Reduction In Turnover Research Articles

The mining industry is one of the most dangerous industries and requires comprehensive occupational health and safety management to protect the mining industry employees. However, occupational accidents greatly influence employee turnover in the mining industry. Following the predictive study approach, a cross-sectional survey was designed to collect quantitative data from 275 workers in the mining industry. The data were analysed using standardized questionnaires, multiple regression, multi-collinearity tests, means, and standard deviation methods. The results show that the correlation coefficient revealed a negative association between occupational health and safety elements such as safety training ( r = −.31, p < .01), safety leadership ( r = −.28, p < .01), fire safety ( r = −.33, p < .01), safety measure ( r = −.25, p < .01), and the likelihood of turnover. Safety training (β = −.32, p < .01) and fire safety (β = −.231, p < .01) were shown to be critical indicators of employee turnover. Our findings suggest that safety training and fire safety play a pivotal role in occupational health and safety to minimize employee turnover in the mining industry of Pakistan. It was concluded that this study provides a better understanding to improve mining sectors and help to reduce the high employee turnover intention in the mining industry. The study also suggests that improving safety training and fire safety could reduce employee turnover and enhance workers’ well-being in the mining industry.

Background & Aim: Given the high turnover rate among nursing staff, contemporary healthcare facilities are experiencing an increasing demand for nurses. Retaining nursing personnel is crucial for ensuring patient safety and preventing malpractice. Job embeddedness has emerged as a key determinant in employee retention. This study examined the relationship between job embeddedness and nurses' turnover intentions. Methods & Materials: This descriptive-analytic study included 242 nurses from hospitals affiliated with Zahedan University of Medical Sciences, Iran. Participants were selected through stratified random sampling. Data were collected using a demographic questionnaire, the Global Job Embeddedness Scale, and a turnover intention questionnaire. The data were analyzed using independent t-tests, Pearson correlation coefficients, and ANOVA. Results: The mean turnover intention score was relatively high, particularly in the organizational (M±SD= 3.3±0.7) and professional (M±SD= 3±0.8) dimensions. The mean score for job embeddedness was above average (M±SD= 2.8±0.9). The Pearson correlation coefficient analysis revealed a significant negative correlation between job embeddedness and turnover intentions among nurses (r = -0.3, p<0.001). Conclusion: The study concluded that higher levels of job embeddedness are associated with a lower intention to leave the profession. By enhancing and maintaining job embeddedness among nurses, it is possible to reduce turnover rates, ultimately contributing to improved patient care.

The objective of this study is to examine the function of HR analytics in the identification, monitoring and mitigation of risks within human resource management (HRM) systems. In the context of an increasingly intricate management of workforces, enterprises encounter a multitude of challenges, encompassing operational inefficiencies, elevated rates of personnel turnover, detrimental impacts on reputation, and regulatory infractions. The present study aims to analyse how HR analytics can serve as a strategic tool for risk assessment and mitigation, with a view to improving decision-making processes in HRM. Methodology. This study employs a qualitative research approach, focusing on an in-depth literature review and case study analysis to explore the role of HR analytics in risk monitoring and mitigation. The literature review synthesises extant research on HR analytics, risk management, and workforce planning, drawing on academic publications, industry reports, and theoretical frameworks. Furthermore, the analysis of case studies of organisations that have successfully implemented HR analytics for risk management provides valuable insights into best practices, challenges, and outcomes. The study utilised a range of qualitative data sources, including industry reports, HRM policy documents, and expert interviews, with the objective of offering a comprehensive understanding of the practical application of HR analytics. Results. The findings indicate that HR analytics has the potential to significantly enhance risk management in HRM systems by facilitating data-driven decision-making processes. Organisations that employ predictive analytics are able to identify potential workforce challenges, such as talent shortages, employee dissatisfaction, and compliance risks, before such issues escalate. Furthermore, the integration of HR analytics with artificial intelligence and big data solutions provides deeper insights into employee behaviour and workforce dynamics, thus improving organisational resilience. Practical іmplications. This study underscores the pragmatic advantages of HR analytics for human resources professionals, executives, and policymakers. The implementation of data-driven HR strategies has been demonstrated to result in enhanced workforce planning, reduced employee turnover, and improved regulatory compliance. Furthermore, it is asserted that organisations which leverage HR analytics for risk monitoring purposes can enhance their competitiveness by minimising workforce-related uncertainties and optimising human capital management. Value / Originality. This research makes a significant contribution to the extant literature by providing a structured analysis of HR analytics as a risk management tool in HRM. In contradistinction to preceding studies, which have chiefly concentrated on the utilisation of HR analytics for talent acquisition and performance management, this study accentuates its function in identifying and mitigating organisational risks. The originality of this work lies in its comprehensive approach, combining theoretical insights with real-world applications to demonstrate the strategic importance of HR analytics in modern workforce management.

This study aims to develop an effective seafarer competency improvement model in reducing turnover rates in the Indonesian maritime industry. The research method used is a mixed-method with a quantitative and qualitative descriptive approach. Data collection was carried out through questionnaires, interviews, and documentation studies of 150 seafarers from five national shipping companies. The Technology Readiness Level (TRL) of the proposed model was evaluated at TRL 7, indicating that this model has been tested in a limited operational environment with adequate results. The results showed that 65% of seafarers felt they did not receive adequate competency-based training, while 48% of them indicated a desire to change jobs shortly. The competency improvement model, designed based on digital technology and simulation-based training, succeeded in increasing the average competency score of seafarers from 68% to 85% within six months. In addition, the turnover rate of the company that became the pilot project for this model decreased from 22% to 14%. This study offers a state-of-the-art in the form of an integration of competency-based approaches with digital technology, different from previous studies that focused on conventional interventions. The novelty of this study lies in the use of a digital-based model that combines continuous evaluation and adaptive training programs that are tailored to the needs of individual seafarers. This model is expected to be a strategic solution to increase seafarer retention in the maritime industry while strengthening the competitiveness of the Indonesian workforce in the international market.

The aim of this study is to examine the impact of emotional intelligence (EI) on employee retention and job satisfaction in the hospitality industry, with a specific focus on understanding how EI dimensions contribute to improving employee engagement and reducing turnover. Emotional intelligence, encompassing self-awareness, self-management, social awareness, and relationship management, is increasingly recognized as a critical factor in workplace dynamics, particularly in high-stress industries like hospitality. A survey questionnaire based on a five-point Likert scale was developed after a thorough literature review. Data was collected from 190 respondents working in the hospitality sector, including hotels, restaurants, and tourism-related businesses. The survey assessed emotional intelligence dimensions and their relationship with job satisfaction and retention. The collected data was analyzed using reliability analysis to ensure the consistency of the survey instrument, followed by correlation techniques to evaluate the relationships between EI dimensions and job satisfaction. The analysis revealed significant positive relationships between all emotional intelligence dimensions (self-awareness, self-management, social awareness, and relationship management) and job satisfaction. Notably, self-management and social awareness exhibited the strongest correlations with job satisfaction, highlighting their critical role in enhancing employee well-being and engagement. Employees with higher self-management skills were better equipped to handle workplace stress, while those with strong social awareness demonstrated improved interpersonal relationships, contributing to a more positive work environment. These findings align with previous research suggesting that emotionally intelligent employees are more likely to experience job satisfaction and remain committed to their organizations. The findings underscore the importance of incorporating emotional intelligence training programs in the hospitality sector to enhance employee job satisfaction and retention. Hotel administrators and HR professionals can leverage these insights to design targeted interventions aimed at developing EI competencies among employees. By fostering self-management and social awareness skills, organizations can create a more engaged and stable workforce, ultimately reducing turnover rates. This study contributes to the growing body of evidence supporting the value of emotional intelligence in improving workplace outcomes, particularly in high-turnover industries like hospitality.

The article is dedicated to the theoretical aspects of the process of adapting a new employee within an organization, taking into account Albert Bandura's social cognitive theory. In this context, adaptation is viewed as a dynamic process that includes cognitive, behavioral, and social components that interact and determine the effectiveness of integrating new employees into the corporate environment. One of the main approaches to understanding adaptation is the concept of the triadic interaction between personality, behavior, and environment, proposed by Bandura. According to this model, the adaptation of a new employee depends on their internal beliefs (personal factors) as well as the support and incentives provided by the organization (environment). The model of reciprocal causality emphasizes that each of these factors interacts with the others, creating a constant dynamic that directly impacts the outcome of adaptation. The article also explores social learning as an essential aspect of the adaptation process. According to Bandura, learning is not limited to personal experience, but also involves observing others. By observing the behavior of experienced colleagues or managers, a new employee can learn effective strategies for solving tasks and integrate them into their own professional activities. Creating an environment where new employees can observe best practices allows them to adapt more quickly to new conditions. Special attention is given in the article to the stages of social learning: attention, retention, reproduction, and motivation, which help the new employee successfully adapt to the organizational environment. Using the observational learning model allows HR managers to create effective adaptation programs, where mentoring, coaching, and providing feedback play a crucial role. The findings of the research show that applying Bandura's theoretical approaches in HR management practice allows the development of more effective adaptation programs, which not only ensure a new employee's quick entry into the organization but also contribute to their motivation, engagement, and long-term professional development. The implementation of such programs can increase work productivity and reduce employee turnover within the company.

This study aims to investigate the influence of leadership style and organizational culture on employee turnover rates. An effective leadership style and supportive organizational culture can play a crucial role in improving employee job satisfaction, engagement, and loyalty, which in turn can reduce the tendency to leave the company. This study uses a quantitative approach with a survey method to employees in several companies, to measure their perception of the leadership style applied and the organizational culture that exists in their workplace. Data analysis on this study used Smart-PLS. The results of the analysis show that transformational leadership style is negatively related to employee turnover, while an inclusive and supportive organizational culture also plays a significant role in reducing the turnover rate. This research contributes to human resource managers in designing better policies related to leadership management and organizational culture that can reduce employee turnover and improve overall organizational performance.

This research explores the impact of HR practices on employees' turnover intentions and the mediating role of organizational identity in this relationship. By operationalizing the concept of "social identification," the study integrates social identity theory and self-determination theory to provide a comprehensive framework for understanding how HR practices contribute to employee retention. The findings reveal that training and engagement programs, as well as fair recruitment processes, significantly reduce turnover intentions by enhancing organizational identity. Employees develop emotional attachment, value alignment, and a sense of identification with the organization through the mediating effect of organizational identity. This research addresses two gaps in the current literature by focusing on both operational efficiency and cultural integration, offering valuable insights for reducing turnover rates. The practical applications emphasize the development of systems that engage all staff members to foster long-term organizational commitment. The study acknowledges limitations such as the reliance on self-reported data and a cross-sectional design, suggesting future research should adopt longitudinal and multi-sectoral approaches. Overall, these results enhance retention theory and offer a strategic guide for effective HR management.

Human capital planning is a crucial aspect of the healthcare service industry, particularly in the postpartum care sector, which requires a workforce with high medical, psychological, and social competencies. Qualified healthcare professionals play a vital role in ensuring maternal recovery after childbirth, preventing health complications, and supporting the success of exclusive breastfeeding and infant well-being. However, challenges in human resources management in this sector remain significant, including high turnover rates among medical personnel, heavy workloads, and limited competency-based training systems. To address these challenges, a strategic and adaptive human capital planning approach is necessary to ensure a high-quality and sustainable workforce. This business plan aims to analyze the human capital planning strategy implemented by Remedies, a postpartum healthcare center, using the McKinsey 7S Model. This approach is used to evaluate the alignment of human resources strategies with the organization’s business objectives, which influence the effectiveness of workforce management. Remedies applies a short-term, medium-term, and long-term human capital strategy, focusing on enhancing medical staff competencies, strengthening organizational culture, and adopting digital technology in HR systems. In the short-term strategy, Remedies emphasizes competency-based recruitment and fundamental training for new healthcare staff. The medium-term strategy focuses on workforce skill development, professional certification, and reinforcing an empathy- and innovation-based organizational culture. Meanwhile, the long-term strategy involves the implementation of a knowledge management system, human resources digitalization, and leadership programs to prepare the future workforce. This business plan provides valuable contributions to healthcare service providers, academics, and policymakers in understanding effective human capital planning strategies to improve postpartum healthcare services. The recommendations include strengthening competency-based recruitment policies, developing incentive and employee welfare systems, and optimizing digital technology in human resources management. By implementing these strategies, healthcare organizations are expected to enhance competitiveness, reduce turnover rates, and ensure high-quality services for mothers and infants after childbirth.

PurposeThis paper aims to examine the relationship between inclusive leadership and employee turnover intention by identifying job embeddedness and work engagement as mediators and person−organization value congruence as a moderator.Design/methodology/approachThe data were collected from 491 full-time employees working in restaurants in China to test the study hypotheses using PLS-SEM (structural equation modeling).FindingsThe study’s findings show that inclusive leadership negatively affects employee turnover intention. The results support sequential mediating roles (three mediating pathways) of job embeddedness and work engagement in the relationship between inclusive leadership and employee turnover intention. Besides, the findings show that person−organization value congruence moderates the relationship between inclusive leadership and job embeddedness, subsequently increasing employee work engagement and reducing turnover intention.Originality/valueThis study contributes to the literature by illuminating how inclusive leadership affects turnover intention based on SET. The novel integration of job embeddedness and employee engagement as mediators, combined with the moderating role of person−organization value congruence, proposes new insights into the retention strategies of restaurant employees. The interaction effect of inclusive leadership and a person’s congruence values can reduce employee turnover in the restaurant industry. There are significant theoretical and practical implications, as well as insightful suggestions for the hospitality industry on improving inclusive leadership skills that can reduce employee turnover intention.

Several IT companies in Chennai City had their employee retention procedures examined in this research. In an increasingly competitive industry, retaining talented staff is crucial to maintaining organizational growth and creativity. This study looks at how successfully top IT companies in Chennai have improved employee happiness, loyalty, and general organizational performance using retention strategies. This paper investigates the influence of elements like salaries, chances for development, work-life balance, and corporate culture on employee retention using a survey, interview, and secondary data analysis. Information technology organizations might use the results to impact initiatives to enhance retention policies, reduce turnover rates, and underline the need for intentional actions to create a dedicated workforce. Recommendations for improving IT worker retention strategies are provided at the end of the research to help readers secure the sector's long-term health.

The United States is facing a critical nursing shortage, with an expected need for an additional 1 million nurses by 2030. The COVID-19 pandemic exacerbated this issue, causing significant stress and burnout among nurses, leading to high turnover rates. Perioperative nursing is challenged with recruitment and retention because of the steep learning curve and limited undergraduate training opportunities. A community teaching hospital implemented a Perioperative Clinical Advancement Program to address these challenges. The program includes components such as The Art of OR Nursing, The Science of OR Nursing, The Essence of OR Teamwork, and A Unique OR Initiative. This new ladder led to improved job satisfaction, reduced turnover rates, and enhanced professional development opportunities for nurses. The pilot program's success highlights the importance of tailored retention strategies and systematic interventions to support and retain perioperative nurses, ultimately contributing to better patient care and organizational stability.

Workplace spirituality helps employees balance their lives within the work context. Nevertheless, a critical question that remains unanswered is the extent to which workplace spirituality affects employees’ mental health and turnover intentions in the hospitality context, one characterized by high-pressure and unpredictable work schedules. A cross-sectional survey of 280 hotel workers was conducted using a convenience sample. Results from PLS-SEM analysis indicated moderate levels of workplace spirituality, impaired mental health, and moderate turnover intentions among participants. Workplace spirituality had a direct influence on mental health, and indirectly on turnover intentions while mental health mediated the relationship. These findings highlight the importance of workplace spirituality in mitigating employee mental health issues and reducing turnover rates in the hospitality sector.

The scientific article is devoted to considering the importance and peculiarities of forming the motivational mechanism of enterprise personnel management as a means of ensuring personnel security. The author emphasizes that staff motivation is a key factor for effective management, involvement of employees in the performance of tasks, achievement of the organization’s mission, increase of labour productivity, reduction of staff turnover, and strengthening of the company's competitiveness. It combines art, creativity, and a deep understanding of the psychology of employees' needs and motives, encouraging them to engage in activities that meet the goals, interests, and strategy of the organization and the manager. It is noted that the motivational mechanism, the careful formation of which is a necessity for every enterprise, acts as a tool to ensure the interest of employees in achieving economic and social results. In this process, labour productivity plays a vital role as a key indicator of labour activity. It is most strongly influenced by factors such as salary, working conditions, and work content. These aspects are directly related to the motivational sphere of employees, contributing to their efficiency and effectiveness. The effective use of motivational mechanisms in human resources management to ensure personnel security can solve several essential problems. This includes identifying and preventing employee threats, such as fraud, disclosure of trade secrets, collusion with competitors, or deterioration of the psychological climate in the team. The motivational mechanism can also monitor employees, especially in critical commercial projects, and conduct internal investigations in controversial or risky situations.

Employee engagement has become a critical factor for organizational success in the digital age. Rapid technological advancements, including artificial intelligence, automation, and remote work platforms, have transformed the nature of work and the way employees interact with their organizations. This study explores strategies for enhancing employee engagement in the digital era, focusing on the integration of digital tools, flexible work environments, and data-driven insights. It examines how digital communication platforms, performance management software, and AI-powered feedback mechanisms contribute to building a motivated and engaged workforce. The study also investigates the role of leadership in fostering a culture of trust, recognition, and continuous learning in a hybrid work environment. Furthermore, it highlights the challenges of digital overload, work-life balance issues, and employee burnout, offering actionable strategies for addressing these concerns. The research draws on case studies and empirical data to identify best practices in digital engagement, including personalized employee experiences, gamification, and real-time feedback. The findings suggest that organizations that successfully implement digital engagement strategies experience higher employee satisfaction, increased productivity, and reduced turnover rates. This study provides valuable insights for HR professionals and business leaders seeking to enhance employee motivation and commitment in a rapidly evolving digital landscape. By aligning technological advancements with human-centric approaches, organizations can create a balanced and engaged workforce, driving long-term success and competitive advantage.

This article explores the potential of integrating biological rhythms, artificial intelligence (AI), and collective synergy to create adaptive work schedules that meet both individual needs and organizational objectives. The paper emphasizes the misalignment of traditional static schedules with natural circadian rhythms, highlighting the negative effects on productivity, well-being, and stress levels. The study aims to demonstrate how AI-driven technologies, combined with biometric data from wearable devices, can optimize work schedules to improve cognitive performance by 20-30%, as evidenced by recent studies. The proposed methodology leverages AI to process physiological and cognitive data, tailoring individual work schedules while ensuring team synchronization through collective synergy. By creating "synchronization windows" for collaborative tasks, AI mitigates the loss of collective efficiency often associated with flexible schedules. The article provides a framework for implementing this model, emphasizing the balance between flexibility and team interaction, supported by technologies such as fitness trackers and machine learning algorithms. The findings underscore the practical value of integrating AI in workforce management, offering organizations a pathway to enhance productivity by 15-20% and reduce employee turnover. This study contributes to the discourse on modern work optimization by bridging individual productivity, technological advancements, and collective efficiency, presenting a dynamic, future-oriented approach to work scheduling.

This exploratory research investigated the determinants of job satisfaction within the aviation industry, a sector characterized by a high-pressure environment and critical employee roles. Drawing from a comprehensive literature review and primary data collected from 350 aviation employees across various roles, the research identified key constructs influencing job satisfaction: employee engagement, work environment, compensation and benefits, and stress management. The study employed Partial Least Squares Structural Equation Modelling (PLS-SEM) to evaluate the interrelationships among these constructs. Employee engagement emerged as the most significant driver of job satisfaction, promoting higher levels of motivation and organizational commitment. A supportive work environment was found to mitigate challenges like irregular schedules, while effective stress management programs enhanced employee resilience. Compensation and benefits, though vital, need to be paired with non-monetary incentives for holistic job satisfaction. These findings provide actionable recommendations for airline management, emphasizing the need for targeted interventions such as career development programs, stress reduction initiatives, and enhanced employee recognition systems to boost satisfaction and reduce turnover rates. Future researchers should consider longitudinal studies to track job satisfaction trends over time and expand the scope to include diverse roles, such as ground staff and maintenance crews. Comparative studies across different countries and cultural contexts could further refine strategies for improving employee well-being globally.

A society risks experiencing inadequate educational services from higher education institutions if severe shortages of lecturers persist. Addressing such a critical social issue necessitates prioritizing lecturer satisfaction, as it is intrinsically linked to lecturer retention, reduced turnover rates, institutional cohesion, lecturer well-being, professional teaching development, and enhanced research and publication outcomes. The study aims to investigate the spillover effects of work–family conflict on job-related consequences, specifically stress and burnout, which subsequently shape work attitudes such as lecturer satisfaction, with occupational experience examined as a moderating variable. Data were collected from 450 Thai lecturers through a survey questionnaire, and a path analysis technique was employed for data analysis. The findings revealed that work–family conflict significantly influenced lecturer stress, which, in turn, was a key predictor of burnout. Additionally, burnout was found to significantly impact lecturer satisfaction, whereas stress did not directly influence satisfaction making burnout act as the mediator between stress and satisfaction. Furthermore, occupational experience moderated the relationship between burnout and lecturer satisfaction, highlighting its critical role in mitigating the adverse effects of burnout on overall work attitudes.

This study aimed to investigate the relationship between mobile technology-based music education and employee well-being and corporate digital economic benefits within the biotechnology industry. A mixed-methods design was employed, combining quantitative and qualitative research techniques. Employees reported positive perceptions of mobile technology-based music education programs. There is a positive correlation between employee engagement and company revenue, suggesting that engaged employees contribute to organizational success. Music education programs can lead to increased productivity, reduced employee turnover rates, and improved company reputation. Employees reported reduced stress and anxiety, improved mood and morale, and increased resilience. Additionally, the programs were found to enhance job engagement, improve work-life balance, and foster creativity and innovation. From a corporate perspective, music education programs can be associated with improved employee retention, enhanced company culture, and increased productivity and efficiency.

This study examines teachers in higher vocational colleges in China as the research subjects. It investigates the mediating role of emotional labor's deep acting dimension and family-supported supervisor behavior in the process of work-family conflict's influence on turnover intention. The study employed a quantitative research methodology with 431 formal samples. Data analysis results show that work-family conflict has a significant positive impact on teachers' turnover intention. The deep acting dimension of emotional labor has a significant negative impact on turnover intention, and deep acting plays an intermediary role between work-family conflict and turnover intention. Family-supported supervisor behavior has a significant negative impact on turnover intention and plays a mediating role between work-family conflict and turnover intention. The research results are expected to provide a useful reference for administrators of higher vocational colleges, helping them to formulate corresponding measures, effectively alleviate teachers' work-family conflict, and reduce turnover rates, thus ensuring stable development and education quality in higher vocational colleges.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0811/a.php" alt="Hit counter" /></p>