Reduction In Turnover Research Articles

ФОРМУВАННЯ СТІЙКОЇ КОРПОРАТИВНОЇ КУЛЬТУРИ ЯК ЗАСІБ ПОПЕРЕДЖЕННЯ ЕКОНОМІЧНИХ ТА ІНТЕЛЕКТУАЛІЗАЦІЙНИХ РИЗИКІВ ОРГАНІЗАЦІЇ

The article considers the strategic importance of the formation of a sustainable corporate culture in the context of preventing personnel management risks, as well as economic and intellectualization risks for the organization. Aspects related to the formation of a sustainable corporate culture have become key in modern business. This is important from the point of view of personnel management, as well as to avoid economic and intellectual risks that can affect the success of the organization. One of the key components of successful adaptation is the strengthening of corporate culture, which affects the internal life of the organization and serves as an effective tool for personnel management. Corporate culture is essential in reducing economic risks for the organization. This is due to the fact that a well-formed culture contributes to internal stability, ensures clarity of goals and orientation of the entire team to achieve a common goal. In addition, corporate culture affects the motivation of employees, their commitment to the company and willingness to work for results. Personnel management includes understanding the role of corporate culture and its constituent elements. It affects the efficiency of employees by creating a favorable environment for their professional growth and development. Employee satisfaction, as well as reduced employee turnover, can be achieved through a well-directed corporate culture that takes into account the needs and values of its employees. An effective corporate culture affects the overall financial success of the company. It creates a favorable background for business development, ensures internal stability and promotes the attraction and retention of talented personnel. A clearly defined culture helps avoid conflicts, strengthens team spirit and positively affects the company’s reputation in the eyes of consumers and partners. Analysis of successful practices of other organizations can serve as an important source of learning and generalization of experience in implementing corporate culture. This allows you to identify the most effective methods and approaches that can be adapted to the specific needs and conditions of your own organization. Strategies for creating a corporate culture should be aimed at maintaining the stability and success of the organization in conditions of uncertainty. The development of such a culture involves constant improvement and adaptation to changes both in the internal environment and in external markets. The formation of a sustainable corporate culture is an integral component of successful management of the organization. It affects all aspects of the company’s activities, from the stability of internal processes to the attraction and retention of talented personnel. Investing in the formation and strengthening of corporate culture can be a key success factor in today’s business environment.

A Descriptive Interpretation of Flexible Work Arrangements (FWA) and Their Impact on Organizational Outcomes

The evolving nature of work has led to an increasing adoption of flexible work arrangements (FWAs) by organizations seeking to enhance employee satisfaction and productivity. This study investigates the impact of FWAs—such as telecommuting, flextime, and compressed workweeks—on organizational outcomes including employee performance, job satisfaction, and retention. Through a comprehensive review of existing literature and empirical research, the analysis reveals that FWAs can lead to significant improvements in employee morale and productivity, reduce turnover rates, and foster a more inclusive work environment. However, the success of these arrangements largely depends on the organizational culture, the nature of the work, and the management practices in place. This study highlights the need for a strategic approach to implementing FWAs, ensuring alignment with organizational goals and employee needs to optimize the potential benefits. The findings offer valuable insights for managers and policymakers aiming to leverage FWAs to achieve better organizational performance and employee well-being.

Unpacking the Relationship Between Work Overload, Job Satisfaction, and Turnover Intention: The Mediating Role of Job Stress

This study aimed to investigate the mediating role of job stress in the relationship between work overload, job satisfaction, and turnover intention. A survey was conducted among 300 employees from banking industry of Pakistan, who completed a adopted questionnaire measuring their levels of work overload, job stress, job satisfaction, and turnover intention. The researchers used structural equational modeling through PLS SEM to test the hypothesis of the study. The results of the study showed that work overload was negatively related to job satisfaction and positively related to job stress and turnover intention. Additionally, job stress was found to partially mediate the relationship between work overload and job satisfaction, as well as fully mediate the relationship between work overload and turnover intention. Furthermore, job satisfaction was found to have a negative relationship with turnover intention, suggesting that it may serve as a protective factor against turnover. The findings of this study have important implications for organizations seeking to reduce turnover rates and increase employee job satisfaction. Specifically, the study highlights the importance of managing workloads to reduce job stress, which in turn can improve job satisfaction and reduce turnover intention. This can be achieved through a variety of interventions, such as workload management strategies, employee training and development, and supportive leadership practices. This study contributes to the growing body of research on job stress, job satisfaction, and turnover intention, by highlighting the mediating role of job stress in these relationships and emphasizing the importance of managing workloads to improve employee outcomes.

A Study of Human Resource Management Practices in Cement Industry

When employees come to work place, they come with not only technical skills, knowledge etc. but also with their personal feelings, perception, desires, motives, attitudes, values etc. Therefore, employee management in an organization does mean management of not only technical skills but also other factors of the human resources commonly known as human resource practices. Managing human resources is very challenging as compared with managing technology or capital and for its effective strength management, organization requires effective human resource management system. It should be backed up by sound human resource practices. For any organization, increase in productivity, increase in employee performance, reduced employee turnover are the result of an effective human resource practices. This research is carried out to find how the organization performance is influenced by set of efficient HRM practices.

Investigating the Influence of Performance Evaluation on Employee Turnover Intention in a Federal Government Agency in Nigeria

The primary goal of this study is to investigate the influence of performance evaluation on employee turnover intention in the public sector, with the case being a government agency established by an Act of National Assembly in Nigeria. The study design is descriptive, with primary data collected via questionnaire and secondary data collected via articles, conference proceedings, the internet, and a textbook. The quantitative method used total enumeration technique, with the population equaling the sample size (275). To analyze the gathered data, one hypothesis was developed and an inferential statistical tool, Structural Equation Modelling (SmartPLS-SEM) version, was used. The results revealed that performance evaluation significantly influences employee turnover intention in the federal government agency used as a study (Adj R2=0.406; p=0.000, Q2 =0.253). The study concluded that performance evaluation has a significant impact on employee turnover intention; thus, the researcher recommended that the agency's leadership implement a system that combines satisfaction with financial incentives, material rewards, and psychological rewards to reduce employee turnover.

The Importance of Implementing SDGs by Small and Medium Size Enterprises: Evidence from Germany and Poland

This study addresses the problems attributed to the implementation process of Sustainable Development Goals (SDGs) in relation to the SME sector in Germany and Poland. The initial part of this study discusses the theoretical aspects of sustainable development, with particular emphasis on the adoption of the 2030 Agenda for Sustainable Development, including 17 SDGs. The importance of the contribution made by small and medium sized enterprises (SMEs) to the development of today’s economies, based on the example of OECD countries, was also highlighted. Regarding methodology, to answer the research questions, empirical data were obtained using a simplified online questionnaire based on a pre-established questionnaire. The target group consisted of experts on SMEs, not the SMEs themselves, in order to obtain an external view of the SME sector. As part of the general conclusions, it can be stated that the current contribution of SMEs to the implementation of the SDGs presents, on average, an upward tendency. Certainly, a greater involvement of entrepreneurs and a better understanding of the specificity of sustainable development processes would be advisable. In addition, it is noticeable that the national context is significant in the implementation of the SDGs. For example, German enterprises pay more attention to the environmental dimension of sustainable development, whereas Polish enterprises pay more attention to supply chain management. Overall, most of the respondents stated that the absence of financial resources remains the primary obstacle to the implementation of sustainable development goals in enterprises, while motivation results from cost reduction and increase in turnover.

Determinants Of Turnover Intention With Organizational Commitment As Moderating

This study aims to determine the influence of self-efficacy, perceived organizational support, and Islamic work ethics on turnover intention with organizational commitment as moderation at PT. X Semarang. This research is quantitative research using primary data sources. The population in this study found 278 employees. The sampling technique used is purposive sampling, while the sample size is calculated using the Slovin formula so that the number of samples is 75 employees. This research uses multiple regression analysis with the moderated regression analysis (MRA) test. The results of this study are that self-efficacy (SE) positively and significantly affects turnover intention (TI). Perceived organizational support (POS) negatively and significantly affects TI. Islamic work ethic (IWE) negatively and significantly affects TI. Organizational commitment (OC) cannot moderate SE on TI. OC cannot moderate POS on TI. OC cannot moderate IWE on TI. This study provides a new perspective, namely from the employee’s point of view psychologically, the company can be used as a reference to reduce the turnover rate at PT. X Semarang. Specifically, regarding what factors need to be addressed so that the employee turnover rate can be reduced, this study can also reduce turnover rates by increasing perceived organizational support and the employee’s Islamic work ethic.

Depression-Associated Negr1 Gene-Deficiency Induces Alterations in the Monoaminergic Neurotransmission Enhancing Time-Dependent Sensitization to Amphetamine in Male Mice.

In GWAS studies, the neural adhesion molecule encoding the neuronal growth regulator 1 (NEGR1) gene has been consistently linked with both depression and obesity. Although the linkage between NEGR1 and depression is the strongest, evidence also suggests the involvement of NEGR1 in a wide spectrum of psychiatric conditions. Here we show the expression of NEGR1 both in tyrosine- and tryptophan hydroxylase-positive cells. Negr1-/- mice show a time-dependent increase in behavioral sensitization to amphetamine associated with increased dopamine release in both the dorsal and ventral striatum. Upregulation of transcripts encoding dopamine and serotonin transporters and higher levels of several monoamines and their metabolites was evident in distinct brain areas of Negr1-/- mice. Chronic (23 days) escitalopram-induced reduction of serotonin and dopamine turnover is enhanced in Negr1-/- mice, and escitalopram rescued reduced weight of hippocampi in Negr1-/- mice. The current study is the first to show alterations in the brain monoaminergic systems in Negr1-deficient mice, suggesting that monoaminergic neural circuits contribute to both depressive and obesity-related phenotypes linked to the human NEGR1 gene.

Valuing Losses of Pension Benefits

Valuing Losses of Pension Benefits

IMPACT OF EMPLOYEES RETENTION PRACTICES ON ORGANIZATIONAL COMMITMENT: AN ANALYSIS OF STAR CATEGORY HOTELS OF CHANDIGARH (UT)

The hospitality industry is one of industry that focuses on the quality of human resource. In order to provide the good service, the hospitality industry needs qualified human resources. This is because the hospitality industry fully oriented to customer’s satisfaction. The success of the hospitality industry can be seen from customer’s satisfaction through the services provided by the hotel. However, there is one problems faced by hospitality, there is the employee turnover. The impact that felt because of the employee turnover are disrupting the operations of the hotel and also causing losses for the cost, time and a decrease in production and services. The questions and the purpose of this research are to determine the significant factors of the employee turnover at Hotels of Chandigarh. Referring to the concept of Santhanam et.al (2015). There are six factors about the employee turnover in hospitality industry. Those are recruitment, selection, training, performance appraisal, career growth opportunities, and salary & benefit. After determining the significant factors of the employee turnover at Chandigarh Hotels, the purpose of this research is to reduce employee turnover at Chandigarh Hotels. The researcher distributed the questionnaire to employees of three stars and above category Hotels and obtained 405 respondents. The results of the questionnaire collecting were processed by using SEM.

Research on Organizational Commitment and Management Development Path under Enterprise Human Resource Management

Organizational commitment is the psychological link between enterprises and employees, and whether employees stay or not is directly related to the development level and organizational structure of enterprises. In recent years, many scholars have studied it. From the theoretical overview, The value of organizational commitment under human resource management, and the strategy of promoting organizational commitment and management development under human resource management are studied. The analysis shows that organizational commitment under human resource management has three values: strengthening market competitiveness, effectively avoiding or reducing employee turnover, and comprehensively optimizing enterprise development environment. Moreover, the following strategies are proposed: to establish a scientific and fair compensation mechanism, to design a sustainable enterprise development plan, and to create a good development atmosphere for enterprises.

Role of patient safety attitudes between career identity and turnover intentions of new nurses in China: A cross-sectional study.

Patient safety is a key priority for healthcare systems, which is not only about the safety and quality development of health care but also about the safety of patients' lives. However, there has been little research exploring the relationship between new nurses' willingness to leave, patient safety culture, and professional identity. This study was to explore patient safety for new nurses, examine the relationship between professional identity, patient safety culture, and turnover intentions of newly recruited nurses in China, and validate the mediating role of patient safety culture. From August 2019 to September 2021, we collected data from newly recruited nurses in 5 large tertiary public hospitals in Anhui Province, China using a questionnaire survey. Descriptive analysis, a univariate analysis, Pearson correlation analysis, and mediated regression analysis were used to estimate the current status of patient safety attitudes and the effect of safety culture on career identity and turnover intentions among newly recruited nurses. The turnover intention of 816 newly recruited nurses was 14.16 ± 3.14%. Patient safety culture was positively associated with career identity (r = 0.516, P < 0.01) and negatively associated with turnover intentions (r = -0.437, P < 0.01), while patient safety was also a partial mediator between career identity and turnover intentions. The results showed that the low patient safety attitudes of new nurses in China should not be ignored. The impact of professional identity on patient safety has important practical implications for promoting a culture of safety among new nurses and reducing turnover rates.

A talent management, organisational commitment and employee turnover intention framework for a government department in South Africa

Orientation: Talent management should be used as a strategy to improve organisational commitment and reduce employee turnover intention.Research purpose: The purpose of this research was to develop a talent management, organisational commitment and employee turnover intention framework for a government department in South Africa by determining the relationship between these three variables.Motivation of the study: Most studies focus on talent management and organisational commitment in the private sector, with limited studies conducted on the development of a talent management, organisational commitment and employee turnover intention framework for a government department in South Africa.Research approach/design method: A survey was conducted by using a non-probability sample of 372. A quantitative research approach was used. Data were collected manually by using a questionnaire. Structural equation modelling was used to analyse the data.Main findings: The results of the study showed that talent management acted as a mediator between organisational commitment and employee turnover intention. There was a significant relationship between talent management, organisational commitment and employee turnover intention.Practical/managerial implications: Talent management should form part of a strategic approach to attract and retain talent in the department. Talent management as the mediator explains the causal links between organisational commitment and employee turnover intention.Contribution and value addition: The new knowledge was produced by the development of a framework for talent management, organisational commitment and employee turnover intention at a government department in South Africa.

Organizational Benefits of Human Resource Management Roles in South African State-owned Enterprises

Human Resource Management practitioners have been criticized for lacking business acumen due to the nature of the personnel management concept. There has been a change in Human Resource Management roles from traditional personnel management to Strategic Human Resource Management which seeks to provide organizational competitiveness. This article aims to provide organizational benefits of Human Resource Management to an organization as a result of the Strategic Human Resource Management concept. The strategic nature of Human Resource Management has been revealed in this article as there is evidence of Human Resource Management's contribution to the business success. This paper is a study carried out in a South African State-owned enterprise to identify organizational benefits acquired from Human Resource Management roles. Qualitative research was used in this study, and interviews were administered to obtain data from Human Resource practitioners and departmental supervisors in a state-owned enterprise. 24 participants were purposively selected to provide data for the study. This study revealed that the Human Resource department provides beneficial activities to the organization such as reduction of employee turnover, employee development, employee wellness, and internal communication. The critical discussion provided in this paper would strengthen the body of knowledge on the role of Human Resource Management in improving organizational effectiveness.

SUSTAINABILITY IN THE MALAYSIAN FOOD AND BEVERAGE INDUSTRY: MANAGING EMPLOYEE RETENTION THROUGH PERCEIVED ORGANISATIONAL SUPPORT AND TURNOVER INTENTION

This research investigates the antecedents influencing perceived organizational support (POS) and turnover intention among Malaysian food and beverage industry employees. The findings are expected to assist companies in performing well towards achieving sustainable development and maintaining employee satisfaction. This quantitative research uses the questionnaire survey method and collected 216 valid responses from employees working in the food and beverages industry in the Klang Valley in Peninsular Malaysia. The purposive sampling technique was used in this study and the relationship among variables was analysed. The findings show that out of the three proposed antecedents, organisational justice and supervisor support could significantly influence employees’ decision to stay with their current organization. This research could help organisations, specifically those in the Malaysian food and beverages industry, to ensure business sustainability and increase their retention rates by demonstrating that these two factors are critical in POS and turnover intention, as the cost of employee turnover is high. As there has been limited research in the context of this industry in Malaysia, this research provides the organizations with insight and solutions to overcome and reduce employee turnover issues.

The Role of Corporate Social Responsibility in Promoting Business Growth and Sustainability in the Hospitality Industry

Aims: The aim of the study was to assess the role of corporate social responsibility (CSR) in promoting growth and sustainability in the Kenyan hospitality industry.&#x0D; Research Design: A quantitative descriptive research design was used. This was achieved by administering a fully structured survey questionnaire to 37 participants selected through a purposive convenient sampling method.&#x0D; Place and Duration of Study: The study was carried out on the Kenyan hospitality industry within four months, from February to May 2021&#x0D; Findings: The study findings show that the majority of the companies asserted that CSR activities are primarily important in enhancing the organization's brand image to the prospective and general public as a whole, improving risk management strategies and compliance with ethical business practices. However, other additional benefits of organizations' engagement in CSR include reduced employee turnover, improved organizational culture, improved financial performance, and better legal compliance.

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

PurposeThere are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.Design/methodology/approachThis research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)FindingsThere are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.Research limitations/implicationsThis study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.Practical implicationsPractically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.Social implicationsIn social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.Originality/valueThe originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

Reducing Employee Turnover Intentions in Tourism and Hospitality Sector: The Mediating Effect of Quality of Work Life and Intrinsic Motivation.

Employee turnover causes various organizational disruptions, including economic and social loss and a deficit in organizational knowledge-skill inventory. Considering different forms of organizational disruptions associated with employee turnover, the contemporary literature on organizational sciences has shown serious concern in dealing with the challenge of employee turnover. However, shockingly, the employee turnover rate in the tourism and hospitality sector has been reported to be critically high even at a global level. Moreover, considering the customer-facing nature of this industry, employee turnover has more consequences for the tourism and hospitality sector compared to other segments of the economy. Past literature has acknowledged the role of employee-related corporate social responsibility (ERCSR) activities of an organization in influencing employee behavior. However, a critical knowledge gap in this domain still exists. That is, most of the prior studies tested the impact of ERCSR on positive employee behavior and did not test how ERCSR engagement in an organization may reduce employee turnover intentions, especially in a hospitality context. To fill this knowledge gap, this study aimed to investigate the relationship between ERCSR and employee turnover intentions in a hospitality sector of a developing country. Additionally, the mediating roles of quality of work life and intrinsic motivation were also tested in the above-proposed relationship. The hotel employees were the respondents in this survey who provided their responses related to the study variables on a self-administered questionnaire (n = 278). A hypothetical model was developed and analyzed with the help of the structural equation modeling technique. The results confirmed that ERCSR orientation of a hotel organization significantly reduces the turnover intentions of employees, whereas both quality of work life and intrinsic motivation buffered this association by producing mediating effects. These findings have different theoretical and practical implications, among which the most important implication is to realize the key role of ERCSR in reducing employees’ turnover intentions in a hospitality context. Various other implications are discussed in detail.

To Stay or Leave: A Career Dilemma Faced by Chinese College Counselors

The high turnover rate of Chinese college counselors has become a social issue that is increasingly being concerned about. Many scholars have tried to analyze the reasons for this issue from different perspectives. This study selects a qualitative approach to explore the college counselors’ turnover intention from the perspective of subjective career success while analyzing the relationship between subjective career success and turnover intention. This study finds that the three dimensions of career success criteria could be successfully applied to evaluate counselors’ subjective career success. Career safety and stability can, in combination with the interview results, be incorporated into the measurement of subjective career success under the dimension of external compensation. Meanwhile, college counselors’ subjective career success is correlated with turnover intention. College counselors will evaluate different dimensions of subjective career success and balance the same against their work values. The findings of this study provide empirical support on college counselors’ evaluation of their career status and turnover intention, which helps colleges analyze counselors’ turnover intentions from a new perspective and reduce turnover rate.

Mechanism for implementation of adaptive management of staff in the transport industry

Methods. The results were obtained as a result of the application of methods: systematization and generalization, analysis and synthesis – in the process of considering the main modern approaches to the content of the concept of «adaptive personnel management» of the enterprise; classification and analytical method – in the process of clarifying the constituent elements of the development of adaptive personnel management, specifying the content of adaptive personnel management, researching the factors affecting the productivity of the company's employees. Results. The adaptation system is necessary in order to reduce the time that a new employee usually needs to learn in a new place, to quickly «blend» into the team, to understand the requirements that the company sets for them, and to reach the required level of productivity faster. For a transport company, the adaptation system significantly reduces staff turnover during the trial period, which leads to a reduction in recruitment costs. A competently developed system of adaptation allows the employee who joined the new team to feel more comfortable, and the management – to get the maximum return from his work in the shortest possible time. The company's personnel adaptation program includes goals and a list of tasks within the framework of the responsibilities of a new employee (driver, machinist, freight forwarder, etc.), the terms of their implementation and the expected result, a list of normative documents regulating the work of the unit, necessary for the employee's assimilation adaptation period, as well as other information that contributes to the fastest possible entry into the position of a new employee. Novelty. The issue of adaptation of new employees at the transport enterprise is summarized, the approaches of domestic and foreign scientists to the definition of the essence of the term adaptation are analyzed, the key aspects of worker adaptation are highlighted, and the main tools for the implementation of the adaptation policy are also defined. Systematization of theoretical material was carried out to identify differences and opportunities for improvement of the Adaptation Program at domestic enterprises. The main problems faced by employees during the adaptation period have been determined, and recommendations for building an effective adaptation system at the enterprise have been formulated. Practical value. Development directions of various tools have been formed for the effective construction of adaptation, which allows to provide the transport enterprise with highly qualified and competitive personnel, able to quickly cope with the tasks, demonstrate a sufficient level of professional competence and experience, become part of the team and find a common language with the direct manager. The adaptation system with complex and time-consuming tasks is substantiated, the solution of which affects the reduction of personnel management costs, the reduction of personnel turnover, the improvement of indicators of the efficiency of its work, will form a positive attitude to work, the team and loyalty to the enterprise as a whole.