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Article
Publication date: 10 April 2007

Simon Booth and Kristian Hamer

This paper aims to identify key variables that influence the variability of labour turnover.

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Abstract

Purpose

This paper aims to identify key variables that influence the variability of labour turnover.

Design/methodology/approach

The approach used in this research is a case study of a major retailer. The key data sources are an index for local competitive and labour market factors, an annual employee survey, and internal labour turnover data for each UK unit of the retailer. The method used for analysis is stepwise regression which identifies the key relationships that predict labour turnover.

Findings

The findings show that environmental factors such as local labour markets have a major influence on labour turnover. Organisational factors such as company culture and values are a significant influence. Management behaviour as seen through operational and control variables are also of importance. Individual employee variables are also important in decisions concerning turnover.

Research limitations/implications

The statistical analysis accounts for 38.7 per cent of the total variance in labour turnover. There are, therefore, other factors which are not assessed in this paper which also contribute to labour turnover. Whilst this study is of retail units across the UK as a whole, it is of one organisation and statistical generalisations cannot be made from this research.

Practical implications

A significant paradox is found in which, as employees become more embedded and familiar with the organisation, its valency for them diminishes and labour turnover increases. This poses a challenge for retailers: how can they retain valued employees who find that as their self‐esteem increases they wish to search for better jobs elsewhere?

Originality/value

This research uses a statistical approach to provide new findings concerning the attitudes of individuals to their work and good explanations of the factors involved in labour turnover. It also provides statistical predictions which could be used by managers who wish to improve performance and decrease labour turnover at the retail unit level.

Details

International Journal of Retail & Distribution Management, vol. 35 no. 4
Type: Research Article
ISSN: 0959-0552

Keywords

Book part
Publication date: 30 September 2021

Lotte Holck and Minna Paunova

Scholars often suggest that institutionalized employee voice reduces turnover as an alternative to exit when employees are dissatisfied. Paradoxically, Denmark presents a case of…

Abstract

Scholars often suggest that institutionalized employee voice reduces turnover as an alternative to exit when employees are dissatisfied. Paradoxically, Denmark presents a case of high union density and thus high institutionalized employee voice, yet high turnover rates. To explore the Danish turnover paradox, this chapter looks at the macro-societal contextual factors impacting turnover rates in the Danish labor market. Institutional characteristics such as the flexicurity model (i.e., a welfare state model with proactive labor market policy; a portmanteau of flexibility and security), legal frameworks (i.e., relatively lax labor market regulations), and cultural factors (i.e., a culture of equality and collective collaborative structures) are all relevant to understand the high turnover rates in Denmark. The authors first overview the general trends and figures on turnover in Denmark and then examine the Danish institutional, legal, and cultural factors as they relate to the high turnover rates in the Danish labor market. Finally, the authors summarize and discuss the findings and consider their implications for research and practice related to employee turnover in the Nordics and beyond.

Details

Global Talent Retention: Understanding Employee Turnover Around the World
Type: Book
ISBN: 978-1-83909-293-0

Keywords

Book part
Publication date: 30 September 2021

Albert Wöcke and Helena Barnard

The South African government actively intervenes in the labor market in the pursuit of redress of social injustice. These interventions are complicated by economics and have a…

Abstract

The South African government actively intervenes in the labor market in the pursuit of redress of social injustice. These interventions are complicated by economics and have a direct effect on intentions to turnover. In addition, South Africa has a dual labor market, with a high unemployment rate among lesser skilled workers, and a skills shortage at the top of the labor market.

There are four clear eras in the labor market of post-Apartheid South Africa. The first era was after democratic elections in 1994, when the government focused on nation-building with the introduction of indigenization programs. The second era was characterized by economic prosperity and an intensification of indigenization programs. The third era was characterized by rampant state corruption and increased regulatory uncertainty. During this period, the economy stagnated and unemployment increased. Firms restructured and lower-level workers were retrenched and higher-level skilled workers left the country. In 2018, a new president undertook to grow the South African economy and attract foreign direct investment. Despite these efforts, there was a spike in South Africans emigrating, increasing the turnover of highly skilled South Africans of all races.

Economics and politics create both push and pull factors and many unintended consequences, and the dual labor market reacts differently to labor markets than in developed economies. The lower-skilled employees lose their jobs as the economy contracts, while highly skilled jobs remain difficult to fill. However, skilled professionals nonetheless feel increasingly uncertain about their future employability.

Details

Global Talent Retention: Understanding Employee Turnover Around the World
Type: Book
ISBN: 978-1-83909-293-0

Keywords

Article
Publication date: 1 June 1997

James L. Price

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to…

15916

Abstract

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Details

International Journal of Manpower, vol. 18 no. 4/5/6
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 April 1988

Chris Dawson

Over the years, there have been many words written on the subject of labour turnover. Many models have been put forward to understand the phenomenon and to provide a basis for its…

Abstract

Over the years, there have been many words written on the subject of labour turnover. Many models have been put forward to understand the phenomenon and to provide a basis for its diagnosis and analysis. A variety of measures of labour turnover have been developed to assist in this analysis. Standard measures have concerned stability, survival and the propensity to leave relating to a wide range of factors either individual, organisational or societal. Most of these measures have been developed so that the user, usually the personnel specialist, can better appreciate the phenomenon and then improve the chances of diagnostic success in reducing labour wastage.

Details

Personnel Review, vol. 17 no. 4
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 1 January 1974

Terry Moreton

The main purpose of writing this paper is to try to suggest, in conceptual terms at least, a model for the labour turnover process. The model outlined in this paper is seen as a…

Abstract

The main purpose of writing this paper is to try to suggest, in conceptual terms at least, a model for the labour turnover process. The model outlined in this paper is seen as a single part of the total supply and demand for labour in the macro‐economy.

Details

Personnel Review, vol. 3 no. 1
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 1 June 2010

Michael C.G. Davidson, Nils Timo and Ying Wang

Employee turnover is a significant challenge for human resource management (HRM) strategies and organisational performance. This study seeks to present findings drawn from an…

29089

Abstract

Purpose

Employee turnover is a significant challenge for human resource management (HRM) strategies and organisational performance. This study seeks to present findings drawn from an extensive survey of labour turnover in the Australian accommodation sector. A particular focus is placed on turnover rates and costs.

Design/methodology/approach

Based on labour turnover literature and an industry panel, an online survey was designed and distributed to four‐ and five‐star hotels across Australia. Human resource managers from 64 hotels participated in the survey, providing a representative sample and a response rate of 29 percent.

Findings

The research shows that the major costs are attributed to labour turnover. These are costs that both the industry and individual operators should examine closely, as they impact substantially on hotel operating costs and profitability. It also indicates that the levels of service, consumer experience and value may be impacted.

Research limitations/implications

A limitation of the study is its main focus on tangible labour turnover costs. Additionally, findings based on four‐ and five‐star hotels may not apply to other accommodation sectors.

Originality/value

The literature on hotel labour and turnover costs is limited and the paper provides the first major study in the Australian context, adding new knowledge to one's understanding of labour turnover and cost impact on hotels. It also suggests areas where hotels may better address the turnover issue.

Details

International Journal of Contemporary Hospitality Management, vol. 22 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 16 March 2021

Olabode Adekunle Ayodele, Yan Chang-Richards and Vicente A. González

The purpose of this paper is to identify critical factors that affect labour turnover in the New Zealand construction sector and develop a framework for addressing this issue.

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Abstract

Purpose

The purpose of this paper is to identify critical factors that affect labour turnover in the New Zealand construction sector and develop a framework for addressing this issue.

Design/methodology/approach

A mixed-method approach was adopted. A questionnaire survey combined with interviews was used to capture the personal experiences and views of 157 construction workers regarding labour turnover.

Findings

The statistical analysis revealed that level of pay, employment relationships, employee welfare, opportunities for career development, commuting distance to work and domestic relationships were the top five factors considered as primary determinants leading to the turnover decisions of most of those surveyed. Factor analysis further categorised the critical factors in three categories, namely, (1) nature of the job, (2) employee satisfaction and (3) employer commitment to staff retention and development.

Practical implications

While high labour turnover rates take a toll on many construction businesses, the findings from this research will hopefully provide guidance on areas of improvement to create a sustainable construction workforce at both organisational and sectoral levels.

Originality/value

Although the study is New Zealand-focused, it increases understanding of the factors affecting labour turnover in the construction sector, and the framework developed will provide construction organisations with directions in workforce retention and development to reduce the effects of labour turnover on organisational performance.

Details

Engineering, Construction and Architectural Management, vol. 29 no. 2
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 1 September 2004

James Hendrie

There has been much research carried out into the topic of labour turnover over many years. Staff who are satisfied are more likely to stay working for a business. Research has…

6526

Abstract

There has been much research carried out into the topic of labour turnover over many years. Staff who are satisfied are more likely to stay working for a business. Research has also shown that there can be many reasons for dissatisfaction, and that they will vary in different situations. One of the main aims of this work was to carry out research into the causal effects of labour turnover at Livingston's. This was achieved in the form of a self‐completion postal questionnaire, which sought to measure staff opinions and attitudes, from a census of part‐time staff. The main drivers of turnover identified were: pay rates; lack of career development; hours of work; training; poor staff recognition; staff facilities; staffing levels; staff uniform; and communications.

Details

International Journal of Retail & Distribution Management, vol. 32 no. 9
Type: Research Article
ISSN: 0959-0552

Keywords

Book part
Publication date: 30 September 2021

Rocío Bonet, Marta M. Elvira and Stefano Visintin

The authors provide a comprehensive review of existing turnover studies in Spain. The literature review reveals that research on voluntary turnover is scarce, while other types of…

Abstract

The authors provide a comprehensive review of existing turnover studies in Spain. The literature review reveals that research on voluntary turnover is scarce, while other types of mobility, such as involuntary separations, downsizing, and planned turnover through contract date expiration, have received substantial attention. The authors identify the main institutional characteristics of Spain and explain why these may contribute to the low incidence of voluntary turnover. Specifically, the authors note that employment protection legislation, high unemployment, high unemployment insurance, centralized collective bargaining, the composition of the sector, high power distance, and in-group collectivism are important drivers of the patterns observed in existing turnover studies. The authors also explore how some of the mechanisms and processes exposed by key turnover theories may be applicable to the Spanish context. This chapter highlights the importance of paying attention to the role of the institutional and cultural context to understand different mobility patterns in the labor market. The authors also suggest several avenues for future research including the study of different turnover types, employer and employee outcomes, cultural variations, and employment practices.

Details

Global Talent Retention: Understanding Employee Turnover Around the World
Type: Book
ISBN: 978-1-83909-293-0

Keywords

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