What do employees want? Halting record-setting turnovers globally

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emmanuel Senior Tenakwah
Keyword(s):  
Employee Turnover ◽  
Design Methodology ◽  
Driving Factors ◽  
High Rate ◽  
Turnover Rates ◽  
Significant Issue ◽  
High Turnover ◽  
Content Type ◽  
Current Trends ◽  
Practical Implications

Purpose Retaining talents has been a significant issue for companies globally. Recent statistics suggest that the trend is rising at an alarming rate. This paper aims at examining these statistics, the driving factors, and how organisations can deal with this issue to retain current employees and to attract prospective employees. Design/methodology/approach This paper discusses the drivers of these high turnover rates and the associated costs. Based on these, suggestions on how to retain and attract talents are offered. Findings The evidence available illustrates that employee turnover continues to hamper the growth of companies and can pose existential threats to these companies. It also suggests that listening to concerns or reasons accounting for the exit of employees can go a long way to reduce the current trends. Practical implications The suggestions presented in this paper highlight the possibility of curbing the high rate of turnover. By taking these suggestions, organisations can avoid the enormous costs associated with employee turnover while building a healthy organisation for their employees. Originality/value This work is timely given the high rate of turnover recorded worldwide, even during the pandemic.

Fun in the workplace and employee turnover: is less managed fun better?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael J. Tews ◽  
Phillip M. Jolly ◽  
Kathryn Stafford
Keyword(s):  
Qualitative Research ◽  
Logistic Regression ◽  
Employee Turnover ◽  
Design Methodology ◽  
Three Dimensions ◽  
Direct Effects ◽  
Content Type ◽  
Manager Support ◽  
Practical Implications

PurposeDespite previous research indicating that fun in the workplace has favorable outcomes, the effect of fun on turnover has not been definitively determined. The present study analyzed the direct effects on turnover of three dimensions of fun: fun activities, coworker socializing and manager support for fun, and the moderating influence of managed fun (e.g. whether fun is perceived as contrived).Design/methodology/approachLogistic regression was used to analyze the fun in the workplace-turnover relationship with a sample of 491 hourly associates from 141 stores of a US national retailer. Data on the fun were obtained through surveys that were paired with turnover data collected six months afterward from corporate records.FindingsFun activities were only found to be associated with a lower turnover when employees perceived fun as less managed. When employees perceived fun as more managed, fun activities had no effect on turnover. Coworker socializing was associated with a lower turnover when fun was perceived as less managed and higher turnover when fun was perceived as more managed.Research limitations/implicationsAs the data were obtained from employees from one organization, further research would be valuable with additional samples to substantiate the generalizability of the results.Practical implicationsGiven the challenge of turnover and the increasing prevalence of efforts to promote fun in the workplace, organizations should allow fun activities to be less managed (and thus more organic) to help reduce turnover.Originality/valueWhile previous research has addressed managed/less managed fun in qualitative research, the present study represents the first investigation to examine this aspect of fun in the workplace from a quantitative perspective and to examine its relationship with employee turnover.

Addressing the organizational problem of abusive supervisors

2020 ◽  
Vol 28 (2) ◽  
pp. 30-32
Keyword(s):  
Job Satisfaction ◽  
Career Choice ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Turnover Rates ◽  
Content Type ◽  
Organizational Problem ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on the multifaceted impacts of abusive supervisor conduct on organizational HR measures like talent turnover rates and job satisfaction. Any perceived abuse by a supervisor is reduced in employees who see themselves as having high levels of career choice mobility, and such abuse potential can be avoided by training supervisors to be highly competent in their role. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

How firms can reduce turnover intention

2020 ◽  
Vol 36 (6) ◽  
pp. 45-47
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
Enterprise Social Media ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Firms can utilize enterprise social media (ESM) platforms as a means of enhancing communication among workers and boosting integration. In turn, this helps to lower instances of stress, raise job satisfaction levels and significantly reduce the possibility of high employee turnover. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Creating a knowledge-sharing culture: six top tips on building and sustaining it

2019 ◽  
Vol 33 (5) ◽  
pp. 1-3
Author(s):  
Livia Bran
Keyword(s):  
Organizational Culture ◽  
Knowledge Sharing ◽  
Employee Turnover ◽  
Personal Experience ◽  
Design Methodology ◽  
Business Organization ◽  
Turnover Rates ◽  
Content Type

Purpose This paper aims to talk about the importance of building and sustaining an organizational culture that supports knowledge sharing between all members of the organization. Design/methodology/approach The paper provides four tips for managers who want to build such a culture within their company, as well as two further tips on how to sustain one that is already built. Findings Building and sustaining a knowledge-sharing culture in a business organization may take a lot of time and effort on the part of management and employees alike, but it is definitely worth it, as companies can experience low employee-turnover rates and increased profits based on it. Originality/value This viewpoint is based on the author’s personal experience within various organizations.

Albert Einstein inspires employee development at Stonegate

2015 ◽  
Vol 23 (1) ◽  
pp. 4-6
Keyword(s):  
Customer Service ◽  
Employee Turnover ◽  
Design Methodology ◽  
Development Program ◽  
Employee Training ◽  
Albert Einstein ◽  
Training And Development ◽  
Content Type ◽  
Practical Implications ◽  
Initial Research

Purpose – Describes how Stonegate Pub Company has introduced a career-development pathway with scientist Albert Einstein as its figurehead. Design/methodology/approach – Examines the reasons for the pathway and its associated training, the form it takes and the results it has achieved. Findings – Explains that the program has been successful in reducing employee turnover, increasing the number of vacancies filled from within the firm and improving customer service. Practical implications – Reveals that Stonegate Pub Company, which recently opened a dedicated training center in Birmingham, UK, won the Innovation in Training award at the Scottish Training Federation’s 2014 awards, in recognition for its successful Albert’s Apprenticeships. Social implications – Demonstrates that the design is fun, quirky, engaging and irreverent, with a desire to appeal to the disengaged learner, the gamer and the personalities who make up a large percentage of the company’s teams. Originality/value – Shows how initial research followed by continuous improvement has resulted in an exceptional employee training and development program that has outstripped the company’s expectations of it.

Extent of employee turnover in Nigerian SMEs

2017 ◽  
Vol 39 (7) ◽  
pp. 967-985 ◽  
Author(s):  
Tejumade Omowumi Siyanbola ◽  
Mark W. Gilman
Keyword(s):  
Employee Turnover ◽  
Growth And Development ◽  
Design Methodology ◽  
Cost Effective ◽  
Employment Relationship ◽  
First Century ◽  
Service Firms ◽  
Survey Questionnaire ◽  
Content Type ◽  
Practical Implications

Purpose The purpose of this paper is to assess the magnitude of employee turnover (E-turnover) in Nigerian small- and medium-sized enterprises (SMEs) with particular focus on the manufacturing and service firms adjudged as central to the growth and development of Nigerian economy. Design/methodology/approach Data from 602 employees and 94 owner/managers of SMEs located in three Southwestern Nigerian states were collected through survey questionnaire and analysed quantitatively. Findings Employees’ and management’s responses indicated that E-turnover still pervades the Nigerian SMEs surveyed with most employees leaving their jobs in less than a year of employment. Multiple exits also occurred; additionally, employees were more prone to exiting if they were male, older, had a smaller family size and/or worked in the manufacturing rather than service SMEs. Research limitations/implications More needs to be done to comprehend owner-managers’ apparent deliberate disguise of employee over-casualisation in the SMEs studied, an act that appeared to limit the interpretation of status-related turnover extent among employees. Practical implications Twenty-first century businesses need to stimulate sustainable cost-effective employment relationship capable of thwarting the threat accompanying high E-turnover in businesses. Originality/value Through this research, extant global E-turnover literature (largely on western businesses) is enriched by dedicated empirical data on Nigerian SMEs that this study offers.

Cosmopolitanism or globalization: the Anthropocene turn

2016 ◽  
Vol 11 (3) ◽  
pp. 313-332 ◽  
Author(s):  
Jose M. Alcaraz ◽  
Katherine Sugars ◽  
Katerina Nicolopoulou ◽  
Francisco Tirado
Keyword(s):  
Literature Review ◽  
Thematic Analysis ◽  
Design Methodology ◽  
Natural Sciences ◽  
Social Implications ◽  
Content Type ◽  
Current Trends ◽  
Global Responsibility ◽  
Practical Implications

Purpose The purpose of this paper is to advance the debate on “cosmopolitanism or globalization” by approaching this rich literature from cultural, ethical and governance angles, and by introducing key notions from the work that has taken place in the natural sciences, around the Anthropocene. Design/methodology/approach This paper is based on analytical tactics that draw on a literature review and thematic analysis. Findings The composite analytical “lens” is introduced here (crafted around cultural, ethical and governance angles) to approach the debate on “cosmopolitanism or globalization” plus the engagement with the literature on the Anthropocene, allow us to engage with current understandings of the global and the “planetary” that are at the heart of cosmopolitanism. Research limitations/implications The paper deals with and merges two complex streams of literature (“cosmopolitanism or globalization” and the Anthropocene), and as such, needs to be seen as part of an initial, exploratory scholarly effort. Practical implications The analytical “lens” described here shall be of further use to develop current trends re-claiming cosmopolitanism for the study of organizations. Social implications This work can help nurture a cosmopolitan sensitivity which celebrates difference, highlights expanded concerns for the “distant other” and fosters involvement in new forms of governance. Originality/value The approaches introduced here bring new angles to continue thinking about the planet as the “cosmos” of cosmopolitanism, and to explore new understandings around organizations and (global) responsibility.

A survival model based on met expectations

2015 ◽  
Vol 28 (2) ◽  
pp. 177-194 ◽  
Author(s):  
Mauricio A. Valle ◽  
Gonzalo A. Ruz ◽  
Samuel Varas
Keyword(s):  
Employee Turnover ◽  
Call Center ◽  
Turnover Rates ◽  
High Turnover ◽  
Content Type ◽  
Voluntary Employee Turnover ◽  
The Difference ◽  
Expectation Theory ◽  
Using Data ◽  
Met Expectations

Purpose The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from a field survey conducted in a call center. Design/methodology/approach The paper formulates a model of employee turnover. First explaining the fulfillment of expectations from initial expectations of the employee (before starting work) and their experience after a period of time. Second, explaining the turnover of employees from the fulfillment of their expectations. Findings Some of the variability in the fulfillment of expectations can be explained by the difference between expectations and experiences in different job dimensions (e.g. income levels and job recognition). Results show that the level of fulfillment of expectations helps explain the process of employee turnover. Research limitations/implications This work provides evidence for the met expectation theory, where the gap between the individual’s expectations and subsequent experiences lead to abandonment behaviors in the organization. Practical implications The results suggest two paths of action to reduce the high turnover rates in the call center: the first, through realistic expectations setting of the employee, and the second, with a constant monitoring of the fulfillment of those expectations. Originality/value A statistical model of survival is used, which is appropriate for the study of the employee turnover processes, and its inherent temporal nature.

The challenges facing international HRM in an increasingly globalised environment

2014 ◽  
Vol 46 (7) ◽  
pp. 371-378 ◽  
Author(s):  
Brian J. Hurn
Keyword(s):  
Coping Strategies ◽  
Design Methodology ◽  
Home Country ◽  
Real Life ◽  
High Quality ◽  
Content Type ◽  
Current Trends ◽  
International Hrm ◽  
Practical Implications ◽  
International Companies

Purpose – The purpose of this paper to examine the responses that international HRM needs to make to the challenges it faces with increasing responsibilities in the globalised environment. It covers the key areas of recruitment, selection, training and retention and uses examples from the author's involvement in working with a major multinational in the recruitment of potential international managers. Design/methodology/approach – Analysis of the concerns expressed about an international career and the coping strategies offered by employers. Findings – The paper highlights the paramount aim of international companies to reduce failure on assignment overseas and maintain retention on return to the home country. Research limitations/implications – Analysis and review of current trends to meet challenges facing international HRM. Practical implications – The increased competition to recruit potential high quality international managers, to prepare them for overseas assignments to ensure successful appointments and to plan their repatriation and retention. Originality/value – Emphasises with real-life examples the key challenges and analyses what is being done to meet them.

scholarly journals Quality assurance and the battle for legitimacy – discourses, disputes and dependencies

2018 ◽  
Vol 12 (2) ◽  
pp. 54-62 ◽  
Author(s):  
Bjørn Stensaker
Keyword(s):  
Higher Education ◽  
Quality Assurance ◽  
Design Methodology ◽  
Content Type ◽  
Current Trends ◽  
Original Contribution ◽  
To Come ◽  
Governance In Higher Education ◽  
Practical Implications

Purpose The purpose of this paper is to address how issues of legitimacy are influencing the functioning and shaping of the field. The paper identifies key global agendas currently linked to the role of QA in the governance of higher education, the dependencies among key actors within the field and the possible directions of QA in the years to come. Design/methodology/approach The paper is based on existing studies on external quality assurance (EQA) and provides a meta-reflection on current trends and dynamics within the field. Findings The paper argues that the field of EQA is facing a rather turbulent future, both due to increasing competition from other actors that also claim ownership to issues related to quality, and from national authorities which are looking for ways to increase the efficiency and the effectiveness of how the higher education sector is governed. Research limitations/implications Studies on EQA need to be strongly linked to studies of governance in higher education as such a link will broaden the understanding of how the field of quality assurance is developing. Practical implications The paper provides some hints as to how agencies may position themselves in a more insecure future. Originality/value An original contribution is made by linking theories of how legitimacy is developed and shaped to the field of quality assurance.

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