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Relevant bibliographies by topics / Fast Food Employee Turnover / Dissertations / Theses

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Dissertations / Theses on the topic 'Fast Food Employee Turnover'

Author: Grafiati

Published: 4 June 2021

Last updated: 5 February 2022

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Miller, Olivia Patrice Chanté. "Human Capital Strategies of Leaders in the Food Service Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3903.

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High voluntary employee turnover in the food service industry often exceeds 60%. Some food service leaders lack strategies to motivate employees to stay with the organization. High voluntary employee turnover negatively affects organizational profitability due to increased employee replacement costs and reduced organizational productivity. The purpose of this multiple case study was to explore the human capital strategies successful food service leaders use to reduce voluntary employee turnover intentions. The target population consisted of 4 managers of 4 different casual dining restaurants i

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12

Forsell, Adam. "Exploring the Efficiency of a Digital Simulation Game for Vocational Training : An experimental approach." Thesis, Högskolan i Skövde, Institutionen för informationsteknologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-16526.

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This thesis covers an experiment which explores how effectively skills that are gained in a digital serious game can be transferred to a real situation. The context of the experiment is the casual restaurant industry, with focus on the task of a food runner. The results showed to be unreliable when ruling out the chance element with the use of t-tests, which points to that the data produced were coincidental, however the limited deviation in the groups’ performances indicate that there is potential in the addition of a digital game to the traditional training material. This is learned from the

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13

Chaio-Ying, Huang, and 黃喬穎. "Employee theft in fast-food chain industry." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/55035282446882624796.

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碩士<br>國立臺北大學<br>犯罪學研究所<br>97<br>By using interviews and observations, the study attempts to investigate the employee theft in fast-food chain industry. The interviewees include, respectively 2 fast-food chain industry superintendents and 4 employees. 2 restaurants were chosen purposely to observe their situational crime prevention designs. Our findings indicate that employee theft exists in all subjects, misbehaviors including unauthorized consumption of food and drinks, eating more food than company policy allowed, giving unauthorized free food to employee’s relatives and friends, and steal

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14

Chou, Chien-Lin. "The predictors of food preparation staff's leaving intentions in the Taiwan hotel industry /." 2006. http://arrow.unisa.edu.au:8081/1959.8/80290.

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The hotel industry in Taiwan has suffered from high turnover rates for many years. High turnover rates reduce productivity and drain hotel profits. Though the hotel industry tends to live with high levels of employee turnover, high turnover need not be accepted as an inherent characteristic of the industry. Hotel managers should learn why employees leave hotels and take effective actions to retain them.<br>Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

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15

Juang, Chi-Ying, and 莊麒穎. "Employee Training and Communication in the Chain Restaurant Industry：A Case Study of a Fast Food Company." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/10256092971425272020.

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碩士<br>長榮大學<br>國際企業學系(所)<br>101<br>Consistency of service quality is a key success factor for the chain retaurant industry. To remain consistent in service quality, chain restaurants should provide appropriate training systems for their employees. However, there is is still lack of research about employee training for the chain retaurant industry in the literature. Therefore, the purpose of this study is to investigate the employee training and communication in the chain restaurant industry. This study used the method of case study to make a thorough analysis on the content of employee training

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16

Royle, Tony. "Realism or idealism? Corporate social responsibility and the employee stakeholder in the global fast-food industry." 2005. http://hdl.handle.net/10454/6588.

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17

Tsai, Kung-Ming, and 蔡功明. "The Impact of People Development Implementation on Organizational Commitment and Turnover Intention: An Empirical Study of a Fast Food Restaurant Chain in Taiwan." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/20552342334676296314.

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碩士<br>國立勤益科技大學<br>流通管理系<br>97<br>In any studies, people are considered most valuable assets of the enterprise. And this also infers that employees play critical roles in the organizations, especially in those fast-food restaurant chains which offer face-to-face services to customers. Objectives of this research are to review the implementation of people development in case company and to estimate the relations among the implementation of people development, employee’s satisfaction, organizational commitment, and turnover intention. The data was collected from the questionnaire survey in which

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18

LIU, PANG-CHENG, and 劉邦政. "A Study of the Relevance between Employee Training Satisfaction and Work Performance--Using a Fast Food Chain Restaurant in Taiwan as an Example." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/53tqfp.

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碩士<br>實踐大學<br>企業管理學系碩士在職專班<br>105<br>Abstract This study takes a Taiwan fast food shop as an example to discuss the relevance of educational training and staff performance. First, it discusses the relationship between the attitude of education and training and the relationship between learning orientation and satisfaction of education and training. This study proposes the following assumptions: H1: education and training attitude and education and training satisfaction have a significant mutual positive impact H2: learning orientation and educational training satisfaction have a significant mu

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