing profession

This study uses survival analysis to examine employee turnover in the auditing profession. Building on the Job Demands-Resources model, I analyze the impact of job characteristics (demands and resources) and personal characteristics on organizational turnover. The study is based on a survey among a sample of 309 employees who either were or had been employed in the Belgian auditing profession. At any particular point in time, excess job demands (e.g., workload) increase and job resources (e.g., organizational support for alternative work arrangements) decrease the risk of organizational turnover. Higher family involvement (personal demands) is also associated with increased turnover risk.

Impact of perceived supervisor support and leader-member exchange on employees' intention to leave in public sector museums: A parallel mediation approach.

High staff turnover in certain public sector organizations in Pakistan is a challenging problem, and organizations strive to reduce this issue using different mechanisms. Therefore, this research investigates the parallel mediation impact of perceived organizational support (POS) and organizational citizenship behavior (OCB) on the relationships among perceived supervisor support (PSS), leader-member exchange (LMX), and employee's intention to leave (IL). Data were collected from 482 employees working in public sector museums in Pakistan in three waves. Structural equation modeling (SEM) with a two-step approach was used to evaluate the data. The research found that both POS and OCB mediate the negative relationship between PSS and IL and between LMX and IL in a parallel mediation mechanism. Public sector museums should focus on providing visible supervisory support and develop a healthy work environment where the exchange relationship between supervisors and subordinates strengthens to reduce the possibility of the employee's leave intentions.

Ресурсы эффективности профессионального психологического отбора в системе профилактики текучести кадров образовательных организаций МВД России

The article is devoted to the actualization of resources for the effectiveness of professional psychological selection in the system of preventing staff turnover in educational organizations of the Ministry of Internal Affairs of Russia. The relationship between the effectiveness of professional psychological selection and staff turnover is emphasized. The results of the analysis of domestic and foreign approaches to the problem of professional psychological selection and its improvement are presented. The dynamics of the results of professional psychological selection of candidates for service (training) at the Moscow University of the Ministry of Internal Affairs of Russia named after V.Ya. Kikotya from 2015 to 2022 It is proposed to take into account specific resources for the effectiveness of professional psychological selection in order to reduce staff turnover in educational organizations of the Ministry of Internal Affairs of Russia, including the preliminary provision of complete realistic information about the organizational culture, analysis of the personality's compliance with the requirements of the organization, improvement of the criteria for determining risk factors, increasing the selection index and requirements for candidates, specialized training psychologists in clinical psychology.

Leadership and Turnover Intentions in a Public Hospital: The Mediating Effect of Organisational Commitment and Moderating Effect by Activity Department

This research aimed to study the effect of leadership (transformational and transactional) on turnover intentions and whether this relationship is mediated by organisational commitment and moderated by the department of activity. To this end, it was hypothesized that: (1) leadership has a negative and significant association with turnover intentions; (2) leadership has a positive and significant association with affective organisational commitment; (3) organisational commitment has a negative and significant association with turnover intentions; (4) organisational commitment has a mediating effect on the relationship between leadership and turnover intentions; (5) the department to which the employee belongs has a moderating effect on the relationship between leadership and organisational turnover intentions. The sample consists of 477 participants working at the Hospital Professor Doutor Fernando Fonseca (HFF) in Portugal, performing their functions in several departments. This is a quantitative, correlational, and cross-sectional study. The results indicate that transformational leadership has a negative and significant effect on turnover intentions and a positive and significant effect on affective and normative commitment. Transactional leadership negatively and significantly affects all three components of organisational commitment. Affective and normative commitment has a negative and significant effect on turnover intentions. Calculative commitment has a positive and significant effect on turnover intentions. Affective commitment and calculative commitment have a partial mediating effect on the relationship between transformational leadership and organisational turnover intentions. The department to which the employee belongs does not have a moderating effect on the relationship between leadership and turnover intentions. It has been proven that leadership plays an extremely important role in the smooth running of this hospital unit.