Reduction In Turnover Research Articles (Page 14)

This study aims to examine women in the workforce and their turnover intention in Klang Valley, Malaysian organizations. Four variables; employer support, family work conflict, work family conflict and training and career development were examined on their influence on women turnover intention. This research employed purposive sampling technique by selecting 405 women employees from various organizations in Klang Valley, Malaysia. These participants were selected through an online survey. In addition, data analysis was done using XL Stats. This research used a quantitative approach which is most suitable for this type of study. The findings revealed that three hypotheses were supported: employer support and turnover intention, family and work conflict and turnover intention, and work and family conflict and turnover intention. While the hypothesis on training and career development and turnover intention is not supported. The study identified the factors that lead women to leave their jobs. The findings will help organisations develop measures to prevent female employee turnover, which also help businesses competitive advantage by managing female talent. Thus, understanding the causes of female attrition might help reduce employee turnover. The results also identifies the most important elements influencing women's job departures. This research provides a novel perspective on the influence of employer support, conflict between family and work, conflict between work and family, and training and career development on the likelihood of women in the context of a south-east Asian country such as Malaysia, to quit their jobs, with the theoretical background of social exchange theory.

Retaining qualified and skilled workers is crucial in modern organizational dynamics to maintain a competitive edge and achieve organizational success. This study investigates the factors influencing employees’ intention to leave their jobs in Tashkent region of Uzbekistan, with a focus on job satisfaction, job stress, training behavior, and employee turnover. Utilizing a survey methodology, data were collected from 380 respondents who are current employees of various oraganizations through a structured Likert-type questionnaire. The analysis employed descriptive statistics and regression techniques to explore the relationships between independent variables and the dependent variable, intention to leave. The results indicate that job satisfaction negatively correlates with the intention to leave, while job stress and training behavior positively influence turnover intentions. Additionally, employee turnover was found to mediate the relationship between training behavior and intention to leave. These findings underscore the importance of addressing job satisfaction and stress in organizational settings to enhance employee retention. The study contributes to the existing literature by providing empirical evidence from Uzbekistan, highlighting the need for tailored human resource strategies to improve employee engagement and reduce turnover rates.

Employee turnover is often perceived as detrimental to organizational efficiency, but is this always the case? This research explores the multifaceted factors influencing employee attrition and examines whether lower turnover invariably leads to greater efficiency. Utilizing the "IBM HR Analytics Employee Attrition and Performance" dataset, which includes variables such as employee age, department, education level, job satisfaction, gender, job role, marital status, and overtime hours, we conduct a comprehensive descriptive analysis to predict employee retention. By understanding these factors, HR and management can make informed decisions to mitigate attrition. This study aims to identify novel strategies to reduce employee turnover, providing actionable insights and predictions to help IBM retain talent and maintain productivity and success.

Purpose: The aim of the study was to assess the impact of employee training programs on service performance in restaurants. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study indicated that trained employees are more adept at handling customer complaints and special requests, leading to a more seamless dining experience. Moreover, training fosters a sense of confidence and motivation among staff, reducing turnover rates and promoting a more consistent service quality. Effective training programs also contribute to higher operational standards, ensuring that health, safety, and hygiene regulations are meticulously followed. Consequently, restaurants that invest in comprehensive training programs for their employees often experience increased customer loyalty, positive reviews, and overall better financial performance. Implications to Theory, Practice and Policy: Human capital theory, resource-based view (RBV) and social learning theory may be used to anchor future studies on assessing impact of employee training programs on service performance in restaurants. Restaurants should adopt a culture of continuous training rather than one-time initiatives. Local governments and industry bodies should develop policies that incentivize restaurants to invest in employee training. This could include tax breaks or grants for establishments that demonstrate commitment to staff development.

Introduction/Main Objectives: This study aims to decrease the intention of millennial employees to leave startup companies in Indonesia through the roles of Ambidextrous Leadership, Work-Life Balance, Career Development, and job satisfaction. Background Problems: The startup industry in Indonesia is rapidly growing alongside advancements in information and communication technology, yet still faces high turnover rates. Novelty: The uniqueness of this research lies in its focus on Ambidextrous Leadership, which combines exploration, exploitation, and flexibility, aligning well with the millennial generation's penchant for change and the development of new ideas in startup companies. Research Methods: This research adopts a quantitative method with a causal research design. A sample of 300 respondents is chosen through the snowball sampling technique. Data analysis involves utilizing SEM-PLS to examine the research hypotheses. Finding/Results: In the context of startup companies, Ambidextrous Leadership, Work-Life Balance, and Career Development play crucial roles in enhancing job satisfaction and reducing employee Turnover Intention. Conclusion: The managerial implication is that startup company leaders need to adopt an Ambidextrous Leadership approach, prioritize Work-Life Balance, and provide clear Career Development opportunities to retain talent and improve employee satisfaction.

Background: In the era of globalization and increasingly tight business competition, companies around the world are faced with major challenges in maintaining the sustainability of their operations and growth. One of the key factors that directly affects an organization's ability to achieve its goals is workforce stability. However, the problem of employee turnover has become one of the troubling problems for many companies in various industrial sectors. Findings: Factors that affect turnover can be divided into two, namely individual and company factors. Individual factors are factors that come from the employees themselves such as the challenges faced. Heavy workload, job satisfaction levels, even employee mental aspects are included in individual factors. Employees who feel that their work environment is no longer satisfying tend to take it immediately. Methods: This study was conducted using qualitative methods and instrumental case study types. Conducting in-depth interviews on the targets to be achieved, document studies, and observations are the data collection methods used. Conclusion: Medistra Hospital's strategy to reduce employee turnover rates is first by providing regular training to employees, the second strategy carried out is compensation and appreciation, the third strategy is to prioritize a comfortable work environment for all employees.

BackgroundMedical engagement is linked to improved outcomes for staff and patients including a reduction in staff turnover. There are significant problems with recruitment and retention of doctors globally, it is,...

This study examines the impact of soft training and development initiatives on employee engagement, job satisfaction, and employee turnover, with a particular focus on the mediating role of job satisfaction. Utilizing purposive sampling, the research gathered data from diverse industries through online surveys, focusing on participants' experiences with training and development programs. The study employed descriptive analysis and regression analysis using SPSS to explore the relationships between the variables. Multiple regression and mediation analyses were employed to test the proposed hypotheses. The findings indicate a significant positive relationship between soft training and job satisfaction, suggesting that soft training initiatives enhance employees' job satisfaction. Additionally, a negative relationship was observed between job satisfaction and turnover intentions, indicating that higher job satisfaction is associated with lower turnover intentions. The mediation analysis revealed that job satisfaction partially mediates the relationship between soft training and turnover intentions. This implies that while soft training directly reduces turnover intentions, it also indirectly contributes to this reduction by enhancing job satisfaction. These results underscore the importance of investing in soft training programs to foster job satisfaction and subsequently reduce employee turnover. This study contributes to the existing literature by highlighting the critical role of job satisfaction as a mediator in the relationship between training and development initiatives and turnover intentions. Practical implications for HR practitioners and organizational leaders include the strategic implementation of soft training programs to enhance job satisfaction and minimize turnover, thereby promoting a more stable and engaged workforce.

This study investigates top and middle-level managers’ leadership and conflict management styles in selected companies and their impact on strategic HR management. The research explores the relationship between leadership styles, conflict management approaches, and their influence on HR practices and organizational performance. Utilizing a mixed-method design, data were collected from surveys and interviews with managers across various industries. The findings indicate that transformational leadership and collaborative conflict management styles are prevalent among effective managers and positively correlate with strategic HR outcomes. These styles enhance employee engagement, reduce turnover rates, and foster a positive organizational culture. Additionally, the study reveals that top managers are more likely to adopt strategic approaches, while middle managers focus on operational aspects. The implications of these findings suggest that companies should invest in leadership development programs to cultivate these effective styles. The study contributes to the existing literature by highlighting the significance of leadership and conflict management in achieving strategic HR objectives and offers practical recommendations for enhancing managerial practices. Keywords: Leadership, Conflict Management, Higher Education, Human Resources

Organizational Citizenship Behavior is essential for companies because it encourages a collaborative and supportive work environment, improves teamwork, and improves employee morale by enabling employees to look beyond their formal job descriptions. This study aims to analyze OCB in employees with job satisfaction as a mediator of leadership and organizational climate. This exploratory study uses a quantitative descriptive method based on a pattern of relationships that describes the causal relationship between variables. The population in this study was all 53 employees. The sampling technique used was non-probability sampling with a saturated sampling technique. Data collection method with a questionnaire. Data collection instruments with questionnaire sheets. Data analysis techniques with inferential statistics. The study's results indicate that leadership, organizational climate, and job satisfaction affect OCB, and job satisfaction can mediate the influence of leadership and OCB. OCB leads to better productivity, improved customer service, and a positive organizational culture. This proactive behavior encourages organizational flexibility, reduces employee turnover and operating costs, and strengthens the company's reputation. Ultimately, OCB impacts the company's success and sustainability by creating a more engaged and motivated workforce.

The current paper aims to identify potential factors associated with employees’ intentions to leave information and communication technology companies in Iraq. There is evident variability in the literature regarding these factors; hence, a factor analysis approach was employed to identify these factors within the surveyed environment. Due to the difficulty in precisely delineating the size of the research population, a purposive sampling method was employed to reach an appropriate number of respondents within the aforementioned companies. A total of 288 employees responded to the survey conducted via Google Forms. The test results revealed the presence of five primary factors associated with employees’ intentions to leave, namely: employee satisfaction, organizational commitment, work-life balance, employee compensation and benefits, and finally, professional development opportunities. These administrative aspects can contribute significantly to reducing employee turnover rates Iraq’s Information and Communication Technology (ICT) sector.

This study aims to examine the impact of compensation and job satisfaction on turnover intention among employees at PT CIGS. Validity and reliability tests, instrument analysis such as normality test, heteroscedasticity test, and multicollinearity test, t-test, F-test, and multiple linear regression analysis are conducted to provide research results and statistical data assumptions. Hypothesis testing shows that compensation and job satisfaction have a negative effect on turnover intention. This study contributes to the academic field by enhancing the understanding of factors influencing employee turnover intention. Additionally, the results are expected to provide insights for company management in managing compensation and improving job satisfaction to reduce employee turnover.

To explore the perspectives of nursing managers in Korean hospitals on the Magnet Recognition Program using importance-performance analysis. A descriptive quantitative cross-sectional design with a survey methodology was used to evaluate nursing managers' perceptions of the Magnet Recognition Program criteria. After the Magnet Recognition Program's content validity was confirmed, an online survey was administered to 150 nursing managers from 10 hospitals. The results were analysed using importance-performance analysis. The average importance of the questionnaire for the developed Magnet Recognition Program criteria was 3.19 ± 135 and the performance was 2.90 ± 222. Items corresponding to the areas 'Concentrate here', 'Keep up the good work', 'Possible overkill' and 'Low priority' were identified using two importance-performance analysis frames. The items corresponding to 'Concentrate here' included evidence-based nursing practice, the nursing professional practice model, nurses' participation in improving turnover rate and cases of innovation in nursing. This study highlights areas for improvement within the Magnet Recognition Program as perceived by Korean nursing managers, emphasizing evidence-based practice, professional models and nurses' involvement in turnover reduction and fostering innovation. To achieve Magnet recognition, hospitals must understand nursing managers' perspectives on the Magnet Recognition Program criteria. This study provides insights into enhancing the work environment for nurses in South Korean hospitals and lays the groundwork for developing effective Magnet certification programs. Introducing the Magnet program into South Korean hospitals may improve the overall nursing work environment and mitigate the serious problem of nursing staff turnover. The findings were reported using the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) checklist.

The purpose of this research is to demonstrate and examine the impact of digital task interdependence and person-organization fit on the intention of employee turnover at PT Saraswanti Anugerah Makmur in Mojokerto City, Indonesia. Quantitative data are used in this kind of research. There were 38 responders overall among the workforce in this population. Coefficient of determination, validity tests, and reliability tests are the methods of data analysis that are employed. Multiple linear regression in the form of the F and t tests is the hypothesis test that is employed. The conclusion in this study shows that Person Organization Fit partially has a significant effect on Employee Turnover Intention. Even digital task interdependence can moderate individual organizational suitability for employee turnover intentions. Suggestions related to this research are that person organization fit and digital task interdependence are still a concern in this company.

This research aims to evaluate the impact of soft skills training on the behaviour of multinational technology company employees - Intel Corporation. A survey questionnaire was designed to gather quantitative data regarding the employees' experiences with soft skills training at Intel Corporation Malaysia, covering various dimensions of communication, leadership, teamwork, and conflict resolution in the data collection. A sample of 150 employees of Intel Corporation in Malaysia responded to the study, providing diverse perspectives on how soft skills training can impact employees’ behavior. The data analysis employed both descriptive and inferential statistics, including correlational and regression analyses. The results indicated that soft skills training significantly enhances employee cooperation, leadership acumen, and communication proficiency. The findings have significant implications for Intel Corporation. Enhanced interpersonal skills from such training contribute to better conflict resolution, improved collaboration, and increased employee satisfaction, ultimately boosting productivity and reducing turnover rates. In conclusion, the study underscores the necessity for continuous investment in soft skills training to cultivate a resilient and adaptive workforce, thereby ensuring sustained organizational success and competitive advantage.

Employee turnover in Indonesia has a fairly high rate and some of this is due to technology. On the other hand, 66% of companies are switching to digital transformation. This causes the employee turnover rate to increase. Most companies will experience an increase in employee turnover if there is technostress in their workforce. This research aims to examine the moderating effect of technostress on the relationship between technology mastery and employee turnover. The research model was built based on the employee perspective. Primary data was collected through questionnaires given to 151 workers or employees in Semarang City. Hypothesis testing is carried out using linear regression and moderated regression analysis (MRA). The research results show that there is a negative relationship between technology mastery and employee turnover, as well as the moderating role of technostress which influences the influence of technology mastery on employee turnover. This research helps company owners and human resource management to reduce employee turnover rates and can be used as a consideration for company evaluation to reduce technostress. To the best of the researchers' knowledge, this study has never been explored before. This research shows how these three variables act synergistically in a model.

Organizational commitment is a critical variable in reducing employee turnover intentions. Enhancing organizational commitment can be facilitated through factors such as training, career development, work-life balance, and work motivation. The objective of this research is to identify the significant direct impact of training, career development, and work-life balance on organizational commitment and work motivation, as well as to demonstrate the significant indirect impact mediated by work motivation between training, career development, and work-life balance on organizational commitment. This study was conducted on staff employees who are graduates of the Management Trainee program at Company Group X, with a sample size of 202 respondents, utilizing probability sampling techniques. The independent variables in this study include training (X1), career development (X2), and work-life balance (X3), while the mediating variable is work motivation (Z), and the dependent variable is organizational commitment (Y). The research data were analyzed using the Structural Equation Model-Partial Least Square (SEM-PLS) method with Likert scale measurements. The hypothesis testing results indicate a positive and significant influence of training (X1), career development (X2), work-life balance (X3), and work motivation (Z) on organizational commitment (Y), as well as a positive and significant influence of training (X1), career development (X2), and work-life balance (X3) on work motivation (Z). The indirect influence hypothesis test shows that training (X1), career development (X2), and work-life balance (X3) have a positive and significant effect on organizational commitment (Y) mediated by work motivation (Z).

Aim. To examine the application of big data in the field of human resource management and in organizational network analysis as a methodology to study the patterns of employee interaction within a formal organizational structure to improve the effectiveness of the human resource management system.Objectives. Theoretical analysis of existing methodologies for evaluating data on human resources of an organization to provide new opportunities for enterprise transformation; identification of hidden information on human resources and its use for internal staff development, retention and training; study of the possibilities of using organizational network analysis (ONA) to improve the effectiveness of human resource management.Methods. The authors used system and logical approaches, general scientific methods (analysis, synthesis), methods of comparative and economic analysis, analytical processing of information, graphical presentation of information.Results. The sources of big data are analyzed, the main indicators characterizing the state of personnel and allowing to forecast its development, dynamics of preservation of human resources in the organization, its training are allocated. The directions of using organizational network analysis in the personnel management system are proposed.Conclusions. The identified potential advantages of using organizational network analysis in the analytics of data on human resources in the organization will contribute to the reduction of staff turnover, optimization of staff structure, improvement of experience and knowledge sharing within the organization. This, according to the author’s position, will lead the enterprise to a positive economic effect and open new opportunities for its transformation

Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.

Introduction: The COVID-19 pandemic posed unprecedented challenges to the nursing staff, who were at the forefront of patient care and their families. Exposed to the virus due to strenuous work schedules and other factors, their health was at risk. However, they took proactive self-care actions to counteract these factors, promote self-health, and prevent the onset of diseases caused by stressors from the pandemic. These actions, identified in the literature published between 2020-2023, have significantly impacted their individual and collective health. Objective: To identify the self-care strategies implemented by nursing professionals during the COVID-19 pandemic and to analyze them in the light of Giddens’ theoretical proposal. Materials and methods: An integrative literature review under a descriptive scope was conducted between June and September 2023 in the following databases: Pubmed, Scielo, Science Direct, Lilacs, and Google Scholar; also, PRISMA recommendations were taken into account for the organization of the search. Results: 40 articles, published between 2020 and 2023 and representing for different methodological designs, were included in the review. The self-care implemented by nurses during the pandemic was assessed in the light of Giddens’ theoretical proposal under two types of actions: intentional, which account for physical, mental, and emotional health care activities, and deliberate, which focus on care at a social level. Conclusions: The identified self-care actions were oriented toward the promotion of individual and collective health of workers, the reduction of employee turnover, the recognition of stress, and the strengthening of resilience, which can also be implemented nowadays.