Employee Turnover

ABSTRACT India has emerged as a global hub for IT industry with the segment having undergone rapid transformation and a phase of accelerated growth. Despite the recent downturn, the IT sector in India has managed to secure a double digit growth rate. With intense global competition, the companies are operating in an environment encompassed by technological innovation and change. Empowering and retaining employees are major challenge for an IT company because when opportunities and challenges are numerous, flow of employees between one company and another becomes commonplace. Therefore, attrition continues to plague the industry making it one of the foremost concerns of the sector today. Studies have shown that empowering employees not only makes a significant difference in their performance and outlook towards work but is also a means of creating greater effectiveness. Although, there have been studies analysing the impact of various factors (including empowerment) on turnover intention, studies of such nature are few in the Indian context. This study, therefore, aims to explore the influence of psychological empowerment on turnover intent of software professionals in IT product and services companies in India.

Purpose–Increasing turnover of frontline staff in call centres is detrimental to the delivery of quality service to customers. This paper aims to present the context for the rapid growth of the business process outsourcing (BPO) sector in India, and to address a critical issue faced by call centre organisations in this sector–the high employee turnover. Design/methodology/approach–Following a triangulation approach, two separate empirical investigations are conducted to examine various aspects of high labour turnover rates in the call centre ...

An extended literature review has been conducted about nurses' turnover, and how to retain the staff by applying appropriate Human Resources theory in the healthcare organisation, to retain nurses and eliminate turnover. This is through exploring the Human Resource Management issue related to nurses' high turnover and the reason which is behind to leave their hospitals in Kuwait. Also, the study will critically examine the working nature and the issue behind nurses' turnover. In addition, motivational theories will be used in this paper and will apply some strategies that can be used to avert the causes of the problem, to ensure that nurses are retained within their organisations. Aim: To enhance employee loyalty to their organisations and effectively retain nurses' staff in X organisation, with a particular reference to Human Resources Management. Methodology: Various literature, journals, articles, reports and books were reviewed to achieve the aim of this paper, specific consideration was given to the leadership. A relevant Human Resources Theory was applied with leadership support to retain nurses in the organisation and to reduce nurses' turnover. Findings: Leaders are important to develop a considerable retention strategy within the organisation, by increasing the nurse's loyalty and satisfaction through different techniques such as policy and guidelines, motivating through allowances and leave, further changing the system. Recommendations: To provide extensive training to the leaders to enhance their skills in managing the organisation and staff. To overcome the issues that interfere with nurses' satisfaction and solve the issues to retain the nurses.

To investigate the views of senior nurse and human resource managers of strategies to retain hospital nurses in a metropolitan area. Against a global shortage, retaining nurses is a management imperative for the quality of hospital services. Semi-structured interviews, thematically analysed. Metropolitan areas have many health organisations in geographical proximity, offering nurses choices in employer and employment. Senior nurse and human resource managers recognised the complexity of factors influencing nurse turnover, including those that 'pulled' nurses out of their jobs to other posts and factors that 'pushed' nurses to leave. Four themes emerged in retaining nurses: strategy and leadership, including analysis of workforce and leavers' data, remuneration, the type of nursing work and career development and the immediate work environment. In contexts where multiple organisations compete for nurses, addressing retention through strategic leadership is likely ...

Η παρούσα εργασία αφορά στο θέμα της εργασιακής κινητικότητας των εκπαιδευτικών. Αρχικά γίνεται αναφορά σε ζητήματα ορισμού, στις μορφές και στον αντίκτυπο που έχει στη λειτουργία των σχολικών μονάδων ενώ, στη συνέχεια, οι θεωρητικές προσεγγίσεις και τα ερευνητικά δεδομένα από τη διεθνή και εγχώρια ερευνητική βιβλιογραφία συμβάλλουν
στην κατανόηση του φαινομένου αυτού. Όσον αφορά στο ελληνικό εκπαιδευτικό συγκείμενο, μολονότι αναγνωρίζεται ότι οι συχνές μετακινήσεις αποτελούν μια δυσάρεστη
κατάσταση που έχει αρνητικό αντίκτυπο στη στελέχωση των σχολείων και τη συνακόλουθη αποτελεσματικότητα της εκπαιδευτικής διαδικασίας, ωστόσο η ενδελεχής διερεύνηση των παραγόντων που συντελούν στην κινητικότητα των εκπαιδευτικών είναι περιορισμένη. Με βάση τις συνθήκες που τείνουν να διαμορφώνονται διεθνώς, αποτελεί σημαντική πρόκληση για το ελληνικό εκπαιδευτικό σύστημα η ανάληψη συναφών πρωτοβουλιών σε επίπεδο εκπαιδευτικής πολιτικής και έρευνας με απώτερο σκοπό την εξασφάλιση της συνέχειας του εκπαιδευτικού έργου πρός όφελος του συνόλου των εμπλεκόμενων στην εκπαιδευτική διαδικασία.

Background: turnover is a widespread and costly problem within the healthcare industry in both Arab and non-Arabcountries. It decreases customer satisfaction, future revenue growth, productivity and profitability. Integrating research findings across studies is necessary to identify the most important causal factors so interventions aimed at reducing turnover in the healthcare field can be properly targeted. Aim: The present research aimed to explore the impact of the inappropriate utilization of hospital resources on nurse's turnover intentions in Arab as well as non-Arab countries using a meta-analysis. Methodology: The literature search covered articles that had been published from1971 to 2010. The electronic portion of the search covered eight computer databases. A set of inclusion criteria were established to retaine 118 studies with unique samples given for the purpose of the current meta-analysis. Three graduate students were trained to code, review the databases and data entry processes. After training, coding disagreements and discrepancies were resolved through consensus among coders and authors. Agreement among raters was 92%. Results:the relationship between age and the turnover intention for the organization is stable between studies done in Arab and non-Arab countries, as the confidence intervals overlapped. Location did appear to be a moderator with regards to some of the other attitudinal reactions. First, the relationship between job satisfaction and turnover intentions for an organization were stronger in the Arab countries than non-Arab countries. However, the opposite appears to be true for satisfaction with pay. Estimates indicate that affective commitment has a stronger relationship with the intent to turnover for an organization for the studies done in non-Arab countries than for those in Arab countries. However, the data indicate the opposite for organizational commitment, with this relationship being stronger for Arab countries than for non-Arab countries. Conclusion: job satisfaction and general organizational commitment are the strongest predictors of turnover intension. For the most part, people who experience dissatisfaction and are less committed to their organization are more likely to consider alternative employment as well as be more likely to voluntarily leave the organization. Recommendations (practical implications): Managers need to monitor the morale and commitment of their team members. Many factors are likely to have an impact on both satisfaction and commitment levels. Role states such as ambiguity, job strain, and burnout are likely to decrease both satisfaction and commitment. Therefore, managers should make efforts to clearly define work roles for employees.

Employee turnover is the last step for the employee’s withdrawal process from an organization. Organizations these days, try their best to hire and retain competitive employees. In order to avoid turnovers, organizations try to build retainment strategies, motivation strategies to engage employees. It is evident that, organizations should identify the core reasons behind turnovers. The present study focused at assessing the relationship between workload, turnover intention of employees, job anxiety being mediating the relationship between two. A total of 290 employees from IT sector located in Delhi and NCR were part of this study. Structural Equation Modelling has been applied to analyze the shared relationship between variables selected for the study. The results revealed that workload through job anxiety impacts the turnover intention of employees.

Keywords: Job anxiety, Job Performance, Turnover intentions, Workload, Work stress.

Productivity is the most important factor for any industry or the organization. There are number of factors on which the productivity of the organization depends upon. And employee turnover is considered to be one of the challenging issues in the today competitive business nowadays. The employee turnover has received considerable attention by the organizations this days as it is very closely related to the growth and development of any organizations Employees turnover is an important issue for not only the automobile industry but also the service and IT industry.It has proven to be one of the most costly and seemingly inflexible human resource challenges confronting by several organizations globally
All important factors such as Productivity, overall efficiency, quality etc gets affected by an issue of employee turnover. Therefore impact of turnover has received considerable attentionby senior management, professionals and industrial psychologists. This research paper focus on the different factors that are responsible for the labor turnover in an automobile industry. It also focus on the different major to be consider in order to reduce these problem from all the different sector of the industry.

This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

Randeree, K., Chaudhry, A., Leadership: The Employee Perspective - A Study in Dubai’s Construction Industry, 5th International Business Research (IBR) Conference: “Strands of Development”, 26 - 27 April 2007, Dubai, United Arab Emirates.
Dubai is a regional leader in infrastructure development. Rapid growth has led to project management gaining tremendous importance in the construction sector. Employees are an important part of any industry and their job satisfaction and organisational commitment affects the turnover rate and productivity of a company (Benkhoff, 1997; Randeree and Chaudhry, pending). Leadership has a strong influence on employees' job satisfaction and organisational commitment (Lok & Crawford, 1999). Thus, it is vital to examine leadership styles in a rapidly growing industry in what is also such a cosmopolitan city. Hence, the research undertaken aims to study leadership styles in construction project management in Dubai. The findings show that employees feel that Consensus and Team Management leadership styles are predominant in the industry and employees have shown preference for working under these leadership styles.

In this study, we integrated research on the Minnesota Theory of Work Adjustment (TWA) and Attachment Theory to test a model predicting turnover intentions among 131 working adults in a variety of industries. Consistent with TWA, the results revealed that needs–supplies (N-S) fit was
positively related to job satisfaction and that job satisfaction partially mediated the relationship between N-S fit and turnover intentions from the current job. Anxious and avoidant attachment did not have direct effects on TWA constructs, but the relationship between fit perceptions and job satisfaction
was moderated by avoidant attachment such that the  relationship was weaker for highly avoidant employees. We discuss the implications of these results for future vocational research on work adjustment and the effects of attachment dynamics in the workplace.

Turnover crisis reducing has been highlighted as a remarkable research theme in the
hospitality industry. Regardless of the significant number of studies on employee turnover, it
remains a  vague issue and requires further research, It is well known that the service industry
is highly dependent on the “human factor” which has become a major part of the hospitality
product. The aim of this study is to give a clearer idea of enhancing employment factors to
reduce the turnover crisis, Mobley`s model (1977) determined how job dissatisfaction can lead
to job turnover. The results of this study will show that improving the work environment and
increased wages, by analyzing the internal and external factors, could decrease the turnover
crisis, An intention to stay within the hospitality organization amongst, unacceptable working
conditions, poor training and low salaries could lead to higher employee turnover.

Developing and nurturing talented employees costs enormous amounts of work time, money, and
company performance. In addition, training and adaptation of employees consume time and money.
Therefore, estimating the employee turnover rate is vital for talent management. To estimate employee
turnover, the approaches applied within the company and the employees and work environments must
be profiled. Today, many companies ignore these approaches in determining the source of the problem.
Thanks to the latest developments in technology, artificial intelligence is now included in all business
lines. An important branch of artificial intelligence is algorithms called machine learning. Machine
learning is an advanced computational algorithm designed to mimic human intelligence by learning
from the surrounding environment. In this article, the estimation of employee turnover probability was
calculated with the K-nearest neighbor algorithm, one of the machine learning algorithms, on the
employee data set created through IBM Watson analysis software. Through a robust and comprehensive
evaluation process, the performance of this machine learning method for predicting the probability of
employee turnover was analyzed and determined using statistical methods. However, this method is a
reliable guide for examining large and complex human resources datasets.

This study aimed to study the drivers of employee turnover within the context of companies that already use tools to control access to systems and/or use of the internet. Based on previous research and through new research prepared by the author, a quantitative comparison between the researches results was built to confirm the motivators that lead employees to seek new job opportunities, not taking into account the current work time and its history that may have built in the company. With the analysis and elaboration of the rationale were created two solution proposals that involve monitoring the information generated through the access and actions of employees. The solutions are based on applying filters and alarms, to build information histories and to support decisions involving retention and attraction of talent. Through a sequential strategy, the study presents the main activities and deadline estimates for the implementation of the proposals. To measure the results obtained, four indicators are presented that cover all the management needs of turnover and people acquisition indexes. At the end of the study, proposals for evolution and possible integrations with other data sources not covered by this study are made.

Employee engagement and workplace well-being are two important factors that can affect to turnover intention. The purpose of this study was to analyze how much influence engagement (X1) and workplace well-being (X2) on employee turnover intentions (Y) at Public Accounting Firm ABC & Partners in Jakarta. This study used quantitative method and the research tool used questionnaires of employee engagement and workplace wellbeing on turnover intention were spread to 70 respondent. Data analysis is using multiple linear analysis with additional supported application SPSS 20. The result showed that X1 has score-t hitung <-t tabel (-2,346 <-1,996) which is partially affected Y. X2 has score-t hitung <-t tabel (-2,628 <-1,996) which is partially affected Y. X1 and X2 have score F hitung > F tabel (7,458 > 3,134) which is simultaneously affected Y. The higher engagement and workplace well-being of an employee, the better they will work and turnover intentions of employees in the organization will be decrease.

This study empirically examines the differentiating
impact of challenge-hindrance stressors on turnover intention through job satisfaction in IT industry of Pakistan. Moreover, perceived job alternatives were tested as a moderator in the relationship between
job satisfaction and turnover intention. Primary data was collected
from 186 randomly selected IT professionals, working in project based IT organizations of Islamabad and Rawalpindi. Results
indicated significant: (1) positive relationship between challenge
stressors and job satisfaction, (2) negative relationship between
hindrance stressors and job satisfaction, (3) negative relationship between job satisfaction and turnover intention, (4) Job satisfaction fully mediates the relationship between challenge stressor and turnover intention, (5) Job satisfaction partially mediates the relationship between hindrance stressor and turnover intention. However, it was observed that perceived job alternatives do not have any moderating effect. Proper balancing of two stressors may help top management to increase the job satisfaction and reduce the turnover intention of IT professionals.

Today an individual's career is no longer tied to a single organization, as career changes and job mobility have become common phenomena. To be successful in one's career, employees today have to balance the relationship between their desire for career growth and their attitudes toward their current organizations. This study examined the direct effect of organizational career growth on employees' turnover intention, as well as the moderating influence of demographic variables. The relationship is examined among employees of Nepalese Private Commercial Banks. This study empirical support the Weng et al. 2010 study of organizational career growth conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. This study failed to confirm the four dimensional model, as an alternative the study proposed three factor model, clubbing together Promotion Speed and Remuneration Growth to one latent variable. Data was acquired from 290 banking employees of Nepal. The results indicates the organizational career growth dimensions negatively related to employees' turnover intentions. Furthermore, none of the demographic variables (Gender, Age, Education, Marital Status and Position) are significantly moderating the phenomenon. It was also found that Promotion Speed and Remuneration Growth is the foremost factors that have direct high impact on Employees' Turnover Intentions, followed by Career Growth Progress in Nepalese context. In Nepalese context, organisations should emphasize more towards Promotion Speed and Remuneration Growth of the employees for retaining them to the organisation and encourage the employees to contribute towards the effectiveness and productivity of these organisations (banks).

Employee turnover has been a major issue especially for Human resource manager.
Previously, several researchers identified the factors influencing employee turnover.
However, measuring turnover cost can help a manger better to respond to this
challenging issue. The purpose of this paper is to calculate the turnover cost of
Probationary Officer (PO)/Management Trainee Officer (MTO) and impacts in
banking sector of Bangladesh. Primary data were collected through a questionnaire
survey to reveal the result. It was found that except few banks turnover costs of other
banks are more than 10% of their total recruitment, selection and training cost, which
is upsetting. For identifying turnover impacts, hypotheses were constructed and tested
using t-test. The findings of this paper will help the human resource manager get better
insights about the magnitude of turnover cost and develop employee retention
strategies in accordance with.

Flexible work arrangements (FWAs) enable flexibility in the work
design of employees and, consequently, can improve work-life
balance and enhance organizational performance. Based on the
disparate nature of previous findings and social exchange theory,
we defined the two research questions with an aim to explore the
impact of FWAs on organizational performance measured by
both financial and non-financial indicators, while taking into
account the employer versus employee-driven perspective of
FWA application. The data on 12 different FWA practices was
collected in 171 large-sized Croatian organizations by a
questionnaire survey using CRANET methodology. Our findings
suggest that organizational performance was higher in the
employee-driven group of FWA practices. On the other hand,
several employer-driven practices were found to be significantly,
but negatively related to organizational performance. The main
contribution of the paper is revealing the importance of work-life
balance arrangements in achieving success and competitive
advantage.

This paper discusses and evaluates the strategic management of the Four Seasons Hotel and Resort’s current situation (2012) and future position and development. This paper identifies the sources of competitive advantage for Four Seasons and strategic challenges faced by the company on its expansion plans. The writer adopts two management models, PESTLID and Porter’s five forces, which helps to better understand the current challenges facing the company.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

In order to operate effectively and efficiently, most higher education institutions depend on employees performing extra-role behaviours and being committed to staying with the organisation. This study assesses the extent to which organisational identification and employee satisfaction are antecedents of these two important behaviours. Key objectives of the research were to identify possible antecedents of organisational identification and to discover whether the consequences of organisational identification vary among the employees of multinational universities at home and foreign campuses. We developed a model that was tested using structural equation modelling, which assesses the influences of organisational identification on employee satisfaction, extra-role behaviours and turnover intentions. All of the paths in our model were significant, but employee identification, satisfaction and extra-role behaviours were lower at foreign branches than at the home campuses of universities, and turnover intentions were higher. These results suggest that higher education institutions need to implement different human resource strategies at home and foreign branches, with a focus on improving organisational identification at the foreign subsidiaries.

Considering the extensive research on the topic of voluntary employee turnover in the past 10 years as well as new managerial outlook to employee retention, labor market dynamism, and evolution in research methodology and technology, it is critical that researchers evaluate the current state of the field. In the past decades, turnover research has experienced substantial theoretical expansion. Specifically, the last decade was characterized by seven major trends: (1) new individual difference forecast of turnover; (2) an extended focus on stress-and change-related attitudes (3) empirical research on the unfolding model; (4) more focus on contextual variables with an emphasis on interpersonal relationships (5) an enhanced focus on factors related to staying (6) a dynamic modelling of turnover processes with the consideration of time and (7) increasing our understanding of previously identified relationships. This study focuses on exploring the intricacies of the new turnover trends and analyzes the impact of these trends on the future of turnover research. Turnover Research from 1995 until the Present In the past 10 years, turnover research has gone through considerable theoretical expansion. The last decade was characterized by seven major trends: (1) new individual difference forecast of turnover; (2) an extended focus on stress-and change-related attitudes (3) empirical research on the unfolding model; (4) more focus on contextual variables with an emphasis on interpersonal relationships (5) an enhanced focus on factors related to staying (6) a dynamic modelling of turnover processes with the consideration of time and (7) increasing our understanding of previously identified relationships. Even though there are more theoretical constructs to explain turnover, there is less theoretical consensus among the researchers and still a relatively small amount of overall variance in turnover explained. The result we believe is that the field of study is richer, but perhaps farther from a unified view of the turnover process than ever before. Trend 1: Individual Differences Studies that investigated individual difference predictors of turnover have looked at both direct effects and moderators. According to Barrick and Zimmerman (2005), personality may be operating directly on whether one leaves his or her job. He found out that self-confidence and decisiveness combined with bio-data measured during the recruitment process were negatively associated with turnover. Articles by Pelled and Xin (1999) and Thoresen, Kaplan and Barsky (2003) suggest that negative affectivity is likely to result in higher intentions to leave and actual turnover. Study of Allen, Moffit and Weeks (2005) points to the moderating influences of individual differences. They demonstrated that low self monitors and employees with low risk aversion were more likely to translate their intentions to leave into actual turnover. Maertz and Campion (2004) combined content and process models of turnover by proving that their previously developed eight turnover motive forces (affective, calculative, contractual, behavioural, alternative, normative, moral, and constituent forces)are systematically related to four turnover decision types (impulsive, comparison, pre-planned and conditional quitters) such that different groups of quitters are stimulated by different forces. They claim to have identified the eight proximal causes of turnover cognitions and suggest that these causes

We examined the effect of intellectual capital on employees’ job satisfaction and retention, and also identified two human resource management practices that positively influence intellectual capital. Survey data were collected from 1117 employees of a large Italian company leader in the food product market. Structural equations modelling results showed that intellectual capital positively affects the job attitudes examined, although differences emerged between the three dimensions of intellectual capital. Specifically, human capital and relational capital did not directly affect employees’ job satisfaction and retention as we hypothesised; in fact, these relationships were fully mediated by structural capital. Also, our results identified two measures of human resource management practices (communication and alignment) that positively influenced intellectual capital and also contributed to the improvement of employees’ job satisfaction and retention. Our findings may help managers design and implement intervention programmes and policies for effective intellectual capital management.

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.

ในสภาพแวดล้อมของการทางานในปัจจุบันที่การลาออกจากงานเกิดขึ้นได้บ่อยครั้งและง่ายดาย ทฤษฎีการฝังตรึงในงาน จึงเป็นทฤษฎีหนึ่งที่กาลังได้รับความนิยมในการศึกษาเกี่ยวกับการรักษาไว้ซึ่งพนักงาน จากการทบทวนวรรณกรรมพบว่า ทฤษฎีการฝังตรึงในงานสามารถทานายการลาออกของพนักงานได้ดีกว่าทฤษฎีดั้งเดิม เช่น ความพึงพอใจในงานและความผูกพันต่อองค์การ โดยทฤษฎีการฝังตรึงในงานนั้น เปลี่ยนมุมมองในการมองการลาออกของพนักงานจากการมุ่งหาสาเหตุที่ส่งผลให้พนักงานลาออก ไปเป็นปัจจัยที่ส่งผลให้พนักงานยังคงอยู่กับองค์การ และมุ่งเน้นหาปัจจัยที่รั้งไม่ให้พนักงานลาออกจากงานปัจจุบัน โดยวิเคราะห์จาก 3 ปัจจัย ได้แก่ ความลงตัว ความเชื่อมโยง และสิ่งที่ต้องเสียสละ อย่างไรก็ตามการทบทวนวรรณกรรมทฤษฎีการฝังตรึงในงานและบทความงานวิจัยฉบับภาษาไทยยังมีปริมาณน้อย บทความนี้จึงเขียนขึ้นเพื่อวัตถุประสงค์ทบทวนวรรณกรรมที่เกี่ยวข้องกับทฤษฎีพื้นฐานของการฝังตรึงในงาน กาหนดชื่อทฤษฎีและตัวแปรเพื่อความสอดคล้องในการใช้งาน และมุ่งหวังให้ผู้อ่านสามารถนาความรู้ไปสู่การต่อยอดในการพัฒนางานวิจัยใหม่ๆ ตลอดจนสามารถนาไปใช้อ้างอิงต่อได้ในอนาคต

Flexible work arrangements (FWA) give employees some autonomy over their choice of hours and place of work. Increasingly, they are being adopted by organisations in an effort to increase employee well-being and intent to stay. This dissertation is a case study into one particular type of FWA; working from home, and its effects on employee intent to stay at Remote Staff Support Solutions Inc. (RSSS), a small BPO company located in Manila, Philippines. The company has experienced a high turnover rate typical of the BPO industry. This research is significant due to the lack of research literature regarding FWA effects from the employee's perspective in the BPO industry and wider Philippines' labour force, and provides key recommendations for the company to reduce turnover. Three research questions were presented for resolution: What are the key advantages of the FWA from the employee's perspective, what effects do these FWA advantages have on employee well-being, and will the FWA influence employee intent to stay? A questionnaire was presented to 53 participants in a semi-structured interview in their home environment. The information was then collated, synthesised and categorised for further analysis and interpretation. The key findings were that there was a positive association between FWA's and employee intent to stay longer with the company. Further, employee well- being associated with the advantages of the FWA seemed to be a major influence on their decision to stay. Strong emotional responses on the issue of family time and caregiving were observed, along with the hypothetical cancelation of the FWA. Some negative associations of the FWA were discovered, namely technology issues, distractions at home, and isolation from work colleagues. The conclusions made from this case study are that work-life balance initiatives such as FWA's generally increase employee well-being, organisational commitment, work performance, and quality of family life. The recommendation to RSSS is to extend the FWA to assess the full implications on intent to stay to see if it does in fact reduce the turnover rate. Further recommendations include resolving technology issues, and to initiate well-being programs that are tied to work performance assessment.

Employee turnover is high in small retail business, compelling business leaders to implement strategies that successfully reduce employee turnover. The conceptual framework guiding this study was the Herzberg 2-factor theory because the theory identifies factors that influence job satisfaction and employee turnover. The study population was retail owners and managers from small businesses in the retail industry in San Antonio, Texas who had demonstrated successful strategies to reduce employee turnover. A focus group was conducted with 4 retail managers, and semistructured interviews were conducted with 2 small retail owners, all of whom were recruited via purposeful criterion-based sampling. Yin’s 5-step process for data analysis of compiling, disassembling, reassembling, interpreting, and concluding resulted in themes of continuous learning in the workplace, communication, and valuing employees. These leaders provided continuous learning in the workplace, which demonstrated their value of their employees. Communication was a key concept discussed by all participants, as it built credibility with leaders and employees, increased productivity, and reduced turnover. The study has value to the practice of business because results may benefit industry growth by increasing retail leaders’ knowledge levels about employee turnover. The findings may affect positive social change as leaders apply strategies useful for reducing employee turnover as lower turnover rates might reduce unemployment, stabilize communities, and improve the human and social conditions outside the workplace.