Employee Turnover Research Articles

Access to employee assistance programs and employee wellbeing: a cross-sectional study of employees in Southeast Asia

BackgroundThe average person spends 1/3 of their lives working. However, approximately 15% of working adults worldwide are struggling with a mental disorder at any given time. The COVID-19 pandemic has spearheaded the importance of employee mental health, highlighting the role that employers can play in preserving employee wellbeing. Although Employee Assistance Programs (EAPs) are slowly becoming an established practice, it is still a relatively new phenomenon in most of Asia. This study therefore aims to investigate the prevalence of employees in the Southeast Asian region who have access to EAPs and understand the relationship between EAP access and employee wellbeing.MethodsThis cross-sectional, online survey-based study involved 15,302 employees from Malaysia, Singapore, Philippines, Thailand, Indonesia, and Vietnam who completed the Depression, Anxiety, Stress Scales (DASS-21), Thriving from Work Questionnaire (TfWQ), and sociodemographic measures. Employee productivity and turnover intention was also measured as a secondary outcome. Hierarchical regression models were conducted to determine the influence of EAP access on employee wellbeing. Subgroup analyses were conducted on employees with access to EAPs to explore how different forms of EAP services contribute to employee wellbeing.ResultsOnly 29.04% of employees in the region reported being aware of having access to any forms of EAP services provided by their employers. After controlling for sociodemographic variables, access to EAP was significantly associated with improved mental health, thriving, and productivity, and reduced turnover intention (p < 0.001) among employees in the region. Subgroup analyses revealed that employees had access to well-being and mental health webinars, talks, or workshops (12.64%), followed by sponsored counselling, therapy or carelines (11.16%). Access to regular mental health risk assessment and screening was the form of EAP service significantly associated with the highest number of outcomes.ConclusionHaving access to EAP services alone is associated with improved employee wellbeing outcomes. However, different forms of EAP services can vary in their impact on employee wellbeing. Our findings suggest a need to improve accessibility and diversity of EAP offerings for employees in Southeast Asia post-pandemic.

Challenges and Impact of Workplace Stress on Employee Health and Productivity

Workplace stress is a pervasive issue that affects employee health and organizational productivity. This paper examines the challenges associated with stress in the workplace, including its impact on physical and mental health, employee morale, and overall job performance. The study explores the primary sources of workplace stress, such as high workloads, lack of control, poor work-life balance, and toxic organizational cultures. Additionally, the paper analyzes the effects of chronic stress, such as burnout, anxiety, depression, and cardiovascular diseases, and its consequences on employee productivity, absenteeism, and turnover. Recommendations are provided to mitigate stress through organizational interventions, management strategies, and employee wellness programs. The aim is to highlight the critical importance of addressing workplace stress to foster a healthier and more productive workforce.

Proposed Family Business Leadership Transition Strategy At Pt Sma

Effective leadership transitions are critical to the continuity and stability of family businesses, especially during generational shifts, which often bring significant challenges in conflict management. PT SMA, a family-owned food manufacturer, recently experienced a leadership change from the founder to a younger, less experienced leader. This transition caused conflict among stakeholders due to inadequate succession planning and differing perspectives across generations. This study examines strategies to address these conflicts and challenges at PT SMA. Key conflict points identified during leadership transitions include adjustments in leadership style and strategic vision, which can have a negative impact on organizational performance. This study proposes a structured approach to effective conflict management, emphasizing the development of a clear succession plan, facilitating conflict resolution, aligning organizational culture, and effective change management. By implementing these strategies, PT SMA aims to achieve a smoother transition, minimize conflict, and promote organizational stability. The findings will provide valuable insights for PT SMA and similar family businesses on the success of transition management and its impact on continued success. This study highlights the need to address challenges such as employee turnover and strategic disagreements, which can lead to dissatisfaction among long-term employees. Ultimately, effective conflict management is critical for new leaders to navigate these challenges and ensure a successful leadership transition. focus and advise on effective change management.

Exploring the Drivers of Workforce Productivity: A Case Study Approach

This study investigates the critical factors affecting employee productivity within a UK-based construction company, aiming to address overlooked elements in prior research, specifically regarding salary expectations. By administering questionnaires to both direct and midlevel employees, this study identifies key productivity drivers and examines managerial and organisational gaps impacting project outcomes. Key findings reveal that truck availability, worker motivation, rework, tools, and machinery significantly influence productivity levels, aligning with similar studies in the UK and the US. Notably, this research fills a gap by highlighting salary expectations as a primary factor affecting employee turnover, a consideration absents in past studies. The study’s conclusions offer insights applicable to international construction projects, promoting cross-context learning and strategic improvements in workforce management.

New Directions for Theories for Why Employees Stay or Leave

We critically review classic and contemporary theory and research on employee turnover and retention and frame a future research agenda that generates new directions for these theories. We first review first- and second-generation turnover models that shaped conventional understanding of why employees voluntarily quit, classifying reasons as representing perceived desirability of movement or ease of movement. We next review the more contemporary unfolding model and its derivatives (i.e., shocks research, leader-departure effect, turnover event theory) that upended traditional explanations of how and why employees quit. After reviewing classic and contemporary turnover models, we shift our focus to job embeddedness, which over the past 20-plus years has taught us a great deal about why employees stay. We synthesize original job embeddedness research before appraising its extensions and recent developments. We conclude with a discussion of how organizations can cultivate the “right” kind of staying.

College students’ entrepreneurship education path and management strategy of start-up enterprises using causal attribution theory

The current social entrepreneurship situation is not ideal. This study aims to enhance the effectiveness of college students’ entrepreneurship education and improve the safety factor of start-up enterprises. Firstly, the current situation of college students’ entrepreneurship education is studied through questionnaires and literature review. Secondly, the risk-influencing factors of start-up enterprises are collected and analyzed through deep learning (DL) and artificial intelligence (AI) technologies. Finally, drawing on the causal attribution theory, the influencing factors and entrepreneurial risks of college students’ entrepreneurship are analyzed. The reasonable path of college students’ entrepreneurship education and the management strategy of start-up enterprises are proposed. The results indicate that employing DL and AI in college students’ entrepreneurship education facilitates identifying influencing factors, allowing for timely adjustments and the development of effective educational paths tailored to students’ needs. Moreover, the management strategy based on DL and AI can help start-up enterprises accurately and timely predict risks, find their source of risks, and minimize potential losses. The study also identifies several key factors affecting the management strategy of start-up enterprises. The most influential is the wrong decision-making of managers, with a coefficient of 9, followed by employee turnover, with a coefficient of 8. The corresponding influence weights of these two factors are the highest, with values of 0.175 and 0.138, respectively. In contrast, internal employee resistance has the lowest influence weight, at 0.024. This study provides valuable theoretical support for the future development of entrepreneurship education for college students and contributes to refining the management strategies of start-up enterprises.

Keeping Talent Close: A Deep Dive into Employee Retention in the Malaysian Financial Industry

The aim of this manuscript is to examine the key factors influencing employee retention in the Malaysian financial industry. The conceptual model for this study was developed based on previous research in the field of financial industry in Malaysia and globally. The conceptual model has four variables that affect employee retention which are salary, supervision, responsibility and career advancement. The underpinning theory used in this study is the Two Factor Theory of Motivation. A survey instrument in the form of a structured questionnaire was designed based on a careful review of pertinent literature. This study collected empirical data from 78 respondents based on purposive sampling. Multiple regression analysis is used to test the significance of the research model. The findings reveal that all the four variables of which the two motivators and two hygiene factors have an influence on the employee retention of Malaysian financial institutions (FIs). The implication drawn from this study aids human resource managers in the financial industry to focus their resources and design appropriate strategies on the key variables uncovered in this study to improve employee retention i.e. reduce the employee turnover. The key value of this research lies in its findings of the influence of employee retention in Malaysia which is currently under researched.

Retention of newcomers and factors influencing turnover intentions and behaviour: a review of the literature

PurposeRecent graduates are an important source of talent among hired employees as they bring up-to-date knowledge into the organisation. Yet, organisations have difficulties retaining them and recognizing factors influencing their voluntary turnover, which may differ from those influencing voluntary turnover among tenured employees. For example, graduate employees need to adjust to a completely new context and develop their identity as professionals. Therefore, the current study presents a review of the factors influencing newcomers’ voluntary turnover and turnover intentions.Design/methodology/approachTo explore the factors influencing the turnover intentions and behaviour of recently hired employees, we conducted a literature review of 57 articles from several databases for different disciplines.FindingsOur review identifies factors that influence turnover intentions and behaviour among recently hired employees and presents them in a model. The model identifies five categories of factors influencing turnover intentions and behaviour: pre-joining expectations, person-environment fit, the role of the supervisor, human resource (HR) practices and person-related factors.Practical implicationsThe model enhances the understanding of why new employees leave an organisation and shows how supervisors and HR practices play an important role in reducing voluntary turnover among newly hired employees. The article concludes with practical suggestions on how to retain these employees.Originality/valueWhile employee turnover has been studied extensively, this review focuses specifically on factors that influence the turnover intentions and behaviour of newcomers. We present these factors in a model that can be used to inform managerial practices to reduce turnover among newcomers.

Rumors killing: organizational rumors and employee turnover intentions

Rumors killing: organizational rumors and employee turnover intentions

Understanding employee retention in the age of AI and robotics: a study of technology competencies and turnover intentions in the hotel sector

Purpose This study leverages the frameworks of the conservation of resources theory frameworks and Person-Organization Person-Job Fit Theory to scrutinize the direct effects of employee STARA (smart technologies, artificial intelligence, robotics and algorithms) competencies on turnover intentions. Concurrently, this study aims to investigate the mediating influence of the intention to use technologies in the aforementioned relationship. Design/methodology/approach Data were amassed from 547 employees in the US hotel industry and subjected to structural equation modeling for analysis. Findings The results reveal that there is no significant correlation between employee technology competencies and turnover intentions. However, mediation analysis elucidates that technology competencies among employees are positively and significantly correlated with turnover intentions via the intention to use technology. Moderation analysis further substantiates that this positive correlation is augmented when employees perceive a high level of alternative job opportunities. Research limitations/implications This research suggests that hotel businesses should not only focus on technological adoption but also consider how employees’ techno-competencies and their perceptions of fit within the organization can impact their willingness to stay or leave, thereby offering a more comprehensive approach to employee retention strategies. Originality/value Unlike previous research that primarily viewed STARA technologies as job replacers and threats, this study reframes them as complements to employees’ roles.

Organizational Culture and Employee Turnover at Dahabshiil Bank in Mogadishu, Somalia

The main objective of this study was to establish organizational culture and employee turnover at Dahabshiil Bank in Mogadishu, Somalia. This study conduct at Dahabshiil Bank in Mogadishu, Somalia. This study started February 2021 and finished August 2024. Methods: The study aimed to analyze the organizational culture and employee turnover of Dahabshiil Bank in Mogadishu, Somalia. A total of 200 employees were included, with a sample size of 133. A quantitative research design was chosen for efficiency and cost-effectiveness. Data was collected through a structured questionnaire tool, and quality control measures included validity and reliability. The study involved random and purposive sampling, and all responses were checked for accuracy. The data analysis involved quantitative data analysis and descriptive evaluation. Result: The survey data on organizational values revealed a diverse range of perceptions among respondents. A significant portion expressed dissatisfaction with the clarity of communication about organizational values, while nearly half agreed that they receive clear communication. Employees' self-assessment of their role in promoting a respect-oriented culture revealed diverse perspectives. The influence of organizational values on employees' decisions to stay at work revealed a wide range of perspectives. Recognition by the bank for observing organizational core values revealed a diverse range of experiences and sentiments. The performance appraisal system showed mixed opinions, with 28.1% strongly disagreeing and 17.3% disagreeing. The study shows a negative perception of employee participation in innovation, with a majority disagreeing (85.7%). The impact of Dahabshiil Bank's innovation orientation on employees' commitment to the bank was varying, with 58.6% disagreeing and 30.0% positive, suggesting that the bank's innovation focus influences their decision to stay. Recommendation: The bank should enhance its organizational values through strategies like improved communication, leadership involvement, employee engagement, and feedback mechanisms. To foster a diverse workforce, the bank should reassess its core values. Effective communication is crucial, and leaders should promote the organization's values. To retain employees, tailored retention strategies should consider career progression, compensation, and work-life balance. The recruitment process should be streamlined, and career progression pathways should be established. Lastly, fostering innovation requires increased resources, support, and recognition for employees who contribute to it.

Can Employee Training Stabilise the Workforce of Frontline Workers in Construction Firms? An Empirical Analysis of Turnover Intentions

The construction industry is a critical pillar of China’s economy, providing substantial employment opportunities for society. However, the high turnover rate among frontline construction workers has become a significant challenge to the development of the industry. This high mobility not only increases recruitment and training costs for companies but also seriously affects the quality, safety, and productivity of construction projects. This study aims to investigate the impact of employee training on the turnover intention of frontline employees in the construction industry, as well as to analyze the role of organizational identification and perceived supervisor support. Data were analyzed through a structured questionnaire survey of 533 frontline construction employees using the study’s Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that training is effective in reducing turnover intention among frontline employees and that this effect is partly achieved by increasing employees’ organizational identification. In addition, perceived supervisor support moderates the relationship between employee training and turnover intention, and the effect of employee training on reducing turnover intention is more significant when perceived supervisor support is high. This study further validates the applicability of social exchange theory in the context of China’s construction industry, reveals the key roles of employee training and organizational identification in reducing turnover intention, and highlights the important influence of perceived supervisor support as a means of enhancing the effectiveness of employee training, which provides a rationale for Chinese construction firms to optimize the training system and enhance supervisor support in order to improve employee retention intention.

The impact of technological innovation on employee retention in enterprises: a case study of quality control

This article examines the impact of technological innovations on employee retention in the manufacturing sectors, focusing on a case study of quality control. It considers how technology, by reducing the monotony of manual labor and increasing efficiency, can enhance employee experiences. The authors explore the application of innovative technology in the context of quality control, highlighting the challenges associated with its implementation, such as safety, costs, and the need for employee training. The article emphasizes how the proper use of technology can lead to increased job satisfaction, reduced employee turnover, and improved productivity, by presenting the case of a company that has successfully implemented technologies into its quality control processes. The authors note that the effective implementation of technological innovations requires a strategic approach that considers both technological and human aspects.

Exploring the Relationship Between Employee Engagement, Satisfaction, Performance, and Turnover: An Empirical Study

Employee engagement, satisfaction, performance, and turnover are the critical elements of organizational success. This study explores the relationships among these variables, focusing on how employee engagement impacts employee satisfaction and how these factors collectively influence performance and turnover. We took a sample size of 50 employees to carry out demographic analyses and apply regression techniques to understand the interaction between engagement and satisfaction. The results bring out significant correlations that are very useful in indicating what strategies organizations can use to improve engagement and reduce turnover. Keywords: Employee engagement, employee satisfaction, employee performance, employee turnover, regression analysis, organizational success

Effective Recruitment and Employee Development Tools in the Context of Labor Shortages in the Service Sector

The labor shortage in the food service, retail, and hospitality industries is becoming an increasingly pressing issue, complicating business growth. High employee turnover significantly raises costs associated with recruitment, training, and adaptation, which is particularly challenging for small and medium–sized enterprises. This article examines the causes of the labor shortage, including demographic decline, seasonality, competition for talent, and evolving employee expectations.Special attention is given to effective methods of recruitment and employee retention. The study explores non–material motivation tools, such as individual development plans, career planning, and workBlife balance support. Streamlining the hiring process through automation, HR branding, and the cultivation of corporate culture are highlighted as key strategies for reducing turnover.Furthermore, the importance of a systematic approach to employee training and development is emphasized, contributing to increased engagement and service quality. The article concludes that a comprehensive approach to personnel management is essential for enhancing companies’ competitiveness in the context of labor shortages.

Employee’s Satisfaction in Midewife Maternity Services in T Primary Health Care, Pekalongan, Central Java

Midwives play a vital role in addressing issues related to pregnancy and breastfeeding, which also helps prevent postpartum depression. Low satisfaction among hospital midwives can lead to inadequate professional identity and employee turnover. The aim of this study was to determine the factors that influence midwives' job satisfaction in maternity services. The stages in this research include starting, selecting cases and informants, compiling instruments and protocols, entering the field, analyzing data, establishing proportions, summarizing the literature, concluding, implications, and recommendations for further research. In this study, the researcher used ten midwives as research informants. Data collection techniques used in this study include observation, interviews, field notes. Triangulation is used to help confirm research findings, reduce the shortcomings of a single method or source, provide greater insight, quickly detect and eliminate inconsistent data, and increase the validity and credibility of the research. The researcher concluded that there were ten latent variables from ten informants. Eight latent variables contributed to employee satisfaction. These factors include sense of dedication, family orientation towards relationships, synergistic teamwork, rational compensation, support for professional development, employee facilities, empathy for scarce resources, and serving patients with diverse demographics. In addition, two factors were identified as causes of employee dissatisfaction such as flood-prone facilities and work-life imbalance.

The Relationship between Leadership Style, Employment Engagement, and Turnover Intentions in Healthcare Organizations in Saudi Arabia

Leadership style significantly impacts the work atmosphere and staff behavior such as employee engagement and turnover intention. The transformational and transactional styles of leadership are two of the most prominent types of leadership seen in healthcare companies. This study examines the extent of the Relationship between leadership style, employee engagement, and turnover intention in healthcare organizations in Saudi Arabia. This research study employs a systematic review methodology using the PRISMA framework to identify and interpret studies examining the relationship between leadership style, employee engagement, and turnover intention in healthcare organizations in Saudi Arabia. The studies were extracted from four prominent databases: PubMed, Google Scholar, Medline, and Scopus. The paper’s quality was assessed using JBI assessment and analysis. Out of 1230 papers, 12 studies were eligible for the analysis. All the studies revealed that there is a significant relationship between LS, EE, and TI in healthcare organizations. Moreover, effective leadership had a favorable impact on work engagement and significant consequences, including job performance, engagement, and a decline in employee TI. We found most studies found a significant correlation between transformational leadership and TI was amplified in the context of elevated levels of job satisfaction and EE. Future research might utilize quantitative and mixed methods methodologies to investigate the influence of learning systems on employee engagement and turnover intentions. The healthcare industry should prioritize the implementation of educational training programs to enhance the professional development of healthcare personnel.

Examining sustainable hospitality practices and employee turnover in Pakistan: The interplay of robotics awareness, mutual trust, and technical skills development in the age of artificial intelligence.

Integrating robots and artificial intelligence (AI) into workplaces is becoming increasingly prevalent across various sectors, including hospitality. This trend has raised concerns regarding employee anxiety and the potential for higher turnover intentions, particularly when AI technologies are perceived to undermine professional expertise. This study explores the relationship between awareness of robotics and AI and employee turnover intentions, framed within the Conservation of Resources Theory (COR). To address the challenges posed by AI in the workforce, hotel managers must prioritise organizational support in areas such as financial resources, policy development, career advancement, and employee adaptation. The hospitality industry is leveraging AI and robotics to enhance guest interactions and service delivery, yet this technological shift may inadvertently increase employees' intentions to leave their positions. Employing a cross-sectional design, we gathered data through a structured questionnaire utilizing a five-point Likert scale, targeting 435 employees from 5- and 7-star hotels in Lahore, Pakistan, including CEOs, managers, directors, supervisors, executives, and room service operators. Our findings reveal a significant positive relationship between awareness of robotics and AI and employee turnover intentions. Moreover, mutual trust (MT) emerged as a moderating factor positively affecting the association between robotics awareness and turnover intentions. While technical grooming (TG) and job insecurity (JI) were not previously discussed in the literature, our research indicates that they also play critical roles in this context, highlighting the complex interplay of factors influencing turnover intentions in the face of advancing technology.

Onboarding Dairy Farm Employees: Improving the New Employee Experience.

The first days and weeks on the job set the course for a new dairy farm employee. This project involved an educational intervention to increase the use of new employee onboarding practices in dairy farms and analyzes the resulting effects on (1) levels of onboarding practice use, (2) manager perceptions of employee performance, (3) manager satisfaction with the onboarding program, (4) manager concerns about compliance with state and federal employment regulations, and (5) employee turnover. Onboarding advisors (educators and consultants) provided templates, examples, and intensive facilitation directly with farm managers to learn and adopt onboarding practices. A total of 36 dairy farms participated in the onboarding project, and 17 provided a complete set of data from before and after the intervention and were included in this analysis. Dairy managers' self-reported data indicated statistically significant increases, measured on a 4-point scale, in their levels of onboarding practice use after the intervention for compliance (increase from 2.47 to 3.24) and clarity (increase from 2.53 to 3.24). Of 23 recommended onboarding practices, dairy managers reported tripling their adoption of mission statements, first day safety training, and sharing job descriptions, while adoption of 5 other practices more than doubled. Managers' satisfaction with their onboarding program experienced a significant increase, going from a mean of 2.65 before the intervention to 5.06 afterward on a 7-point scale. Dairy farm managers reported they were more concerned about their compliance with federal and state employment regulations after participating in the onboarding project, possibly due to increased awareness and rapidly changing regulations. Finally, of the 11 farms that reported complete employee turnover information, there was an encouraging decline in turnover from before (44%) to after the intervention (28%) but the result was not statistically significant. Our findings demonstrate that, according to self-report, an educational intervention providing templates, resources, and access to professionals with HRM skills was effective in helping farms improve onboarding and increase adoption of specific HRM practices.

The Impact of Predictive Analytics on Employee Engagement and Turnover in Knowledge-based Teams: A Systematic Literature Review

The Impact of Predictive Analytics on Employee Engagement and Turnover in Knowledge-based Teams: A Systematic Literature Review