Work Turnover Research Articles

Turnover, Prices, and Reallocation: Why Minimum Wages Raise the Incomes of Low-Wage Workers

The research on the minimum wage contributes insights into claims raised in legal arguments that employers and workers have equal power and that an employer’s management power must be unrestricted lest the firm or the economy suffer. Mandated minimum wages, the conventional argument goes, will force firms to pay a wage higher than the market rate, resulting in job losses and, potentially, bankruptcy. But evidence from minimum wage increases and expansions finds that the policy can improve labor market conditions without causing harmful side effects because of such “channels of adjustment” as reduced worker turnover, consumer price increases, and the reallocation of low-wage workers to higher-paying establishments. In general, employer mandates can increase the prevalence of good jobs. By altering the mix of firms and reallocating workers across them, the minimum wage creates or at least shifts the composition of jobs toward those that are more productive and pay higher wages.

The Effect of Workplace Democracy on Improving Employee Performance: An Analytical Study of the Opinions of a Sample of Employees at the General Company for Grain Trade / Diwaniya Branch

The researcher seeks to study the effect of workplace democracy on improving employee performance, considering the workplace democracy is changing through six sub-dimensions represented in (decentralization control system, independent groups, criticism system, organizational justice, free exchange of information, individual rights) while representing improved performance The variable dependent employees on a set of sub-dimensions through which the performance of the employees can be measured, which is represented in (productivity, work turnover, innovation, job satisfaction, absence of work, quality). The research problem was focused through a set of questions that were aimed at identifying the impact of workplace democracy on improving the performance of workers and in light of it a set of hypotheses was formulated to diagnose the impact of workplace democracy on the performance of workers, and the General Company for Grain Trade / Diwaniya branch was chosen as a community For the study, the researcher adopted in her study the questionnaire for the purpose of obtaining the data, as it was distributed on a random sample of employees in the company amounted to (191) employees out of a total of (362) employees, and it was analyzed using the statistical program (SPSS vr. 24), and The study reached There are a set of results, the most important of which is accepting the research hypothesis that confirms the existence of a correlation and impact of workplace democracy on improving employee performance, and in light of which recommendations were formulated to overcome obstacles and increase the contribution of workplace democracy to improving the performance of company employees.

Flexible work arrangements and their impact on reducing work turnover: An exploratory study in some colleges of the University of Mosul

The research aims to identify the effect of flexible work arrangements, which is (a process of modifying the work system resulting from technological developments, especially in the field of communications, in order to allow the employee to work freely in the place and time of work, in addition to its impact on reducing work turnover, which is (changes that occur in the work strength resulting from the quit, withdrawal or firing the employees, and the recruiting new employees to replace them). The exploratory approach is used to measure the variables basing on an electronic questionnaire form (Google Forms) prepared for this purpose, then it was distributed to 82 faculty members and employees working in some faculties of the University of Mosul, which are (College of Administration and Economics - College of Environmental Sciences and Technologies - College of Islamic Sciences - College of Agriculture and Forestry). The statistical program (IBM SPSS Statistics 22) was used to analyze the collected data and show the results. The research results showed that employees can perform their jobs from outside the work office with no commit to a physical location for work, but depending on new ideas to solve the problems they face by relying on various means of communication such as (mobile phone - e-mail,..etc.). Finally, the research recommends that the job should be compatible with the employee’s personal values as well as with his personal ambitions, leading to him not to give up his job if he gets a better job.

Corporate codes of conduct and labour turnover in global apparel supply chains

AbstractResearch on private regulation of labour issues in global supply chains has focused extensively on whether supplier factories comply with the codes of conduct of global companies. Less is known about how such compliance relates to the preferences and behaviours of workers at export factories. This study analyses a unique dataset of factory audits matched with a survey of worker turnover rates from 622 factories in 28 countries supplying a large global apparel retailer. The results show that violations of the retailer's codes of conduct for suppliers are generally related to turnover, but that workers ‘vote with their feet’ primarily for violations of wages and benefits, relative to violations of other code provisions such as environment protection and safety standards. This ‘means‐ends’ decoupling between factory practices and worker preferences implies that global firms need to incorporate the livelihood logic that underlies workers' turnover decisions while implementing their private regulation programmes.

Why are wage shares worsening in a competitive economy? A brief review of pays equality and industrial politics

Wage shares have fallen substantially almost all over the world over the past 30 years. This study aims to provide a discussion of the critical elements of wage shares and to undertake a critical review of the empirical papers regarding the issue of the income distribution for labour. This paper investigates the wage share and determinants of 34 countries in 2011. There are two main objectives of this research. Firstly, the paper attempted to analyse the effectiveness of the incentives system, which is more likely to be rigid in the competitive work environment. Secondly, the research has emphasised how workers' behaviour can lead to different incentives payment through a kind of predatory behaviour or later on, we can call it an uncooperative behaviour. These objectives derived from the previous paper result in the adverse selection of worker turnover (Lazear, 1986). The findings confirm that the effect of globalisation through current account balance and the structural policy with tax wedge rate is statistically significant in wage share for those with low wage share (at the 10th per cent quantile) only. However, there is limited evidence that inflation, unemployment, education policy, and unionisation strongly affect the distribution of wages

Why are wage shares worsening in a competitive economy? A brief review of pays equality and industrial politics

Wage shares have fallen substantially almost all over the world over the past 30 years. This study aims to provide a discussion of the critical elements of wage shares and to undertake a critical review of the empirical papers regarding the issue of the income distribution for labour. This paper investigates the wage share and determinants of 34 countries in 2011. There are two main objectives of this research. Firstly, the paper attempted to analyse the effectiveness of the incentives system, which is more likely to be rigid in the competitive work environment. Secondly, the research has emphasised how workers' behaviour can lead to different incentives payment through a kind of predatory behaviour or later on, we can call it an uncooperative behaviour. These objectives derived from the previous paper result in the adverse selection of worker turnover (Lazear, 1986). The findings confirm that the effect of globalisation through current account balance and the structural policy with tax wedge rate is statistically significant in wage share for those with low wage share (at the 10th per cent quantile) only. However, there is limited evidence that inflation, unemployment, education policy, and unionisation strongly affect the distribution of wages

Case Managers, HIV-Positive Youth, and a Text Messaging Intervention: “That care just didn’t happen before.”

Objective: Scant research addresses how technology use impacts job satisfaction for medical case managers. The E-VOLUTION program is a novel client-to-medical case manager direct text messaging intervention to improve health outcomes for youths with HIV. This study examines how E-VOLUTION affected medical case managers’ job satisfaction and the care they provided to clients. Method: We recruited medical case managers and their clients (ages 18–29) from three clinics in St. Louis, MO, for in-depth, semistructured interviews. We interviewed eight medical case managers and 19 clients and used directed content analysis to analyze interview transcripts and the 17,286 text messages sent between clients and their case managers. Results: Direct texting improved medical case managers’ job satisfaction and feelings of efficiency by streamlining rote responsibilities and allowing them to provide better client care. Medical case managers reported that direct texting enabled clients to achieve better health and well-being. Conclusion: Use of text messaging programs in medical case management may reduce worker turnover and improve quality of care, and ultimately health outcomes, for young people with HIV.

Hiring Temps but Losing Perms? Temporary Worker Inflows and Voluntary Turnover of Permanent Employees

This article investigates the effect of hiring temporary workers on the voluntary turnover of permanent employees. It argues that inflows of temporary workers erode the working conditions of permanent employees, prompting their voluntary departure. Using a unique panel dataset of individual-level monthly payroll data over an eight-year period in a sample of Spanish companies, a positive association between temporary worker inflows and the voluntary turnover of permanent workers is found. The results are robust to diverse specifications and are strongest for firms in non-manufacturing sectors and for firms that hire proportionally more low-skilled workers, contexts where the hiring of temporary workers may be more disruptive for permanent employees. Since the hiring of temporary workers is unlikely to threaten the employment of permanent employees in the dual labour market of Spain, the results indicate serious disruption costs associated with temporary hiring in organisations.

Manufacturing Productivity with Worker Turnover

To maximize productivity, manufacturers must organize and equip their workforces to efficiently handle variable workloads. Their success depends on their ability to assign experienced and skilled workers to specialized tasks and coordinate work on production lines. Worker turnover may disrupt such efforts. We use staffing, productivity, and pay data from within a major consumer electronics manufacturer’s supply chain to study how firms should manage worker turnover and its effects using production decisions, wages, and inventory. We find that worker turnover impedes coordination between assembly line coworkers by weakening knowledge sharing and relationships. Publicly available unit-cost estimates imply that worker turnover accounts for $206–274 million in added direct expenses alone from defectively assembled units failing the firm’s stringent quality control. To evaluate managerial alternatives, we structurally estimate a dynamic equilibrium model (an Experience-Based Equilibrium) encompassing (1) workers’ endogenous turnover decisions and (2) the firm’s weekly planning of its production scheduling and staffing in response. In counterfactual analyses, a less turnover-prone, hence more productive, workforce significantly benefits the firm, reducing its variable production costs by 4.5%, or an estimated $928 million for the studied product. Such benefits justify paying higher efficiency wages even to less skilled workforces; furthermore, interestingly, rational inventory management policies incentivize self-interested firms to reduce rather than tolerate turnover. This paper was accepted by Vishal Gaur, operations management. Funding: The authors gratefully acknowledge support from the data sponsor, and K. Moon gratefully acknowledges support from the Wharton Dean’s Research Fund and the Claude Marion Endowed Faculty Scholar Award of the Wharton School. Supplemental Material: The online appendices are available at https://doi.org/10.1287/mnsc.2022.4476 .

How Social Goodness Affects Organizational Culture and Turnover of Hair Workers Aged 20 to 40

The purpose of this study is to examine the social and organizational culture of hair beauty workers and the impact of turnover, and to provide basic data on ways to improve the organizational culture of hair beauty workers and reduce the degree of turnover. The subfactors of social goodness of hair beauty workers were shown to be four sub-factors of interpersonal relationships, ability, community, and social response, and organizational culture appeared as related cultures, cultural orientations, and oriented cultures. In addition, the degree of turnover was found to be three factors: job-related, personal, and external environment. The sociality of hair beauty workers is an important variable in organizational culture and turnover. Therefore, if we seek a strategic direction to increase the organizational culture of hair beauty workers and to familiarise ourselves with the direction of turnover, it is said that the turnover of hair beauty workers will be lowered. This study was conducted with limited subjects and variables, but subsequent studies hope that comprehensive and practical studies will continue considering various variables.

Workweek reduction and women's job turnover: Evidence from labor legislation in South Korea

AbstractThis study examines whether a workweek reduction impacts job turnover behavior of workers, with a particular focus on female worker's turnover. To assess the causal relationship, I exploit the introduction of South Korea's workweek reduction policy as a natural experiment. Using individual longitudinal data, I estimate a job turnover model that distinguishes job‐to‐job transition from job‐to‐nonemployment transition. The estimates reveal that, for women, mandating a 40‐h workweek significantly decreases the probability of making a job‐to‐nonemployment transition and thus raises the probability of staying in the job. The impacts of a work‐hour reduction are salient among married women.

Does Knowing Other Workers’ Wage Level Promote Employees’ Pay Fairness Perception? Evidence From a Randomized Survey Experiment

Pay fairness perception is considered a significant determinant of employee turnover. This study analyzes whether public-sector employees’ pay fairness perception is promoted when workers are notified of the wage level of similar employees working in other sectors (i.e., relative wage). A randomized survey experiment was conducted to test the hypothesis that relative wages matter for pay fairness perception. The results show that informing employees of other workers’ wage levels enhances pay fairness perception. The subgroup analysis shows that the effect is more pronounced for employees who are relatively early in their career. The results imply that providing information on relative wage can be an effective way of promoting pay fairness perception, thereby reducing worker turnover and contributing potentially to productivity gains in public-sector organizations where turnover rate is salient.

The relationship between organisational support for career development, organisational commitment, and turnover intentions among healthcare workers in township hospitals of Henan, China

BackgroundTownship hospitals in China face the challenge of shortage and turnover of healthcare workers. This study aims to evaluate the relationship between organisational support for career development (OSCD), organisational commitment, and turnover intentions among healthcare workers in township hospitals.MethodsThe data in this study were obtained from the Health Service Capacity Survey of Primary Health Institutions (2020), one of the special surveys of rural health poverty alleviation in Henan, China. The sample comprised 298 healthcare workers. Three standardised instruments were used: the turnover intention scale, OSCD scale, and organisational commitment scale. Descriptive statistics, One-way Analysis of Variance, Pearson correlation analysis, and the simple mediation model were used for data analysis.ResultsThe results showed that the mean score of the healthcare workers’ turnover intentions was 2.21 ± 0.77, which was low. The healthcare workers’ turnover intentions had significant differences in gender, age, marital status, education, professional title, and organisational tenure. OSCD had no significant direct relationship with turnover intentions, while having a significant positive direct relationship with organisational commitment. Organisational commitment had a significant negative direct relationship with turnover intentions, and played a fully mediating role in the relationship between OSCD and turnover intentions.ConclusionsOSCD had an indirect negative effect on healthcare workers’ turnover intentions in township hospitals through the full mediation of organisational commitment. The findings of this study suggest the importance of policymakers and organisation managers to improve OSCD practice and pay attention to ‘humanistic management’. In addition, the formulation and implementation of talent retention policies should consider socio-demographic differences.

Parents’ views on improving relationships with their social workers

• Summary: In England, the reason why most families have a social worker is because their children have been identified as having suffered or being at risk of suffering significant harm from abuse or neglect or requiring a statutory service for another need. Research has shown that positive relationships between social workers and families are essential. A study to evaluate Signs of Safety (Sofs) provided the opportunity to explore the quality of this relationship through the perceptions of 270 families who were in contact with children's social care (CSC). Over half were satisfied with the relationship, and many of the remaining families were able to identify what had stood in the way of it developing. • Findings: The areas which were of most concern was the high turnover of social workers with the attendant lack of consistency, poor communication, a failure to provide services which families had been promised and the withdrawal of support too soon. Most dissatisfactions stemmed either from parents believing they had not been shown sufficient respect or, that while they had been drawn into a statutory intervention, they had not been provided with sufficient support to address their problems. • Application: While some of the difficulties were connected to limited resources and overstretched services, others came about as a result of poor practice. The views expressed by these parents provide the basis for reflection amongst social workers, their managers and strategic leads on how improvements may be achieved and, in doing so, strengthen relationships with parents and potentially reduce future demand.

Examining work role stressors, job satisfaction, job stress, and turnover intention of Sri Lanka’s construction industry

Construction organizations in Sri Lanka are confronted with employee retention challenges, while many important factors affecting retention have not been fully understood. Hence, the present study examined the relationship between work role stressors, job satisfaction, job stress, and turnover intention in Sri Lanka’s construction industry. The study further addressed the mediating role of job satisfaction on the relationship between work role stressors and job stress, a less explored area in the literature. Questionnaires collected from 308 project-level staff of ten large contractors were used in the study. The findings illustrate that role ambiguity and role conflict directly influenced job satisfaction, while job satisfaction, role conflict, and work-family conflict directly predicted job stress. The results further supported the mediating role of job satisfaction on the relationship between role ambiguity and job stress and the relationship between role conflict and job stress, indicating indirect effects from role ambiguity and role conflict to job stress. Job satisfaction and job stress were identified as direct antecedents of turnover intention. Besides, role ambiguity, role conflict, and work-family conflict contributed to the turnover intention as work role stressors, with job satisfaction and job stress acting as mediators. Implications of the findings are also discussed.

The Effects of Wages and Training on Intent to Switch or Leave Among Direct Care Workers.

Background and ObjectivesAlthough most studies have not separated turnover of direct care workers (DCWs) into those who switch to another organization (switchers) and those who leave the industry (leavers), switchers and leavers have different impacts on the facilities they quit and the labor market for DCWs. We distinguished between intent to switch and intent to leave and investigated the impact of wages and training on each turnover intention.Research Design and MethodsData were obtained from Japan’s Fact-Finding Survey on Long-term Care Work. We included DCWs (n = 7,311) in the analyses and used multinomial regression by sex and provider type to compare those who wanted to switch and those who wanted to leave with those who wanted to remain in their current workplace.ResultsThe impacts of an increase in wages and a higher training score were larger for intent to switch than intent to leave. Compared with wages, the impact of training was greater. The impact of job characteristics on turnover intention varied between women and men and across provider types.Discussion and ImplicationsThis study provides a better understanding of the difference in the determinants of switching and leaving and simultaneously increases our understanding of the differences between women and men and across provider types.

IMPACT OF EMPLOYEE TURNOVER ON AN ORGANISATION'S EFFICIENCY

The overall goal of the investigation is to evaluate the effects of representative turnover on an association's proficiency, a contextual analysis of MUSKAN BAKERY. The investigation was guided by the accompanying explicit destinations; to assess the genuine purposes behind representative turnover at MUSKAN BAKERY, to survey the effect of Employee turnover on association effectiveness at MUSKAN BAKERY, to decide the conceivable moderation of diminishing worker turnover at MUSKAN BAKERY. This exploration utilized an illustrative examination plan since the investigation intendeds to accumulate quantitative and subjective information that depicts the nature and qualities of the effects of representative turnover on association effectiveness. The objective populace for the investigation included a sum of 400 representatives working at MUSKAN BAKERY Offices in Uttar Pradesh. The target population was divided into three categories namely; Top management staff, middle level management staff and lower management staff. Primary data was collected using structured questionnaires. The collected data was analyse using SPSS and presented in form of figures and tables.

STAR-VITAL, a Four Year Comprehensive Workplace Health Promotion Program: Study Design

Background: Premature death, chronic disease, and productivity loss can be reduced with the help of programs that promote a healthy lifestyle. Workplace health promotion programs have been shown to be an efficient way of improving employee health. These can also benefit employers by improving retention, reducing worker turnover, and lowering healthcare costs. In Slovenia, a workplace health promotion program called “STAR-VITAL—Joint Measures for the Vitality of Older Workers” targeting small- and medium-sized enterprises has been ongoing since September 2017. We hypothesize that this workplace health promotion program will yield long-term health changes for the included employees and employers. Methods/Design: The manuscript presents a workplace health promotion program design that introduces some novel approaches and solutions to workplace health promotion program implementation. It also introduces a measurement of their effects that address the problem of low participation rates and the effectiveness of workplace health promotion programs, as follows: (1) the multifaceted and individualised approach to implementation, (2) customer relationship management (CRM) -based interaction management with program participants, and (3) impact evaluation based on employee health and labour market data observing both intermediate outcomes and the final outcomes based on national micro administrative data. Discussion: Although the novel approaches introduced with the STAR-VITAL program proved to be effective during the COVID-19 pandemic, they deserve the attention of scholars and practitioners. Further research is called for to further explore the potential of CRM in health promotion contexts, the effectiveness of multifaceted and individualised workplace health promotion program interventions, and micro administrative data-based impact evaluations. Conclusions: The STAR-VITAL program introduces several new approaches addressing the problem of low participation rates and the effectiveness of WHPPs. Further research is called for to discover and explore the potential of those novel approaches.

Put on ICE? Effects of Immigration Raids in the Animal Slaughtering and Processing Industry

The animal slaughtering and processing industry was the epicenter of work site immigration raids from 2006 to 2008 that were aimed at rooting out unauthorized immigrant workers in the United States. This study examines whether the industry shifted toward legal workers in the wake of the raids and whether wages, worker turnover, and other labor market outcomes changed as well. We find that the industry initially shifted toward legal foreign-born workers, particularly refugees, but the change faded over time. We also find a substantial increase in industry worker turnover, but not in average wages, at the national level.

Improving Management Through Worker Evaluations: Evidence from Auto Manufacturing

Abstract Using a randomized experiment with an automobile manufacturing firm in China, we measure the effects of letting workers evaluate their managers on worker and firm outcomes. In the treatment teams, workers evaluate their managers monthly. We find that providing feedback leads to significant reductions in worker turnover and increases in team-level productivity. In addition, workers report higher levels of happiness and well-being. The evidence suggests that these results are driven by learning by managers, leading to changes in their behavior and an overall better relationship between managers and workers.