scholarly journals Relationship Between On-Job Training and Employee Turnover in the Telecommunications Industry in Kenya

2021 ◽  
Vol 2 (2) ◽  
pp. 158-169
Author(s):  
Sabina Mueni Musango
Keyword(s):  
Psychological Contract ◽  
Employee Turnover ◽  
Job Training ◽  
Case Study Research ◽  
Telecommunications Industry ◽  
Research Strategy ◽  
Clear Understanding ◽  
Employment Contracts ◽  
Organizational Goals ◽  
The Relationship

The study set to determine the relationship between on-job training and employee turnover in the telecommunications sector in Kenya. Its objectives were: to investigate the kind of extant on-job training in Safaricom Ltd; to determine the effect of employee turnover after undergoing on-job training in Safaricom Ltd; to establish the factors motivating employees turnover after training in Safaricom Ltd and; to establish the relationship between on-job training and employees turnover in Safaricom Ltd. The null hypothesis adopted in this study was: there is no significant relationship between on job-training and employee turnover in Safaricom Ltd. This study used a case study research strategy. It targeted 67 employees of Safaricom Ltd. drawn from two job groups 4 and 5 through stratified proportionate sampling. A questionnaire shall be the only research tool used in this study. The findings obtained shall be presented in Tables and Figures. This study found that there on-job training, as is practiced in Safaricom Ltd. is important. As such, organizations need to invest in it. But as they do so, they should realization that it often leads to turnover.  Turnover is caused by various factors. The most important factors include: need for high pay after training, competition for other organizations that might want the skills acquired by such employees after training, need for promotion and better working conditions, breach of psychological contract after training among others. When turnover occurs, organizations are affected in various ways. One of the major ways in which organizations are affected is loss of revenue, delay in realization of organizational goals, loss of competiveness as well as loss of requisite skills.  Lastly, the study established clearly that there is clear nexus between on-job training and employee turnover.  Based on this, the following recommendations are made. The study recommends that managers should have a clear understanding of the influence of on-job training on employee turnover before embarking on such training. This is essential since it could enable employees to put in place ways of curbing the associated turnover. To this end, various measures can be put in place to check turnover put in place budgets to cater for increased pay; have measures for discouraging turnover, and; revise employment contracts to curb turnover among others. Training should also be well planned such that in the eventuality of turnover, companies can make up for such loss by getting suitable replacements. Furthermore, organizations can also avert the loss associated with training-related turnover by employing persons who already possess the requisite skills.

Pushing Too Hard? Unattainable Organizational Goals and Frontline Employee Turnover

2018 ◽  
Vol 40 (2) ◽  
pp. 272-296 ◽  
Author(s):  
Justin M. Stritch ◽  
Angel Luis Molina ◽  
Nathan Favero
Keyword(s):  
Organizational Performance ◽  
Employee Turnover ◽  
Public Management ◽  
Organizational Goals ◽  
Frontline Employee ◽  
Performance Context ◽  
The Relationship ◽  
Level Performance ◽  
Moderating Role

The creation of organization-level performance goals has evolved into a ubiquitous facet of the study and practice of public management. In this article, we theoretically and empirically examine the relationship between unattainable organizational goals and collective frontline employee turnover, and consider the moderating role of a public organization’s performance context on the relationship. While the findings indicate a positive relationship between unattainable goals and collective frontline employee turnover, the effect is conditional on organizational performance. The research offers nuanced insights into the establishment of goals in public organizations and has important implications for managing personnel on the frontlines of public service delivery.

Examining the Mediating Role of Commitment to the Supervisor in Employees’ Affective Commitment: Temporary Employees Versus Permanent Employees

2018 ◽  
Vol 25 (4) ◽  
pp. 456-468 ◽  
Author(s):  
Aviv Kidron
Keyword(s):  
Psychological Contract ◽  
Affective Commitment ◽  
Human Resources Management ◽  
Temporary Employees ◽  
Public And Private ◽  
Employment Contracts ◽  
Mediating Role ◽  
Permanent Employees ◽  
The Relationship

One of the challenges faced by human resources management departments in recent years is how to manage employees with different employment contracts, in particular, temporary compared with permanent. This study tries to examine commitment to the supervisor as a mediating variable between psychological contract and empowerment, on one hand, and affective commitment, on the other. Commitment to the supervisor is considered a mediating variable since it emphasizes the importance of the supervisor’s role in the relationship between employees and the organization. The differences between commitment to the supervisor among temporary and permanent employees have not yet been studied, nor the effect of empowerment on organizational commitment among temporary employees. The sample comprised 367 permanent employees and 155 temporary employees from 11 organizations operating both in public and private sectors. Commitment to the supervisor partly mediated the relationships between empowerment, fulfillment of the psychological contract, and affective commitment among permanent and temporary employees. In practical terms, supervisors play a role in upholding and maintaining the psychological contract and cultivating employee empowerment, whether the employee is permanent or temporary.

scholarly journals MECHANISMS FOR RISK ELIMINATION OF A COMPLIANCE TRAP IN THE BRAZILIAN TELECOMMUNICATIONS INDUSTRY

2021 ◽  
Vol 22 (5) ◽  
Author(s):  
GUILHERME A. SANA ◽  
EDSON R. GUARIDO FILHO
Keyword(s):  
Case Study Research ◽  
Telecommunications Industry ◽  
Research Strategy ◽  
Cultural Perspective ◽  
Discursive Practices ◽  
Structured Interviews ◽  
Documentary Sources ◽  
Organizational Institutionalism ◽  
Enforcement Mechanisms ◽  
Regulation Model

ABSTRACT Purpose: This study aims to analyze how the Brazilian National Communications Agency (Agência Nacional de Telecomunicações – Anatel) and cellular operators in Brazil used ceremonial and discursive practices to build enforcement and compliance actions, adopted during a period of crisis in the cellular sector industry in 2012 when the legitimacy of the respective regulatory model and the regulatory agent were challenged, shaping a compliance trap situation. Originality/value: The work fills a theoretical gap by associating the normative-cultural perspective of regulation associated with organizational institutionalism, based on the assertion that the relationship between regulator and regulated is interactive and not unidirectional, allowing that enforcement mechanisms represent political efforts, realigning the interests of the actors within their institutional environments. Design/methodology/approach: The case study research strategy with a qualitative approach is adopted, studying the 2012 crisis in the cellular sector industry, with the collection of data from documentary sources and semi-structured interviews with participants in the process. Findings: The results show that, in the compliance trap situation, symbolic criteria can appropriate the speeches, producing texts and practices in favor of legitimizing the enforcement mechanisms and the respective compliance responses in view of the audience. Therefore, the compliance trap risk on the regulatory agent is mitigated to the extent that ceremonial and discursive practices manifest themselves responsively and gain political and cultural support, reducing social pressure on the legitimacy of the regulation model.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals Exploring Suppliers’ Approaches toward Workplace Safety Compliance in the Global Garment Sector: From Bangladesh Perspective

2021 ◽  
Vol 10 (3) ◽  
pp. 90
Author(s):  
Md Sultan Mahmood ◽  
Nilima Haque Ruma ◽  
Toufiq Ahmed ◽  
Yukari Nagai
Keyword(s):  
Case Study Research ◽  
Code Of Conduct ◽  
Workplace Safety ◽  
Research Strategy ◽  
Social Needs ◽  
Health Issues ◽  
Labor Laws ◽  
Wide Range ◽  
Safety Compliance ◽  
Health Rights

The readymade garment (RMG) sector is one of the main drivers of the Bangladesh economy with over 4 million employed. In the 2013 Rana Plaza accident aftermath, the implementation of workplace safety compliance (WSC) became imperative. The paper investigated the WSC initiatives implemented by the RMG sector to overcome safety challenges and their effectiveness for a safe and healthy workplace. We employed a multi-case study research strategy over three Bangladeshi garment manufacturers to resolve these queries. The result revealed that the manufacturers joined in the safety governance programs to protect workers’ health safety rights immediately after the accidents. They participated in inspections and remediations programs over structural, electrical, and fire protection as a priority. Moreover, several other human rights conventions, national labor laws and, buyer code of conduct were also adopted as regulatory and voluntary initiatives to settle workers’ health rights and social needs. The WSC enforcement empowered workers to bargain their rights toward a safe workplace and made them responsible for responding during an emergency. Finally, the paper argues that the WSC in the RMG sector nowadays covers a wide range of initiatives in three broad areas: physical environment safety, workers’ health issues, and workers’ rights.

scholarly journals Psychological contract breach and voluntary turnover among newcomers: the role of supervisor trustworthiness and negative affectivity

2021 ◽  
pp. 1-21
Author(s):  
Émilie Lapointe ◽  
Christian Vandenberghe
Keyword(s):  
Psychological Contract ◽  
Negative Affectivity ◽  
Voluntary Turnover ◽  
Three Dimensions ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Abstract This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

scholarly journals An Exploration of the Critical Risk Factors in Sustainable Telecom Services: An Analysis of Indian Telecom Industries

2021 ◽  
Vol 13 (2) ◽  
pp. 445
Author(s):  
Wen-Kuo Chen ◽  
Venkateswarlu Nalluri ◽  
Suresh Ma ◽  
Mei-Min Lin ◽  
Ching-Torng Lin
Keyword(s):  
Risk Factors ◽  
Supply Chain ◽  
Supply Chain Management ◽  
Service Providers ◽  
Telecommunications Industry ◽  
Sustainable Supply Chain ◽  
Chain Management ◽  
Sustainable Supply Chain Management ◽  
The Impact ◽  
The Relationship

Different sources of risk factors can occur in sustainable supply chain management due to its complex nature. The telecommunication service firm cannot implement multiple improvement practices altogether to overcome the risk factors with limited resources. The industries should evaluate the relationship between risk factors and explore the determinants of improvement measures. The purpose of the present study is to identify and analyze critical risk factors (CRFs) for enhancing sustainable supply chain management practices in the Indian telecommunication industry using interpretive structural modelling (ISM). Risk factors are identified through a literature survey, and then with the help of experts, nine CRFs are identified using a fuzzy Delphi method (FDM). The relationship among these CRFs has been analyzed using ISM, and the driving and the dependence power of those CRFs are analyzed. Results indicate that both “government policies (laws and regulations)” and “the impact of rapid change in technology” are independent or key factors that affect the sustainability of the telecommunications supply chain. In addition, results provide significant managerial implications, including enhanced sustainability, and the government should build justice, fairness, open laws, certainties, and regulations to prevent risk in the telecommunications industry supply chain; service providers should monitor the rapidly evolving technologies and focus on technical learning and organizational capacity development to overcome the impact of technological changes. The contribution of this study is using a novel approach to establish a hierarchical structural model for an effective understanding of CRFs relationships and to explore decisive risk factors that can help telecom service providers to better plan and design effective improvement strategies to enhance sustainability supply chain management.

scholarly journals AN INVESTIGATION ON THE IMPROVEMENT OF CONSTRUCTION EXPENDITURE FORECASTING

2013 ◽  
Vol 19 (5) ◽  
pp. 759-711 ◽  
Author(s):  
Andrew Ross ◽  
Katie Dalton ◽  
Begum Sertyesilisik
Keyword(s):  
Cash Flow ◽  
Construction Projects ◽  
Case Study Research ◽  
Research Strategy ◽  
Flow Models ◽  
Improved Model ◽  
Work Affect ◽  
Cash Flow Forecast ◽  
Parameter Values

This study aims to determine the accuracy of the cash flow models and to investigate if these models could be more accurate if they accounted for the potentially influential variables specific to individual construction projects. An analytical case study research strategy has been implemented in collecting data for the construction projects. The data collected has been tested against recognised models. Statistical analyses have been carried out on the data for the specified variables, culminating in the potential proposal of an improved model with respect to these identified variables. The results revealed that the independent variables (type of construction, procurement route and type of work) affect the cash flow forecast. The findings suggested that a model could be more accurate with the input of more job-specific variables and that Hudson's DHSS model is best suited to a construction project procured traditionally. Adopting the ‘trial and error’ approach, Hudson's DHSS model has been recognised as an accurate model that could be adapted slightly, through changing the parameter values. The clients and the contractors are the main beneficiaries approached for this study.

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