Employee Turnover Research Articles

A Study on Manpower Development and Employee Performance in an Organization

The underlying thesis of the study is that planned investment in employee training and development contribute significantly towards overall organizational performance. Based on an extant literature review and empirical data, the study pinpoints the distinct factors of manpower development - such as training programs, advancement opportunities and lifetime learning initiatives. The methods: The methodology is a mixed-methods approach that combines quantitative information from performance metrics and qualitative feedback from the employee surveys and interviews. The results highlight a favourable relationship between HRD and a range of performance measures including productivity, job satisfaction and employee turnover. In addition, the study underscores the need for stronger leadership support to create a culture of ongoing development, as well as the significance of aligning development programs with the objectives of the organization. KEYWORDS: Research Paper, Manpower Development, Employees Training, Professional Development, Talent Management.v

Emotional intelligence: the turnover puzzle unraveled through organizational supportand career adaptability

This research aims to identify and analyze the impact of emotional intelligence on turnover retention at a bank in East Java, Indonesia by considering the mediating role of organizational support, as well as the moderating effect of career adaptability. Data was collected through a questionnaire distributed to frontline employees at one of the banks in East Java. Data analysis was carried out using descriptive statistical analysis for convenience of data characteristics and inferential data analysis using Structural Equation Model Partial Least Square (SEM-PLS) to test contextual relationships between variables. Data collection methods include questionnaires and semi-structured interviews to obtain primary data, while secondary data is obtained from documents, the internet, and literature. The research results show that emotional intelligence does not directly influence turnover intention but has an influence through the mediator Organizational support and is moderated by career adaptation. In conclusion, work environment factors unique to banking significantly impact an employee's decision to stay or leave a job. Organizational support is proven to be an essential mediator, while the level of career adaptability also plays a vital role in employee turnover intensity. Moreover, if an employee has high emotional intelligence and career adaptability is low, they will still have the intensity to leave their job.

Employee motivation and professional burnout as impacts of organizational culture on medical institutions

Purpose This study aims to examine the impact of organizational culture of medical institutions on employee motivation and professional burnout, with occupation (i.e. doctor, nurse and administration employee) being a moderator. Design/methodology/approach A quantitative method (survey) was used for this study in Lithuania (EU), with a sum of 235 fulfilled questionnaires being obtained online. IBM SPSS software was used for statistical analysis and testing hypotheses. Findings The research results reveal that organizational culture is significantly related to both employee motivation and professional burnout in Lithuanian medical institutions. Moreover, theoretical and executive implications highlight the requisite role of and manner in which organizational culture and employee motivation can reduce employee turnover, retain talent, limit employee burnout and overall strengthen the design and implementation of long-term human resource management planning. Social implications This research delineates, explicates and directs crucial aspects of medical institutions’ effective functioning, a concern of even the most developed nations, as health sector performance, individually, organizationally and collectively, is a natural principal factor of social well-being and health. Originality/value Further and unique to the extant research, the authors analyzed specific organizational interactions, which revealed different statistical relationships between organizational culture and doctors’, nurses’ and administration employees’ overload, lack of development and neglect. The authors, thus, identified that organizational culture does not have a statistically significant impact on neglect of doctors, nurses and administration employees; however, it does significantly influence overload and lack of development in all respondents’ groups.

SUPERVISOR SUPPORT AS A KEY FACTOR IN MEDIATING BURNOUT AGAINST EMPLOYEE TURNOVER INTENTION OF PT. PERINTIS KARYA SENTOSA SEMARANG

In this current work environment, the role of supervisor support as a mediator in overcoming burnout and its impact on employee turnover intention is the main focus. This research tries to explore the relationship between burnout, job insecurity, and turnover intention, as well as the mediating role of supervisor support. Through research conducted on 80 employees of PT. Perintis Karya Sentosa Semarang, and data is processed using PLS 3.0 software. The research results show that there is a significant negative influence between supervisor support on turnover intention. Furthermore, it was found that job insecurity and burnout had a positive and significant relationship to turnover intention. These results underline the important role of supervisor support as a key factor in mediating the impact of burnout on employee turnover intention.

Employees’ perceptions of corporate social responsibility in a selected manufacturing enterprise in South Africa

Despite small and medium enterprises (SMEs) being the backbone of any economy, their performance is not satisfactory. Corporate Social Responsibility (CSR) is frequently utilised to improve business sustainability and meet stakeholder responsibilities. However, literature focuses on CSR practices in larger corporations, neglecting the practice in SMEs. On the other hand, CSR research usually overlooks internal stakeholders such as employees. In order to bridge this gap, the researcher investigated internal stakeholders’ perceptions of CSR in a South African medium-sized organization located in the eThekwini municipal area, as this perspective is critical in developing a comprehensive CSR strategy. Data for this research was gathered through interviews and focus group discussions with managers and employees of the selected organization. Thematic content analysis was the primary method utilised for analysing the collected data, which was aided by NVivo 12 software for complete data processing and organization. The findings revealed that employees view CSR as a viable practice that encourages dedication and motivation to improve work performance. CSR implementation within the organization is seen as an effective motivational tool, resulting in greater output, increased staff dedication, decreased absenteeism, and increased employee turnover. The researcher argues that CSR can increase employee performance and emphasizes the necessity for SME managers to incorporate social, environmental and employee-related CSR projects into their business strategy to improve overall performance.

TALENT MANAGEMENT ASSESSMENT & IMPROVEMENT IN GOPLAY: A DIGITAL START-UP COMPANY

This report assesses the talent management system of XYZLive, a tech startup in Indonesia specializing in video-on-demand and livestream services. The company faces challenges in recruitment, talent retention, and organizational development. Through a comprehensive methodology involving questionnaires, interviews, and direct observation, key issues were identified in inflow, throughflow, and outflow talent management processes. Solutions proposed include defining core competencies, establishing a talent pool, nurturing a coaching culture, and implementing a structured training and development pipeline. The implementation of these strategies aims to enhance recruitment efficiency, reduce employee turnover, and ensure continuous employee growth. Ultimately, the report offers actionable solutions to improve XYZLive's talent management system, fostering sustainable organizational growth and employee satisfaction.

Increasing Turnover Rate among Emirati Employees in Private Sector in Ras Al Khaima

Purpose: This study is aiming to examine the factors that contribute to the increasing rate of Emirati employees leaving their jobs in Ras Al Khaima private sector. It will demonstrate how these factors affect employees and result in their decision to leave their jobs. Additionally, which factor has the most impact on their intentions to resign will be identified. Moreover, what Human Resource Management do in response to that issue in order to strengthen their organization's position in the business market. According to the findings, this paper will attempt to introduce and propose some recommendations on how Human Resource Management can attract Emirati people to work in Ras Al Khaima private sector. Methodology: To handle this problem, the research will depend on the based-literature review methodology. The study relied on literature review to infer the factors that contribute to the increasing turnover rate among Emirati employees in Ras Al Khaima private sector. A comprehensive review of relevant academic and empirical literature was conducted to find out these factors. Findings: The main finding of the study is the positive relationship between job satisfaction and salary, rewards, benefits & compensation, as well as flexible work practices and career development opportunities. Job satisfaction decreases the employee intention to quit their jobs. Additionally, shorter working hours which is needed to achieve work-life balance is related positively to employee retention and decreases turnover rate among employees. The paper also concluded that organizational support, fairness perception, and work-family culture are critical variables in employee retention. Unique Contribution to Theory, Practice and Policy: The study will provide new insights that would incorporate different views on employee turnover relevant to the Emirati context particularly in the private sector of Ras Al Khaimah. It will offer some recommendations that will enable policymakers to develop measures that can help reduce turnover rates among Emirati employees. It will also help in improving the HR practices according to the awareness of the socio-cultural and economic characteristics that affect the Emirati workers. Additionally, the policy recommendations may inform the creation of laws and measures that could enhance the employment status and satisfaction of Emirati employees in the private sector. The paper recommends creating strategic Emiratization initiatives, enhancing work environment through focusing on cultural values, engaging HR managers in setting UAE-specific HRM models that account for cultural and organizational peculiarities.

Buffering effect of psychosocial mentoring on the relationship between career mentoring and employee turnover intentions through attitude toward leaving

Purpose: This study seeks to examine distinct effects of career and psychosocial mentoring on employee turnover intentions in a moderated mediation model. Specifically, the purpose was to examine the mediating role of attitude toward leaving in the relationship between career mentoring and turnover intentions, and the moderating/buffering effect of psychosocial mentoring on the abovementioned mediating process.Design/methodology/approach: Hypotheses have been tested deductively by using cross-sectional data from 352 bank employees. Analyses have been performed by applying partial least squares structural equation modeling (PLS-SEM). Findings: The findings suggest that attitude toward leaving mediates the career mentoring-turnover intentions relationship, and psychosocial mentoring moderates this mediating effect.Research limitations/implications: This study integrates theory of planned behavior (TPB) and Eight Forces Framework of voluntary turnover, and extends organizational literature by unfolding how psychosocial mentoring buffers the mediating effect of attitude toward leaving on career mentoring-turnover intentions relationship. Study limitations are about cross-sectional nature of data and external validity of results.Practical Implications: This study’s contribution to practice is that organizations providing career mentoring to their employees should consider also the provision of psychosocial mentoring to avoid employee turnover intentions.Originality/value: This study adds value to organizational literature by examining a previously untested buffering effect of psychosocial mentoring on the mediating process between career mentoring and turnover intentions.

Uncovering the Global Impact of Measuring Stress, Workload, and Environment on Turnover Intentions

Employee turnover is a significant concern for organizations, impacting productivity, morale, and ultimately, profitability. This study investigates the influence of work stress, workload, and work environment on turnover intention among employees of CV. Ambassador Jaya Makmur, a cosmetics company located in Sidoarjo, East Java, Indonesia. Utilizing a quantitative approach with hypothesis testing, data was collected from 75 employees through Google Forms questionnaires. The findings reveal that work stress, workload, and work environment have a positive and significant impact on turnover intention. Specifically, high levels of work stress and workload contribute to employees' intention to leave, while unfavorable work environments also increase turnover intentions. The study underscores the importance of addressing these factors to mitigate turnover and enhance employee retention strategies within organizations. These findings provide valuable insights for human resource management practices, emphasizing the need to create conducive work environments and manage work-related stress and workload effectively to reduce turnover rates. Highlight: Work stress influences turnover. High workload increases turnover. Positive work environment reduces turnover. Keyword: Turnover intention, Work stress, Workload, Work environment, Employee retention

Examining the influence of continuance performance management on turnover intention: exploring the mediating effects of employee motivation and job autonomy – a practical study in the banking industry in Dubai

PurposeContinuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy.Design/methodology/approachThe study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables.FindingsFrom the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention.Originality/valueThis paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

Creating Sustainability Through Talent Management Improvement: PT USAHA DAGANG INDONESIA

This study analyzes the Human Resource (HR) challenges at PT Usaha Dagang Indonesia (ExportHub.id), a private company dedicated to promoting Indonesian products globally through a digital export ecosystem. Despite having a clear vision and mission, PT UDI faces significant HR issues, particularly in planning, recruitment, and people development. The company lacks defined values, a comprehensive HR roadmap, and structured job descriptions, resulting in high employee turnover and unclear career paths. Competency development and performance management systems are underdeveloped, leading to subjective performance evaluations and inadequate career development strategies. Interviews with HR personnel and an examination of internal and external factors revealed these issues. Recommendations include transforming HR functions from administrative to strategic, developing a comprehensive HR roadmap, and implementing objective performance management and career development programs. These strategies aim to enhance HR efficiency, retain talent, and align HR practices with the company's vision, mission, and business goals.

Keeping your staff: a guideline for successful retention strategies

Employees are a major asset and the key to a company's success. Therefore, companies should do their best to retain them. However, the rise in employee turnover has been a challenge for companies worldwide. Some factors lead to such a condition, including high-stress levels, poor employee commitment, and poor remuneration. This study surveyed employees from diverse global industries to identify factors that lead to employee retention and turnover as well as determine retention strategies.

Implications of Low Compensation, Deteriorated Work Environment, Low Growth in Career and Work-Life Imbalances on Employee Turnover in Microfinance Banks of Larkana, Sindh, Pakistan

Implications of Low Compensation, Deteriorated Work Environment, Low Growth in Career and Work-Life Imbalances on Employee Turnover in Microfinance Banks of Larkana, Sindh, Pakistan

Mediating Role of Employee Turnover Intentions in the Relationship Between Strategic HRM, Organizational Learning Culture, and Job Satisfaction in the Shanghai Technology Sector

This study investigates the critical interplay among strategic human resource management (HRM), organizational learning culture, job satisfaction, and organizational success within Shanghai's dynamic technology sector. With the city emerging as a global tech hub, this research aims to understand how effective HRM practices and a robust learning culture influence employee satisfaction and organizational performance, and how employee turnover intentions might mediate these relationships. Utilizing a combination of qualitative and quantitative methods, the study explores the implications of strategic HRM and learning cultures in fostering innovation and retaining talent in a hig hly competitive environment. The findings highlight the importance of aligning HR strategies with organizational goals to enhance job satisfaction and reduce turnover intentions, thus driving sustained organizational success in the tech industry. This research fills a gap in understanding the complex dynamics at play in Shanghai's tech sector and provides actionable insights for companies striving to thrive in this fast-paced market.

Developing a manual clinical trials screening process in a diverse southern gynecologic oncology practice in the Deep South.

e23209 Background: At this time, there is no standard clinical trial screening process or definition that has been adopted within Gynecologic Oncology. In our low resource, highly diverse Gynecologic Oncology patient population, we sought to create an equitable, adaptable, manual screening process that better reflected our patient population. Our objective is to describe our clinical trial screening process and our success in improving trial enrollment and a matched trial portfolio. Methods: An IRB-approved, QI project was implemented in July 2022 to evaluate trial access for Gyn Onc patients. First, screenable events were defined as: the start of one’s first scheduled visit, bi-monthly tumor boards, weekly pre-op meetings, and by keeping track of on a shared Epic list. Potential patients were those with a screenable event: new patients or diagnoses, regimen changes, progressions, and recurrences. Events were categorized into screen positive or screened no trial available. Screen positives were further categorized as screen fail, screen positive, enrollment failure, or enrolled. Data about patients was collected via weekly research team meetings. Monthly meetings occurred to review progress. This data was compared to trials available, number of patients with trail available, and those that enrolled. Reasons for enrollment fails were tracked to improve access and anticipate barriers. Results: Overall demographic data of patients was collected. The average age of participants was 60.67 years (SD = 13.45), and the average distance to a treatment center was 59.27 miles (SD = 137.43). Other demographics are presented in Table 1. For each month, the percentages of “screen no trial available (SNTA)” events and patients who screened positive and did enroll on trial were recorded. Over time, SNTA rates stayed stable, but enrollment increased. Patient preference accounted for 32.8% of enrollment fails (n = 42), pre-existing symptoms/conditions accounted for 23.4% (n = 30), and distance/location accounted for 21.1% (n = 27). During a time of high employee turnover in the summer months of 2023, there was a rise in enrollment fails due to staffing (n = 6, 4.7%). Conclusions: Through a collaborative quality initiative, we describe an effective process of clearly defining and tracking our patient population and ‘screenable events’ for which all patients are screened and offered trial participation if eligible. We show that we improved understanding of the patient population, built a clinical trial portfolio better matched to population served, exceeded national averages for enrolling patients on trials, and are moving toward improved number eligible over time. [Table: see text]

Analisis Hubungan antara Gaya Kepemimpinan, Motivasi, dan Kepuasan Kerja terhadap Turnover Intention

The relationship between leadership style, motivation and job satisfaction with employee turnover intention in today's work environment which is often characterized by dynamic change and high competition. Employees who feel dissatisfied with their jobs or are unmotivated may experience turnover intentions, which can have a negative impact on productivity and organizational stability. The main objective of this research is to understand the extent to which leadership style, motivation, and job satisfaction contribute to employee turnover intentions. This research method involves surveys and data analysis from employees at various levels in the organization. The research instruments used included questionnaires that measured employees' perceptions of their leadership style, motivation, job satisfaction, and turnover intentions. The data is then analyzed using statistical techniques such as regression to identify relationships between these variables. The research results show that there is a significant relationship between leadership style, motivation and job satisfaction with employee turnover intentions. These findings provide a deeper understanding of the factors that influence employee retention rates and provide a foundation for developing more effective management strategies in retaining key talent.

Examining the Effect of Interpersonal and Intrapersonal Conflict on Job Dissatisfaction and Employees Turnover Intention in the Health Care Sector of Pakistan

This study explains the effect of conflicts within individuals and between individuals in the healthcare industry, and examines their impact on employees' intentions to leave the organization. The objective of this study is to thoroughly examine the impact of certain factors, such as conflicts within oneself and conflicts with others, on employees' intention to leave their current positions. In addition, the study examines the moderating influence of perceived organizational support and the mediating role of job dissatisfaction. A structured questionnaire consisting of 40 items will be utilized to gather relevant insights and collect data. The analytical framework incorporates a variety of statistical tests, including factor analysis, descriptive statistics, reliability tests, correlation tests were performed using Smart PLS. In this study all the hypothesis were found significant. We found that interpersonal conflict with the supervisor has a positive influence on the turnover intentions of the young worker and an insignificant effect on job satisfaction and organizational commitment. Similarly a significant positive impact of intra-personal conflict on turnover intentions were people usually perceive themselves in a personality which also defines how they are going to react towards conflict resolution. We also found that intra-personal conflict of an individual causes barrier against their ability to resolve conflict as their desires and intentions. We also conclude that there is a significant positive impact of intra-personal conflict on the job dissatisfaction. Job satisfaction plays a vital role among employee’s productivity and intention to stay in organization as job satisfaction has been defined as an internal happy feeling of an employee which caused by number of factors like good education, experience, work nature, job security, presence of work-life balance, chances of better career development opportunity.

Exploring the Interplay between Occupational Stress and Employee Turnover Intentions: Mediating Role of Organizational Commitment

Exploring the Interplay between Occupational Stress and Employee Turnover Intentions: Mediating Role of Organizational Commitment

조직 구성원의 연령 다양성과 기업 성과 및 이직률 관계 연구: 인적자본 유입의 조절효과 검증

This study investigates the influence of age diversity on firm outcomes (i.e. firm performance and employee turnover rates) with the moderating effects of human capital inflow. The Categorization Elaboration Model (CEM) suggests that the key process that enables positive effects of diversity depends on the task-related information elaboration process, while socially categorizing each other hinders this process, resulting in the negative influence of diversity. Based on this model, we suggest that age diversity may have mixed effects on firm performance and employee turnover rates, suggesting both positive and negative effects. In line with human capital literature, we also argue that human capital inflow can determine the functional or dysfunctional effects of age diversity on firm performance and employee turnover rates. In particular, we argue that an increase in the influx of human capital leads to the formation of relationships, which in turn suppresses existing social categorization processes and enhances the positive effects of diversity. Using a sample of 283 Korean firms from Korean Women Manager Panel (KWMP) data, our findings show that age diversity is positively related to firm performance and negatively associated with employee turnover rates, suggesting the functional role of age diversity. Additionally, we find that human capital inflow significantly strengthens the functional effects of age diversity. Our study contributes to the literature on diversity and human capital by demonstrating the joint effects of diversity and human capital management.

The mediating effect of employee engagement and well-being on turnover intention in Indonesia

Employee turnover is challenging for firms, and it is usually fueled by employee stress due to their heavy workload. To minimize turnover, firms can implement various initiatives, such as employee well-being and employee engagement programs. Previous studies have examined the influence of work stress, employee engagement, or employee well-being separately on turnover intention. By exploring these factors simultaneously, this study aims to explain the roles of employee well-being and engagement as mediators in alleviating the impact of work stress on turnover. Data were collected from 425 employees working in various economic sectors (e.g., finance, education, research and development, retail, and business) in Indonesia and analyzed using the structural equation modeling (SEM) with the Lisrel 8.8 software. The results confirmed that work stress and employee engagement are factors that can directly influence turnover intention. Nevertheless, employee well-being does not have a direct impact on reducing turnover. The role of employee engagement in mediating the impact of work stress and employee well-being on turnover intention has been proven to be significant. This indicates that the company can withstand the stress that leads to employee turnover by creating jobs that make employees enthusiastically enjoy their work. Furthermore, company initiatives to create employee well-being will only be effective if those initiatives encourage employee engagement. Based on these findings, companies can develop strategies to reduce employee turnover. This can be achieved by prioritizing work stress management and improving employee well-being and engagement.