Effective Strategy for Solving Voluntary Turnover Problem among Employees (original) (raw)
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Review of Literature on Employee Turnover
Indian Journal of Applied Research, 2011
The issue of staff turnover has been the subject of growing interest in many organizations around the world. Indeed, it turns out that a significant part of these organizations were forced, at a certain stage of their development, to raise the issue. In this respect, organizations should be alerted to the rate of voluntary staff turnover because of the negative impacts it could have on the performance of their activities. The purpose of this article is to carry out a literature review on the various theoretical factors and trends that explain the phenomenon of voluntary turnover.
A review of the literature on employee turnover
African Journal of Business Management, 2007
Employee turnover" as a term is widely used in business circles. Although several studies have been conducted on this topic, most of the researchers focus on the causes of employee turnover but little has been done on the examining the sources of employee turnover, effects and advising various strategies which can be used by managers in various organisations to ensure that there is employee continuity in their organisations to enhance organizational competitiveness. This paper examines the sources of employee turnover, effects and forwards some strategies on how to minimize employee turnover in organisations.
Employee Turnover: Causes, Importance and Retention Strategies
2021
This research aims to understand the causes of employee turnover and retention strategies in an organization. Key research findings indicate that employees have several reasons to leave their workplaces, such as job stress, job satisfaction, job security, work environment, motivation, wages, and rewards. Furthermore, employee turnover has a huge impact on an organization due to the costs associated with employee turnover and can negatively impact the productivity, sustainability, competitiveness, and profitability of an organization. However, the organization must understand the needs of its employees, which will help organizations, adopt certain strategies to improve employee performance and reduce turnover. Thus, implementing strategies will increase job satisfaction, motivation and the productivity of individuals and organizations, which can reduce employment problems, absenteeism, and employee turnover.
“Cause, Effect and Remedies of Employee Turnover”: A Critical Literature Review
2020
"Employee Turnover" is a familiar term in today's organization, it means percentage of employees leaving work place and replaced by new employees. This is a very sensitive and highly challenging field for the management to control and regulate A few study have been made on this topic to know the causes of turnover in different organizational prospective. It is observed that the rate of turnover fluctuates in different workplaces according to the circumstance but the motives behind are relatively comparable. The researchers in this literature study tried to high lights the different causes of turnover, their affect on organization and suggest some remedial measures to overcome voluntary employee turnover by referring number of research articles. This specific study follows a status quo model of literature review, which allows the reader to understand the recent trends and practices to reduce turnover of employees in the organizational practices.
Objective-High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique-Past studies are concerned mostly with employees' external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees' internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings-This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty-The arguments are presented to emphasize the needs to carry out this study.
2015
The issue of employee turnover is a challenge for any organization. One would think that during times of high unemployment, the turnover rate in most organizations would be at an all-time low, however, it is found that there is high rate of employee turnover in all companies and organizations. One of the famous aerospace companies in the Middle East has high rate in employee turnover and this article will be focused on the reasons for that issue and how it can be overcome or reduced as much as possible. Today’s competitive business world, it is considered to be an important task to manage employee turnover for any organization. Obviously people want varieties in his/her everyday life; looks for new and challenging jobs and good working situations in job place. To afford these things to the employees in an economic manner is very difficult. But it is also critical for any organization to keep its employees with high potentials and capabilities. Every organization or company aimed to ...
Review and conceptual analysis of the employee turnover process
Psychological Bulletin, 1979
Research on employee turnover since the Porter and Steers analysis of the literature reveals that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment are consistently and negatively related to turnover. Generally, however, less than 20% of the variance in turnover is explained. Lack of a clear conceptual model, failure to consider available job alternatives, insufficient multivariate research, and infrequent longitudinal studies are identified as factors precluding a better understanding of the psychology of the employee turnover process. A conceptual model is presented that suggests a need to distinguish between satisfaction (present oriented) and attraction/expected utility (future oriented) for both the present role and alternative roles, a need to consider nonwork values and nonwork consequences of turnover behavior as well as contractual constraints, and a potential mechanism for integrating aggregate-level research findings into an individual-level model of the turnover process.
A Systematic Review on Importance of Employee Turnover with Special Reference to Turnover Strategies
Irish Interdisciplinary Journal of Science & Research (IIJSR) , 2022
This studies targets to apprehend the reasons of worker turnover and retention techniques in a business enterprise. Key studies findings suggest that personnel have numerous motives to go away their workplaces, including activity strain, activity pride, activity security, motivation, wages, and rewards. Furthermore, worker turnover has a large effect on a business enterprise because of the prices related to worker turnover and may negatively affect the productiveness, sustainability, competitiveness, and profitability of a business enterprise. However, the business enterprise need to apprehend the wishes of its personnel, with the intention to assist agencies, undertake positive techniques to enhance worker overall performance and decrease turnover. Thus, imposing techniques will growth activity pride, motivation and the productiveness of people and agencies that may lessen employment issues, absenteeism, and worker turnover. In a HR setting, turnover or work turnover is the rate at which a business gains and loses representatives. Basic method for portraying it are "the way lengthy workers will generally remain" or "the pace of traffic through the rotating entryway." Turnover is estimated for individual organizations and for their industry all in all. Assuming a business is said to have a high turnover comparative with its rivals, it implies that representatives of that organization have a more limited typical residency than those of different organizations in a similar industry. High turnover might be hurtful to an organization's efficiency in the event that gifted labourers are much of the time leaving and the specialist populace contains a high level of fledgling labourers. Unreasonable turnover can be an expensive issue, one with a significant effect on efficiency. One firm had a turnover pace of over 120% each year. It cost the organization $1.5 million a year in lost efficiency, expanded preparing time, expanded worker determination time, lost work productivity, and other roundabout expenses. Yet, cost isn't the main explanation turnover is significant. Extended preparing times, hindered plans, extra time, botches, and not having educated representatives set up are a portion of the disappointments related with over the top turnover. Turnover rates normal around 16% each year for all organizations, yet 21% each year for IT companies.54 Computer organizations normal higher turnover on the grounds that their representatives have numerous potential chances to change occupations in a "hot" industry. Many investigations show that organizations with low turnover rates are very representative situated. Representative situated associations request info and contribution from all workers and keep a valid "open-entryway" strategy. Workers are given open doors for progression and are not obsessively hovered over. Workers accept they have a voice and are perceived for their commitment.
The past, present and future of Employee Turnover Research
Given the widespread research on the area of voluntary employee turnover in the past decade as well as new managerial approaches to employee retention, labour market dynamism, and evolution in research methodology and technology, it is imperative for researchers to evaluate the current state of the field. It is generally shown that in the traditional attitude turnover model, the process of employees' volunteer turnover is the reversed transformation process of employees' retention psychology and behaviours, mainly consisting of four sectors (Lee and Mitchell, 1999): first is the quit process resulting from job dissatisfaction; then, employees' search for substitutable jobs before turnover; is evaluation on such substitutable jobs; and result is occurrence of turnover behaviour. Finally, an integrative model of the relationship is put forward which argues that performance character may lead to withdraw tendency even turnover behaviour through four different routes with the introduction of the Job-Coupling variable. The main objective of this study is to illustrate the evolution of turnover research from its modest beginnings to the multifaceted research stream it has become.