Revolving Door Paradox of Textile Industry in Ethiopia: Quantitative analyses of High Labor Turnover

The study aims to assess the determinants of employees’ turnover in the Ethiopian textile industry. To assess the determinants of the problem, a sample of four companies were included in the study from four different Regional States (Tigray, Amhara, Oromia, and SNNPR). The principal sources of the data were employees, key informants, and employers in the textile manufacturing enterprise. A structured questionnaire with CSpro software was used to gather the information. A Probit Econometric Regression analysis was applied to analyze the data and draw a conclusion. The findings of the study revealed that workers’ dissatisfaction with their job, work environment, and salary dissatisfaction have a significant and positive relationship to their intention to leave the companies. However, as expected, supervisors’ good relationship with the workers has a significant effect to reduce the probability of the worker’s intention to leave the company. Compared to males, female workers are more likely to intend to leave. This could be associated with inconvenient work schedule and works stress. The result of the analysis also shows that the larger the family sizes, the less likely are the workers intend to leave their company which could be associated to fear of risk against the family livelihood.

Determinant Factors of Labor Turnover- A New Perspective

Purpose: The study aims to develop a conceptual framework based on the existing labor turnover model and test it empirically. The model tested how dissatisfaction with government rules and regulations, work environment, social environment, and shock to the system and demographic factors impact turnover. Design/Methodology/Approach: This is a cross-sectional study conducted based on data collected from 384 employees who have left the garment industry in Sri Lanka. Data were analyzed through Analysis of Variance (ANOVA) and Multiple Regression Analysis. Findings: The results indicate dissatisfaction with government rules and regulations, work environment, social environment, a shock to the system, age, service, and income significantly influence labor turnover. Research Limitations/Implications: The scope of this study did not cover factors that can affect employees' turnover, such as dissatisfaction with low performance, voice, and neglect of work, high absenteeism, and grievances. Practical Implications: Policy-makers can use the tested model to determine the causes of the existing issue of labor turnover and intervene to formulate strategies/policies, devise solutions for the same. Management intervention would be effective to help handle and minimize problems associated with the existing issue of labor turnover. Originality/Value: To date, previous studies are based on the existing employees' intention to quit. However, the present study considers employees who have already quit the industry; thus, the study fills the empirical gap in the area of research on labor turnover.

AN Assessment of public relations among certified and non-certified cocoa marketers in Ondo State, Nigeria

Public relations (PR) are often ignored in agricultural marketing, and organizations with imperfect utilization of PR are usually badly managed, ineffective and generate high labor turnover. Therefore, this study identified the different types of adopted PR strategies, described the structure of the cocoa market, estimated the marketing margin, identified factors affecting PR strategies and outlined the major challenges hindering the use of PR among certified and non-certified cocoa marketers. A combination of purposive and random sampling techniques was used to select 120 respondents for the study. The analytical tools used to achieve the research objectives are descriptive statistics, Likert-scale, Herfindahl Index, marketing efficiency model, marketing margin and multiple regression analysis. The result revealed that the most frequently used PR strategy was phone calls. The Herfindahl Index values of 0.19 and 0.12 suggested that the structure of cocoa markets among certified and non-certified marketers was moderately concentrated and non-concentrated respectively. Moreover, the higher efficiency (122.6%) and marketing margin (18.44%) values for certified cocoa marketers revealed that they are more productive than non-certified marketers. Age, marketing margin, cost of spoilt cocoa beans and household size are important variables explaining the adoption of PR strategies among certified cocoa marketers. On the other hand, marketing margin, cost of spoilt cocoa beans and household size are important variables influencing the adoption of PR strategies among non-certified marketers. The most important factors hindering cocoa marketing are high costs of transportation among certified cocoa marketers, and commission among non-certified cocoa marketers. We recommend the use of mobile phone and training of marketers on the use of PR strategies and modern cocoa processing techniques. The challenges of erratic network performance, high airtime tariff and input subsidies should be addressed by the government to reduce wastage in the industry.

Supervision of Human Resource Management during the Covid 19 Pandemic

Personnel management will demonstrate how businesses should recruit, develop, use, assess, and retain workers in terms of both amount (quantity) and kind (quality) The goal of this article is to implement a project assigned to one of the Entrepreneurship Courses during the Covid-19 Pandemic. The process of identifying and recruiting the personnel required by the company to become employees is known as recruitment. Vacancies, promotions, transfers, retirements, terminations, permanent disability, death, and labor turnover may need recruiting. A successful HR strategy requires the completion of many stages. Human Resource Planning (HRP) is a set of actions that a company does to anticipate future business and environmental needs. Human resource planning is required to fulfill the organization's requirements for specific jobs to be filled. The procedure includes identifying which jobs must be filled, the number of workers required, and when they will be required. In HR planning activities, job analysis has a tight connection with job analysis (Human Resources) Efforts to move and reorganize work activities in different groups are included in job design restructuring. Employee training is a long-term investment in workforce development that pays out handsomely. It's a technique/tool for executive management and growth.

As the COVID-19 pandemic affects the nation, hires and turnover reach record highs in 2020

Data from the Job Openings and Labor Turnover Survey (JOLTS) highlight the effects of the coronavirus disease 2019 (COVID-19) pandemic and the results of efforts to mitigate its spread in 2020. With the challenges of the pandemic, many of the JOLTS data elements experienced shocks early in the year before returning to previous trends. In fact, many of the data elements experienced series highs. For example, the hires level reached a series high of 8.3 million in May 2020, bouncing back from a depressed level of 3.9 million in April 2020. The total separations level, also referred as turnover, reached a series high of 16.3 million in March 2020, boosted largely by a spike in layoffs and discharges.

Exploring push and pull factors for talent development and retention: implications for practice

Purpose This study explores some of the key push and pull factors to consider in talent development and retention of competent employees by businesses operating in Namibia. Design/methodology/approach The participants in this study comprised of randomly selected white-collar employees in Namibia. The study adopted a qualitative research approach, utilizing online focus groups to gain insights related to white-collar labor turnover and retention. Thematic content analysis was employed during the data reduction process. Findings The findings revealed specific push and pull factors for consideration in developing talent retention strategies in contemporary business organizations. Originality/value Most of the extant literature on white-collar retention and labor turnover is based on Western contexts. The findings of this study contribute to the available literature by providing a perspective from the developing world, specifically, Namibia.

Linking Leadership Styles to Employee Performance in the Public Sector Organizations in Ghana: The Role of Organizational Commitment

The study examines the link between leadership styles and employee performance in the public sector organizations with respect to organizational commitment. A total of 330 respondents were selected from ten public sector organizations in Ghana. A PLS-SEM analysis was conducted and was found that organizational commitment partially mediates the relationship between both transformational and transactional leadership styles and employee performance. The study concludes that organizational success largely depends on the commitment level of employees which helps reduce labor turnover. Theoretically, the study findings reveal that leadership is the main element of employee performance through the commitment of employees. Therefore, the effectiveness of these leadership styles in encouraging employee performance are dependent on organizational commitment.

Factors Affecting Life Satisfaction with Mediating Role of Work Satisfaction of Employees’ in Insurance Companies in Sri Lanka

The study investigates how to work satisfaction influences workers' life satisfaction with job attribute assessment. Two hundred ninety-five operational level employees from 03 insurance companies in Sri Lanka were selected through Simple Random Sampling. The structural equation modeling approach (SEM) was applied to test the hypotheses. It has been discovered that employees' work satisfaction depends on work hazards; job characteristics and job attribute assessment, while job attributes assessment affected work benefits and cost, work hazards and job characteristics. The paper's findings revealed a strong positive relationship between work satisfaction and life satisfaction. It can be concluded that even though labor turnover is high among insurance workers, their life satisfaction depends on work satisfaction. These results denote that managers should specifically attempt to target enhancing work satisfaction by eliminating work hazards and setting job tasks along with building a good rapport with supervisor and employee, according to employee’s job position. The study recommends that policymakers identify workers' felt needs and satisfy those needs for a contented workforce to minimize labor turnover.

Human Elements of Chineese-Style Innovation Beyond the Knowledge-based Economic Transformation

China has been building globally one of the most powerful knowledge and innovation-based economies. The country’s main strategic goals were becoming a superpower with efficient economy that was able to minimise the object poverty and transform the country into upper-mid class income, economicaly developed region. According to the traditional Chineese maxim: “strong nation is a rich nation”, that used to be regarded as a tool holding the leading position around the world. The investments, realised by the private companies were encouraged in many cases by governmental initiatives as well. China has continually transformed the elements of its innovation strategy and refined them in the global direction of innovation. Despite of the growing literature on Chinese innovation, consensus as to a unique model of Chinese innovation management has yet to emerge. In this context, one of the most crucial but less discussed aspect can be the engagement of the well-educatated, experienced high quality labor work force in China. During the last decades you can observe a significant shifting toward the previous, cheap and huge amount labor workforce corporate attitude toward attracting and managing talents, providing Chineese manner “tailor made” onboarding and personal and professional development of the adequately recruited and selected labor workforce, eliminating the labor turnover but on different way compared to the Western countries methods. This review paper is aiming to reveal the specific features of Chineese-style Human Resource Management (HRM) practice linked with the Chineese traditions and cultural values.

Economic transformation of the regional space based on labor turnover

The article states that despite the available scientific groundwork and management mechanisms, the problem of labor turnover and its role in the economic transformation of the regions of the Russian Federation is relevant and requires further reflection and more detailed study. The cited statistical data demonstrating the presence of serious problems in the organization of the rational distribution of labor resources in the economic space of the region. The problem of labor resources turnover and its regulation in the processes of economic transformation of the regions of the Russian Federation has been updated. The category of labor resources is investigated from the point of view of the theoretical provisions of regional studies. The aspects of the influence of the factor of labor resources turnover on the transformation of the economic space of the region are considered. The definition of the term regulation of labor resources of the region has been clarified. The conclusion is formulated that taking into account the need for: changes in the quantitative and qualitative proportions of supply and demand for labor, focused on achieving the priorities of the economic transformation of the region’s space, determines the relevance of assessing the impact of the factor of labor resources, as well as continuous improvement of tools for regulating the turnover of labor resources.