Turnover Risk Research Articles

Is Human Capital Related to Voluntary Turnover in U.S. State Governments? Evidence from the State of Oklahoma

Building and retaining human capital stock is critical for organizational success and survival. These two practices, however, may inadvertently be at odds with one another. That is, as organizations seek to increase their human capital stock, through both internal and external strategies, they may also unintentionally increase their risk of voluntary turnover. Research has found support for this relationship in the private sector, yet empirical evidence for such a correlation among public sector organizations is nonexistent. This article, therefore, contributes to the understanding of whether the postulated relationship between human capital and voluntary turnover is generalizable to public sector entities, specifically focusing on U.S. state government. Using longitudinal workforce data from the State of Oklahoma, results of econometric analysis demonstrate that this organizational phenomenon transcends sector boundaries.

Lean on Me: A Scoping Review of the Essence of Workplace Support Among Child Welfare Workers.

Child welfare workers (CWWs) often work under conditions similar in nature to workers within safety critical organizations (SCOs). This is because most of their work surrounds child neglect, securing homes for foster children, haphazard, and intricate cases, among other things, and where making wrong decisions, inattention to details, and the likes could lead to adverse consequences especially for the kids within their care. Research has shown that employees who experience support at work often report less stress symptoms, burnout, and a host of other negative workplace experiences. Experience of support at work has also been found to boost employees’ retention, job satisfaction, and productivity. Despite this development, research exploring the essence of workplace support among CWW is very scarce in the literature, and we know very little about the type of workplace support and their influence on a host of workplace outcomes, especially the negative ones like secondary traumatic stress, aggression, and violence toward CWWs. The purpose of the current scoping review was to uncover what is known about workplace support and their relationship with workplace outcomes among CWWs. The authors explored four databases and identified 55 primary studies investigating workplace support and workplace outcomes among CWWs in the review. Studies mostly framed support under three main support types of coworker/peer support, social/organizational/management support, and supervisor/leadership support. Findings showed that workplace support has a positive impact on workplace variables like job satisfaction, engagement, commitment, and reduces the risk of turnover, burnout, and other negative workplace variables. The review highlights possible directions for future research.

Occupational stress and the risk of turnover: a large prospective cohort study of employees in Japan

BackgroundAlthough several studies have examined the association between occupational stress and turnover, these studies relied on cross-sectional designs, subjects’ self-report, healthcare workforce, or small sample sizes. This study aimed to confirm whether occupational stress increases the risk of turnover in a large-scale prospective cohort study using actual turnover data from company records.MethodsThe participants were 3892 male and 5765 female employees aged 20–49 years in a financial service company. We followed them from October 2012 until April 1, 2016 and used company records to identify employees who resigned. We identified employees with high and low stress using the Brief Job Stress Questionnaire. Hazard ratios for turnover in high-stress employees were estimated using Cox proportional hazards models, and population attributable risks were calculated separately for men and women.ResultsDuring 11,475,862 person-days, 122 men and 760 women resigned. After adjustment for age, length of service, job type, and position, the hazard ratios (95% confidence intervals) for turnover in high-stress employees were 2.86 (1.74–4.68) for men and 1.52 (1.29–1.78) for women. The corresponding population attributable risks for high stress were 8.2% for men and 8.3% for women. The component scores, i.e., job stressors, psychological/physical stress response, workplace social support, and job strain (the combination of high job demands and low job control) were also significantly associated with turnover (p < 0.05).ConclusionsOccupational stress increases the risk of actual turnover. Measures to prevent occupational stress may be useful to prevent employee turnover.

Early Childhood Professional Well-Being as a Predictor of the Risk of Turnover in Child Care: A Matter of Quality

ABSTRACT Annually, approximately 27% of early childhood care and education professionals turnover, or leave their positions or the field, which may negatively impact quality in two ways. First, continuity is disrupted when teachers leave, severing important relationship bonds among teachers, children, and families. Second, professionals who are considering leaving may be unhappy and distracted, which may impact their capacity to care mindfully and appropriately for young children. This quantitative study examined the relationship of Early Childhood Professional Well-being (ECPW) to “risk of turnover” (perceived job dissatisfaction and consideration of leaving one’s position and/or the field) using the Early Childhood Professional Well-being Questionnaire (ECPW-Q) with a sample of 281 caregivers/teachers and administrators of child-care programs. Three factors of well-being were identified through factor analysis: Supportive Structures – environment and climate; Collegial Relationships – between/among adults; and Professional Beliefs & Values – autonomy, choices, participation in decision-making. Regression results show average ECPW predictive of risk of turnover, with Path Analysis showing specific relationships among variables. Implications for further analyses are considered along with practices and policies that decrease the risk of turnover and increase well-being to support professionals’ capacity to care optimally and appropriately in their work with young children and families.

Contribution of high risk groups' unmet needs may be underestimated in epidemic models without risk turnover: A mechanistic modelling analysis.

BackgroundEpidemic models of sexually transmitted infections (STIs) are often used to characterize the contribution of risk groups to overall transmission by projecting the transmission population attributable fraction (tPAF) of unmet prevention and treatment needs within risk groups. However, evidence suggests that STI risk is dynamic over an individual’s sexual life course, which manifests as turnover between risk groups. We sought to examine the mechanisms by which turnover influences modelled projections of the tPAF of high risk groups.MethodsWe developed a unifying, data-guided framework to simulate risk group turnover in deterministic, compartmental transmission models. We applied the framework to an illustrative model of an STI and examined the mechanisms by which risk group turnover influenced equilibrium prevalence across risk groups. We then fit a model with and without turnover to the same risk-stratified STI prevalence targets and compared the inferred level of risk heterogeneity and tPAF of the highest risk group projected by the two models.ResultsThe influence of turnover on group-specific prevalence was mediated by three main phenomena: movement of previously high risk individuals with the infection into lower risk groups; changes to herd effect in the highest risk group; and changes in the number of partnerships where transmission can occur. Faster turnover led to a smaller ratio of STI prevalence between the highest and lowest risk groups. Compared to the fitted model without turnover, the fitted model with turnover inferred greater risk heterogeneity and consistently projected a larger tPAF of the highest risk group over time.ImplicationsIf turnover is not captured in epidemic models, the projected contribution of high risk groups, and thus, the potential impact of prioritizing interventions to address their needs, could be underestimated. To aid the next generation of tPAF models, data collection efforts to parameterize risk group turnover should be prioritized.

Financial Reporting Quality, Turnover Risk, and Wage Differentials: Evidence from Worker-level Data

We examine whether financial reporting quality affects worker wages using employer-employee matched data in the U.S. We find that low financial reporting quality is associated with a compensating wage differential—i.e., a risk premium—even after controlling for worker characteristics. The data show a sizable wage differential using both firm-level reporting quality and workers switching to low financial reporting quality firms. We explore two potential channels of this association: the performance pay and turnover risk channels, where workers bear risks from noise in performance measurement and unemployment, respectively. We find that the association is stronger when industries use more performance pay for rank-and-file employees and that firms with low reporting quality exhibit high employee turnover. To mitigate endogeneity concerns over omitted firm characteristics, we show that—after the accounting scandals in 2002 and after the announcements of an internal control weakness (ICW)—former Andersen clients and ICW firms pay wage premiums to employees, with magnitudes between 0.9% to 2.8% of annual wages. Overall, we demonstrate economically significant compensating wage differentials for low financial reporting quality firms.

A data-driven risk measurement model of software developer turnover

During the software development life cycle, the turnover of software developers is one of the critical risks that may lead to severe problems (such as postponement and failure of projects), which is often ignored by many professionals. To address this problem, we focus on the uncertainty of turnover risk of software developer (TRSD) and its loss incurred to projects. To tackle this problem, we propose a method to quantify the uncertain risks related to developer turnover, including resignation and replacement. Additionally, to calculate the extent of loss caused by TRSD, we employed machine learning, natural language processing, and data mining techniques to identify software development activities and establish the importance of developers by mining and analyzing the commit event logs. Moreover, based on the information entropy theory, we established a risk measurement model of TRSD that can be used to measure the risk level of each developer and the holistic risk of ongoing software projects. Finally, we validated the feasibility and efficacy through a case study.

New Graduate Nurse Transition Into the Intensive Care Unit: Qualitative Insights From a Longitudinal Study-Part 1.

Patients admitted to intensive care units (ICUs) are critically ill and suffer from life-threatening sickness of injury. To work in ICU, registered nurses require additional knowledge and skills. While practices regarding the hire of new graduate nurses (NGNs) into settings such as the ICU vary, it is common that NGNs are being hired. However, NGNs in general, are at a higher risk for turnover within the profession as compared to their more experienced colleagues. NGNs in ICU settings may be at higher risk of turnover due to the complexity of the care context. It is of particular importance that the experiences of NGNs in ICU be explored with the intent of identifying what these nurses experience but also to consider how they can be best supported during a period of transition. This manuscript reports the findings from a mixed design study that sought to understand the transition of a cohort of NGNs over a period of 2 years. This study used both a purposive and convenience sample of NGNs. The qualitative component incorporated Thorne's (2016) interpretive description. Face-to-faceinterviews were completed. Five themes were identified: an emotional transition, a social transition, a transitioning mindset, transitioning through firsts, and transitioning with confidence. Within each theme, there is a distinct difference and elements of transition were evident. Findings demonstrate that the NGNs appeared to be more confident in their skills and in their nursing practice over time. Findings from this study provide important insight into the experiences of NGNs in ICUs.

Pengaruh Perputaran Kas, Kecukupan Modal, dan Risiko Kredit Pada Profitabilitas LPD di Kabupaten Gianyar

This study aims to determine the factors that affect the profitability of LPDs by using variable cash turnover, capital adequacy and credit risk. This study hypothesizes cash turnover, capital adequacy, and credit risk and LPD profitability. This research took place in the LPD of the Regency of Gianyar. The sampling method uses probability sampling with proportional stratified random sampling technique. The research data were sourced from LPD financial report data recorded in the Gianyar Regency LPLPD. Analysis of research data using multiple linear regression. The results showed that cash turnover and capital adequacy has a positive effect on LPD profitability in Gianyar Regency. But, credit risk has a negative effect on the profitability of LPDs in Gianyar Regency. Based on the results of the study it is expected that the LPD is able to maintain the level of cash turnover, capital adequacy, and the level of credit risk.&#x0D; Keywords : Profitability; Cash Turnover; Capital Adequacy; Credit Risk.

Public school accountability, workplace culture, and teacher morale

Educational scholars claim that teacher morale has suffered from accountability pressures and constrained professionalism, but exactly what is most diminished by these pressures remains unclear. Drawing on recent theoretical work on public school organizational culture, we hypothesize that accountability pressures hurt teacher morale and increase the risk of turnover by undermining the professional culture of the school and by diminishing teacher cooperation and trust. We find support for this hypothesis in a national sample of teachers in 2011–12, and a follow-up survey from 2012–13. The analyses test whether a collective pedagogical teacher culture, comprised of professional culture and teacher collaboration, buffers the impact of these pressures that diminish teacher morale. Counter to past research, we find that a strong collective pedagogical teacher culture does not buffer teachers from the ill effects of negative workplace conditions in the form of accountability pressures. We also find that accountability pressures in the form of district dismissals are associated with a higher likelihood of teachers leaving their school, and this relationship is not mitigated by strong professional culture. We conclude that accountability pressures partly undermine goals of improving performance and equity in public schools by sowing seeds of teacher dissatisfaction and contributing to teacher turnover, thus thwarting student achievement in struggling schools.

CEO Compensation and Risk of Turnover: Evidence from CEO Divorce

Contrary to the entrenchment view of executive compensation, I find that CEOs with more control over the firm, proxied by higher equity ownership, have smaller compensation packages and are less likely to have severance contracts. Despite lower pay, these CEOs have longer tenure and their boards’ replacement decisions are less sensitive to their performance, which is consistent with the view that there is a trade-off between pay and dismissal risk. To mitigate endogeneity concerns, I use divorce as an exogenous negative shock to CEO equity ownership, and find that following a divorce, turnover risk goes up and pay increases significantly.

Efficacy of the Well-Being Index to identify distress and stratify well-being in nurse practitioners and physician assistants.

To evaluate the ability of the Well-Being Index (WBI) to stratify distress and well-being (high quality of life [QOL]) in nurse practitioners and physician assistants (NPs and PAs) and identify those whose degree of distress place them at an increased risk for medical error or turnover. A national sample of NPs and PAs completed a survey that included the WBI and instruments to measure QOL, fatigue, burnout, recent suicidal ideation, medical error, and intent to leave the current job. Overall, 1,576 of 4,106 (38.4%) NPs and PAs completed the survey. Those NPs and PAs with low mental QOL, extreme fatigue, recent suicidal ideation, or burnout had less favorable WBI scores (all p < .0001). Using a prevalence of low overall QOL among APPs of 14.4% as the pretest probability, the WBI score can reduce the posttest probability of low QOL to 2% or increase it to 64.7%. As the WBI score worsened, the posttest probability of high overall QOL decreased from 73% to 8.2%. Also, WBI score stratified the NPs and PAs likelihood of reporting recent medical errors and intent to leave his or her current job. The WBI is a useful screening tool to stratify distress and well-being in APPs across a variety of domains and identify those NPs and PAs whose degree of distress may increase the risk of medical error or turnover.

Pre-employment health lifestyle profiles and actual turnover among newly graduated nurses: A descriptive and prospective longitudinal study

BackgroundNewly graduated nurses’ pre-employment health lifestyles play particularly important roles in their smooth adaptation to and retention in clinical nursing; however, the longitudinal relationship between pre-employment health lifestyles and work outcomes, such as turnover, remains underexamined. To identify the health lifestyle profiles of specific populations of interest, recent studies have employed multifaceted approaches using health behaviors and/or statuses. ObjectivesTo identify the pre-employment health lifestyle profiles of newly graduated nurses, and to examine the longitudinal relationships between health lifestyle profiles and actual turnover. DesignDescriptive and prospective longitudinal study design. SettingsOne tertiary hospital in Seoul, South Korea. ParticipantsA total of 464 newly graduated nurses who started work between September 2014 and December 2015. MethodsThe outcome was actual turnover—whether participants had resigned from the organization and the days they worked up to December 31, 2017. We measured eight health lifestyle variables on the first day of orientation before ward placement (i.e., at baseline): quantity and quality of sleep, eating three meals a day, having a regular diet, alcohol consumption, moderate exercise, depression, and self-rated health. We employed latent class analysis to identify the health lifestyle profiles of new nurses, and used Cox proportional hazards regression to examine the longitudinal relationships between health lifestyle profiles and actual turnover. ResultsWe classified newly graduated nurses’ pre-employment health lifestyle profiles into two groups: unhealthy lifestyle (15.6%) and discordant (84.4%). Compared with the new nurses in the discordant group, those in the unhealthy lifestyle group had significantly higher probabilities of resigning (HR = 2.38, 95% CIs of HR = 1.62–3.50); this relationship remained significant after adjusting for perceived job stress at six weeks of work (HR = 2.26, 95% CIs of HR = 1.50–3.39). ConclusionsThis study identified significant differences in the patterns of newly graduated nurses’ pre-employment health lifestyles; our analysis showed that classification in the unhealthy lifestyle group was a turnover risk factor. Given that new nurses’ health lifestyles affect work outcomes, hospitals should implement organizational and educational initiatives to encourage healthy lifestyles. In considering pre-employment health lifestyle profiles, hospitals should also monitor novice nurses’ adaptation and wellness. Nursing education should include strategies to enhance nursing students’ own health. Further extensive longitudinal studies should seek to identify the health lifestyle profiles of heterogeneous nurse populations.

Turnover behavior among US government employees

High employee turnover is a critical policy issue for public managers to solve. The US government is concerned about slowing turnover rates, which have accelerated from 14–15% to more than 18% since the Great Recession. Explanations for increases in employee departure are more difficult to pin down. The expected wave of baby-boomer retirements did not materialize and cannot explain turnover. The impact of the Great Recession on employment makes it more difficult to theorize about the relationship between employee–organizational fit and turnover. This study analyzes US government employees’ turnover using data from the 2003, 2006, 2010, and 2013 editions of the National Survey of College Graduates. The data provide a unique opportunity to study cohorts of US government workers before and after the recession. Statistical models of employee turnover focus on comparing the factors that lead to employee departure. The exodus of workers from government offices can be explained more by the fit between the individual and organizational needs than by a mismatch between the skills required in the job and the needs of the organization. The results show that when there is a mismatch between individual skill level and the skills in their job, individuals are more likely to move within government. Workers that made job changes after the recession (2010–2013) had a greater gap in organizational fit than those that made job changes prior to the recession (2003–2006). Points for practitioners This study describes turnover in public organizations and provides conclusions showing how managers can minimize the risk of turnover to ensure effective government. Public managers should modify management policies to meet the needs of modern-day employees and make the government more resilient within changing work environments. Organizations can begin to mitigate turnover rates during hiring by matching employment opportunities with the job skills and expectations of candidates through careful hiring, appropriate placement, and providing employee training and support.

MON-254 Fragility Fracture in a Pediatric Patient with Williams-Beuren Syndrome

Background: Williams-Beuren syndrome (WBS) is a genetic disorder arising from a microdeletion involving the elastin gene. There are several well-defined effects of WBS across multiple organ systems, but less clear is the effect of this syndrome on bone metabolism. While there is literature to suggest that adults with WBS have premature osteopenia and osteoporosis, an increased risk of fracture has not been described in children with WBS . We describe an 11 year old girl with WBS who presented with back pain and was found to have 2 vertebral compression fractures. Clinical Case: The patient was diagnosed with WBS at 1 year of age via genetic testing obtained during a work-up for failure to thrive. She has no prior history of hypercalcemia. At the age of 11 years she complained of severe mid-thoracic back pain lasting several days. There was no history of trauma or cutaneous signs of injury. A plain film revealed compression fracture of 2 thoracic vertebrae; she was then referred to orthopedics and endocrinology. The patient had no history of prior fractures and family denied other episodes of severe pain. Parents reported normal intake and denied any dietary restrictions; there was no family history of bone disease. Her exam was unremarkable and she had normal vital signs, height, weight, and height velocity. Laboratory findings, including calcium, albumin, phosphorus, PTH, 25-hydroxyvitamin D, 1,25-dihydroxyvitamin D, alkaline phosphatase and urine Ca/Cr ratio, were all within normal limits. The remainder of CMP as well as CBC, ESR, celiac panel, and thyroid function tests were also unremarkable. DEXA was significant for whole body Z-score -1.1, spine -1.6. Following risk-benefit discussion with family, treatment with bisphosphonate therapy was not initiated. Patient was instructed to increase weight-bearing exercise and has had no subsequent fractures. Conclusions: The pathophysiology of hypercalcemia in WBS remains unclear. As it is likely related to a dysregulation of the calcium-PTH axis, these patients may be at risk for abnormal bone turnover and formation. Vitamin D and calcium supplementation are typically not recommended in WBS because these patients remain at risk for hypercalcemia. Therefore, we suggest that these patients may benefit from weight bearing exercise and potentially monitoring of bone density from an earlier age.

When onboarding becomes risky: Extending social learning theory to explain newcomers’ adoption of heavy drinking with clients

What drives newcomers to adopt behaviors that, while perhaps helping them meet short-term role demands and organizational objectives, may also place themselves and/or their organization at risk in the long term? Based on social learning theory, research on onboarding and newcomer socialization suggests that such behavior may be explained by peer modeling. But is this always the case? Using heavy drinking with clients as an empirical referent and incorporating factors from research on learning in risky choice into a model grounded on social learning theory, we examine how contextual variables moderate the effect of veteran peer modeling on newcomer adoption or intensification of work-related risky behaviors over time, and demonstrate the impact of adoption/intensification on newcomer outcomes. Data from a longitudinal study of newcomers, their veteran peers, and supervisors in sales and client-service indicate that the extent to which veteran modeling influences the adoption/intensification of newcomer heavy drinking with clients depends on newcomers’ prior experiences and veteran peer (but not supervisor) guidance. Moreover, they indicate that steeper increases in heavy drinking with clients over time, while associated with improved job performance, also link to higher work-to-family conflict and turnover risk. Implications for research on onboarding and newcomer socialization are discussed.

Intention to quit as precursor of voluntary turnover: Person–organisation fit and the psychological contract – a talent management quandary

The purpose of this study was to determine the relationship between person– organisation fit and an individual’s intention to leave the organisation (turnover intention) as a precursor to voluntary turnover. The impact the psychological contract has on the individual’s intention to leave the organisation (turnover intention) was also determined. The study included an analysis of specific groups in the organisation that pose a higher risk of voluntary turnover. The sample for the study consisted of 1920 participants, with 60 randomly selected employees from 32 organisations. The person–organisation fit instrument consisted of three factors, namely indirect fit, direct fit and person–job fit (nine items in total). The instrument that measures psychological contract consisted of two factors, namely self and organisational items (six items). The turnover intention measure consisted of four items. All three instruments reported acceptable psychometric properties. Indirect fit (organisation fit as values congruence) and direct fit (needs–supplies fit) each explain 15% of the variance in turnover intention, with psychological contract adherence – organisation/ employer explaining 3%, the total variance explained by the model being 33%. Significant differences between groups were also reported, with the higher risk groups (for leaving the organisation) being the support/non-core employees, the non-management group and the professionally qualified, experienced specialists. The results of this study were converted into practical recommendations in terms of proposed interventions on the part of the HR fraternity to retain high-performing employees, with specific reference to the person–organisation fit and subsequent adherence to the psychological contract.

Matching Premiums in the Executive Labor Market

ABSTRACT We study whether executives receive pay premiums for the uncertainty of their match with a new firm. Using changes in executive-firm matches from Execucomp, we document that executives receive significant attraction premiums when they move to new firms. These premiums vary with proxies that capture potential sources of uncertainty about the quality of the match, and are incremental to pay for managerial talent, generalist ability, industry turnover risk, and potential additional costs incurred by the new employer to attract the executive to the firm, such as payments for forfeited equity and relocation costs. Consistent with compensation for uncertainty of fit, we find that the premiums decrease with the executive's tenure at the new firm, as the uncertainty about the executive-firm match is resolved over time. Our findings raise the possibility that attraction premiums are an additional cost of executive turnover and may contribute to the overall rise in executive pay. JEL Classifications: J24; J33; M12; M52. Data Availability: Data are available from sources cited in the text.

Evaluating the formation of professional identity in Iranian nursing students after implementation of a new curriculum

Context: The nursing education program in Iran has been reformed over the past years with the aim of enhancing the moral capabilities and formation of positive professional identity in graduated nurses. Aims: The purpose of this study was to investigate the degree of formation of professional identity in nursing students in Iran. Setting and Design: This was a descriptive cross-sectional study. Two hundred and twenty-one students studying in the last three semesters were selected using convenience sampling. Materials and Methods: The Professional Identity Scale for nursing students was used for data gathering. The questionnaire was translated into Persian by the forward-backward translation method. The study was conducted in 2017 in three of Iran's capital's nursing and midwifery school. Statistical Analysis Used: The data were analyzed using independent t-test, one-way ANOVA, Pearson's correlation, and linear regression. Results: The mean age of the subjects was 23. 15 ± 2.71 years and 50.7% of them were female. The average score for professional identity was 55.61 ± 12.75, and the score for professional self-image was 20.68 ± 4.82; the benefit of retention and risk of turnover was 11.94 ± 3.70; social comparison and self-reflection was 10.06 ± 2.50; independence of career choice 6.80 ± 1.82; and social modeling 6.42 ± 2.30. Conclusion: The average score of professional identity was higher than half of the expected score, but it was lower than the maximum score. The nursing education program in Iran failed to advantageously shape the professional identity of nursing students.

Matching Premiums in the Executive Labor Market

We study whether executives receive pay premiums for the uncertainty of their match with a new firm. Using changes in executive-firm matches from ExecuComp, we document that executives receive significant attraction premiums when they move to new firms. These premiums vary with proxies that capture potential sources of uncertainty about the quality of the match and are incremental to pay for managerial talent, generalist ability, industry turnover risk, and potential additional costs incurred by the new employer to attract the executive to the firm, such as payments for forfeited equity and relocation costs. Consistent with compensation for uncertainty of fit, we find that the premiums decrease with the executive’s tenure at the new firm, as the uncertainty about the executive-firm match is resolved over time. Our findings raise the possibility that attraction premiums are an additional cost of executive turnover and may contribute to the overall rise in executive pay.