Relevant bibliographies by topics / Fast Food Employee Turnover

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Fast Food Employee Turnover'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Fast Food Employee Turnover"

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Kashif, Muhammad, Anna Zarkada, and Ramayah Thurasamy. "Customer aggression and organizational turnover among service employees." Personnel Review 46, no. 8 (2017): 1672–88. http://dx.doi.org/10.1108/pr-06-2016-0145.

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Purpose The episodes of customer rage with employees during service encounters are common and adversely affect the long-term commitment of employees with an organization. The service organizations, in an effort to control employee turnover, are striving hard but have failed. There are a wide variety of studies that address employee turnover but the research which encapsulates a combined effect of perceived justice and organizational pride to study exhaustion-turnover path are almost scant. The purpose of this paper is to explore the effects of customer aggression on the frontline food service
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Shriedeh, Fayez Bassam. "Employee Turnover in the Fast Food Restaurants: Investigating the Role of Human Resource Management Practices." International Journal of Human Resource Studies 9, no. 4 (2019): 205. http://dx.doi.org/10.5296/ijhrs.v9i4.15559.

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High Turnover (TO) rate among Fast Food Industry (FFI) employees is a critical issue faced by the Jordanian hospitality industry and be detrimental to the growth of the industry. Following that, is important to analyse the factors that lead to high TO rate among FFI employees. This study aims to examine the effect of Human Resource Management Practices (HRMP) and Intention to Leave (ITL) among FFI employees in Jordan. Five HRMP have been included in this study namely training, reward, benefit, performance appraisal and staffing. Using a sample of 245 FFI front-line employees working in Amman,
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Ehimen Abiodun Ulabor and Alegebe Ibiwunmi Bosede. "EMPLOYEE COMMITMENT AND ORGANIZATIONAL PERFORMANCE IN SELECTED FAST FOOD OUTLETS IN OSUN STATE." International Journal of Financial, Accounting, and Management 1, no. 1 (2019): 23–37. http://dx.doi.org/10.35912/ijfam.v1i1.55.

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Purpose: This study examined the effect of employee commitment on organization performance of selected fast food outlets in Osun State. It determined how employee commitment affects staff turnover and also examined factors that affect employee commitment
 Design/Research method: Primary data was used for this study; respondents were selected using convenient sampling method from the study area. Questionnaire was used to gather information. One hundred copies of questionnaire were administered to the selected respondents and ninety-six were retrieved and found useful for analysis. The data
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Mohammad, Abdel Rahman, Bashar Al Najdawi, Mohamed ElZoghbi, and Al Sayed Abdelhadi. "A Study of Some Factors Affecting Employee Turnover in Fast Food Restaurant in Amman." Journal of Association of Arab Universities for Tourism and Hospitality 11, no. 1 (2014): 71–80. http://dx.doi.org/10.21608/jaauth.2014.54022.

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Rana, Asif Mehmood, Muhammad Bilal, Muhammad Maroof Ajmal, Muhammad Asif Zaheer, and Muhammad Zia-ur-Rehman. "A design of turnover intention antecedents and their relation on work design for firms." Revista Amazonia Investiga 10, no. 37 (2021): 24–33. http://dx.doi.org/10.34069/ai/2021.37.01.2.

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Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food – outlet of Pakistan retail food service. Employee’s turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics ex
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Sinclair-Maragh, Gaunette, Noriel Jacobs-Gray, and Norene Brown-Roomes. "A case of talent management practices in motivating fast food service employees." Emerald Emerging Markets Case Studies 7, no. 3 (2017): 1–16. http://dx.doi.org/10.1108/eemcs-07-2016-0153.

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Subject area Food service management, human resource management, hospitality strategic management and, international business and management. Study level/applicability Graduate students. Case overview The purpose of this case study is to determine whether the practice of talent management serves to motivate fast food service employees. It aims to determine employees’ perceived level of awareness and importance of talent management practices; current practice of talent management within the fast food service sector; and to assess the level of motivation of employees from talent management pract
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Poulston, Jill M. "An interesting insight into hospitality work." Hospitality Insights 2, no. 1 (2018): 13–14. http://dx.doi.org/10.24135/hi.v2i1.17.

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Turnover is such a persistent characteristic of the hospitality industry, it has the qualities of a legend. The Lawson Williams Staff Turnover Report [1] recently calculated turnover in the hospitality and fast food industry as 41.7%, the highest of any industry surveyed. Such high turnover set against a constant stream of willing newcomers to the industry warrants investigation. This study therefore examined not so much the nature of the industry, but more the act of hospitality in terms of motives and rewards.
 The study interviewed 12 people in Auckland, including some who had never wo
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Brandmeir, Karl, and Seyhmus Baloglu. "Linking Employee Turnover to Casino Restaurant Performance." Journal of Foodservice Business Research 7, no. 2 (2005): 25–39. http://dx.doi.org/10.1300/j369v07n02_03.

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Gede, I. Komang, and Milla Permata Sunny. "PENGARUH LEADER MEMBER EXCHANGE, EMPOWERMENT, TALENT MANAGEMENT TERHADAP TURNOVER INTENTION." WIDYA MANAJEMEN 1, no. 2 (2019): 113–37. http://dx.doi.org/10.32795/widyamanajemen.v1i2.359.

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The purpose of this study to examine the influence of leader member exchange, empowerment, talent management to turnover intention on employees of PT Bank BRI Cabang Gatot Subroto. Sample used as many as 55 people with census method (total sampling), the analysis technique used is multiple linear regression. The result of analysis is known that member exchange leader has positive and significant impact to employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Empowerment has a negative and significant effect on employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Talent m
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Chante’ Miller, Olivia Patrice, and Regina Banks-Hall. "Human Capital Strategies to Reduce Employee Turnover in the Food Service and Automotive Industries." International Journal of Business and Management Research 8, no. 3 (2020): 84–90. http://dx.doi.org/10.37391/ijbmr.080304.

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High voluntary employee turnover in service industries often exceeds 60%, negatively affecting profitability due to employee replacement costs. In studies conducted with multinational corporate leaders, they acknowledged a lack of business direction resulting in a 68% failure to implement organizational strategies. Through a multiple case study, we aimed to explore the human capital strategies utilized in the automotive and food service industries to reduce voluntary employee turnover. We analyzed the responses of twenty-four service leaders in the Eastern and Midwest regions of the United Sta
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Dissertations / Theses on the topic "Fast Food Employee Turnover"

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Forrest, James Lloyd. "Reducing Fast Food Employee Turnover with Appealing Working Environments." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4217.

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While all business leaders face problems with voluntary employee turnover, fast food business leaders often face turnover rates at twice the national average. Using Weiss and Cropanzano's affective events theory, this exploratory multiple case study detailed the investigation into strategies that fast food business leaders use to establish an appealing working environment that reduces employee turnover. A purposeful sampling process identified 9 fast food business leaders from 3 different fast food organizations within the Omaha, Nebraska metro area who had successfully established a positive
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Bebe, Imelda A. "Employee Turnover Intention in the U.S. Fast Food Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2065.

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Employee turnover in the U.S. fast food industry has been high, averaging rate 150% per annum. The purpose of the correlational design study was to examine the relationships between job satisfaction factors, job dissatisfaction factors, and employee turnover intentions among fast food employees to determine whether a statistically significant relationship exists between these variables. The population for the study consisted of 144 fast food restaurant employees working in the East Coast in the United States. The theoretical framework was Herzberg's 2-factor motivation-hygiene needs theory, wh
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Vuik, Fabian, and den broeck Ro Van. "Low-Skilled Employee RetentionPractices in the Fast Food Industry : A study of retention practices within the Verhage FastFood franchise." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-76208.

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Employee turnover can cost an organization a significant amount of money. In addition, retention of employees can beneficial towards to an organization as it e.g. allows to save costs related torecruitment and training of new employees. The fast food industry is recognized as an industry which employs low-skilled employees and is especially in the United States known to be prone to high employee turnover. With regards to Europe, only little information is available in the field of low-skilled employee retention in the fast food industry. Looking towards the Netherlands, there has been no condu
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Espinoza, Amy, Estefania Rojas, Jose Rojas, and Carlos Raymundo. "Methodology for reducing staff turnover in service companies based on employer branding and talent management." Springer Science and Business Media Deutschland GmbH, 2019. http://hdl.handle.net/10757/656352.

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El texto completo de este trabajo no está disponible en el Repositorio Académico UPC por restricciones de la casa editorial donde ha sido publicado.<br>The turnover rate of personnel in companies in the service sector is approximately 10%. In Peru, this figure is above 15%, which generates high cost overruns for organizations. Companies with the highest turnover are the service companies, and the operational staff is regarded the key factor of these organizations. Previous research has been carried out on this issue, and the solutions are models with the objective of retaining employees, using
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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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Ukandu, Nnenna Eme. "The causes of low employee motivation within Cape Town's fast food industry." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/2062.

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Thesis (MTech (Busines Administration))--Cape Peninsula University of Technology, 2011.<br>Motivating employees in fast food outlets plays a major role towards improving the commitment and performance of workers. However, it has been confirmed that there is low levels of employee motivation in some fast food outlets, which has led to negative results and poor performances. Therefore, improving employee motivation in fast food outlets has become a necessity. The main aim of the study was to investigate causes of low employee motivation in fast food outlets within South Africa. The present
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Needham, Maria Rosetta. "Relationship Between Servant Leadership Characteristics and Turnover in Fast-Casual Restaurants." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5027.

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In the United States, turnover threatens the economic status of the restaurant industry. In 2016, the turnover rate for the fast-casual restaurant dining industry was 1.8 million people with approximately 3 million people working in the industry. Restaurant leaders struggle with solutions to help reduce the problems of turnover. Guided by the servant leadership theory, the purpose of this correlational study was to examine the relationship between empowerment, interpersonal support, and turnover in the fast-casual restaurant industry. A convenient sample of fast-casual restaurant supervisors (
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Crawford, Alleah M. Hubbard Susan Sorrells. "Empowerment and organizational climate an investigation of mediating effects on the core-self evaluation, job satisfaction, and organizational commitment relationship /." Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SUMMER/Nutrition_and_Food_Science/Dissertation/Crawford_Alleah_4.pdf.

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Luytjes, Martin C. "THE RELATIONSHIP BETWEEN HIGH-PERFORMANCE HUMAN RESOURCE MANAGEMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND UNIT PERFORMANCE AND VOLUNTARY TURNOVER IN THE FAST FOOD FRANCHISE INDUSTRY." NSUWorks, 2017. http://nsuworks.nova.edu/hsbe_etd/128.

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The purpose of this study is to advance knowledge and practitioner understanding of human resource dynamics of the U.S. fast food franchise (FFF) industry, one plagued by extraordinary voluntary turnover (VTO), estimated at 75% of total turnover, and its effects on unit productivity. Following the research of Sun, Aryee, and Law (2007), this study looks for the potential of improving the VTO problem through the practice of high-performance human resource management (HPHRM) and the potential benefits of service-oriented organizational citizenship behavior (SOCB) that it offers. This study used
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Africa, Rochelle. "The relationship between authentic leadership and employee psychological capital in an organisation within the fast moving consumer goods food industry (FMCG), Western Cape." The University of the Western Cape, 2017. http://hdl.handle.net/11394/5770.

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Magister Commercii (Industrial Psychology) - MCom (IPS)<br>The recent economic situation in South Africa including the weak rand has led to a number of problems within the workplace including, retrenchment, unemployment, protracted strikes, decrease in motivation and fear of being jobless (Du Plessis & Barkhuizen, 2012). Instead of focusing on how the economy negatively affects employees with regards to their burnout, stress and job insecurity, organisations need to take a more positive approach and consider how individuals persevere through challenging times and still maintain a high sense of
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Books on the topic "Fast Food Employee Turnover"

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Retaining your foodservice employees: 40 ways to better employee relations. Van Nostrand Reinhold, 1992.

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Krueger, Alan B. Ownership, agency and wages: An examination of franchising in the fast food industry. National Bureau of Economic Research, 1990.

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Latto, Dawn E. An inquiry into the effectiviness of the internal marketing campaign of Mc Donald's restaurants in Ireland. University College Dublin, Graduate School of Business, 1998.

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O'Leary, Barry W. The operation of internal marketing and empowerment in service provision: Fact or fiction? University College Dublin, 1994.

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Drummond, Karen Eich. Retaining Your Foodservice Employees: 40 Ways to Better Employee Relations (Foodservice employee management series). Van Nostrand Reinhold, 1991.

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Drummond, Karen Eich. Retaining Your Foodservice Employees: 40 Ways to Better Employee Relations. Wiley, 1991.

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(Collaborator), Ken Lustig, Corey Mosher (Collaborator), and Lee Garvin (Contributor), eds. Ninja Burger: Honorable Employee Handbook. Citadel, 2006.

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Book chapters on the topic "Fast Food Employee Turnover"

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Jinks, Jill Karen, and Karen E. Watkins. "Using Training to Address Excessive Turnover in a Fast Food Organization." In Advances in Human Resources Management and Organizational Development. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0054-5.ch012.

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The purpose of this case is to present a story about an effort to address a threatening business problem for a company in an industry that relies on low-wage, minimally-skilled employees. The industry is characterized by high turnover that makes training efforts difficult. The designers and developers had to be flexible, creative and innovative in creating their project plan and instructional intervention. The dynamics of the organization were fluid. The team had to consider these dynamics in selecting their approach. They had to be comfortable with using approximations and assumptions in developing the inputs for their design and development decisions. Ambiguity and uncertainty were constants for the team members.
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Imran, Muhammad, and Hammad Wajid. "Employee Performance in the Fast Food Industry." In Handbook of Research on Developing Circular, Digital, and Green Economies in Asia. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8678-5.ch019.

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The main purpose of this research is to find the relationship of role overload (RO), love of money (LOM), empowerment (EMP), and work engagement (WE) on employee performance (EP) in the fast food industry and also to find the mediating effect of happiness (HAP) between RO, LOM, EMP, and WE on employee performance and moderating role of the spirit of work (SOW) on happiness and employee performance (EP). The data was gathered using the online survey method through questionnaires from the employees of fast food restaurants of South Punjab, Pakistan. The sample size was 297. The smartPLS 3 was used to analyze the data. The result findings show that LOM, WE, and HAP have an influence on EP while RO and EMP have no influence on EP. There was a mediating effect of HAP between EMP and EP whereas there was no mediating influence of HAP between RO, LOM, WE, and EP. No moderating role of SOW between HAP and EP was found. This study findings are very useful for manager/owner of the restaurant the increase their employee performance, which leads to firm high performance.
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"Identification of Variables Influencing Food and Beverage Employee Turnover." In The Practice of Graduate Research in Hospitality and Tourism. Routledge, 2014. http://dx.doi.org/10.4324/9781315043548-16.

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Hollinger, Richard C., Karen B. Slora, and William Terris. "Deviance in the fast-food restaurant: correlates of employee theft, altruism, and counterproductivity." In Occupational Crime. Routledge, 2020. http://dx.doi.org/10.4324/9781003073666-16.

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Hollinger, Richard C., Karen B. Slora, and William Terris. "deviance in the fast-food restaurant: correlates of employee theft, altruism, and counterproductivity." In Occupational Crime. Routledge, 2018. http://dx.doi.org/10.4324/9781315193854-14.

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Saragih, R., A. P. Prasetio, and I. Z. Naufal. "Work-life balance and work stress as antecedents of employee turnover intention in private food processing organizations." In Advances in Business, Management and Entrepreneurship. CRC Press, 2020. http://dx.doi.org/10.1201/9780429295348-147.

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Conference papers on the topic "Fast Food Employee Turnover"

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Effendi, Rahmadia Trisia, and Arum Etikariena. "The Relationship Of Improving Intrinsic Motivation On Turnover Intention By Using Job Crafting Workshop for Employee At Division X in a food company." In 1st International Conference on Intervention and Applied Psychology (ICIAP 2017). Atlantis Press, 2018. http://dx.doi.org/10.2991/iciap-17.2018.26.

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