Turnover Issues Research Articles

Leveraging Machine Learning Models for Customer Churn Prediction in Telecommunications: Insights and Implications

In the world of telecommunications businesses, customer turnover poses a significant hurdle that can impact profits and weaken customer loyalty over time. Our solution to this challenge involves a method using Machine Learning (ML) tools to predict churn, with precision. We work with a set of 7In our research study we examined how well three different machine learning models performed. Random Forest (RF) Cat Boost (CB) and K nearest neighbors (KNN). Out of these models tested the Random Forest model stood out for its performance achieving 99 percent accuracy and precision along with an 88 percent recall rate and a 99 percent F1 score; additionally, it achieved an AUC of 0.99. These results clearly demonstrate the Random Forest model's ability, in identifying customers who are likely to churn. The findings of this study hold importance for telecommunications companies as they are equipped with a valuable resource to proactively tackle customer turnover issues and customize solutions to retain key clients while boosting overall customer happiness levels in an increasingly competitive market landscape where keeping customers is crucial for business success our research provides a data supported roadmap for continual expansion and staying ahead in the telecom industry spotlighted in this abstract is the critical relevance of churn prediction for telecom firms underscored by the tangible advantages of leveraging the Random Forest model for predicting customer churn. By utilizing this advanced technology, telecom companies can proactively identify at-risk customers and take targeted measures to prevent them from leaving. This not only helps to retain key clients but also improves overall customer satisfaction. In a constantly evolving market, having access to predictive analytics can give companies a significant edge and ensure long-term success in the industry.

Business manager training and employee support

The world is changing, and with it the way we work and how we relate to our work. Businesses face many challenges to which they must adapt if they hope to remain competitive. In addition to the question of an ecological transition, respect for human rights and working conditions is essential. Today, faced with recruitment difficulties and turnover issues, well-being and the quality of life in the workplace have become priorities for companies that wish to maintain their attractiveness and keep their current employees; in this context, motivation is an essential variable. As such, it is necessary to look into current managerial practices and skills and their underlying factors. In this context, we are interested in the impact of managerial practices on employees. The two principal means of becoming a manager are to be promoted “internally” or recruited externally; these two manager profiles differ in training, professional experience and organizational culture. Stemming from the theoretical field of social psychology, notably the “Five core social motives” model (Fiske, 2003), we reflect upon the issue of managerial practices in the context of a France-based business.

Hospitality labor leakage and dynamic turnover behaviors in the age of artificial intelligence and robotics

研究目的本研究探讨了人工智能（AI）应用对酒店业工作不安全感的影响, 以及其对员工流失意向的后续影响。研究调查了AI引发的工作不安全感如何通过工作压力和不安全感的感受影响员工考虑离开当前酒店工作、转投其他酒店或者寻求酒店行业外的机会。研究方法本研究采用了259名一线酒店员工的定量数据分析。采用验证性因子分析（CFA）探索因子结构并评估模型拟合指标。随后, 应用结构方程模型（SEM）来检验假设。研究发现研究结果显示, AI意识对工作压力和不安全感有积极影响。此外, 工作不安全感被发现对员工流失意向产生正向影响, 尤其是对转投非酒店公司的流失意向影响更为显著。此外, 社会资本作为调节变量对工作不安全感与流失意向之间的关系的影响取决于流失意向的具体维度。研究局限性本研究有助于加强酒店业人才流失动态的理论框架和实证见解。然而, 未来研究应考虑员工的职位、角色、组织和职业水平, 通过研究这些因素与技术意识、工作压力、工作不安全感和流失意向之间的关系。研究创新本研究首次聚焦于酒店业中动态人才流失问题的现象, 提供了在自动化和人工智能时代有效整合新技术并管理人力资源的实证和实践观点。

Models of care insight study showcases need for better change management and a renewed focus on staffing and retention

It is incredibly tough working in healthcare these days. People are feeling overworked, stressed out, burned out and, at times, traumatised. These challenges are driving huge employee turnover rates in many organisations. Alarmed by this unfolding crisis, many organisations are working hard to create better experiences for caregivers and patients alike. They seek to answer the question How do you create a healthcare system that’s sustainable for both the human element and the financial side? This paper overviews the Models of Care Insight Study, which was conducted with nurses and nurse leaders in response to these issues to identify new models of care, identify disconnects inside organisations, and ultimately use the ideas and data to improve working conditions for all in healthcare. It presents some of the important findings of the study, zeroing in on the widespread resistance to change, the differences between the perceptions of leadership and front-line staff, and the need for more emphasis on and clarity around development opportunities. Finally, the paper delves into some solutions. It provides some best practices for helping organisations overcome resistance to needed change and moving people through the defiance, compliance, reliance cycle. And it tackles the turnover issue head on, sharing tactics for improving staff retention by creating a sense of belonging from the very beginning of the interview process.

Analysis of Receivables Turnover at PT. Primarindo Asia Infrastructure Tbk Bandung 2019-2021 Period

PT Primarindo Asia Infrastructure Tbk Bandung, a company specializing in the production and marketing of sports/casual footwear, has faced fluctuations in receivables and an annual increase in provisions for the impairment of receivables during the period 2019-2020. This indicates challenges in receivables management and an escalation of the risk of payment failure by debtors. The objective of this research is to analyze receivables turnover and identify obstacles as well as efforts made by PT Primarindo Asia Infrastructure Tbk Bandung in addressing receivables turnover issues. This research utilizes a descriptive quantitative approach to analyze data by illustrating situations using numerical figures, which are subsequently analyzed to present research findings in the form of a research report. Data collection methods involve non-participant observation and interviews. Data analysis techniques use receivables turnover ratios and average collection periods, applying evaluation standards based on Kasmir's theory. Based on the research findings, it is revealed that receivables turnover from 2019 to 2021 is below the evaluation standard set by Kasmir's theory, stating that the ideal receivables turnover is around 15 times.

The Relationship Between Training and Employee Turnover Intentions in the Private Sector in Saudi Arabia

The current study aims to examine the relationship between employee training and turnover intention within the private sector in Saudi Arabia. The study centers on two factors, namely "training," which is further categorized into "Training Benefits" and "Training Availability," serving as the independent variable, and "turnover intention" as the dependent variable. A cross-sectional study methodology was used to gather data from a sample of 120 private sector workers. The data collection was conducted via the administration of Qualtrics questionnaires, and the subsequent analysis was carried out using SPSS. This study is essential in the Saudi private sector as it aims to provide insights into the possible influence of training programs on mitigating turnover intention. Investigating the perceived advantages and ease of access to training adds to the body of knowledge in human resource management. It enhances our comprehension of the elements that impact employee retention. The results of this study are anticipated to provide valuable guidance for businesses and policymakers in formulating efficacious approaches to tackle turnover issues and improve the stability of the workforce within the area. Keywords- Training, Turnover intention, Private Sector, Saudi Arabia.

Strategies For Retaining Scarce Skills and Reducing Turnover in The South African Public Sector

The South African public sector confronts a problem in retaining scarce skills because it competes in the labour market with the private sector, which provides higher packages/ benefits and conducive working conditions. Higher turnover of workers with scarce skills is a serious problem for service delivery and a costly exercise for the government. When scarce-skilled employees leave the public sector, vacant positions in the institutions' post establishments arise; as a result, the public institutions' ability to provide quality service delivery declines, and the recruitment and selection process is a costly process that further strains the government's budget. The capacity of a public institution to provide world-class service to its citizens is entirely dependent on the availability of competent staff who will carry out their tasks in such a manner that service delivery is enhanced. This paper aims to assess the current turnover rate among scarce skills employees within the South African public sector, and present viable alternatives for the government to address the escalating turnover issues, ultimately ensuring the retention of these valuable employees. To achieve the objective of the article, this paper used a review of the literature. The findings of this study revealed that the South African public sector is having difficulty attracting and retaining scarce skilled employees, which has a negative impact on the delivery and development of services. This higher turnover is faced by all levels of government and is driven by a competition for scarce skills between the government and the private sector, unfavourable working conditions, and less competitive packages, which has resulted in a situation where posts in the public sector remain vacant for longer periods of time. Few studies address concerns about scarce skills, high turnover, and personnel retention, particularly in the South African public sector. The author contends that this field should be further researched because effective and efficient public service delivery depends on the qualified staff.

A relational perspective on supervisor‐initiated turnover: Implications for human resource management based on a multi‐method investigation of leader–member exchange relationships

AbstractDespite the great emphasis organizations and human resource management (HRM) research place on turnover issues, one turnover phenomenon has received only limited attention so far: joint leader–member turnover. This research examines supervisor‐initiated turnover (SIT) (i.e., employees' decision to quit their employer to follow a former supervisor to a new organization) and develops a comprehensive model of the SIT decision process, grounded on conservation of resources (COR) theory, that delineates the resource evaluation, conservation and investment deliberations of employees. We take a relational perspective and particularly focus on the leader–member relationship as an important antecedent of SIT and thereby respond to the call for more critical investigations of leader–member exchange (LMX) and corresponding HRM implications. Our three studies (survey, scenario experiment, and dyadic interview study) demonstrate that LMX positively affects SIT intentions (SITI) and that supervisor commitment represents an important mediating mechanism of the LMX–SITI relationship. Our interview study with 46 leader–member dyads identifies relational factors that promote or hinder SIT beyond the leader–member relationship. We discuss the theoretical contributions and practical implications for HRM.

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.

MINDFULNESS AS A BOOSTER FOR WORKPLACE WELLBEING: ITS SIGNIFICANCE AND EFFECTS

The demanding and stressful nature of the workplace environment have become detrimental to the physical and mental health of the workers, especially in the present scenario. Work overload,deadlines, sudden and rapid changes in the workplace all have negatively contributed towards the wellbeing of the workers. This has led to an increase in various illnesses, both physically and mentally and has also impacted the organization leading to conflicts, employee turnover, unionism and many more such issues. As such, different efforts are undertaken to improve occupational wellbeing. One such intervention involves being Mindful or completely focused and conscious at work. Mindfulness is the non-judgmental awareness of and attention to present moment experiences. The concept of Mindfulness has drawn considerable interest among organizational scholars and practitioners. It is largely beneficial for workers wellbeing asaccording to several researches, it is seen to be associated with job satisfaction and low burnout. However, this concept is still lacking importance. In the light of todays complex society, an understanding of mindfulness at work has gained utmost importance. The presented paper discusses this concept taking into consideration a number of factors such as implementation of mindfulness and its qualities. The paper also discusses the significance and effects that mindfulness has upon the workers. Apart from this, the implications of mindfulness in the emerging workplace and employee wellbeing are also presented.

Development of Employee Retention Strategies for the New Zealand Construction Industry

The construction industry is one of the major employers in New Zealand and a significant contributor to economic growth. One of the main problems surrounding the construction sector is employee turnover. Voluntary employee turnover is costly and adversely impacts construction organizations. The long-term skill shortage issue within the industry and voluntary turnover, necessitate the retention of a qualified workforce. The development of effective employee retention strategies requires an understanding of turnover. Although the employee turnover phenomenon has been studied in different occupational groups and sectors, construction employee turnover has yet to be extensively investigated. Given the importance of the construction sector in New Zealand and the long-term difficulty of filling vacancies in professional roles, this research aims to develop retention strategies for professionals in the New Zealand construction industry. A mixed-methods approach will be applied. The qualitative stage using semi-structured interviews will identify the impact of employee turnover on construction organizations. It will provide practical implications about the importance of addressing turnover issues within construction organizations. During the next stage, a conceptual framework will be developed and tested using quantitative data from professionals in the New Zealand construction sector. This research will indicate the interaction effect of various factors on professionals’ turnover intention and further provide strategy implications for the retention of professionals within construction organizations. It makes practical and theoretical contributions to construction practices and literature. In practice, generated knowledge will ascertain the relative importance of different constructs on employees’ quitting decisions. It will help organizations to understand the underlying constructs of intention to quit and implement effective retention strategies. Theoretically, this research examines the possible mechanisms in which the integration of various factors leads to turnover intention. Further, it expands previous research to address repeated calls on studying employee turnover in different contexts.

Comparing IT and non-IT firms in corporate social responsibility and financial context for attracting and retaining employees

PurposeThe purpose of this paper is to investigate how information technology (IT) firms are different from non-IT firms in terms of corporate social responsibility and financial variables for attracting and retaining employees.Design/methodology/approachThrough logit regression models, the authors used corporate social responsibility and financial variables to examine the differences between 512 Fortune’s Best Companies to Work For and a random sample of 512 Non-Best Companies peer firms.FindingsThe analysis results show that IT firms are stronger in terms of research and development spending, return on assets, Tobin’s q and leverage conditions, as well as employee relations and environmental performance in corporate social responsibility. Moreover, for IT firms, innovativeness (characterized by high research and development expenditures) is by far the strongest predictor of whether a company is selected to be on the Best Companies to Work For list.Research limitations/implicationsThis research demonstrated a hybrid, multifaceted research design using different analysis tools to explore new factors of a research topic. The results confirm the associations among variables, which may not represent causal relationships.Practical implicationsThe results shed light on the relationship between corporate social responsibility/finance and IT employee turnover, which provides another dimension for management’s consideration beyond the classic psychometric/fringe benefit analysis for examining employee turnover.Social implicationsIT firms’ superior ability to attract and retain employees using their innovativeness may impact the general public’s career planning and training decisions.Originality/valueThis research project integrated data from four different sources and investigated the IT employee turnover issue from the organizational level rather than the individual employee level.

Covid-19: The Effect of Person-Environment Misfit and Job Insecurity on Employee Turnover Intention

The 2019 coronavirus disease (COVID-19) is a public health emergency of international concern and poses a challenge to public psychological resilience. With regards to the COVID-19 pandemic, organizations suddenly need to navigate the unprecedented, related effects on employee turnover issues. Furthermore, this dramatic change caused unprecedented profound implications not only on employees but also companies around the globe as a whole. Thus, the study drew on the factors that are related to turnover which are job insecurity and person-environment misfit. In this study, Conservation of Resources (COR) theory was chosen to provide a theoretical perspective in explaining the related factors with turnover intention. On the other hand, several drawbacks of turnover intention are also highlighted throughout the literature review. Some measures to address the turnover issues by the organizations are discussed.

An empirical study on Personal Factors of Employee Engagement in BPO Industry

Purpose: The paper explores Personal Factors as one of the factors of Employee Engagement of the employees. Employee's Personal factors comprises the intrinsic motivation of employees. It implies that employees are satisfied on the job. Methodology: A survey of 350 employees was conducted across 5 NASSCOM listed BPO companies. The itemized scale used in study consisted of 5 items. To understand the relationship, chi-square analysis is performed. Findings: The results indicated that there is positive association between Personal factors and Demographic characteristics of employees. Research implications In this study, the researcher will attempt to bridge the gap between theory and practice in terms of Employee engagement. The dimensions related to the Personal factor identified will form the base for further investigation in BPO Industry. Practical implications: The study will also add to the body of knowledge on Employee engagement, allowing future researchers to investigate a more comprehensive view of Employee engagement. Social implications: The study will prove to be beneficial with a Industry plagued with retention and turnover issues. Originality/Value: The study is focused towards evaluating Personal factors in terms of Employee engagement. Therefore, act as a management fad towards fixing the issues related with employees in the Industries.

Major Factors Affecting Employee Turnover in the Tourism Industry: With Special Reference to Travel Agencies and Tour Operators of Pune City

Tourism is one of the largest segments of the service industry. Over the years employee turnover has become a part of the tourism industry’s challenge to attract and retain new workforce. This paper explained the turnover issues of employees related to the travel agents and tour operators of Pune, a major commercial city in the State of Maharashtra in India. For this,417 employees were selected randomly from the approved Travel Agencies/Tour Operator Companies of Ministry of Tourism (MOT), International Air Transport Association (IATA) and Travel Agents Association of India (TAAI). Using SPSS, Under Factor Analysis, Principal Component Analysis method was implemented for the Dimension Reduction and Identification of the Significant Factors for turnover of employees. Results shows that training and team work, monetary issues & promotion, job hopping and lack of loyalty were the common factors perceived by the employees for their turnover. Suggestions are given to curb the turnover issues and retain performing employees.

New Options to Simplify the Treatment of Severe Hypoglycemia in Long-Term Care

New Options to Simplify the Treatment of Severe Hypoglycemia in Long-Term Care

Impact of Employee Value Proposition on Employee Retention: A conceptual paper

Apparel export that brings larger export income to Sri Lanka, facing a challenge of the highest employee turnover within industries that have led to high-level replacement cost, training cost as well as low productivity, low quality, and customer dissatisfactions. In this Context, Employer Branding has been a strategic reaction towards attracting prospective employees and retaining them, through managing ‘Employee Value Proposition’ (EVP). This study aimed to develop a conceptual model to show how EVP contributes to employees’ Intention to Retention (IR) through Employer Brand Equity (EBE) in leading empirical research. A targeted literature review was used as the methodology. As findings, this study established relationships between the EVP and the EBE, EBE, and IR, and EVP and IR, with the consideration of demographic factors as moderators. The findings implicate in conducting empirical research that contributes to explain reasons for higher-level employee turnover and find effective solutions. It is recommended to implement solutions for higher employee turnover issues in the apparel manufacturing sector in Sri Lanka, not just based on monetary rewards, but the overall value proposition, that employees expect, based on scientific research.

The chicken and egg story of a call centre in Malaysia

Learning outcomes After attempting the case, users are able to: analyse issues and problems faced by a call centre in Malaysia. Determine the root causes of the problems faced by call centre employees and generate alternative solutions to solve the problems faced by the company and to ensure the sustainability of the business. Case overview/synopsis This case was about the challenges faced by Daniel, the General Manager of an integrated security protection system company, Secure First (SF). Despite investing in the latest security technologies, conducting a major overhaul of the procedures, introducing an enhanced digital system at the call centre and providing training to the call agents, it was on the verge of losing its important long-term client due to its substandard performance. The client experienced major losses due to break-ins. After a thorough investigation, the problem surfaced in their call centre. Most of the staff were not familiar with the newly adopted system. The circumstances worsened when many of the call centre’s senior employees were tendering their resignations. The case discusses the aspect of employee satisfaction, staff performance that led to the turnover issue amongst employees in a call centre. The case explores what short-term and long-term strategies could Daniel suggest to change the call centre’s course to retain SF’s key account in times of desperation. Complexity academic level This case has a moderate level of difficulty and may be used in undergraduate students. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human resource management.

How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model.

BackgroundThe hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates.PurposeA research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested.MethodsThis study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects.ResultsThe results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention.ConclusionThe findings implied that hoteliers should focus on employees’ PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.

Impact of Taqwa (Islamic Piety) on Organizational Commitment in Pakistan: The Role of Happiness

The concept of “employee happiness” has received much research attention within the framework of Western values, but the equivalent concept has not been explored in the context of other cultures. The research aims to explore the concept of employee happiness with regard to the commitment to the organization and the dimensions of the Islamic practice of Taqwa (“God’s consciousness”) comprising Islamic spirituality (IS) and Islamic social responsibility (ISR). Previous researches (Maham et al., 2020; Maham & Bhatti, 2019), and (Zandi, Sulaiman, Naysary, et al., 2013) explored the effect of Islamic piety on happiness and commitment respectively, we merged both the individual and organizational effect into a mediation framework. We argue that Islamic spirituality brings Islamic social responsibility jointly called taqwa. This social responsibility brings happiness at an individual level that would ultimately increase organizational commitment. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data were collected among respondents and analyzed using confirmatory factor analysis and structured equation modeling. Results suggested that IS has a significant positive effect on both ISR and happiness. ISR also seems to be affecting happiness positively. However, both IS, and ISR doesn’t seem to affect organizational commitment except for happiness. Hence the results support a positive mediation of ISR, and happiness in IS and organizational commitment relationship. The study is useful for organizations, institutions, and sectors that are under the worst circumstances due to HRM and turnover issues of employees. In the Islamic environment or Muslim countries, the strategic and long-term plans and goals can easily be achieved by adopting the practices and rulings of Islam.