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Dissertations / Theses on the topic 'Employee Retention Strategies'

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Published: 5 June 2025

Last updated: 1 August 2025

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1

Laing, Ann. "Employee Retention Strategies in Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7024.

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The nonprofit sector is faced with the business problem of low employee retention rates. Low employee retention rate presents various business challenges, which includes the inability to offer community members much needed social service programs as well as providing a competitive compensation package to their employees. The purpose of this descriptive phenomenological study was to explore the evidence-based best practice strategies in employee retention used in the nonprofit sector. The research included a conceptual framework focusing on Herzberg's Motivation - Hygiene Theory. The conceptual

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Lennie, Graeme Mark. "Retention strategies for skilled SARS customs employees." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/999.

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The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being expe

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Singh, Alicia. "Employee Retention Strategies in Trinidadian Small Enterprises." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5782.

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Organizational leaders face obstacles stemming from the lack of employee retention. An ineffective retention strategy can result in the loss of employees and the loss of institutional knowledge. Lack of appropriate retention strategies can negatively impact the reputation of the organization and ultimately affect the financial standing of an organization. Grounded by Herzberg's 2-factor theory, the purpose of this multiple case study was to explore strategies small retail business managers in Trinidad used to retain employees. I collected data through face-to-face semistructured interviews wit

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Shaheen, Ahmad. "Successful Employee Retention Strategies in Childcare Centers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3005.

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Fifty percent of childcare employees leave their jobs by the close of their 5th year of experience. The purpose of this exploratory single case study was to explore what retention strategies some childcare center directors use to retain their employees in the Columbus, Ohio metropolitan area. The research population consisted of 5 childcare center directors who successfully implemented retention strategies in 5 different childcare centers. The conceptual framework for this study was the Herzberg, Mausner, and Snyderman motivation-hygiene theory. Data were collected via semistructured interview

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5

White, Gentri Mabelann. "Strategies for Employee Retention in Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7904.

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Low employee retention is one of the main challenges for managers and negatively impacts an organization's ability to survive and remain competitive. Using Herzberg's two-factor theory, the purpose of this multiple case study was to explore strategies nonprofit sector managers use to retain employees. The participants included 4 managers from 4 Illinois nonprofit organizations who implemented successful strategies for employee retention. Data were collected using semistructured, face-to-face interviews, company documents, and archival records. A thematic analysis was used to analyze the data,

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6

Human, Ricardo Ronald. "Retention strategies of technical graded employees at Transnet." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/11080.

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The recruitment and retention of personnel plays an important role in assisting organisations to adapt and remain competitive, thus ensuring their financial sustainability and becoming a leader in the market. It is also a crucial element in assisting organisations in reaching their long and short term goals. The employment and retention of highly skilled employees is a costly exercise and staff turnover impacts negatively, not only on a financial level but also on the organisation as a whole. The immediate implementation of specific strategies that ensures the recruitment and retention of thes

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7

Harris, Corey. "Employee Retention Strategies in the Information Technology Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5559.

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Productivity declines when employees voluntarily leave an organization. The purpose of this case study was to explore strategies that business leaders use to reduce turnover among their skilled information technology (IT) professionals in the Dallas-Fort Worth area. Six business leaders were selected because they had implemented strategies to retain skilled IT professionals. Herzberg's 2-factor theory was the conceptual framework for this doctoral study. Data were collected from semistructured interviews and review of the organization's policies, procedures, and personnel handbook. Data analys

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Chaney, Serrita. "Strategies Used by Healthcare Supervisors for Employee Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6539.

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Healthcare supervisors who lack effective employee retention strategies could negatively affect patient well-being, employee performance, and organizational functions. The purpose of this single case study was to explore strategies that healthcare supervisors used to improve employee retention in 1 health care organization in southeast Georgia. Vroom expectancy theory was the conceptual framework for the study. Data were collected from semistructured interviews with 5 healthcare supervisors in a medium-sized healthcare organization who had hiring responsibilities and a history of implementing

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Cross, Darren. "Employee Retention Strategies in the Fast Food Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3936.

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Voluntary employee turnover in the fast-food industry is 50%. Employee turnover costs fast-food restaurants $10 billion annually. The purpose of this multiple case study was to examine the strategies of 5 fast-food restaurant managers in the Midwestern United States who achieved higher employee retention than did peers in their districts. The conceptual framework was the 8 motivational forces of voluntary employee turnover. Data were collected via semistructured, face-to-face interviews, recruiting materials, retention activities, policy manuals, and overall voluntary termination reports. Data

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10

Izard-Carroll, Michael D. "Public Sector Leaders' Strategies to Improve Employee Retention." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2157.

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The U.S. Department of Labor and Statistics consistently reports significant employee turnover in the public sector, including the federal, state, and local levels. High turnover results in compromised public goods and services provided to a community. The widespread nature of the problem and the scarcity of literature focusing on employee retention strategies in the public sector merited this case study. Public sector leaders from Western New York who had implemented employee retention strategies in a public organization comprised the population for the study. Cost-benefit theory, human capit

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Griner, Charles H. "Small Construction Business Owners' Strategies for Employee Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7871.

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Thirty-four percent of people in the United States of America work for businesses that employ fewer than 100 people. However, many small business owners lack the strategies necessary to retain their valuable employees. Businesses that fail to retain valuable employees are as much as 28% less efficient. The purpose of this qualitative multiple case study was to explore strategies small construction business owners use to retain their valuable employees. Contingency theory provided the conceptual framework. The participants were three owners of three small businesses in the construction industry

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Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.

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Thesis (MPA)--University of Limpopo, 2011<br>The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the Univers

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13

Grobler, Elaine Maria. "Retention strategies for gold-collar employees in an institution of higher education." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/6126.

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Gold-collar employees are defined as key employees who have a discernible influence on the realisation of an organisation’s strategic goals and vision. These employees’ competitive advantage lies in their conceptual skills and specifically in their knowledge and creativity. However, because of their unique competencies, they are high in demand and it is more difficult for organisations to attract and retain them. The main research problem in this study was to investigate the concept of a gold-collar employee, the needs and expectations of these employees, as well as retention strategies that c

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Mwanza, Besnat. "Retention strategies of key talent at the bank of Zambia." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1140.

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Finding and developing key talent is one of the toughest business challenges that executives face. The main problem of this study was to identify strategies that could be implemented by the Bank of Zambia (BoZ) in order to retain key talent. To achieve this objective the following procedure was followed: - Talent management strategies that were used at that time to improve retention at the BoZ were presented and discussed. Four main strategies were identified; professional scales, promotions, cash awards and flexible working hours. - Data regarding the turnover of people with key talent at the

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Ketye, Lungelo. "Retention strategies for knowledge workers at a consulting engineering firm." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/6247.

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The Consulting Engineering industry plays a very critical role in the construction industry. Its primary role is to plan and design projects before they go on to the construction phase. During the construction phase of a project, consulting engineers are responsible for supervising the works and ensuring that construction is done according to design specifications. The selected company, where this study was conducted, provides civil engineering consulting services. The main purpose of the research was to identify retention strategies that could be used by the company in order to reduce staff t

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Thompson, Nicholas W. "Managing the Millennials: Employee Retention Strategies for Generation Y." Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/240.

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This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.

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Nwabuzor, Nathaniel. "Exploring Employee Retention Strategies in the U.S. Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5388.

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Organizational managers and business leaders struggle to retain hotel employees. The purpose of this qualitative, multiple case study was to explore the strategies that hotel managers use to improve employee retention and reduce turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 4 cases were 4 different hotels in the midAtlantic region of the United States. Data were collected through semistructured interviews with 4 purposefully selected hotel managers (1 from each hotel) and document review. Data analysis consisted of compiling the data, coding fo

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Raz, Adi. "Leadership Strategies for Employee Retention in Small Lodging Establishments." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4249.

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In 2015, turnover in the lodging accommodations and food services industry was 72.1%, accounting for 6.5 million incidents of voluntary quits. The purpose of this correlational study was to examine the relationship between antecedent independent variables and employee turnover in bed and breakfasts (B&Bs) and inns. The independent variables were ethical leadership, organizational support, coworker support, work-family conflict, employee empowerment, employee voice, and work schedule. Organizational support theory provided the theoretical framework for the study. Survey data were collected from

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Merla, Diane Krzan. "Strategies to Reduce Employee Turnover." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5575.

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Businesses that fail to retain knowledgeable employees risk remaining competitive in the marketplace. Approximately 25 million people quit their jobs in 2016, overall. This single case study explored strategies business managers use to reduce employee turnover. The population for this study was 5 business managers from a business and technical personnel support organization in the information and solutions industry in the state of New Jersey who had experience with strategies to improve employee retention. The conceptual framework used in this study was systems theory. Data were collected from

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Dove, Jean Tracy. "Establishing effective organisational coaching strategies." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/496.

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To enable a business to grow and to uplift the economic and social development of its employees, it is vital that skills are provided to individuals. Businesses today strive to retain employees, as their skills learnt, prove to be a valuable asset that takes years to replace. For this reason, all means available are utilised to retain employees in the workplace. The term coaching is a relatively newcomer to the world of business and is seen to take a holistic view of the individual and focuses on work, corporate values, personal needs and career development. The main objective of this study wa

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Towns, Atiya. "Effective Strategies to Increase Employee Retention in Higher Education Institutions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6952.

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Many university leaders lack the knowledge necessary to retain skilled employees and decrease employee turnover. The purpose of this multiple case study was to explore strategies that leaders of colleges/universities in the United States used to retain skilled employees. Research participants included 7 leaders in higher education in central Florida who had at least 1 year of managerial experience in academic or human resources administration and were able to provide information on evaluating the effectiveness of approaches to employee retention. The conceptual framework was the behavioral lea

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22

Paz, Jonathan. "Effective Strategies to Increase Employee Commitment and Reduce Employee Turnover." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7323.

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Organizational leaders know that employee turnover negatively impacts an organization's finances and can be a result of a lack of employee commitment. Guided by Yukl's flexible leadership theory, this single case study was used to explore strategies that senior leaders have used to increase employee commitment and reduce employee turnover. Vice presidents and directors from a U.S. Fortune 500 financial firm in New Jersey participated in semistructured interviews. The 5 participants have implemented effective strategies to increase employee commitment and reduce employee turnover. Data collecti

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Clayton, Robert. "Effective Strategies to Reduce Employee Turnover in the Retail Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5687.

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Employee turnover negatively affects retail organizations and can lead to poor financial performance, a decrease in competitive advantage, loss of productivity, deficiencies in retaining external customers, and economic failures. The purpose of this single case study was to explore strategies that retail store leaders from the Illinois area of the United States use to reduce frontline employee turnover. Herzberg's 2-factor theory provided the framework for the study. Data were collected from documents pertaining to retention methods and through face-to-face semistructured interviews with 7 lea

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King, Jamie Edward. "Strategies Used to Retain Talent in the Insurance Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4147.

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Employee engagement levels are critical to organizations that desire to retain a workforce that innovates, produces positive results, and stays committed to the organization. The purpose of this single case study was to explore employee engagement strategies used by business leaders to retain talent. The conceptual framework that guided this study was Deci's self-determination theory. Data collection occurred through semistructured interviews with four participants within the insurance industry having three or more years of management experience and having a positive reputation for engaging em

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Myburgh, Elsa. "Strategies to improve employee retention in medium-sized businesses in the Garden Route." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020128.

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The management dilemma that triggers this research is the improvement of employee retention in medium-sized businesses in the Garden Route. Various factors contribute to poor retention in business, such as the lack of employee engagement, lack of organizational commitment, lack of recognition and reward and lack of employee retention strategies. If these strategies are not in place it results in employees not feeling committed to the organization and therefore opting to leave. This study takes a closer look at the literature review on specific causes of poor employee retention and aims to seek

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Gatyeni, Litha. "Strategies for retaining talented staff and knowledge managers : a case study." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/958.

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The South African government is currently targeting 6 per cent economic growth for the country (Mail & Guardian, 2006). The construction industry is one of the growing forces contributing to the current economic growth of South Africa. However, in the speech made by the president Thabo Mbeki, he highlighted the labour market as one of the key constraints to achieving higher and sustainable growth. It is believed that there is a skills shortage or a mismatch in the labour market (Mail & Guardian, 2006). The construction industry has seen a steady growth over the past number of years. When South

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Parker, George. "Strategies for Retaining Employees in the Nonprofit Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4940.

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Voluntary employee turnover is a concern for nonprofit leaders due to human capital's strategic role in achieving performance excellence. The consequences of volunteer turnover include loss of profitability, productivity, knowledge, and financial stability. The purpose of this single-case study was to explore strategies used by 3 leaders of a nonprofit organization in the Washington, DC, area who have experience with the nonprofit's employee retention efforts. Data were collected from semistructured face-to-face interviews and organizational documentation and analyzed through the conceptual le

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DeJesus, Xiomara. "Strategies for Reducing Voluntary Employee Turnover." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4436.

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The high costs associated with turnover and the loss of skilled employees have a significant adverse effect on organizational performance. The loss of one skilled worker can cost 25-500% of an employee's salary with respect to replacement, training, and productivity. The purpose of this descriptive multiple case study was to explore strategies for frontline managers and human resource managers to reduce voluntary employee turnover. The sample consisted of 5 frontline supervisors and 6 human resource leaders with successful experience designing and implementing strategies to reduce voluntary em

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Ramos, Polly Castro. "Employee Retention Strategies for Executive Operation Leaders in an Academic Nursing Environment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7181.

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Employee attrition affects organizations in the form of lower productivity, decreased profitability, and reduced sustainability. In 2014, business owners lost over $11 billion in tangible and intangible assets due to the inability to retain employees. Using the social exchange theory as the conceptual framework, the purpose of this multiple case study was to explore effective employee retention strategies used by business leaders in an academic nursing environment. The study encompassed participants from 3 of the United States: Texas, Kentucky, and Florida. Participants were purposefully selec

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Bernard, Kevin Lance. "Strategies to Reduce Voluntary Employee Turnover in Business Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5163.

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Industry leaders in the United States have spent $11 billion annually in advertising, hiring, and training expenditures associated with voluntary employee turnover. Using employee turnover theory as the conceptual framework, the purpose of this multicase study was to explore strategies leaders of marketing and consulting firms used to reduce voluntary employee turnover. Participants were purposefully selected based on evidence of their successful experiences in reducing voluntary employee turnover in their organizations. Data were collected by conducting semistructured interviews with 6 leader

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Osisiogu, Chris A. "Transformational Leadership Strategies for Addressing Voluntary Employee Turnover." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4165.

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For every standard deviation of increase in employee turnover, organizations could suffer a roughly 27% decline in financial performance. Current voluntary employee turnover rates hover between 15% - 40% and the associated unquantifiable indirect costs affecting customer loyalty and creating reputational risks for business leaders. Furthermore, when employees leave an organization for another, a minimum of 95% leave with trade secrets, strategic skills, and acquired knowledge. As a result, turnover has evolved into a significant concern for organizational leaders. Using the transformational le

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Perev, Borislav. "Strategies Hospitality Leaders Use to Reduce Employee Turnover." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6091.

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Employee turnover is a global problem with adverse effects on financial performance and sustainability of organizations. In the hospitality industry, employee turnover levels increased to 58.8%, and the associated cost of turnover may be more than 100% of an employee's yearly wage, with a total loss of over $25 billion a year. The purpose of this single case study was to explore strategies used by hospitality leaders in the southeastern United States to reduce employee turnover. The conceptual framework was the transformational leadership theory. Purposeful selection of participants included l

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Schenck, Keonda Schenck. "Strategies for Addressing Workplace Incivility and Retention in a Healthcare System." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3959.

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Workplace incivility is increasing in prevalence in healthcare organizations. Despite the adverse effects of workplace incivility on employee engagement and voluntary employee turnover, some organizations do not have policies to address workplace incivility among employees. The purpose of this descriptive, single case study was to explore successful strategies leaders at healthcare organizations with 50 or more employees used to reduce workplace incivility and improve employee retention. The spiral theory provided the conceptual framework for the study. Semistructured interviews were held with

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Dewah, Peterson. "Knowledge retention strategies in selected Southern Africa public broadcasting corporations." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/438.

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Knowledge is now regarded as the most important resource surpassing other resources like land and capital. It is a foregone conclusion that knowledge flows out of organizations through various ways such as resignations, retirement and death yet, it does not seem as if organizations are employing strategies to retain such a vital component of production and service delivery. This study investigated the knowledge retention strategies in three Southern Africa Development Community (SADC) public broadcasting organizations of the South African Broadcasting Corporation in South African (SABC), the D

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Yusuff, Toyeeb. "Retention strategies for medical doctors in a Port Elizabeth Hospital complex." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/8856.

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The aim of this research is to investigate the factors identified as significant in increasing the retention of medical doctors employed in Port Elizabeth hospital complex (PEHC) in the Eastern Cape, South Africa. Medical practitioners of PEHC are providing the needed critical clinical services and are believed to be the strength of tertiary health services in the Eastern Cape, providing world class treatment to the public. Recruitment and retention of talented medical practitioners, then, is in the best interests of the Department of Health. Demotivated staffs are more likely to leave their j

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Ruiz, Candace A. "Strategies to Retain Millennial Employees at Full-Service Restaurants." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3470.

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Some supervisors lack effective strategies to retain millennial generation employees. The purpose of this multicase study was to explore effective strategies supervisors use to retain culinary-educated millennial employees in full-service restaurants. Nine millennials and 3 supervisors from 3 full-service restaurants in Denver, Colorado consented to face-to-face semistructured interviews with open-ended interview questions concerning retention strategies. The conceptual framework of Herzberg's two-factor theory served to guide the scope and the data analysis for the multicase study. The interv

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Borg, Andrew Edward. "Strategies Agency Managers Use to Retain Recruiting Staff." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2790.

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The high rate of employee turnover in the staffing industry is costly and impedes sustainability of employment agencies. The focus of this qualitative single case study explored strategies that 10 human resource managers (HRMs) and 5 HR directors used to retain recruiting staff at one regional recruiting agency in the southeastern region of the United States. The target population and research site were selected because of prior success in employee retention strategies. The conceptual framework grounding this study was sustainability theory. Methodological triangulation was achieved with semis

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Shahid, Amena. "Strategies Used by Banking Managers to Reduce Employee Turnover." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3633.

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Employee retention of an organization's most talented and skilled employees is vital to success. A lack of managerial strategies for motivating teams and a lack of understanding employees' needs adds to an increased rate of employee turnover in banking organizations. Some bank managers do not possess the abilities and strategies required to reduce employee turnover. Grounded by the motivation-hygiene theory; the purpose of this qualitative case study was to explore successful strategies some bank managers used to reduce employee turnover. The population consisted of 5 banking managers in 3 ban

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Martin, Marilyn. "Strategies to Retain Employees in the Insurance Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2847.

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Employee turnover costs can be 100%-200% of the total compensation package of an employee who leaves the organization, depending upon their position and experience. Leaders in the highly competitive insurance industry should emphasize the importance to retain talented employees with managers in an effort to minimize costs and diminish productivity levels associated with employee turnover. The purpose of this qualitative multiple case study was to explore strategies to retain employees used by insurance managers in the Charlotte, NC metropolitan area. The conceptual framework included Herzberg'

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Taylor, Pete. "Strategies Software Company Sales Managers Implemented to Reduce Voluntary Employee Turnover." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2696.

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The high rates of voluntary employee turnover in software sales organizations have forced business leaders to search for strategies that reduce voluntary employee turnover. The purpose of this multiple case study was to explore the strategies of a small group of sales managers who had demonstrated reduced voluntary employee turnover in their software manufacturing companies. Ten managers from 5 software manufacturing companies who had a minimum of 5 years of management experience were recruited and participated in semistructured, face-to-face interviews. The conceptual framework included Herzb

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Stafford, Keith Reginald. "Leadership Strategies to Retain Key Employees." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6281.

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Retention of key employees protects a firm's investment in its human resources. Employee retention is an issue in the insurance sector, particularly among sales employees. The purpose of this descriptive study was to explore leadership strategies used by insurance sales managers to retain key employees. Herzberg's dual factor theory and Adams's equity theory were used to explore insurance sales managers' insights into leadership strategies. Semistructured interviews were conducted with 15 insurance sales managers in southern California to elicit the strategies they used to maintain their key s

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Smith, Jaun Derek. "Successful Strategies for Reducing Employee Turnover in the Restaurant Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5040.

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Employee turnover remains a ubiquitous phenomenon that could negatively impact the operations and profitability of any business entity. For decades, managers, business leaders, and individuals in academia have devoted considerable time and resources to understanding and reducing the phenomenon. This qualitative multiple case study was conducted to explore the successful strategies that restaurant managers used to reduce employee turnover. The population sample consisted of 4 restaurant managers from Port of Spain, Trinidad and Tobago who had successfully used strategies to reduce employee turn

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Knight, FRANCELIA Luis. "Strategies to Retain Employees in the Health Care Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5888.

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Health care leaders who fail to apply effective retention strategies could negatively affect employee well-being, patient outcomes, and business performance. The purpose of this single case study was to explore effective strategies that leaders used to retain employees in a health care organization. Human capital theory was the conceptual framework for the study. Data were collected via on-site semistructured interviews with 10 leaders of a Texas health care organization who had a history of retaining employees for a minimum of 2 years from the date of hire, and from the review of organization

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Davis, Odetha Antonnett. "Strategies for Low Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5069.

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Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructu

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Burnett, Mary Jane. "Strategies to Reduce Employee Turnover in the Durable Goods Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5682.

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Some durable goods industry leaders lack strategies needed to successfully reduce voluntary employee turnover, which is detrimental to organizational performance and decreases an organization's competitive advantage. The purpose of this qualitative single case study was to explore the strategies durable goods industry leaders used to reduce employee turnover in their organizations. The population consisted of 4 durable goods industry leaders in the southeastern region of the United States who had at least 3 years of managerial experience in reducing employee turnover. The conceptual framework

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Blom, Izak Jacobus. "The loss of human capital due to poor retention strategies : a case study of a government department in the South African context." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/71835.

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Thesis (MPhil)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: This research reports on the phenomenon of preventable staff loss (human capital) in a South-African government department. The research covered an analysis of biographical, occupational types and duration of job tenure data of 500 former employees who resigned over a ten-year period. Of these employees, 72 participated in a quantitative survey designed to test opinions around aspects such as career management, retention efforts and the resignation decision. Another 9 participated in telephone interviews. The evolution of or

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Makong, Makahlolo. "Retention strategies for doctors and nurses in Lesotho : an implementation framework." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2559.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.<br>This paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statis

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Mason, Ebony Irene. "Strategies for Retaining Qualified and Experienced Employees in the Nonprofit Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5101.

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Retention of qualified and experienced employees is the greatest challenge faced by nonprofit organizations. Using transformational leadership theory, the purpose of this single-case study was to explore strategies used by managers of nonprofit organizations to increase employee retention. The population for this study included 3 managers of one nonprofit organization in Texarkana, Texas, with tenure of at least 2 years. These managers had successfully implemented retention strategies to retain qualified and experienced employees for more than 2 years. Collected data included semistructured, f

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Fitz-Lewis, Thecla. "Human Resources Strategies for Retaining Employees in St. Lucian Banks." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5703.

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Retention issues have been a challenge for human resources (HR) leaders for years. Organization HR leaders face employee retention challenges that lead to the loss of talented employees and a decline in the organization's quality of service, which negatively affects profitability. Based on Schultz's human capital theory, the purpose of this multiple case study was to explore strategies HR leaders used to retain employees. Data collection included company archival documentation review and face-to-face semistructured interviews with 11 purposefully selected HR leaders from 3 banks in the norther

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Rombley-Browne, Delma. "Leadership Strategies for Improving Supervisors' Performance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4886.

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Poor employee performance has a negative effect on business profitability. Some telecommunications executives lack strategies to improve supervisors' performance. The purpose of this single case study was to explore the leadership strategies telecommunications executives use to improve supervisors' performance. Utilizing the behavior engineering model, data consisted of semistructured interviews with 10 purposefully selected telecommunications executives in the Dutch Caribbean island of St. Maarten who have successfully improved supervisors' performance. Five themes emerged from the thematic a

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