Work Turnover Research Articles

The impact of skill mismatch on unemployment, informality, and labour turnover

Abstract The objective of this paper is to analyse the impact of skill mismatch on labour turnover, unemployment, and informality, in the case of Colombia. We study Colombia because it is a developing country with one of the highest levels of unemployment and informality in Latin America, along with very restrictive institutions, such as the minimum wage. We found that skill mismatch can explain the high turnover of workers in the Colombian labour market, evident in the increase in hirings and also in separations. Additionally, we find a positive significant effect of skill mismatch on the levels of informality, but no significant effect on unemployment. This evidence remains even once we consider the role of labour market institutions such as minimum wage and non-wage labour costs.

Job Satisfaction in Kathmandu's Hospitality Industry: Exploring Work Environment, Compensation, and Employee Retention

The paper discusses the job satisfaction of employees in the hospitality industry, relating to star-rated hotels and high-quality restaurants in Kathmandu. In this sector, which faces long hours of work, high labor turnover, and heavy workloads, the present research study has tried to assess the satisfaction of the employees concerning the work environment, compensation, workload, benefits, job security, and professional development opportunities. Data for this descriptive quantitative research design were obtained from 144 employees from various departments, mainly food and beverage service and food production. The findings showed that workers were satisfied with their remuneration and work-life balance, as well as working conditions in general: 87.5% were adequately compensated, and more than 90% considered work in a positive light. However, a few respondents were not satisfied with how workload is managed and adequate benefits. The study concludes by stating that job satisfaction has a pivotal role in minimizing turnover of workers, improving productivity, and increasing commitment among workers, which thus gives the management a legitimate reason to make it a priority in the industry.

Status of Construction Safety in Local Road Bridge Construction and its Consequences in Project Implementation: A Study in Gandaki Province, Nepal

After federalization of Nepal, bridge construction in local roads by provincial levels is in increasing trend. Being highly technical and of risky nature, construction safety needs to be ensured in bridge construction. However, in countries like Nepal, safety issues are considered, with follow up measures, only after the accidents occur at construction sites. In this context, this study aims to assess the present status and consequences of construction safety in local roads bridge project implementation and explore some improvements measures. A quantitative descriptive design was adopted for the study and 30 completed bridge samples from Gandaki province were selected using convenience sampling. Data were collected using questionnaire survey with 56 participants directly related to bridge construction and policy implementation. This study revealed that most of the bridge construction sites have poor workplace safety and worker’s welfare, inadequate provision and use of PPE, lack of trainings and awareness to workers as well as the absence of safety plans and method statements. Similarly, provisions for unsafe supports, shoring, formworks, concreting, and demolition were not noticed. While the absence of safety supervisor, job safety analysis, recording and reporting accident and diseases was observed, abundant cases were found where less importance was given to construction safety and use of PPE undermining the engineering and administrative hazard control methods in road bridge construction. Slip/trip/low falls, hand/leg/head injury, falling from height, eye problem, injury during erections, vehicle and electric current, cost and time overrun, substandard quality, reduced workers’ productivity, increased workers turnover, low construction safety reputation of contractor, loss/damage of land, irrigation canal, drinking water scheme, dust/noise have been found as consequences of poor safety practices. This clearly indicates that present bridge construction safety practices are inadequate and need substantial improvements for better project implementation. The major areas of improvements include safety as first priority, willingness, awareness and commitment of management, contractor and worker, selection of competent workers, formulation of specific safety rules, regulations, codes and their strict enforcement, good communication, safety training and inspection, motivation, adequate budget provision in contract for safety, provision of PPE, feeling safety as self-responsibility and use of technologies as well.

COVID-19 infection prevention and control program for aged care providers: a quasi-experimental study of Telegram-based training

ABSTRACT Given the high turnover of care workers in residential aged care facilities, continuous training on infection prevention and control (IPC) remains essential even after the COVID-19 pandemic. This study examined the impact of a Telegram-based training on aged care providers’ IPC knowledge, attitudes, self-efficacy. A two-arm, pre-post quasi-experimental study with repeated measures at week 2 (T1) and week 4 (T2) was conducted for seventy-two (72) participants from 14 residential aged care facilities in Malaysia, with 60 completing the study (30 per arm). All instructional activities and data collection for both groups were delivered through Telegram. The intervention group received a 2-day synchronous workshop (3 h/day) alongside e-materials for a 10-unit IPC module. Primary outcomes were measured using a knowledge test, COVID-19 Elderly Caregiver Questionnaire (attitude component), and an adapted General Self-Efficacy Scale. Telegram’s acceptability was also assessed using an adapted Technology Acceptance Model questionnaire. Results showed that the intervention group had a faster knowledge transfer (91.3%–93.5%; T0-T2 = ∆22.9; p ≤ .002;), higher knowledge scores (∆7.2–16; p ≤ .002; large effect sizes 0.9–1.7), and a small-to-modest increments in self-efficacy (∆13.2; p = .002) and attitude (∆5.2; p = .045). Integrating synchronous sessions into an online program improved knowledge transfer, enhanced self-efficacy and promoted positive attitudes by enabling real-time interpersonal communication and instant feedback. Telegram proved effective for mobile learning in aged care settings with limited resources.

Psychological distress, work–family conflict and family life satisfaction: A quantitative study of social workers in the UK

Frontline social workers work in difficult circumstances with clients who face significant trauma and distress. The increasing turnover of social workers is a matter of concern. This quantitative research explores psychological distress, work–family conflict and family life satisfaction in a sample of 104 social workers in North-West England. The findings revealed significant correlations among the variables. It was seen that family life satisfaction partially mediated the effects of depression on the manifestation of work-to-family conflict. Social work organisations need to introduce measures to enhance work–life balance, reduce psychological distress and promote the well-being of social work practitioners.

Corporate social responsibility on worker turnover rate and worker turnover cost: the role of symbolic image dimensions and the unemployment rate

Purpose This study aims to examine the relationship between corporate social responsibility (CSR) and worker turnover rate (WTR) and worker turnover cost (WTC) in Vietnamese garment companies, using the mediating role of symbolic image dimensions (SID) of employer image and the moderating role of unemployment rate. Design/methodology/approach This study uses Signaling Theory and Job Embeddedness Theory as theoretical frameworks to examine the mediating role of SID and the moderating role of the unemployment rate on the link between CSR and WTR, as well as the associated cost. Data from 119 Vietnamese garment companies are analyzed using structural equation modeling – AMOS software. Findings The findings suggest that CSR has a direct adverse effect on the WTR and an indirect effect on WTC through WTR. The results also indicate a direct relationship between the level of CSR adopted by companies and workers’ perception of the symbolic attributes of their company’s employer image as sincere, innovative, competent and prestigious. This, in turn, leads to a reduced rate of worker turnover. In addition, this study discovers the moderating influence of the region’s unemployment rate on the correlation between companies’ CSR and WTR. Practical implications The results indicate that companies should view CSR as a strategic tool to obtain better performance by achieving a win-win state of affairs with their workers. It also implies the influence of external economic factors on the relationship between CSR and worker turnover. Originality/value This study contributes to the literature by highlighting the economic benefits of CSR and the SID.

Employee health and corporate innovation: Evidence from medical cannabis legalisation

AbstractWe study the effects of employee health on corporate innovation by exploiting staggered medical cannabis legalisation across states from 1995 to 2020. Medical cannabis legalisation increases medical access, thereby significantly influences employee health. Using a difference‐in‐differences empirical design, we find that firms became more innovative after their states legalised medical cannabis use. In particular, we show that firms produced more patents, generated more patents with significant impacts, and attained higher patent value following the passage of bills to legalise medical cannabis. We identify a possible mechanism through which employee health spurs innovation: lower worker turnover. Lower worker turnover encourages firm‐specific human capital investments and facilitates inter‐generational knowledge transfer. Taken together, our findings support the hypotheses that medical cannabis legalisation improves employee health, overall well‐being and their innovative capacities.

Childhood Cancer in Cameroon and Kenya: Preliminary findings of an implementation effectiveness study for early detection of childhood cancer.

e23096 Background: Early childhood cancer detection reduces mortality, particularly in LMIC contexts where an improved understanding of early warning signs and symptoms (EWSS) and integration of vital referral pathways into existing health systems are crucial to improved childhood cancer outcomes. Our project seeks to adapt and implement a Ghanaian-developed EWSS intervention for Kenya and Cameroon using implementation science frameworks to move beyond the common but ineffective train-and-hope approach. Cameroon operates on a three-tiered sub-sector health system, with the intermediate level consisting of regional delegations that support districts1. In Kenya a six-tiered health system delivers primary care (1-2), mid-level care (3-4), advanced care with centers of excellence (5-6) 2. Health system contexts will inform implementation planning and execution. Methods: Health system stakeholders convened in each country to launch their EWSS initiative. Two-day meetings were collaboratively led by local stakeholders and the research team, guided by The Implementation Roadmap3, a multi-implementation framework resource. They discussed l) local barriers to childhood cancer detection, 2) referral pathways, 3) leadership and operational implementation teams, 4) sustainable EWSS training, and 4) target settings. Results: Stakeholders endorsed the EWSS program and identified individuals to form implementation teams to plan and execute implementation reflective of health system organization and realities. Both countries engaged in an evidence-based implementation planning process, reviewed EWSS core components and training logistics, and endorsed a sustainable tiered training model targeting clinicians and oncologists across system levels and institutional providers. Training content will be adapted for country, region, and county contexts. Both countries endorsed and identified district childhood cancer champions to facilitate training and coordinate timely referrals. Common implementation barriers identified included high healthcare worker turnover, transportation logistics for in-person training, and remuneration options for trainees. Conclusions: Health system leaders in Kenya and Cameroon endorsed an evidence-based EWSS implementation and sustainment approach and identified adaptations responsive to the health system contexts. Implementation will be locally led to ensure effectiveness, sustainability, and appropriate cultural EWSS adaptation. Moving forward, local implementation teams will work with researcher-facilitators to implement EWSS toward improved cancer detection rates.

Health care provider movement increased through COVID-19.

COVID-19 placed unprecedented strain on the health workforce, raising concerns of increasing worker turnover and attrition. This study explores the use of 2 publicly available Medicare datasets-Provider Enrollment, Chain, and Ownership System (PECOS) and Doctors and Clinicians-to track provider movement across states and organizations from 2017 to 2023. We found an increase in state-to-state movement of providers post-COVID-19, with an initial spike in physician movement in the first year (April 2020 to March 2021). Movement varied across specialties and professions. Between organizations, we saw an initial increase in movement for family physicians but not internal medicine physicians. Overall, provider movement was generally to larger organizations. Our study finds increasing movement of providers in the post-COVID-19 period through the novel use of 2 publicly available Medicare datasets. Tracking health care workforce movement closer to real time is important to understand a changing workforce-with differences across communities-and to guide policies to ensure sufficient workforce and prevent worsening disparities over time.

Workplace support, job autonomy, and turnover intention among child welfare workers in China: The mediating role of job satisfaction

This study examined the mediating role of job satisfaction in the associations among workplace support, job autonomy, and turnover intention among child welfare workers in China. The differential effects of several sources of workplace support (coworkers, supervisors, and organization leaders) on worker turnover intention were also examined. Using data drawn from the Chinese Social Work Longitudinal survey 2019, a series of path analyses were conducted. The results indicated that job satisfaction partially mediated the effects of workplace support and job autonomy on turnover intention. When the effects of workplace support from different sources were examined, the mediating effect of job satisfaction was significant only for the association between support from organization leaders and turnover intention. Greater workplace support from organization leaders and supervisors directly predicted lower turnover intention, while workplace support from coworkers was not significantly associated with turnover intention. The findings suggest that policies and programs that promote workplace support from organization leaders and supervisors and enhance job autonomy and satisfaction may be critical to address high turnover rates among child welfare workers.

Estimating turnover and industry longevity of Canadian sex workers.

How long indoor sex workers stay employed in collectives is a poorly understood aspect of sex worker agency in industrialized democracies. This study provides estimates of turnover, the rate at which workers leave employment, using a subsample of 76 collectives representing 3545 workers over a one-year period. All the collectives provided data on individual workers via external websites. The collectives were identified in a larger random sample of 783 advertisers from a popular Canadian classifieds site used by sex workers, all of whom provided URLs as part of their ad contact information. Monthly between October 2022 and October 2023, individual workers associated with the subsample of advertisers were identified from web pages maintained by these advertisers and scheduling data was collected where available. Worker turnover was estimated based on whether workers were visible one month to the next. Over the year, estimated turnover ranged from 12.0% to 16.0% (mean 14.2% SD 1.1%). Turnover was not affected by month or number of workers in the collectives. Mean 41.1% workers (SD 23.5%, N = 51 advertisers) were scheduled on any given day. Workers were visible for a mean 5.5 months (SD 4.5) with those visible for one month being the largest single group. Most sex workers in collectives are likely not permanent full time employees, and the extremely brief work histories of many suggest that failure in the industry may be common for this subpopulation.

UNDERSTANDING FACTORS PROPELLING LABOUR TURNOVER OF MARRIED FEMALE WORKERS IN THE RETAIL INDUSTRY IN MASVINGO URBAN

The purpose of the study was to interrogate factors that influence labour turnover of married female workers in Small to Medium Enterprises (SMEs) in the retail industry. The study utilized the qualitative research approach with structured interviews being used to solicit data from twenty-two purposively selected participants who had left employment within the last five years from SMEs in the retail sector. The findings of the study showed that labour turnover of married female workers in the retail sector was alarmingly high. The main drivers of labour turnover were sexual objectification of married female workers at workplaces, heavy and physically demanding work and human engineering. Disputes of rights, glass ceiling and securing marriages were some of the major propellers of labour turnover of married female workers in SMEs in the retail sector. The high rate of labour turnover significantly affects the performance of SMEs. The study contributes to the body of knowledge by providing information on labour turnover of married female workers an area which has not been explored by many researchers. The results also help managers of SMEs in the retail sector and government authorities to pay close attention and possibly address the problems faced by female employees in the retail industry.

CAN EMPLOYEE TURNOVER INTENTION BE MINIMIZED THROUGH JOB SATISFACTION, ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND ORGANIZATIONAL COMMITMENT?

The greater the rate of employee turnover, the more harm it causes the company. Furthermore, there is a direct correlation between worker turnover and the intention to leave. Since the purpose of this research was to investigate employee turnover, the urgency of the issue is the main area of focus because it will obstruct the accomplishment of organizational objective. The purpose of this study is to examine the mediating role of organizational commitment and organizational citizenship behavior on the effect of job satisfaction on turnover intention. The research falls within the explanatory research category and included validation. This study utilised a survey to collect data from a significant portion of the workforce, consisting of 254 employees. The study used a saturated sample of 254 employees. The statistical method known as partial least squares, or PLS, along with the WarpPLS software were used for data analysis. The participants in this study were workers at an Indonesian manufacturer of medical devices. The research findings of this study provide an empirical contribution indicating that organisational commitment and organisational citizenship behaviour are critical components that need to be addressed in the company's efforts to lower the degree of intention to leave. Incorporating employees into decision-making processes can also help to maintain job satisfaction, as evidenced by the fact that such activities lower the intention of employee turnover. Companies should also focus on other factors that contribute to employee job satisfaction, such as clear career paths, appropriate rewards, work support facilities, and one example of good organisational citizenship on the part of employees not taking extra time off.

Reducing the Burdens of Paid Caregivers of Older Adults by Using Assistive Technology: A Scoping Review.

Paid caregivers are needed to support older adults, but caregiver burden contributes to high turnover rates. Assistive technologies help perform activities of daily living (ADLs) and can reduce caregiver burden, but little is known about how they impact paid caregivers. This scoping review provides an overview of evidence on using assistive technology to reduce burdens on paid caregivers working with older adults. The review was conducted from May to August 2022. The eligibility criteria included: (1) publication within 5 years in peer-reviewed journals, (2) investigation of assistive technology, (3) main participants include paid caregivers supporting older adults, and (4) describing impacts on caregiver burden. Searches were conducted in 6 databases, generating 702 articles. The charted data included (1) country of study, (2) participant care roles, (3) study design, (4) main outcomes, and (5) types of assistive technology. Numerical description and qualitative content analysis of themes were used. Fifteen articles reporting on studies in 9 countries were retained for analysis. Studies used a variety of quantitative (8/15), qualitative (5/15), and mixed (2/15) methods. Technologies studied included grab bars and handrails, bidet seats, bed transfer devices, sensor and monitoring systems, social communication systems, and companion robots. Articles identified benefits for reducing stress and workload, while paid caregivers described both positive and negative impacts. Literature describing the impact of assistive technology on paid caregivers who work with older adults is limited and uses varied methodologies. Additional research is needed to enable rigorous evaluation of specific technologies and impacts on worker turnover.

Equilibrium Poaching in Labor Markets

Abstract When firms have to employ a high-ability worker at a managerial position, sometimes they have to poach a promoted worker from another firm without observing that worker’s ability. We discuss the implications of this practice for the promotion signaling framework. Our model shows the turnover of workers and the wages paid at such an economy, and how they depend on the worker’s own ability and the ability of other workers in the firm. We show that due to the winner’s curse, firms make a non-positive expected profit from poaching a worker. In that case, non-promoted workers “subsidize” the wage paid to their manager. The need to hire managers without observing their ability is a new barrier to entry for firms (JEL codes: M51, J31).

Labor market power and worker turnover

The last two decades have seen a significant decrease in labor market turnover and an increase in labor market concentration. We investigate whether labor market power, as manifested by employer concentration and outside options, affect turnover rates. Utilizing online vacancy posting data, we find that moving from the 25th percentile to 75th percentile of employer concentration reduces the turnover rate by 5%, driven by high-school workers in low-skill industries. The same exercise for outside options implies a 39% increase in the turnover rate, driven by workers in high-skill industries.

Refugee Hiring and Organizational Performance

Prior research on the performance effects of hiring immigrants has mainly considered people who choose to move to other countries. We shift attention to forced migrants (i.e., refugees) and study the relationship between their employment and firm performance. We focus on the specific labor market conditions that refugees face and theorize that performance improves among firms that hire refugees. We explain this relationship using two interconnected mechanisms that revolve around refugees’ limited outside options. First, as refugees have strong incentives to remain employed, they put extensive effort into their jobs, work long hours, and, thereby, reduce the employer’s labor costs related to worker turnover (effort mechanism). Second, as refugees are generally willing to accept low pay, hiring them reduces the employer’s labor costs related to salaries (remuneration mechanism). Moreover, we theorize that greater job insecurity at the hiring firm strengthens both mechanisms because it increases refugees’ perceived risk of being fired and their fear of being unemployed. We find support for our theoretical predictions in a matched sample of 27,782 firms in Denmark covering the period from 2001 to 2016. History: This paper has been accepted for the Organization Science Special Issue on Migration and Organization. Funding: V. Rocha received financial support from the Carlsberg Foundation [Grant CF21-0156]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2021.15980 .

요양보호사의 직무스트레스와 이직의도의 관계에서 자아탄력성의 매개효과

요양보호사의 직무스트레스와 이직의도의 관계에서 자아탄력성의 매개효과

Advocating Community Support for Exclusive Breastfeeding for Women Workers: A Critical Review

With the increasing participation of women in the workforce, the dynamics of motherhood, especially for mothers who breastfeed, have undergone significant changes. These changes have had considerable implications, prompting an exploration of the challenges and advantages women workers face to balance breastfeeding and their professional commitments. This comprehensive review delves into complex views on breastfeeding among working women. The main objective is to explain the benefits, barriers, and relevant strategies related to breastfeeding in the workplace, with the aim of providing insight into forming an effective support system. The benefits of breastfeeding while working, including decreased absenteeism, increased productivity, and decreased worker turnover rates, are powerful incentives. However, various challenges hinder this practice, including inadequate research, inadequate support on the part of employers, logistical problems such as distance between home and workplace, lack of lactation facilities in the workplace, and decreased milk production during working hours. The discussion emphasized the need for a strong lactation promotion model, consisting of seven essential components, tailored to strengthen breastfeeding support in the workplace environment. To facilitate successful breastfeeding for working mothers, it is recommended to provide options such as part-time work or early return for mothers with babies under six months, coupled with important company provisions such as dedicated lactation support staff, educational materials, and peer groups, which are crucial. The integration of occupational physicians in the proposed lactation promotion is an important step toward achieving high breastfeeding rates among female workers.

Understanding the paradox of high job quality evaluations among platform workers

This article examines why food delivery platform workers evaluate their job quality as high despite known drawbacks of this type of employment. Using qualitative data obtained from 20 semi-structured interviews conducted with couriers in Slovenia, the study employs a job quality model consisting of four distinct components (psychological well-being, social satisfaction, economic stability, and health and safety) as a conceptual framework used to determine which elements contribute most to the general job quality evaluation. Findings show that couriers often acknowledge the financial challenges and potential health and safety risks associated with their occupation but are willing to overlook some of these drawbacks due to how highly they value the autonomy, freedom and favourable work-life balance platforms offer. This article argues that platform companies, characterised as permissive entities which still hold a significant amount of power over the labour process, take advantage of the workers’ desire for autonomy and the large worker turnover to continue precarious employment practices. This is additionally fuelled by poor management practices and interpersonal relationships in traditional employment, which often push workers into platform work with no human supervisor, where they can “be their own boss”.