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The Negative Effect and Consequences of Employee Turnover and Retention on the Organization and Its Staff

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Employee turnover which is considered to be one of the challenging issues in business creates insecurity for organizational workforce. The negative effect of turnover has been the focus of top management in almost every industry. It indicates that turnover is one of the most expensive and difficult workforce challenges facing organizations. The intention of the study is to examine how the organization is negatively affected by employee turnover and how it impinges on other staff members. The researcher will study secondary data to verify distinctive reasoning for turnover in order to supply supportive information but also performing an employee questionnaire or survey to obtain direct input from the faithful employees to aid in collecting actual information. The researcher will conduct the required business research to evaluate the contributing factors relating to turnover rates. Researcher will analyze the present economic situation and inspect any association to increased turnover rates. Implement employee recognition programs and rewards through tough economic times might promote retention. The aim of the study were to identify the definite intentions of turnover, its harmful effects and possible suggestions that could be supportive to the industries for their efficiency, productivity and performance.
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European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.5, No.25, 2013
52
The Negative Effect and Consequences of Employee Turnover and
Retention on the Organization and Its Staff
Kemal M. Surji PhD, RRT, HA
LFU-BMU University
*Email: ksurjihiex@yahoo.com
Abstract
Employee turnover which is considered to be one of the challenging issues in business creates insecurity for
organizational workforce. The negative effect of turnover has been the focus of top management in almost every
industry. It indicates that turnover is one of the most expensive and difficult workforce challenges facing
organizations.
The intention of the study is to examine how the organization is negatively affected by employee turnover and
how it impinges on other staff members.
The researcher will study secondary data to verify distinctive reasoning for turnover in order to supply
supportive information but also performing an employee questionnaire or survey to obtain direct input from the
faithful employees to aid in collecting actual information.
The researcher will conduct the required business research to evaluate the contributing factors relating to
turnover rates. Researcher will analyze the present economic situation and inspect any association to increased
turnover rates. Implement employee recognition programs and rewards through tough economic times might
promote retention.
The aim of the study were to identify the definite intentions of turnover, its harmful effects and possible
suggestions that could be supportive to the industries for their efficiency, productivity and performance.
Keywords: Turnover, Retention, Job satisfaction, Productivity.
Introduction
The depressing blow of the sluggish economy without any indication of enhancement creates insecurity for the
workforce. Corporations and small businesses struggle to stay alive and large businesses carry out substantial
downsizing to stay in business and keep their doors open. As entrants battle for deals, staff remuneration and
satisfaction levels are compromised as all service providers endeavor to submit the lowest offer. One of the
numerous facets of the business that is directly affected by an economic decline is employee turnover and
retention.
For the past two years, ANT organization, has detected a raise in employee turnover in particular positions. This
predicament not only impinges on the company directly, but also other workers on workforce. As employees
leave the organization other employees are required to work extra hard to cover the additional essential hours
pending the hire of a new employee. Despite the fact that a number of employees welcome the extra hours,
others have commitments at home to be with their families and actually do not welcome the extra responsibility.
The subject of employee turnover has been assessed over the years with a great quantity of studies available
through different sources and online, nevertheless, it shows that additional research is considered necessary to
achieve direct feedback specific to the changes experienced in the present day’s business environment through
thorny economic times. Although existing secondary data offers overviews of the problem and recommends
methods to repair or reduce the dilemma, supplementary assessment is essential to isolate the problem
particularly during a downturn phase.
Statement of Problem
Staff turnover has turn out to be a continuing problem over the past 2 years for ANT Organization. The
researcher will conduct the required business research to evaluate the contributing factors relating to turnover
rates. Researcher will analyze the present economic situation and inspect any association to increased turnover
rates. Implement employee recognition programs and rewards through tough economic times might promote
retention.
Purpose of Study
The intention of the study is to examine how the organization is negatively affected by employee turnover and
how it affects other staff members. Studying secondary data to verify distinctive reasoning for turnover will
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Vol.5, No.25, 2013
53
supply supportive information but also performing an employee questionnaire or survey to obtain direct input
from the faithful employees will aid in collecting actual information as it is conversed from one employee to
another. Obtaining information from secondary data and directly from employees will clarify the issue and
optimistically provide answers to the questions the organization has as it relates to the rise in turnover rates.
Research Questions and/or Hypotheses Statements
Through employee surveys questionnaire and research of secondary sources, the purpose is to answer the
following questions so that a preparation can be made to reduce the turnover dilemma.
1. What has been the reason for an increase in turnover for the past 2 years?
2. What strategies can be put into practice to promote retention?
3. What encouragement programs can organization put into operation to create a greater responsibility from
employees?
4. How does turnover rate perceived by the workforce and its affect on them?
5. What are current employees’ suggestions and ideas to be shared with the management team to help with
future employee retention?
Importance of the Study
Presented data will greatly aid management team in providing enhanced decision-making method relating to
hiring in addition to generating new thoughts on how to keep quality employees through processes such as
enticement programs, creating employee commitment, and including the staff members in decision-making
processes. As a result of diminishing employee turnover the organization’s general culture can progress and the
elevated cost of turnover will lessen.
Review of Related Literature
ANT Organization has been in business since 2000 and has endured the downbeat impact that so many
companies have experienced during the soaring economy. The company’s client support has stayed stable and
considerable growth has been experienced for the past couple of years. Based on an in-house note, there has been
a conspicuous increase in employee turnover in spite of the soaring unemployment rate. Whilst investigating the
market on the topic of employee turnover and retention, secondary research such as articles and studies has been
found and assessed. The information will be used as a preliminary point and will be talked about along with
additional examination that will be necessary in order to infiltrate the central part of the problem at hand and
execute crucial changes throughout the organization.
Impact of turnover on cost
According to Porter (2011), employee turnover can cost a company substantial amount of capital when
considering downtime, recruiting, interviewing, orientation, training, and ramp-up time. An entry-level position
can cost an organization about 50 to 100 percent of the employee’s wage (Porter, 2011).
Turnover affects customer service and quality
While cost is undoubtedly a vital factor to judge while evaluating turnover, there are other business features of
significance. Turnover can harm customer service and quality which turn out to be a direct expression on the
company (Curtis & Wright, 2001). Competitive advantage will be compromised once quality and customer
service fall short which in turn influences the risk of the loss of long-term customer relation and contracts in the
industry.
Turnover maybe positive and essential for growth
Research signifies that turnover is to some extent normal and fundamental to the growth of any organization
(Lau & Albright, 2011). Turnover in a few cases may be positive in some situations but not so much in others.
For instance, if a non-productive employee leaves, the impact will be positive since the possibility of terminating
is non-existent (Lau & Albright, 2011). Opportunities for other workers could come up from the change, plus
opening up a position for a existing employee, hiring an employee with a superior skill level, increasing
diversity, streamlining, and regulating the budget (Lau & Albright, 2011).
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Turnover causes lack of motivation and low moral
Gawali (2009) confers soaring employee turnover typically causes lack of motivation and low morale. On the
other hand, considering from another point of view it can be turned into a positive because lack of turnover can
also result in de-motivation. Employees might think lack of turnover a negative due to the lack of likely
promotions which influences enthusiasm (Gawali, 2009). diminutive or no opportunity for advancement could
indeed result in turnover as employees search for positions with new organizations offering growth and future
promotion. Gawali (2009) also states that it goes against human nature to remain sluggish, carry out the same
jobs every day and not seeing any optimism for change in practice. This study goes to evaluate how cross-
training have an effect on worker retention (Gawali, 2009).
The magnitude of valuable motivational factors
Savage in the study he performed in (2010) summarizes the significance of effective motivational aspects as
organizations struggle in the course of intricate economic times. During sluggish economic times various
companies are faced with employee lay off’s and seizing salaries. Even though employees may not be happy
concerning not receiving an annual raise and benefits, the study illustrated that compensation and benefits are not
mainly significant inspirational feature for employees (Savage, 2010). The majority of employees ranked
appreciation and praise for a job well done and the wish to work in a supportive team environment as extra
important factors than salary and benefits (Savage, 2010). Labor force turnover can be reduced through harsh
times by implementing enticements that keep staff attracted in the organization instead of feeling dull in their
positions. There are a few steps to decrease employee turnover and to motivate staff in a positive manner:
• Think about the future – For example, managers might question the employees about the kind of proficiency or
preparation they might be interested in to execute short-term requirements that will help out in long-term goals
as the organization forges through harsh economic times
Encourage a positive work atmosphere Be an optimistic leader and employees will emulate that behavior.
When the workforce of the organization is happy at work they will continue to do a high-quality work.
Schedule staff meetings often– Staff meetings enhances communication and keep employees engaged and
inspired. Employees will sense the ownership and contribution if the lines of communication are open in staff
meetings.
• Interactive team building activities – Set up employee appreciation events, company picnics or barbecues cook
out. These activities contribute to enhance morale and job performance (Savage, 2010).
The cost of losing an employee
An additional study states that replacing a manager will cost an organization approximately two times the
earnings, based on the survey performed on 262 companies (Wiley, 2011). Furthermore, the investigation
indicated that devoting time in building confidence and morale would presumably result in improved profits and
a cost savings on training and recruitment (Wiley, 2011). Some suggestions from this article to keep organization
morale elevated include:
Ask for employees’ suggestions and their ideas Allow staff to contribute to improving the future of the
firm in reaching its goal.
• Reward and recognize – The reward does not have to be monetary reward, but instead recognition and
appreciation for their hard work.
• Create teamwork – employees appreciate being part of a team and the organizational process. Let employees
have a voice.
• Focus on consistency – No matter what ideas are implemented to improve morale and create team mentality,
pick a few and remain consistent with ideas rather than trying to apply too many that lack consistency (Wiley,
2011).
According to Jones (2011), employee turnover is very high in the low paying jobs such as cleaning industry
which is for the most part due to the characteristic of the work, disparity in work hours, and lack of respect the
employees may experience from their employers, other employees and customers (Jones, 2011). Structuring a
workplace environment that promotes respect and admiration for hard work is a key factor of decreasing
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turnover (Jones, 2011). This article proposes specific steps to follow in reducing turnover as follows:
• Recruit and hire individuals who are interested in pursuing a career in that specific position.
• Offer orientation and training to new hires instantaneously upon employment to boost comfort level.
Perform annual evaluations Organization should encouraged employees for good performance and provide
constructive criticism so that employees can learn from mistakes
• Company parties and activities– Reward employees with activities outside of work hours so they feel as
though they are part of the organizations’ team
• Workplace review – Craft a survey for the entire staff to take part in so that management can assess input and
determine areas that may need enhancement, along with general suggestions and feedback (Jones, 2011).
There are several studies relevant to employee turnover and retention as a general topic, however, it appears
additional study is needed in regard to this concern during hard-hitting economic times as we are experiencing in
today’s business environment. Further studies from primary sources could aid managers in revealing the causes
for high turnover in today’s market when unemployment is high and fewer jobs are obtainable. Despite the fact
that turnover will never be a entirely solvable problem, further assessment of causes instigating turnover during
harsh economic times could enlighten companies on techniques to at least minimize turnover and preserve
valuable staff that the company has already empowered in.
Methods of Research
In order for ANT Company’s executives to get straight to the foundation of the employee turnover concern, they
must carry out primary research by ways of collecting data from the source, the employees. Data collection
would be achieved through regular employee questionnaires and performing exit interviews. According to
Hutton (2009), employee questionnaires can be a powerful tool for organization to analysis the temperature of
the business and discover ways to inspire staff. Employee surveys on a semi-annual basis will clarify any issues
that employees may be experiencing, such as Job dissatisfaction, problems with managers and supervisors, pay
and benefits. Conversely, exit interviews will be an important tool to verify if turnover could have been avoided
in some cases.
Quantitative researches are usually performed through Questionnaires since the questions are designed to be
answered on a structured scale of sorts. On the other hand, qualitative researches are through open-ended
questions where members may answers anyway they desire. The first method used in this research is through
quantitative method in which uses questionnaire consists of 11 structured scale questions with an option to add
comments at the bottom. The questions are as follow:
(Strongly Agree / Agree / Strongly Disagree / Disagree)
1. I recognize the long-term goals of the organization
2. My job is very important to me
3. My direct supervisor has strong interpersonal relations skills
4. Communication is encouraged in this organization
5. This organization has a recognition and appreciation program
6. development opportunities have been offered to you
7. I am pleased with the work I carry out
8. There is job security with this organization
9. Training is provided within this company
10. Staff members are treated with admiration and respect
11. You are pleased with your compensation and benefits
12. (**Please use the provided space below to comment on how the organization can enhance your
satisfaction as an employee)
The second method quantitative and qualitative research was conducted in the exit interview in which contains
nine structured scale questions and six open-ended questions. The positive features of a questionnaire as a tool in
research are that the outcome of many participants can be studied at one time. The negative side is that the
structured questions don’t provide participants any more options of answers than what is offered. The exit
interview questions are as follow:
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Question
Very Dissatisfied / dissatisfied / Very Satisfied / Satisfied
1. How pleased were you with your work environment?
2. How satisfied were you with your salary?
3. How satisfied were you with your potential for advancement?
Statement
Strongly Disagree / Disagree / Strongly Agree / Agree
1. My supervisor or manager treated me with respect and dignity
2. My supervisor or manager presented advancement opportunities
3. I received the training I needed for my position
4. I found my work exciting
5. My co-workers treated me with respect
6. My daily workload was satisfactory
Please answer the following questions in your own
words
1. What did you like most about working for this company?
2. What did you like least about working for this company?
3. How satisfied were you working for the company?
4. If anything, what could have been done to keep you employed with the company?
5. Would you consider working for this company again?
6. Would you recommend others to work for this
company?
Selection of Research Method
The mechanisms most appropriate for this study are both employee questionnaires and exit interviews. The
survey questionnaires will be given to the employees and after completion the employee will submit through a
selected drop box within a week. Given that some employees do not have access to computer at home and the
small staff of only 15 employees in the organization, paper-based questionnaires will be the most proficient and
cost effective method in which to collect data. Every staff member will be given a questionnaire and
participation will be mandatory for all employees. Every participant will also be given a letter of consent along
with the questionnaire clearing up the purpose of the questionnaire. The consent letter shown below:
Letter of Consent for participation in employee survey
December 10, 2011
Dear Employee,
ANT Company is implementing regular employee questionnaires to study factors as they relate directly
to employee satisfaction.
I would like your partaking in the surveys due to your experience and knowledge base with the
organization. Participation in this questionnaire is compulsory; nevertheless, all collected information
will be kept confidential. The information gathered in this survey is for the purpose of improving the
company’s work environment and to allow staff members to clearly communicate any concerns or
problems.
Please sign below to consent to your participation.
Print Name Sign Date
Exit interviews will be carried out on the employee’s last day of employment when keys and uniforms are
returned. The exiting employees will be informed of the survey during an employee meeting; furthermore, it will
be put in plain words that the purpose of gathering data is to improve the overall environment of the organization
and assist management team in future decision-making. Additionally, the questionnaire will provide employees
the chance to communicate any issues and convey any commendations.
Proficiency is necessary when preparing a survey questionnaire. The precise questions must be asked to best
suit the organization. Good questions expose what is truly going on within the company whereas bad questions
may make it ambiguous (Hutton, 2009). If survey questions are vague or difficult to comprehend the study will
be a waste of time for employees participating and essential data will not be obtainable for management (Hutton,
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2009).
According to Smartpros (2009), exit interviews are considered one of the finest processes for obtaining
feedback from employees exiting the company. This information can be utilized to benefit the organization in the
future and perhaps prevent other employees parting the company for comparable reasons. As soon as data is
collected it must be analyzed to recognize trends and patterns. Findings should be used to formulate and execute
retention strategies (Smartpros, 2009).
Selection of Participants
The entire ANT Company employees will be participants of the survey questionnaire. Survey Questionnaires
will be distributed to each staff member in a sealed envelope with their pay check. Questionnaires have to be
finished within a week from delivery and placed in a delegated drop box. In order to acquire perfect information,
participation by all employees is mandatory. For the reliability of the process, every employee will be given
similar questions and the same quantity of questions. ANT Company will present an enticement to all employees
for participating in the questionnaire. Enticement will be in the form of gift cards in the amount of $50. Normally
in a larger organization a random sample will be a better choice but with the small sample of only 15 employees
on staff, all members obligated to participate in order to gather adequate information for a better outcome.
Data Collection & Analysis
Survey questionnaire will be distributed to all employees in a sealed envelope along with instructions enclosed.
Participants will have one week to complete the questionnaire and place it in the selected drop box. When all
questionnaires are collected, the data will be examined and analyzed in an effort to offer management with a
starting point for future-decision making processes to improve the company’s present environment. Gathered
information will be reviewed and documented in a table provided below and the outcome of each question will
be demonstrated in the form of a pie chart for immediate reference point as shown in figure one below.
Examination of questionnaire outcome will involve discovering consistencies and patterns. Directly addressing
problems of highest importance is crucial. At the present time table and pie chart will be used; however, as the
organization grows added professional process of study will be applied, such as a software program.
Table 1: Survey results
Question/ statement Strongly
Disagree
Disagree Agree Strongly
Agree
I understand the long-term goals of the company 20% 80%
Your job is very important to you 22% 78%
My direct supervisor has strong human relations skills 15% 85%
Communication is encouraged in this company 10% 90%
This company possesses a recognition program 90% 10%
Growth opportunities have been presented to you 23% 12% 65%
I am happy with the work I do 5% 80% 15%
There is job security with this company 12% 80% 8%
Training is provided within this company 5% 85% 10%
Employees are treated with respect 80% 20%
You are satisfied with your pay rate 22% 78%
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1.
I understand the long-term goals of the company.
Interpretation of Data: by analyzing the feedback for the above statement in regards to understanding the long
term goals of the organization, 80% of respondents agree that they are aware of the company’s goals, on the
other hand, 20% responded as they do not understand the objectives. 20% is 3 employees out of 15 staff
members for not understanding the organization’s aim. Management team must clarify the company’s ambitions
in an understanding manner in order for all employees to work together in achieving those aspirations.
2.
Your job is very important to you
Interpretation of Data: In respond to second statement above, 78% are strongly agreeing that their job is very
important to them, additionally, 22% agree that their job is very essential. This indicates that all staff members
do agree that the work they are performing is valuable and significant.
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3.
My direct supervisor has strong human relations skills
Interpretation of Data: the third statement is welcomed by 85% agreeing that their supervisor has strong
human relations skills and 15% disagree with the statement. Management team must realize that they have to be
on the same page when it comes to human relations. This indicates that perhaps one of the supervisors may have
a slight different style than the others. Human relation skills training may be essential in this case.
4.
Communication is encouraged in this company
Interpretation of Data: companies communication is highly praised by 90% agree with the statement that
communication is encouraged in the company. On the other hand, 10% disagree with the statement and do not
believe the company encourages communication. Even though, majority believes that organization encourages
communication, management team must look-in to ways that all employees receive the necessary messages
through different channels of communication.
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5.
This organization possesses a recognition program.
Interpretation of Data: The organization appears to gain a majority as 90% agreement with recognition
program provided by the organization. In addition, 10% strongly agree with the statement. This indicates the
organization values the recognition process in which aids in retention of employees.
6.
Growth opportunities have been presented to you.
Interpretation of Data: in providing growth opportunity and promotion 65% strongly agree with the statement
and 12% agree. Nevertheless, 23% disagree with statement and believe the company does not provide
opportunity for growth. Once again it is recommended that management team to give all employees an equal
opportunity based on their qualification for the growth.
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7.
I am Happy with the work I do.
Interpretation of Data: as the survey indicates 80% agrees with statement that they are happy with the work
they do and 15% strongly agree with that fact. On the other hand, 5% strongly disagree and they unhappy with
their jobs. Management team must identify the obstacles that perhaps causing the dissatisfaction with the job.
8.
There is job security with this organization.
Interpretation of Data: in job security with this company 80% feel secure and 15% feel strongly secure with
this company. There are 12% disagreements with the organization’s security. Management team needs to pay
attention to the skills training and encouragement in building self esteem in all their employees.
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9.
Training is provided within this organization.
Interpretation of Data: according to 85% training is provided within this organization at the same time 10%
strongly agree with the statement. Nonetheless, 5% disagree and believe training is not provided. This indicates
that majority of staff get their training within this organization and a minute number of employees perhaps need
the necessary training to perform their duties confidently.
10.
Employees are treated with respect.
Interpretation of Data: The survey shows that all staff members believe that they are treated with respect at the
organization as indicated by 80% agrees and 20% strongly agree with the statement. The survey signifies a
favorable response to respect and dignity preserved by the company.
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11.
You are satisfied with your pay rate.
Interpretation of Data: The statement of satisfaction with the pay rate demonstrates 78% of employees are
satisfied with their wages. On the other hand, there are 22% of employees that are dissatisfied with their
compensation and strongly disagree with the statement presented to them in the survey. Management team must
look in to every case and assure equal pay as per employee qualifications, skills and experience.
Findings
The findings of the survey will only be analyzed by top-management and kept confidential. Information
gathered from the feedback forms will be categorized in the order of priority based on intensity of significance.
When an issue is found to be consistent, such as deficiency in reward and recognition program, subsequently this
concern must be dealt with instantly. The results may be presented in order of necessity and also exhibited in the
form of a pie and bar charts as shown. A pie chart will offer organization with a rapid reference tool for each
question. A comprehensive examination of each question will be accessible for management staff, including all
questions presented on the survey with details of answers specified in the table-1 page (11). Due to the small
sample size of only 15 employees, a complete report would be extremely time efficient to analyze. The chart
below indicates the cumulative feedback given with small percentage of employees showing dissatisfaction.
Even though, the numbers of dissatisfaction are minute, their concerns must be taken seriously. Moreover,
managers must listen to their employees’ voice, manners, activities and behaviors and apply action to address
issues and concern as soon as they arise.
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Chart 1: Survey Result
Conclusions and Recommendations
After management has reviewed and analyzed the data collected from the questionnaires, decisions can be made
on how to move further to improve the culture of the business environment which will certainly result in a
decline in employee turnover. The answers to questions will provide direct feedback to specific issues and
management will be able to identify patterns that may point out apparent problems inside the organization. If
employee responses are sincere and accurate a number of of the issues may be resolved rather quickly. For
instance, if the questionnaire results signify a pattern of dissatisfaction with the employee recognition program,
management can correct the problem almost immediately. According to Weiss (2007), ongoing recognition can
provide invaluable motivation that can maintain employee commitment and performance across an organization.
The questionnaires can be implemented instantaneously but the exit interview will be carried out on an as-
needed basis. Collecting valuable information immediately as it relates to employee concerns may permit the
organization to retain valuable employees who may also be considering leaving the company. Employee
satisfaction levels will directly have an effect on employee retention, so addressing issues and concerns as soon
as possible is important. Management will have the tools on hand to make decisions and improve the work
environment for its most valuable assets, the employees.
References
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Gawali, V. (2009). Effectiveness of employee cross-training as a motivational technique. ASBM Journal of
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Hutton, P. (2009). How to generate more valuable employee feedback. Strategic Communication Management,
13(92), 32-35. doi:1654427051
Jones, J. (2011). How to reduce employee turnover in the cleaning industry. Demand Media. Retrieved from:
http://smallbusiness.chron.com/reduce-employee-turnover-cleaning-industry-10225.htm
Lau, S., & Albright, L. (2011). Positive turnover, disability awareness, employee selection guidelines. HR
Magazine, 56(1), 20-21. doi:2219805721
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Smartpros (2009). Using the exit interview to boost employee retention. Retrieved from:
http://accounting.smartpros.com/x50887.xml
Weiss, K. (2007). Employee recognition as a competitive advantage. Retrieved from:
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... Employee turnover is an important way of em-ployee flow, which plays an important role in the rational allocation of human resources (Nedzelský, 2016), but frequent or more employees turnover will affect the sustainable development of enterprise (Zhang, 2016). Studies have shown that frequent employee flow will have many negative impacts on enterprises (Surji, 2013), which not only involves cost (Loi et al., 2006), but also causes loss of social capital and human capital, and may reduce corporate performance (Hill, 2009), all of which are unfavorable to the development of enterprises. According to the investigation and research of the American labor market, about 20% of employee turnover is inevitable, and the proportion of inevitable turnover in the whole enterprise is stable and low. ...
... It indicates that turnover is one of the most expensive and difficult workforce challenges facing organizations. Employee turnover can be extremely devastating for any institution (Kemal, 2013). ...
... Therefore, it is important for businesses to strive to avoid high employee turnover. Additionally, according to Surji (2013), employee turnover is a direct statement of the company, which can be detrimental to customer service and quality. (Bothma & Roodt, 2012) explain that the loss of highly skilled staff will have catastrophic consequences for the organization, such as disruption of organizational functions, service provision, and management. ...
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Turnover intention is the tendency or intention of employees to stop working from their jobs voluntarily or move from one workplace to another according to their own choice. The purpose of this study is to investigate the effect of burnout on turnover intentions, the organizational commitment to turnover intentions, and the indirect relationship between burnout and turnover intentions through organizational commitment. This type of research is a quantitative study. The sampling in this study used probabilistic sampling using cluster sampling and simple random sampling. The study population consisted of healthcare professionals from five hospitals in Surabaya as referrals for Covid19 patients. The sample contains 100 respondents. Route analysis by the Smart PLS 2.0 program is used as a data analysis method. The results show that burnout affects turnover intentions. Burnout adversely affects an organization's commitment, which in turn adversely affects the intent of leaving a job. In addition, the results of indirect impact tests show that organizational commitment can mediate the relationship between burnout and willingness to leave.
... The high turnover rates adversely affect the work environment and the experiences of youth in the system (Strolin et al., 2006;Strolin-Goltzman, 2010;Surji, 2013). The instability of the workforce was highlighted by the Instituto Nacional de Derechos Humanos (National Institute of Human Rights, 2017), reporting that there is a high turnover rate among managerial positions in juvenile prisons. ...
Article
In the past few decades, both the local and international press have addressed flaws within the juvenile justice systems in Chile. However, very few studies have examined the support provided to social workers working in this field. This article, using exploratory survey research methods, explores the perspective of social workers about how these systems support their well-being and overall work functioning. The survey uses a snowball sampling technique to reach social workers who work in nonprofit organizations serving juvenile offenders in the metropolitan region in Chile. The results show that social workers are experiencing moderate levels of compassion fatigue. Different issues emerged centered on a lack of organizational support related to teamwork, training, and pay.
... High employee turnover in the hotel industry has become one of the major concerns for hotel managers (Faldetta et al., 2013). Retaining long-term employees will boost employee efficiency and performance (Satpathy & Das, 2011), productivity (Mensah, 2015), employee morale and motivation (Surji, 2013), and attract skilled and professional employees to the organization. Employee satisfaction, working environment (Agarwala, 2003), professionalism, and professional performance (Ingersoll et al., 2002) are among the factors that determine employee retention. ...
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Continuity of employees in the organization is important as it saves costs, ensures quality, and enhances guest satisfaction. In the service industry, employee continuity is considered more important than the abilities possessed by the employee. Hospitality organizations are service organizations with high employee-guest interaction and need high levels of employee professionalism and professional satisfaction leading to guest satisfaction. This paper tests the relationships between employee professionalism, professional satisfaction, and employee continuity. Employee professionalism has been conceptualized as the importance given to the organization, its goals, and rules and procedures, while employee professional satisfaction is conceptualized to be achieved from job satisfaction and guest satisfaction. Data have been gathered on 200 employees from their superiors of various hospitality organizations in Goa, a major tourist destination in India, using a structured questionnaire. The analysis using structural equations modeling showed that employee professionalism significantly influenced employee continuity mediated by employee professional satisfaction. Multiple methods have corroborated the results. The findings are of theoretical importance and practical significance since it confirms the need for high professionalism among hospitality staff, which substantiates the need to train the staff in professionalism. Heads of the Departments can design various training activities to incite high professionalism among the staff.
... Businesses that will be able to retain their valuable employees and decrease turnover will gain a competitive advantage. How? Primarily, by providing a working environment that employees find proper and pleasant (Surji, 2013). It is important to state that current working arrangements focus on employees' new knowledge, skills, and abilities especially in terms of problem solving, critical thinking, creativity, people management, coordinating with others, emotional intelligence, judgment and decisionmaking (Héder, Szabó & Dajnoki, 2018). ...
Article
In the recent years the labor market of the Central and Eastern European (CEE) countries has changed a lot. One of the main business challenges in the CEE region is the worker shortage. The possible reasons of this phenomenon are the emigration of the labor force from the countries of the former Eastern Bloc to the Western countries, the negative demographic tendencies in the region, the effects of economic crisis and the significant wage differences in the countries of European Union. This paper presents the first results of an international research conducted in six countries from the CEE region (Austria, Czech Republic, Hungary, Romania, Serbia and Slovakia) on the reasons and managerial implications of the current labor force shortage. The research questionnaire was filled out in 797 companies and institutions in the CEE region. In our paper we will show the size, ownership and the sectoral distribution of our sample, as well as the average turnover rate, the average time to fill a position in, the positions hard to fill in, the possible reasons of labor shortage and the successful organizational and governmental programs to deal with labor market shortage. The obtained results may be a useful input for the formulation of human resource management programs in the organizations facing with labor market shortage in Serbia and other CEE countries.
... According to Uğural, Giritli and Urbański (2020), employees are the custodians of a voluntary movement of turnover, whilst involuntary turnover involves processes initiated by organisations to terminate the service of employees. Voluntary employee turnover is an area of concern because of the costs associated with it (Surji, 2013). Moreover, talent turnover has a direct negative impact on organisational effectiveness (Ahmed, Sabir, Khosa, Ahmad, & Bilal, 2016). ...
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Introduction: Talent management plays an essential role in the retention of competent employees in the workplace. Research purpose: The main objective of this research was to determine the relationship between talent management, job satisfaction and voluntary turnover intentions of employees in a selected South African government institution. Motivation for the study: Talent management research within the context of South African government institutions has yet to reach its full potential. Research design, approach, and method: This study followed a quantitative research design. Data was collected from employees at the head office of the selected government institution (N = 208). A Talent management measure, job satisfaction questionnaire and a voluntary turnover intention questionnaire were distributed. Findings: The results showed a weak leadership talent mindset. Talent management practices such as talent development, performance management, talent retention strategies and compensation practices were poorly applied. Almost half of the sample was dissatisfied with their jobs, whilst 68% considered quitting their jobs. Talent management practices were significantly related to job satisfaction and voluntary turnover intentions. Job satisfaction moderated the relationship between talent management and voluntary turnover intentions. Management implications: Government leaders are encouraged to adopt a talent mindset that will instil a talent culture where talented individuals are allowed to add value and contribute to the success of the institution. Value add: This research adds to the limited body of research done on talent management in the public sector context. Conclusions: This research highlights the importance of talent management in contributing to critical individual outcomes required for sustainable government institutions.
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Employees are the main pillars and the most valuable asset for any type of organizations. The main purpose of the study is to know the wakefulness, level of understanding of causes and effects of employee turnover in the manufacturing industry. Further, this paper also analyses the factors which influence the level of understanding of causes and effects of employee turnover among the employees. To achieve this objective were framed and the study found factors influence that causes and effects of employee turnover, such as poor management, low pay, lack of training and recognition, poor supervision, job security and work life balance etc.,
Article
Full-text of this article is not available in this e-prints service. This article was originally published following peer-review in Management Research News, published by and copyright Emerald. Considers the reasons for a high turnover of staff in different industries before looking at the nature of commitment. Provides some areas where improvements can lead to enhanced employee commitment and briefly looks at these issues in turn, e.g. pay, benefits, flexible work options and career development and training. Concludes that policies to encourage commitment need to become inherent within the culture of the organization to be successful.
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