Problem Of Turnover Research Articles

Organizational Sociotechnical Diagnosis of Managerial Retention : SAP — LAP Framework

Turnover of managerial employees at junior and middle levels has been widely recognized as a critical organizational concern. The problem happens to be more intensified for organizations belonging to service sector as the services provided to client / customer groups get directly affected. A number of studies have shown that compensation factor alone does not explain the retention of managerial employees in the organization. The focus of developing the present study lies in designing and balancing the organizational social and technical subsystems elements in order to moderate the turnover of junior and middle level managers in this public sector enterprise. A number of selective junior and middle level managers were interviewed in — depth and content analysis was made for categorization of level — wise qualitative responses. The SAP-LAP framework has been adopted as the diagnostic instrument of organizational analysis. The findings from the study shows that the organizational sociotechnical factors have an impact on managerial retention and the suggestive actions from the study attempt to find solutions to the problem of managerial turnover faced by the company. SAP-sdLAP framework as an instrument to the diagnosis of organizational sociotechnical system provides useful inputs to the management for future course of actions. Maintaining the balance between the social and technical subsystem factors is a critical prerequisite to managerial retention.

Listening to the Voices of Children in Foster Care: Youths Speak Out about Child Welfare Workforce Turnover and Selection

Child welfare workforce turnover rates across private and public child welfare agencies are concerning. Although research about the causes of child welfare workforce turnover has been plentiful, empirical studies on the effects of turnover on child outcomes are sparse. Furthermore, the voices and experiences of youths within the system have been largely overlooked.The purpose ofthis study was, first, to explore the experiences and opinions about child welfare workforce turnover and retention of youths in the child welfare system; second, to explore a relationship between the number of caseworkers a youth has had and his or her number of foster care placements; and third, to harness the suggestions of youths in resolving the turnover problem. Youths in the child welfare system (N = 25) participated in focus groups and completed a small demographic survey. Findings suggest that youths experience multiple effects of workforce turnover, such as lack of stability; loss of trusting relationships; and, at times, second chances. The article concludes with suggestions for caseworkers, state trainers, local and state administrators, and social work researchers on engaging with youths in relationships that facilitate genuine systems change around social work practice and the child welfare workforce crisis.

The Study of Factors Contributing to Chef Turnover in Hotels in Klang Valley, Malaysia

Service plays a crucial role in the developed countries, and is a growing economic driver in developing countries. Since it offers more work opportunities than product based commodities, the service sector has been taken seriously for the past 30 years. The tourism industry in Malaysia is in the developing process and the service sector is the key driver towards its growth. The main focus of this study is to look at the hotel industry which is within the tourism industry that faces a major problem of employee turnover. In a much smaller scope; the focus would be on employee turnover in the kitchen department which had not been explored quite significantly. The study would attempt to discover aspects which actually perceived by the employees as important for them to retain employment in the kitchen.

Insights into the Indian call centre industry: can internal marketing help tackle high employee turnover?

PurposeIncreasing turnover of frontline staff in call centres is detrimental to the delivery of quality service to customers. This paper aims to present the context for the rapid growth of the business process outsourcing (BPO) sector in India, and to address a critical issue faced by call centre organisations in this sector – the high employee turnover.Design/methodology/approachFollowing a triangulation approach, two separate empirical investigations are conducted to examine various aspects of high labour turnover rates in the call centre sector in India. Study one examines the research issue via 51 in‐depth interviews in as many units. Study two reports results from a questionnaire survey with 204 frontline agents across 11 call centres regarding employee turnover.FindingsThis research reveals a range of reasons – from monotonous work, stressful work environment, adverse working conditions, lack of career development opportunities; to better job opportunities elsewhere, which emerge as the key causes of increasing attrition rates in the Indian call centre industry.Research limitations/implicationsThe research suggests that there are several issues that need to be handled carefully by management of call centres in India to overcome the problem of increasing employee turnover, and that this also demands support from the Indian government.Originality/valueThe contributions of this study untangle the issues underlying a key problem in the call centre industry, i.e. employee turnover in the Indian call centre industry context. Adopting an internal marketing approach, it provides useful information for both academics and practitioners and suggests internal marketing interventions, and avenues for future research to combat the problem of employee turnover.

An application of Six Sigma methodology to turnover intentions in health care

The purpose of this study is to show how the principles of Six Sigma can be applied to the high turnover problem of doctors in medical emergency services and paramedic backup. Six Sigma's define-measure-analyse-improve-control (DMAIC) is applied for reducing the turnover rate of doctors in an organisation operating in emergency services. Variables of the model are determined. Explanatory factor analysis, multiple regression, analysis of variance (ANOVA) and Gage R&R are employed for the analysis. Personal burnout/stress and dissatisfaction from salary were found to be the "vital few" variables. The organisation took a new approach by improving its initiatives to doctors' working conditions. Sigma level of the process is increased. New policy and process changes have been found to effectively decrease the incidence of turnover intentions. The improved process is gained, standardised and institutionalised. This study is one of the few papers in the literature that elaborates the turnover problem of doctors working in the emergency and paramedic backup services.

ORGANISATION POLITICS - AN IMPORTANT CAUSE FOR TURNOVER DECISION IN CONTEXT OF CHENNAI BANKING SECTOR

The employment culture is changing in Chennai. It is now relatively common to change jobs frequently, rather than to grow with one company throughout the employment life. This kind of voluntary turnover directly affects the performance of the organization. So now all organizations are highly concerned to keep their valuable employees. Each day completed by an employee is an investment to an organization; to leave before the full term is to get no return on the investment. As banking is one of the vital service industry for any country and performing a number of roles in the economy, so it has been chosen by the researchers for this study. Like all other industries, banking sector in our country is also facing the same employee turnover problem. It is needless to say, healthy banking system and healthy economies seem to go together. In order to ensure that, banking sectors should focus on the factors, which are primarily responsible for employees leaving the organization. This paper mainly tries to focus on organization politics as perceived reason of employees of financial sector for leaving decision from their existing organizations.

What is the most important predictor of employees' turnover intention in Chinese call centre: job satisfaction, organisational commitment or career commitment?

Chinese call centre industry is now encountering a serious problem of high turnover. This study investigates the relative importance of job satisfaction, organisational commitment and career commitment on turnover intention in Chinese call centres. Data were collected from call centres of three dominating telecommunication companies in China. Multiple regression and dominance analysis are used based on the sample of 231 call centre employees. The results indicated that relationship between organisational commitment and turnover intention as well as between career commitment and turnover intention is significantly negative. More importantly, the result demonstrated that career commitment was the most important predictor of call centre employees' turnover intention. Based on the research findings, implications of improving human resource management in Chinese service industry are suggested.

Impact of labour turnover on organizational effectiveness in selected industries in Lagos State, Nigeria

This study investigated the impact of labour turnover on organizational effectiveness in selected industries in Lagos State, Nigeria. This was with the view to determining the appropriate management strategies through which the problem of labour turnover could be reduced to the nearest minimum in work organizations in Nigeria. The survey research method was adopted for the study. A total of 640 respondents were selected for the study using proportionate stratified sampling technique. The major instruments used for the study were questionnaire and interview schedule. The reliability coefficient of 0.84 was obtained for the research instrument. The four hypotheses generated for the study were tested using chi-square and linear regression analysis statistical methods at 0.05 alpha levels. The findings of the study reveals that there was a significant relationship between labour turnover and organizational effectiveness. Also, a significant relationship was found dissatisfaction and labour turnover. There was a main effect of interaction of occupational variables and labour turnover on organizational effectiveness. Finally, a positive significant relationship was found among career mobility, labour turnover and organizational effectiveness. Based on the findings of the study, it is recommended that the working environment of the workers need to be improved upon in order to reduce the alarming rate of labour turnover that impact organizational effectiveness. Also, career development and promotion opportunities have become a rare phenomenon in most of the organisations, individuals who feel their contributions go unrewarded often feel undervalued which can lead to dissatisfaction and virtually an increase of unwarranted turnover. p>

The police turnover problem: fact or fiction?

PurposeThe aim of the present study is to examine, in detail, the magnitude and profile of police turnover across Australasia.Design/methodology/approachSworn officer turnover statistics (total separations and voluntary resignations) for four financial years were collected from all Australian and New Zealand police jurisdictions. Comparisons were made with the Australian and international public sector. The age and years of service of resigning officers were also obtained.FindingsDespite concerns about the high level of turnover, benchmarking data showed that total police turnover was lower than in other Australian public sector organizations and comparable with that in international public sector organizations. Voluntary resignations were also lower in policing than in the Australian public sector, but higher than in the international public sector. Further, resignations were the major form of turnover, and female officers resigned at a higher rate than male officers with a peak in the 25‐39‐year age bracket.Practical implicationsAlthough, over the last few years, turnover within Australasian police organizations has been low, the high proportion of resignations suggests that it is possible to achieve further reductions. This finding has an important implication for police agencies currently experiencing difficulty in maintaining sufficient numbers; namely, that the overall turnover rate in police organizations should be responsive to organizational initiatives. Police jurisdictions should therefore endeavor to investigate the causes of voluntary resignation to inform strategies to minimize avoidable turnover.Originality/valueIn addition to highlighting a variety of issues relevant to the consideration of turnover within policing, the present study obtained objective and reliable data to challenge the alleged problem of high turnover within Australasian policing. The benchmarking conducted here offers a detailed insight into the nature and extent of voluntary turnover within Australasian police organizations, and provides clear directions for future work in this area.

Valuing Autonomy, Struggling for an Identity and a Collective Voice, and Seeking Role Recognition: Community Mental Health Nurses' Perceptions of their Roles

Leaders in this community mental health system approached the problem of job frustration, morale issues, and turnover concerns of their Community Mental Health Nurses (CMHNs) by designing a qualitative study using Participant Action Research (PAR) methodology based on the philosophy of Habermas. Six focus groups were conducted to address the nurses' concerns. The themes of Valuing Autonomy, Struggling for an Identity and Collective Voice, and Seeking Role Recognition best explained the participants' concerns. The study concluded with an action plan, the implementation of the plan, and a discussion of the plan's final outcomes.

An analysis of job dissatisfaction and turnover to reduce global supply chain risk: Evidence from China

Suppliers’ labor problems in developing countries have emerged as a key risk in global supply chains. In China's coastal industrial zones, where most Fortune 500 companies have established their manufacturing bases, local suppliers are facing serious labor turnover problems. High labor turnover rates have caused poor quality, low productivity, and unfilled orders in supply chains. Applying a combination of quantitative techniques to determine the reasons why workers leave China's export factories, this research tries to identify the root causes of job dissatisfaction leading to turnover and provides managerial implications that may assist managers in dealing with labor-related supply chain risks.

Solution of the master equation for Wigner’s quasiprobability distribution in phase space for the Brownian motion of a particle in a double well potential

Quantum effects in the Brownian motion of a particle in the symmetric double well potential V(x)=ax(2)2+bx(4)4 are treated using the semiclassical master equation for the time evolution of the Wigner distribution function W(x,p,t) in phase space (x,p). The equilibrium position autocorrelation function, dynamic susceptibility, and escape rate are evaluated via matrix continued fractions in the manner customarily used for the classical Fokker-Planck equation. The escape rate so yielded has a quantum correction depending strongly on the barrier height and is compared with that given analytically by the quantum mechanical reaction rate solution of the Kramers turnover problem. The matrix continued fraction solution substantially agrees with the analytic solution. Moreover, the low-frequency part of the spectrum associated with noise assisted Kramers transitions across the potential barrier may be accurately described by a single Lorentzian with characteristic frequency given by the quantum mechanical reaction rate.

Burnout and Perceived Organisational Support Among Front-Line Hospitality Employees

This article describes research designed to investigate the relationship between burnout and perceived organisational support (POS) among front-line hospitality employees. Three hundred front-line employees of a multisite hospitality firm were surveyed using an instrument comprising the general survey version of the Maslach Burnout Inventory and the 17-item version of the Survey of Perceived Organisational Support (POS). Significant relationships were found between POS and each of the three burnout dimensions of exhaustion, cynicism and personal efficacy. The findings of this study contribute to the existing academic literature and provide hospitality managers with a better understanding of the factors that contribute to the problem of front-line employee turnover.

Nursing home spending, staffing, and turnover

Recent work on nursing home staffing and turnover has stressed the importance of ownership and resources. However, few studies have examined spending behaviors, which might also influence staffing levels and staff turnover rates. This study investigates whether spending behaviors measured by financial ratios are associated with staffing levels and staff turnover in nursing homes. We analyzed cross-sectional data from 1,014 Texas homes. Data were from the 2002 Texas Nursing Facility Medicaid Cost Report and the 2003 Area Resource File. First, we examined differences in financial ratios by ownership type. Next, the effect of 10 financial ratios on staffing levels and turnover rates for registered nurses, licensed vocational nurses, and certified nursing assistants was examined using robust regression models. Descriptive data indicated that expense ratios related to resident care activities and staff development were significantly higher among not-for-profit than for-profit homes. Higher profits were associated with lower staffing levels, but not higher turnover rates. Administrative expenses (a measure of management capacity) had a negative impact both on staffing levels and staff turnover for licensed vocational nurses and certified nursing assistants, but they did not affect registered nurse staffing. Employee benefit expenses exhibited a positive impact on registered nurse and licensed vocational nurse staffing levels. The addition of information on financial ratios to models predicting staffing indicators reduced the effect of ownership on these indicators. Solutions to the staffing and turnover problem should focus on more effective management practices. Certain levels of administrative and staff benefit expenses may be necessary to improve professional staff recruitment and reduce both staffing and turnover costs. Differences in these financial ratios may partially explain the role played by ownership in determining staffing levels and turnover.

Semiclassical master equation in Wigners phase space applied to Brownian motion in a periodic potential

The quantum Brownian motion of a particle in a cosine periodic potential V(x)= -V{0}cos(x/x{0}) is treated using the master equation for the time evolution of the Wigner distribution function W(x,p,t) in phase space (x,p) . The dynamic structure factor, escape rate, and jump-length probabilities are evaluated via matrix continued fractions in the manner customarily used for the classical Fokker-Planck equation. The escape rate so yielded is compared with that given analytically by the quantum-mechanical reaction rate solution of the Kramers turnover problem. The matrix continued fraction solution substantially agrees with the analytic solution.

Causes of Employee Turnover in Sheriff Operated Jails

County jails have faced a high employee turnover problem for some time. For this study, five county jails were surveyed to determine the predominant predictors for turnover. This county government environment includes management problems not often found in a typical corporate scenario. Certain predictors for turnover are under the control of the sheriff, the government, and the economy. It was concluded that the most important variables a managing sheriff can actually control include communication of genuine interest, realistic promotion opportunities and the full use of employee skills.

The ironic value of loyalty: Dispute resolution strategies in worker cooperatives and conventional organizations

AbstractEmployee retention and satisfaction are key concerns for employers. In this article, I explore a variety of worker characteristics that affect how workers respond to troubling events and circumstances in the workplace. I examine how they approach their workplace problems, focusing on the value of their loyalty and how this loyalty might affect their problem‐related decisions. This research suggests that worker loyalty presents an irony for managers, which I call the ironic value of loyalty: workers with greater loyalty are less likely to exit when they encounter workplace problems, decreasing turnover problems, yet when more loyal workers choose to remain at work, they are more likely to raise grievances, either formally or informally, to confront the problems. Thus, worker loyalty appears both to solve and create problems for managers dealing with worker discontent.

Consequences of Integration Heterogeneity in Mergers and Acquisitions

In this paper, we analyze the heterogeneity of acquisition integration processes. Starting with the integration types laid down by Haspeslagh and Jemison (1991), we describe integration processes in terms of their integration level and their integration style. We analyze the postacquisition consequences of integration choice in terms of organizational management analysis, employee turnover, and communication and socialization problems. In a sample of 74 Spanish acquisitions, we demonstrate that management choices about integration level and integration style explain the more relevant consequences of the integration process. They have different consequences in terms of organizational management analysis, employee retention, and communication and socialization.

Turnover in the Advancement Profession

Recruitment and retention is an area with which most organizations are concerned. Excessive turnover has exorbitant costs and wastes valuable time. Institutions of higher education are no exception. One of the most vital operations in nonprofit colleges and universities is its Office of Institutional Advancement. More and more, an institution of higher education's ability to achieve its vision and goals is dependent on the state of its endowment, yearly grants (research or otherwise), annual fund donations, and other development income. These development initiatives require a dedicated staff, willing to spend months, even years cultivating donors of all levels. There is an epidemic of turnover in the advancement profession. It is a problem to which higher education professionals need to pay attention. With consistent and constant turnover of advancement professionals, colleges and universities are losing precious resources, not only in costs associated with personnel turnover, but also the loss of valuable donor-professional relationships and ultimately, in the loss of gifts. This article analyzes this turnover problem at the national and local levels. A description and documentation of the problem will be outlined, followed by careful analysis. The description and documentation of the problem will highlight its severity. The study is grounded locally in data from a small New England college. Lastly, a series of policy recommendations will be presented.

Teachers Learning in Networked Communities: The TLINC Strategy

CATHERINE, a 22-year-old first-year teacher in an inner-city high school, faces on a daily basis what many would consider an impossible situation. Her students, all economically disadvantaged, are products of the city's poorest neighborhoods. Many come from the area's large immigrant communities and struggle with English. Others are years behind in their reading and computational skills; several have severe behavior problems. became a teacher so that she could be a role model for such students, and she believed herself to be prepared to teach them. But the complexities of addressing her students' needs far exceed what she learned in her teacher education program. More frustrating still is her belief that she has neither the resources nor the supports necessary to help her in her task. feel like I've been thrown into deep water without a life preserver, she admits. She is reluctant to ask for help, citing the school's individualistic culture. We are the ones responsible for our own classrooms, and we are supposed to be able to handle this ourselves. No one ever asks me if I need help. No one ever comes into my classroom. I had no idea could be such a lonely job. confesses that she is thinking of quitting or at least trying to get into a better school. Catherine is not real. But the challenges and frustrations faced by new are. New often find themselves in similarly dire situations--in the most troubled schools, working with the most difficult students--and without the requisite supports. Too often, these frustrations quickly drive out of the schools that need them the most--or out of the profession altogether. One-third of America's new leave sometime during their first three years, and almost half depart after the first five years (see Figure 1). These high rates of teacher turnover diminish quality; drive a cycle of constant teacher shortages; and undermine the community, cohesiveness, and continuity essential for school effectiveness, with the ultimate losers. Tragically, the problem of turnover is greatest in schools with high populations of at-risk students, for whom high-quality is even more critical. [FIGURE 1 OMITTED] CURRENT MODELS OF SUPPORTING NEW TEACHERS AREN'T ENOUGH In its report No Dream Denied, the National Commission on Teaching and America's Future (NCTAF) found that strong induction and mentoring programs that support during their early years can make a significant difference in helping new be successful and thus remain in the profession. (1) But many induction programs are limited in their effectiveness. Constraints of funding, time, and distance restrict face-to-face interaction, thwarting communication, collaboration, and access to resources. Reliance on one-onone, face-to-face interactions limits opportunities: confronted with so many demands on their time, new find it difficult to spend adequate time with mentors. Similarly, the most experienced and willing experts are often already overburdened and overextended in the support roles they play. Furthermore, most school- and district-based induction programs are self-contained and fail to provide new with access to external resources, such as faculty members from schools of education. Small schools, rural schools, and urban schools frequently lack the capacity to offer new the skilled collegial support they need to make the critical transition from students of teaching to effective teachers of students. The overall result is that even in schools that make an effort to support new teachers, solo practice and new teacher isolation still prevail. WORKING TOWARD CHANGE: TEACHERS LEARNING IN NETWORKED COMMUNITIES (TLINC) These concerns--the link between student achievement and high-quality teaching, the isolation and challenges facing novice teachers, and the limitations of current mentoring and induction programs--prompted NCTAF to create Teachers Learning in Networked Communities (TLINC). …