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Employee Retention - Science topic

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Please explain more.
Thank you for sharing your valuable ideas.
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If organizations treat resistance to change as an opportunity rather than a problem then they can manage change smartly. In other words, they need to follow discursive approaches to change in which resistance is considered a legitimate right of employees that can provide an excellent opportunity to the management to take their employees on-board to make the entire change process inclusive. The traditional approach to change considers resistance as an illegitimate and irrational act of employees. Maryam Rahimi
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Survey on Antecedents & Consequences of Employer Branding In Indian Organizations Benefiting Indian Industry
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Studying the Marketing Triangle can provide some useful insights
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I have a challenge and that is how to evaluate the developer onboarding process in agile teams and which criteria and KPIs must be used in this evaluation.
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- atendiendo a los resultados obtenidos y el clima que se ha desarrollado en el equipo en el proceso de trabajo.
- evaluando el nivel de asunción de la cultural organizacional y la implicación en las tareas.
- analizando la ayuda y colaboración con el resto del equipo.
Puede ser a través de la observación, preguntas frecuentes al resto del equipo y a propio colaborador, con escalas de valoración sobre satisfacción, cohesión grupal, trabajo en equipo, comunicación, relaciones interpersonales. Técnicas proyectivas en general.
saludos, espero que le sea útil
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Dear fellow researchers,
Together with my international team, we are looking to collaborate with foreign researches on the research project entitled:
“Organizational culture and climate for effective remote work: the impact of organizational factors on remote employees’ retention, knowledge sharing, and well-being. The moderating role of leadership competencies".
We welcome researches who are publishing in mentioned fields (organizational climate, corporate culture, leadership, knowledge sharing, well-being) and are hired at University (this is relevant to get funds for the project).
If you are interested in collaboration, please contact me.
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Congratulations on the idea, Professor! For more than twenty years I have been studying and exploring the field of leadership and organizational culture and their various aspects, and I would love to share my observations and experiences. I would be honored to be part of an international team with such a research focus.
Best Regards!
Valentin
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Discuss the circumstances that makes employee retention challenging for organisations like Walmart. Support your discussion with specific examples from the case study.
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There are many circumstances that make retaining employees difficult for organizations like Walmart. In the case of Walmart, the largest American employer, this organization reorganized its staff in stores, by ending its work trays program which made it possible to integrate people with intellectual disabilities into the team of employees.
In addition, as a test, some stores have fewer managers, but better paid, who supervise the teams in order to give employees in direct contact with customers more control over their work.
Walmart is testing a new store organization, in some cases using fewer mid-level managers to supervise employees while increasing the pay and responsibilities for these positions.
The move comes as the country's largest employer strives to control labor costs, keep employees longer and attract talent, while spending more to raise wages.
A hundred Walmart stores, mainly from its Neighborhood Markets chain and small supermarkets, are currently testing several versions of a new employee organization called "Great Workplace". By virtue of this principle, Walmart offers these employees, who are now called "assistant store managers" or "department managers", to apply for positions that are certainly less numerous, but better paid and structured around team management. Current managers are invited to apply for new roles, called "business leaders", "team leaders" or, even, "academic trainers".
Walmart executives say the origin of the new employee structure is not cost reduction, but rather the adaptation of its workforce to changing online shopping habits and the demands of employees. All of these factors therefore make it difficult to retain employees for organizations like Walmart. So the question arises: where is thé corporate social responsibility?
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Hi there,
I am researching employee benefit programs in an international context. Employee benefits in the sense of my research are either statutory or company-specific payments, discounts or perks offered by a company to all or part of their employees. I am especially interested to learn about the following countries:
Australia
China
India
Malaysia
Poland
Portugal
Singapore
Turkey
USA
Furthermore, if you are aware of research addressing the preferences of employees in the countries listed above, I am also interested to know.
Many thanks in advance - I very much appreciate your help.
Kind regards, Ilka
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As i know, NHRD is professional body in India in HR functionality.
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Merry Christmas!!
Could you please spare some time in filling the survey which will help us bringing in the analytics about the break through changes that are expected in the field of employee learning and development.
Please visit the below link for filling in the survey and do not forget to share among your acquaintances as much as possible...
Happy Holiday!!
Regards
Lakshita
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Hi everybody!!
It is a humble request from the forum members to please fill the survey on the above given link and share among your contacts as much as possible.
I am really counting upon you all and will be grateful to you.
Regards
Lakshita@
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I am looking for a validated survey for use in my dissertation research. Thus the problem statement is how do companies create a sustainable workforce in a competitive environment with a declining population that requires an increasing level of sophisticated skills and technical knowledge when the average lifespan of skills is five years and diminishing?
My research questions are:
A. Is there a correlation between the rate of employee retention and the amount of training the employees receive?
B. Do companies that invest in training have employees with longer tenure?
C. Do companies that use professional training (higher education, consultants, etc.) have a better retention rate than those that utilize internal training?
D. Does external training provide better knowledge transfer than training which is provided internally?
Any guidance to a survey instrument that could be utilized would be helpful.
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Hi.,
Employee engagement is the extent to which employees feel valued and involved in their everyday work. ... Running an employee engagement survey doesn't just measure how happy employees are—it measures how dedicated they are to the mission and outcome of your company.
The measuring employee engagement on a regular basis.
  1. Pulse Surveys. Short, frequent surveys are a great way to maintain a consistent pulse on the vibe in your office. ...
  2. One-On-Ones. Another great way to measure engagement is through one-on-one meetings with employees. ...
  3. Stay/Exit Interviews. ...
  4. eNPS.
How to survey your employees – and why it's so important
  1. Design the survey to get the information you want. ...
  2. Make the survey detailed enough to give you information you can use. ...
  3. Tell staff in advance. ...
  4. Do what you can to make sure you get truthful answers. ...
  5. Encourage people to take the survey. ...
  6. Give some thought to those who didn't fill in the survey. ...
  7. Analyze and share the results.
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hi1. To explore the dimensions of talent retention strategies....
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The issues of employee retention scale and talent retention strategies are determined by the specificity and situation of the labor market situation. Because the situation on the labor market is the result of many economic, demographic, social and state economic policy factors, all these factors should be included in the description of the environment and factors that may affect the processes functioning in the employer and employee rationing in the surveyed companies and institutions and on specific instruments that can be used to influence the management of the audited organization on employee retention scale and talent retention strategies.
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Are you considering further training in psychology? A student shares their experience researching the psychology of helping others...
Thank you kindly in advance,
Justin and Keirissa
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Self-awareness, self-compassion and self-acceptance
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I am looking for an interesting research topic in which I can analyze one of the three following Human Resource Management areas: Organizational Behavior, Employee Satisfaction or Compensation Systems. My interest is to compare systems between Mexican and Korean organizations, perhaps also Japanese and Chinese companies. It would be ideal if the topic doesn't require the application of interviews or questionnaires due to language barrier.
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Interesting!
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Hello,
I am doing my dissertation on coaching in Croatian hotels and whether or not it might have an impact on employee retention. More precisely, I'd like to define the link (given there is one) between ability, coaching and a decreased intent to leave in Croatian hotel sector. I welcome any suggestions on similar studies.
Thank you!
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I would recommend reading the following article through Google Scholar:
- Robert Eisenberger, Florence Stinglhamber, Christian Vandenberghe, Ivan L. Sucharski and Linda Rhoades (2002) Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention, Journal of Applied Psychology, Vol. 87, No. 3, 565–573
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can anyone suggest the measures for retention like turnover intentions and dimensions for employer branding?
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Thank you Murad Sir
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The main aim of this research question is employee retention, therefore if there is any literature review related to this topic, it would be of great help.
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The attached paper may be useful for you. Best wishes!
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My doctoral topic is strategies to retain millennial employees and job satisfaction in community colleges.
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We just did a 5 article series on no/low cost benefits that Millennials (and others) favored. We also have 2 other articles (1 published, 1 just accepted) on employee generational attitudes towards medical/recreational marijuana testing. While the subject of marijuana may be outside your 'comfort zone' for a dissertation, those articles do discuss generational differences in Millennial employees.
Information on the Generational Differences in the Workplace Study can be found here:
If you seriously are interested in this, and would like to discuss the topic more, please send me a message.
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Hello Hans and Ingo
Good evening from Korea, it's been ages, I hope you doing well.
I retired from previous job and trying to settling down my home country.
We occasionally encountering relatively young manager's trust issue towards his/her sub managers (which relatively experienced) and which leads zero sum or even minus productivity and/or long term strategy for specific unit/department. 
How we can tackle this concern? Via leadership mentoring from senior management or bottom to top sharing experience?
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Kim,
Don't mind at all. 
EJG
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Hi,
 I am conducting a questionnaire survey in finding out human attributes and its effect on construction industry. The objective of the study is to maintain partnering relationships in the execution of construction projects which involves the parties of the project to work together in an environment of trust and openness that aids in improvising the efficiency of the project without any conflicts. A questionnaire survey is developed with an aim to measure the degree of excellence of the human attributes involved in the project. I would like to put forward the questionnaire as a part of survey that I am conducting looking out for solutions on the above mentioned objective of study. I would request you to kindly fill the questionnaire as per your industry exposure and projects that you have worked on.
Please suggest any comments which are essential for the research work.
Thank you.
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If you can send me the questionnaire to my e-mail, krsubramanian64@gmail.com, I can have a look at tit and comment
Regards
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Could you suggest suitable indicators to be used to study job satisfactory level of employees of the government sector.  I am preparing a questionnaire and structured questions if any are most welcome.
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Good Afternoon,
Please see attached files. you may use the questionnaire as a guide in the construction of your job satisfaction questionnaire.
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My study will be on the high turnover of faculty and job satisfaction. I am unsure as to which framework would be suitable. I am thinking that a conceptual framework would be suitable.
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Dear Salli Bh
BUilding an effective psychological contract, healthy environment and suitable financial incentives are some of the factor that are helpfull in employees retention and making them satisfied. my some of the papers may be helpfull to you in framing construct
Regard
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I'm doing a research using these variables. And I need research literature from 2014 onward. Kindly provide me with the relevant updated stuff.
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Recently I read a report about retaining talent written by Dr. David Allen published by SHRM. It is very comprehensive and interesting to read. I believe it is a must to read for anyone who does a research involving retention. You will be able to find that the report ,at the end, gives a good list of research papers in respect of retention. Here is the link:
Best wishes!
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The paper that examines the impactc of employee loyalty satisfaction factors which are e.g. empowerment and participation, working conditions, reward and recognition e.g.
I am particularly interested in articles after 2012.
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These paper and report may help
job satisfaction index 2015 - The Happiness Research Institut
 Linking Employee Satisfaction to Business Results
Paula S. Topolosky - 2014 - ‎Business & Economic
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well in talent management area, we know that the effective talent management can improve employee retention ,but what is the role of HR manager? if the talent management is not worked in organization, what should HR do?
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I think HR managers undoubtedly play a key role in getting the organization to adopt talent management strategies.  the strategies of course depend on every organization but on my mind the first step would be for HR managers to check their own competencies, if they have a high level of professionalism and the right competencies, the next step would be to prepare a talent management proposal and discuss it with top managers so as to engage them in it.  HR needs to work in close relationship with them for if they promote the adoption of talent management the impact of it will be higher and  would  greatly contribute to develop a culture that support continuous learning, which will in turn improve retention specially of workers who  have high on their hierarchy of motives learning and professional development.  Next, line managers and staff workers are important and HR should facilitate the implementation of talent management in each area or department of the organization until it is an inseparable part of it.  the particularities vary according to each organization.  Of course it is much more difficult when you begin but if the HR managers have or gain prestige within the organization and communicate well with managers and employees in time they will successfully implement talent management.
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Looking for Instruments / measures for Promotion & Salary - to study employee retention in service sector
if anyone could assist, Thank you in advance
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 Dear Pridhivraj
Prepare your own tool, test it and apply for a very novel research. You can take education, experience and efficiency and design a program where if these 3 Es increases salary increases.
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Hi all!
I am working on a dissertation about the reasons for employees to stay with or leave an organization - drivers for employee turnover and retention. I do find a lot of research and questions about turnover intention or what to do to retain employees (from the perspective of the organization), but I am having trouble finding much about investigating the reasons that employees have for leaving or staying. I guess I can either ask in general with a blank text field something in the line of "What has been your main reason to leave your last position?" or "What is the main reason that you are staying in your current position?", but that will be difficult to analyze and I am looking for additional options.
Any advice would be greatly appreciated!
Cheers,
Steph
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Dear Stephanie
In some cases turnover or retention can be not only individual-level phenomenon.  For example high turnover rate can be one of the most important parts of company's business model.
See for instance article Carnahan, S and Somaya D, ALUMNI EFFECT AND RELATIONAL ADVANTAGE: THE IMPACT ON OUTSOURCING WHEN A BUYER HIRES EMPLOYEES FROM A SUPPLIER’S COMPETITORS, Academy of Management Journal 2013, Vol. 56, No. 6, 1578–1600. 
Regards
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Any suggestions of Questionnaire / Instrument for employee Retention (preferably service sector / healthcare) *TQ
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Hello Pridviraj,
The questions depends on what are your IVs and DVs. Ms Rachel has attached an excellent article. You may want to adapt questions based on:
1. Individual characteristics: Values etc
2. Organization characteristics: Work environment
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There are various scales for measuring retention. e.g Turnover intentions, Intention to stay. Please suggest which measure among these or any other will be suitable to associate retention with employer branding? 
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Hello, my name is Adam and I am currently working on the primary research for my dissertation. The literature reviewed suggests that authors stay in dissagreement wheter it is a number or the scale of the organisational changes that has the bigggest impact on employees' motivation. I would be grateful for any answer that might increase my knowledge in that area. Thank you. 
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A tricky question Adam. In my research I´m studying consequences of lean implementation in health care. In specific the importance of social capital for employee engagement in improvement work, redesign of care processes. I have found that social capital is a predictive factor for employee engagement in Clinical improvements and to their general work engagement, also to job satisfaction. These outcomes are stressed to be important factors for sustainable organizational developments. My colleagues in this researchproject have found that how the change is done also matters (top-down, support by change-agents, pace....). Some years ago Academy of Management Review published an article "Studying Org. Change and Dev. Challenges for Future Research by Pettigrew et al. Maybe you have read it but otherwise it is a tip for further reflections.
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Appreciate your kind guidance. I want to measure PBC , and the subject is employee turnover intention. still very confusing about PBC scale.all research has different scales and , those with high reliability in one research show low in other. which scale is better?  
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I do not see the difference between PBC and SE--both take into account context and both report the conviction that one can bring about something, whether a behavior or an outcome-
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Last week I hold a session at the ‚Agile Cologne Conference’ regarding mental models of management in agile (project) management compared to traditional (project) management. Based on dimensions being often discussed for collective mental models in work-related context (e.g. goals and roles of management, interaction patterns, thinking about authority, and progress & improvement), I described a mental model of management that seems to be presupposed in agile project management. During the session I was asked whether there is a correlation between willingness to change the own mental model of management (in direction of agile mindset, self concept regarding servant leadership and values) and the grade of a firm’s economical health (which remains to be defined). It seems to me as an interesting research question. Does anyone recommend research papers in this area?
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Initiatives such as the WHO Global Mental Health Survey Consortium, the Global Burden of Disease Study, and the Grand Challenges Delphi Study, stand as testimony to the transformative impact that such models can have on the field
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What is the employee retention rate at Hewlett Packard?
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Hello Jenna. The issue of employee retention at HP can constitute a case study specific to HP. If you want the ER rate only, the best way is to ask the HR official of the HP outright. All the best
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Look for journals or HBR articles
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  • I think you can begin by using search engine to find and read articles related to what you specifically want to research on. Then attempt to find deeper articles on googlescholar. hope this helps?  
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What happens exactly on organizational performance, when retention strategies were not in place?
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Thanks Hussain Sir and Kettunen Sir for providing an insight and suggestions on the topic. 
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In another meaning: Other than paying good salaries, what can a company offer to the employee to retain him/her?
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An interesting job, great colleagues, reasonable bosses, a manageable workload, good career perspectives...
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I am currently working on a case study with one participant who has been teaching for over 30 years in the same school district. 
I know there is a lot of information on retention, but I haven't found much on longevity and why teachers stay.  Any help would be appreciated. 
Evelyn Gordon.
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Hi Evelyn,
I had 30 years as a primary school teacher / school deputy in one system before moving to Higher Education. I am interested in the reason behind your research. What is it that you are trying to determine? Is there some desirable quality in a teacher if they stay in the profession as long as they do? I am only asking because I know of many teachers who only stayed in the profession for a short time but had a very positive impact, and, unfortunately know some teachers who have been in the profession a long time and stopped making a positive contribution. Sounds like an interesting project though. Kevin.
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There are many reasons for employees to resist change such as uncertainty, poor communications, lack of trust, poor participation etc. On the other hand there are many strategies recommends for leaders to use in order to reduce or manage that resistance and one of them is communication specifically internal communication. Which theory you think will help to look for it and to be the base of such a research?
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People typically hate change because of their bad experiences with change!
The best theory to link resistance to change with an internal communication change program is "disconfirmed expectancy theory."  The link to the evaluation of communicators is on the Wikipedia page which follows:
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Is it worth studying or doing a research? Given the fact that organisations are rapidly changing due to various factors and employees have to or adapt to those changes. The bottom line is in intensive knowledge based institutions/organisations face difficulties to retain employees. Is it possible to find the level when the employees would decide to leave the organisation? Is it really possible for organisations to find the level when and how to retain the employee? Is it possible for organisations to constantly employ 'organisational retention strategies?
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I dont know at what stage of that research you are at present, nut if you still have those questions mentioned above still in mind, i strongly tell you it is a very attractive topic and is worth your research. Good luck!
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Can we relate it in any way with employees' satisfaction at work?
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I have done research on knowledge sharing practices using wikis in organizations. I think that there is no standard recipe really to enable employees' adaptability and commitment. If you make knowledge secure and restricted there will be a problem. If you make it open there will also be problems. But one reflection on your question maybe to look at communities of practice by Lave & Wenger. This is because I believe one way to deal with adaptation and commitment is to create conditions for common purpose and common interest among employees. I think that maybe one way to help be more committed and engaged by sharing their knowledge and expertise. Hope it helps.  
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The chances of managerial failure in larger organizations  is observed as higher than is the case in SMEs. What do you think makes the managerial function in such organizations more difficult?
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I am fully agree with the answers of Prof. Nageswara Rao Posinasetti , Prof. Krishnan Umachandran and Prof. Kamal Eddin Bani-Hani.
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Employees seek job security, but do job security strategies and policies ensure that all employees will stay in the organization?
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I agree with the answer of Prof. Mahfuz Judeh as follows:
More job security = Less labor turnover
Less job security = More labor turnover
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The selection of the right people is not enough. Management should follow certain steps to keep and retain employees.
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Dear @Mahfuz, it is matter of strategy to retain positive staff in organization. Some measures and ways for solving this issue are given in the following articles!
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When the market is highly competitive, costs are cut down. Labour becomes a big victim. People are treated like other assets such as buildings, plant, machines, material. Such employers take the plea that they have no other options if they want to survive. How can they survive in such a scenario without adversely affecting employee motivation?
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Dear Debi
In the current globalized situation cost-minimization is inevitable in any organization. Walmart is a classic example of that situation. I don’t think you can survive by reducing wages only, which will ultimately translates to poor quality of work which will damage the organization reputation in the long run. The organization need to follow lean principles and make sure that waste is eliminated and workflow is streamlined. To motivate the workforce
1. Align employee economic interests with company performance
2. Take a genuine interest in the future path of an employee’s career
3. Take a genuine interest in their work-life balance
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Employees seek job security and look for equal treatment in their workplace. Do job security policies and practices ensure that employees will stay in the organization?
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To some extent yes but this applies in a situation such as the present where the job market is very edgy.
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Employee engagement integrated with customer services .
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Is it possible that you clarify further what you have in mind? The question is understood as internal relations in a business or institution! and not as with customer services.