1000+ documents containing “employee turnover”.
Employee Turnover and Its Impact on Performance
Employees are regarded a critical resource for any organization. For this reason, the relevance of effective employee turnover management cannot be overstated. In this text, I concern myself with employee turnover. In so doing, I will amongst other things discuss the effects of a high employee turnover, i.e. how a high employee turnover affects employee performance particularly at the National Archives and ecords Administration - NAA. Further, I will also highlight the various causes of employee turnover and the measures the management should embrace to rein in the same.
Employee Turnover: An Overview
Employee turnover according to Armstrong (2010) is essentially the rate at which employees leave the company. According to Saratoga Institute (as cited in Deane and Sanjeev, 2004), "turnover is calculated as the number of employee terminations in a given period -- voluntary, involuntary or both -- divided by the average number of active….
Aamodt, M.G. (2012). Industrial/Organizational Psychology: An Applied Approach (7th ed.). Belmont, CA: Cengage Learning.
Armstrong, M. (2010). Armstrong's Essential Human Resource Management Practice: A Guide to People Management. Philadelphia, PA: Kogan Page Publishers.
Deane, W.J. & Sanjeev, A. (Sept, 2004). Measuring Retention Rather Than Turnover: A Different and Complementary HR Calculus. Human Resource Planning, 27(3), 6-13.
Gitman, L.J. & McDaniel, C.D. (2008). The Future of Business: The Essentials (4th ed.). Mason, OH: Cengage Learning.
Employee Turnover ates
Letter of Transittal
The availability of human assets is best expressed by the turnover. The issue on turnover has extensively become one of the renowned research areas in the field of human resource management. There are two different types of research interest, namely turnover intention and voluntary turnover. Though a significant number of studies on turnover have shown that turnover intention is highly correlated to voluntary turnover with a positive relationship (Price, 2001), however, this turnover intention does not necessarily lead to actual turnover. Since the relationship between turnover intention and actual turnover has been well-established in literature, it can be concluded that turnover intention is the best immediate predictor and strongest precursor of voluntary turnover.
Literature conveys various definitions of turnover intention. Most researchers define it as a conscious or planned willfulness to permanently withdraw from an organization, normally measured along a specific time dimension, while others refer….
AARP. (2002). Staying Ahead of the Curve: The AARP Work and Career Study. Washington, D.C.: AARP Retention rodeo. Accessed from: http://assets.aarp.org/rgcenter/econ/d17773_multiwork_1.pdf
AICPA. (2011). The 2011 PCPS Top Talent Survey. Accessed from: http://www.aicpa.org/InterestAreas/PrivateCompaniesPracticeSection/HumanCapital/DownloadableDocuments/TopTalentStudy2011.PDF
Allen, D. & Griffeth, R. (2001). Test of a Mediated Performance -- Turnover Relationship Highlighting the Moderating Roles of Visibility and Reward Contingency. Journal of Applied Psychology 86, 1014-1021.
Breaugh, J.A. (1985). The Measurement of Work Autonomy. Human Relations. 38, 551-570.
Employee turnover and customer satisfaction: a comparison of rural and urban healthcare facilities
Staff turnover within the long-term care industry continues to increase at a significant rate (Castle, 2003). National averages show the overall turnover rate ranges from 38% to 50% for Licensed Practical Nurses (LPN), registered nurses (N) and administrators and 66% for Certified Nurses Aides (CNA) (American Health Care Association [AHCA], 2008). Turnover increases cost associated with recruitment and training as well as affects quality of care and customer satisfaction. For example, a turnover rate of 45% among 2.6 million long-term care workers costs about $4.1 billion per year. Furthermore, it can lead to inadequate staffing levels which results in decreased continuity of care (Castle, Degenholtz, & osen, 2006; Seavey, 2004; LTCCC, 2008). Dr. Charlene Harrington, a leading researcher in the nursing home field, contends that inadequate staffing levels are the primary reason for poor quality of care….
American Health Care Association (AHCA). 2003. Results of the 2002 AHCA Survey of Nursing Staff Vacancy and Turnover in Nursing Homes. Retrieved January 1, 2012 from http://www.ahcancal.org/research_data / staffing/Documents/Vacancy_Turnover_Survey2003.pdf.
American Health Care Association (AHCA). 2008. Report of findings 2007 AHCA Survey Nursing Staff Vacancy and Turnover in Nursing Facilities. Retrieved January 1, 2012 from
Table 2 Fit measures for models 1 and 2
X[sup2] = Chi-Squared is rarely used by itself as a measure of model fit, since it is heavily influenced by the number of cases in the sample (Byrne, 1998).
X[sup2]/df = Chi-Squared divided by degrees of freedom and a small resulting value interpreted as a good fit, while a large value is generally seen as indicative of a bad or poor data-model fit. Usually, as a rule of thumb, a cut-off value of 3.00 to 4.00, and even as high as 5.00, is interpreted as indicative as a good data-model fit (Bollen, 1989, p. 278; Hayduk, 1987, p. 168; Mueller, 1996, p. 84).
GFI = Goodness of Fit is a measure of the amount of observed variance/covariance information that can be accounted for by the hypothesized model and values over 0.90 are seen as indicative of a good fit (Byrne, 1998; Jaccard & Wan,….
Finally, this author suggests that the nature of the relationship and the type of psychological contract that emerges between workers and management is highly subjective and will naturally involve individual perceptions that may not be completely discernible without further investigation. In this regard, Kikul adds that employee perceptions of contract breach "represents a cognitive assessment of contract fulfillment that is based on an individual perception of what each party has promised and provided to the other" (Kikul, 2001, p. 321). Just as an individual's perceptions of their own self-worth and self-esteem are unique, the manner in which these psychological contracts can be breached or violated can also be unique as a result of individual differences in how people view the world around them.
There is a common theme that runs throughout the analysis, though, and people inherently appear to have a fine-tuned sense of justice that alerts them to when….
Abbasi, S.M., & Hollman, K.W. (2000). Turnover: The Real Bottom Line. Public Personnel Management, 29(3), 333.
Akpotu, N.E., & Nwadiani, M. (2002). Academic Staff Turnover in Nigerian Universities. Education, 123(2), 305.
Arora, S., & Waldman, J.D. (2004). Measuring Retention Rather Than Turnover: A Different and Complementary HR Calculus. Human Resource Planning, 27(3), 6.
Bamber, E.M., & Iyer, V.M. (2002). Big 5 Auditors' Professional and Organizational Identification: Consistency or Conflict? Auditing: A Journal of Practice & Theory, 21(2), 21.
Regular Training as a Way of Reducing Employee Turnover It is important to note, from the onset, that as Taylor and Stern (2009) point out, “turnover produces innumerable problems for organizations” (p. 5). The relevance of bringing down the rate of employee turnover cannot therefore be being overstated. This is more so the case given the costs associated with a high employee turnover rate. In the words of Choi and Dickson (2009), “it has been well documented that employee turnover involves a significant cost for the business” (p. 105). While there are various other ways that have been explored and seen to be successful, there is no holy grail when it comes to retaining employees and ensuring they do not quit in search of better prospects. I would, therefore, propose that we embrace a cocktail of strategies to reduce employee turnover. Employee turnover, as Choi and Dickson (2009) point out, has….
Strategic ChallengeThe strategic challenge that has had an impact on resourcing specifically with regard to human resources in my organization is high employee turnover rate. A few months ago, it was established that my organization had a higher rate of employee turnover than its peers in the industry. More specifically, the employee turnover rate in this case was estimated to be 24%. This is to say that the organization lost 25% of its workforce every year. It would be prudent to note that there are a number of downsides presented by such a high rate of employee turnover. For instance, as a consequence of the significantly high employee turnover rate, my organization has ended up losing skilled and competent personnel to its competitors. This significantly affects productivity. Further, the said high employee turnover rate has resulted in the organization incurring high recruitment and selection costs. The additional resources….
Managerial Turnover: A Problem?
Employee turnover should be a cause for concern in any organisation. It should be even more worrying if it involves key employees such as managers. The exit of employees from an organisation is often an indicator of considerable shortcomings in how the organisation manages its employees (Truss, Mankin & Kelliher, 2012). It could point to dissatisfaction with working conditions, management style, remuneration, workload, and so forth. HealthCare Launder Care (HCLC) has lost 30 of its 120 unit and site managers in the past one year, translating to a 25% managerial turnover rate (Heneman, Judge & Kammeyer-Mueller, 2012). This is without a doubt a disturbing trend that the organisation must urgently address to avoid the potential repercussions. The organisation must investigate the cause of the trend and put in place corrective measures if it is to succeed in the long term.
Managers are critical employees in any organisation. They….
Nonprofit Business Case Study: JumpstartOverviewBy some standards, Jumpstart could be deemed a successful non-profit. This is more so the case given that it has gradually morphed into a national organization and has managed to transition from a founder-led organization into a professionally managed entity. The latter was an uphill task for the organization. However, despite remaining true to its mission, expanding nationally, and embracing a more professional approach in the management of its affairs, the organization has encountered a number of challenges that could get in the way of future success. Some of the said challenges will be highlighted in this write-up and proposals to address them floated.Main IssueFrom the onset, it would be prudent to note that one of the main issues that Jumpstart grapples with at the moment is access to capital to support its growth. At present, the organization is largely dependent upon five funding streams, i.e.….
In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:
Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer
Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts
Offering various non-financial incentives, such as flexible working schedules or the organization of social events outside….
Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908
Droege, S.B., Hoobler, J.M., 2003, Employee turnover and tacit knowledge diffusion: a network perspective, Journal of Managerial Issues, Vol. 15, Issue 1
Han, P., 2008, Survey: Employers in China face worst staff turnover rate in Asia, Embassy of People's Republic of China in the United States of America, http://www.china-embassy.org/eng/xw/t401165.htm last accessed on February 23, 2010
A very important point is that online learning can be done individually or in groups (for example video conferences).
6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who….
Drewes, G., Runde, B. (2002). Performance Appraisal, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
Fletcher, C. (2002). Appraisal: An Individual Psychological Perspective, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
K.J. Kennedy (2005). Evolution of Employee Benefits as Provided through the Internal Revenue Code, Retrieved from www.taxreformpanel.gov/meetings/docs/KennedyPresentation_fina_2.ppt
Hesketh, B., Ivancic, K., (2002). Enhancing Performance through Training in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
High Turnover is a Problem for HM in Public AdministrationAbstractJob dissatisfaction is often cited as a major reason for high turnover in public administration. Low pay, long hours, and poor working conditions are all contributing factors to dissatisfaction. In addition, many public servants feel undervalued and unappreciated. As a result, they are often more likely to leave their jobs than workers in other sectors. Although high turnover can be costly and disruptive, it is often seen as a necessary evil in public administration. By offering competitive salaries and benefits, and creating a positive work environment, employers can help reduce the incidence of job dissatisfaction and high turnover. The reason for this is that, ultimately, high turnover in public administration can be caused by a number of factors, including low wages, poor working conditions, and inadequate benefits. In many cases, government employees are not paid as well as their counterparts in….
ReferencesAn, S. H. (2019). Employee voluntary and involuntary turnover and organizational performance: Revisiting the hypothesis from classical public administration. International Public Management Journal, 22(3), 444-469.Azis, E., Prasetio, A. P., &Utomo, K. H. (2019). Overcoming Turnover Intention Problems: Direct–Indirect Model to Identify the Effect of Perceived Organizational Support and Job Satisfaction In Service-Based Organizations. JurnalAplikasiManajemen, 17(3), 555-566.Ferreira, P. C. G., & Neiva, E. R. (2018). Antecedents of turnover in federal public administration. RAUSP Management Journal, 53, 366-384.Hassan, M., Jambulingam, M., Alam, M. N., & Islam, S. (2019). Redesigning the retention strategy against the emerging turnover of Generation Y: Revisiting the long-standing problems from 20Th to 21St century. International Journal of Entrepreneurship, 23(2), 1-16.Hopkins, J. C., & Figaro, K. A. (2021). The great resignation: an argument for hybrid leadership. International Journal of Business and Management Research, 9(4), 393-400.Linzer, M., Griffiths, E. P., & Feldman, M. D. (2022). Responding to the Great Resignation: Detoxify and Rebuild the Culture. Journal of General Internal Medicine, 1-2.Moreno, A., Navarro, C., & Fuentes-Lara, C. (2022). Factors affecting turnover intentions among Millennial public relations professionals: The Latin American case. Public Relations Inquiry, 2046147X221081176.Mourtgos, S. M., Adams, I. T., & Nix, J. (2022). Elevated police turnover following the summer of George Floyd protests: A synthetic control study. Criminology & Public Policy, 21(1), 9-33.Reyes, A. C. S., Aquino, C. A., & Bueno, D. C. (2019). Why employees leave: Factors that stimulate resignation resulting in creative retention ideas. CC The Journal: A Multidisciplinary Research Review, 14, 15-24.Robertson, M. B. (2021). Hindsight is 2020: identifying missed leadership opportunities to reduce employee turnover intention amid the COVID-19 shutdown. Strategic HR Review, 20(6), 215-220.Sabharwal, M., Levine, H., D’Agostino, M., & Nguyen, T. (2019). Inclusive work practices: Turnover intentions among LGBT employees of the US federal government. The American Review of Public Administration, 49(4), 482-494.Stater, K. J., & Stater, M. (2019). Is it “just work”? The impact of work rewards on job satisfaction and turnover intent in the nonprofit, for-profit, and public sectors. The American Review of Public Administration, 49(4), 495-511.Suryawan, I. G. R., Ardana, I. K., &Suwandana, I. G. M. (2021). Transformational leadership, work stress and turnover intention: the mediating role of job satisfaction. American Journal of Humanities and Social Sciences Research (AJHSSR), 5(1), 146-157.Tessema, M. T., Tesfom, G., Faircloth, M. A., Tesfagiorgis, M., &Teckle, P. (2022). The “Great Resignation”: Causes, Consequences, and Creative HR Management Strategies. Journal of Human Resource and Sustainability Studies, 10(1), 161-178.Tufvesson, A. (2021). The great resignation: Staying put. LSJ: Law Society of NSW Journal, (84), 34-37.
However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.
The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.
Organizational culture and employee feedback programs
The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.
Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of the company and….
Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.
Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.
Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.
Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.
It is common for people to travel far and wide for employment opportunities. It is a difficult task not just for the workers but their families as well. The living conditions, health sanitation and many other difficulties often cause these individuals to regret their choice and quit the job. The paper highlights the expatriate issues and the significant and life altering role that H can play in this respect.
It is very important to understand what exactly an Expatriate Employee is before matters like: problems faced by them and the reasons for their high turnover rates are delved into.
In simple terms the word 'expatriate' refers to any person working in a country other than his or her native or birth country. This individual could be employed by one of their native 'Multi-national Corporations' and then selected to represent them abroad, in which case they can also be referred to as….
Expatriate Law and Legal Definition (2012). U.S. Legal. Retrieved June 7th from http://definitions.uslegal.com/e/expatriate/
Gross, A (1997). Pacific Bridge Incorporated: Human Resource Issues in Southeast Asia. Retrieved June 7, 2012, from http://www.pacificbridge.com/publications/human-resource-issues-in-southeast-asia/
Jones, S (2000). Oxford Journals; Medical Aspects of Expatriate Health: Health Threats. Retrieved June 7, 2012, from http://occmed.oxfordjournals.org/content/50/8/572.full.pdf
Lockwood, N. R (2006). Maximizing Human Capital: Demonstrating HR Value with Key Performance Indicators. Retrieved June 10, 2012, from http://www.brock.dk/fileadmin/user_upload/brock/pdf/kursusafd/SHRM/Maximizing_Human_Capital.pdf
Burnout and rapid employee turnover are problems that continually plague developed nations. Employees constantly are burdened with high work standards and even larger work loads without a corresponding increase in compensation. This document aims to address many of the issues that contribute to employee burnout and methods in which to alleviate their effects. In particular, older women with high external stress levels are prone to employee burnout. By adequately addressing these issues, older women and those within their immediate sphere of influence can better acclimate to the work environment. This acclimation will ultimately help older women live longer, more quality lives.
Employee burnout has become a very contentious issue of late. Due primarily to the loss of jobs overseas coupled with massive layoffs, employees are forced to do more work during a typical workday. Many of the more prestigious, higher paying positions have been eliminated or cut due to lack of….
1) Kristensen, T.S., Borritz, M., Villadsen, E., & Christensen, K.B. The Copenhagen Burnout Inventory: A new tool for the assessment of burnout. Work & Stress, 2005, 19, 192-207.
2) Shirom, A. & Melamed, S. Does burnout affect physical health? A review of the evidence. In A.S.G. Antoniou & C.L. Cooper (Eds.), Research companion to organizational health psychology (pp. 599 -- 622). Cheltenham, UK: Edward Elgar, 2005.
Employee Turnover and Its Impact on Performance Employees are regarded a critical resource for any organization. For this reason, the relevance of effective employee turnover management cannot be overstated. In…Read Full Paper ❯
Employee Turnover ates Letter of Transittal The availability of human assets is best expressed by the turnover. The issue on turnover has extensively become one of the renowned research areas…Read Full Paper ❯
Employee turnover and customer satisfaction: a comparison of rural and urban healthcare facilities Staff turnover within the long-term care industry continues to increase at a significant rate (Castle, 2003).…Read Full Paper ❯
Table 2 Fit measures for models 1 and 2 Model X[sup2] X[sup2]/df GFI AGFI IFI SRMR X[sup2] = Chi-Squared is rarely used by itself as a measure of model fit, since it is heavily influenced by the…Read Full Paper ❯
Finally, this author suggests that the nature of the relationship and the type of psychological contract that emerges between workers and management is highly subjective and will naturally…Read Full Paper ❯
Regular Training as a Way of Reducing Employee Turnover It is important to note, from the onset, that as Taylor and Stern (2009) point out, “turnover produces innumerable problems for…Read Full Paper ❯
Strategic ChallengeThe strategic challenge that has had an impact on resourcing specifically with regard to human resources in my organization is high employee turnover rate. A few…Read Full Paper ❯
Managerial Turnover: A Problem? Employee turnover should be a cause for concern in any organisation. It should be even more worrying if it involves key employees such as managers. The…Read Full Paper ❯
Business - Case Studies
Nonprofit Business Case Study: JumpstartOverviewBy some standards, Jumpstart could be deemed a successful non-profit. This is more so the case given that it has gradually morphed into a national…Read Full Paper ❯
In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high…Read Full Paper ❯
A very important point is that online learning can be done individually or in groups (for example video conferences). 6. In general, in order to make a career choice…Read Full Paper ❯
High Turnover is a Problem for HM in Public AdministrationAbstractJob dissatisfaction is often cited as a major reason for high turnover in public administration. Low pay, long hours, and…Read Full Paper ❯
Business - Management
However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been…Read Full Paper ❯
Expatriate Employees It is common for people to travel far and wide for employment opportunities. It is a difficult task not just for the workers but their families as well.…Read Full Paper ❯
Sports - Women
Burnout and rapid employee turnover are problems that continually plague developed nations. Employees constantly are burdened with high work standards and even larger work loads without a corresponding increase…Read Full Paper ❯