Relevant bibliographies by topics / Labor turnover

Contents

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

Academic literature on the topic 'Labor turnover'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 July 2024

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Journal articles on the topic "Labor turnover"

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T S, Nayana. "A STUDY ON EFFECT OF LABOUR TURNOVER TO ACHIEVE ORGANISATIONAL GOAL AT TEXCO FASHIONS, DODDABALLAPUR." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 07, no. 10 (October 1, 2023): 1–11. http://dx.doi.org/10.55041/ijsrem26624.

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Abstract: This study delves into the significant impact of labor turnover on achieving organizational goals within the textile industry. The textile sector, characterized by its labour-intensive nature, often grapples with high turnover rates, which can hinder the attainment of strategic objectives. This research investigates the intricate relationship between labor turnover & organizational success, aiming to uncover strategies that mitigate turnover's adverse effects. By analysing data from various textile , this study identifies a range of consequences linked to labor turnover, such as reduced productivity, increased training costs, & disrupted workflow. Moreover, it explores the underlying factors contributing to turnover, including job dissatisfaction, lack of growth opportunities, and unsupportive work environments. The research then shifts its focus to potential solutions, suggesting the implementation of robust employee retention programs, improved job design, & comprehensive skill development initiatives. By understanding the intricate dynamics between labor turnover & organizational achievement, this study offers valuable insights that textile industry leaders can utilize to foster a stable & productive workforce, ultimately driving the industry towards its strategic goals Key words : . Labor turnover Organizational goals, Textile industry, Employee retention, Workforce stability, Productivity , Training costs, Job satisfaction , Growth opportunities, Work environment, Job design, Skill development
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Bertola, Giuseppe. "Labor Turnover Costs and Average Labor Demand." Journal of Labor Economics 10, no. 4 (October 1992): 389–411. http://dx.doi.org/10.1086/298293.

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Gonzaga, Gustavo. "Labor Turnover and Labor Legislation in Brazil." Economía 4, no. 1 (2003): 165–222. http://dx.doi.org/10.1353/eco.2004.0004.

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Bello, Bashiru Akande, Patrick Ologbenla, and Onyekachi Funmilayo Okenesi. "DEMOGRAPHIC FACTORS AND LABOR TURNOVER IN HONDA MANUFACTURING LIMITED OTA, OGUN STATE NIGERIA." Business Excellence and Management 10, no. 2 (June 15, 2020): 18–31. http://dx.doi.org/10.24818/beman/2020.10.2-02.

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This study examines the effect of demographic factors on labor turnover in Honda Manufacturing Company. The study examines three objectives which are to determine the effect of age on labor turnover, ascertain the influence of work experience on labor turnover and determine the effect of educational qualification on labor turnover. The study attempts to provide answers to the questions to what extent does age affect labor turnover? How does work experience influence labor turnover? and to what extent does educational qualification affect labor turnover. Primary data was used in this study and the study adopted a descriptive research design. 150 questionnaires as obtained by Slovenes formula were administered to the staffs of Honda Manufacturing Limited. In analyzing this questionnaire, data analytical procedure and frequency and %ages were used as descriptive statistics. Inferential statistics of correlation and regression analysis was used to test the hypotheses in the study. The findings of this study established that there is a significant effect of age on labor turnover in Honda Manufacturing Limited, Ota, Ogun State. The findings also indicate there is a significant relationship between educational qualification and labor turnover.
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Blakemore, Arthur E., Stuart A. Low, and Michael B. Ormiston. "Employment Bonuses and Labor Turnover." Journal of Labor Economics 5, no. 4, Part 2 (October 1987): S124—S135. http://dx.doi.org/10.1086/298168.

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Fujita, Shigeru. "Declining labor turnover and turbulence." Journal of Monetary Economics 99 (November 2018): 1–19. http://dx.doi.org/10.1016/j.jmoneco.2017.12.005.

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Van Beveren, Ilke, Stijn Vanormelingen, Sophie De Winne, and Luc Sels. "Voluntary Turnover, Volatility in Voluntary Turnover, and Labor Productivity." Academy of Management Proceedings 2012, no. 1 (July 2012): 11131. http://dx.doi.org/10.5465/ambpp.2012.11131abstract.

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Febriyana, Olivia, Susi Hendriani, and Samsir Samsir. "THE EFFECT OF COMPENSATION AND JOB SATISFACTION ON EMPLOYEE COMMITMENT AND LABOR TURNOVERAT PT. PARTNERS ATEDA SELARAS PANGKALAN KERINCI." Jurnal Manajemen dan Bisnis 11, no. 2 (December 30, 2022): 264–76. http://dx.doi.org/10.34006/jmbi.v11i2.460.

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This study aims to determine the effect of compensation and job satisfaction on worker commitment, to determine the effect of compensation and job satisfaction on workers' labor turnover, to determine the effect of compensation and job satisfaction on worker's labor turnover through commitment and to determine the effect of commitment to worker's labor turnover through commitment. . The population in this study were all workers of PT. Mitra Ateda Selaras, totaling 118 people. While the sample used as many as 118 people. The data used in this study were primary data and secondary data, while the data collection technique used a questionnaire. The data analysis technique used in this study is the data analysis used in this study is SEM. The results showed that compensation and satisfaction had an effect on employee commitment. Compensation and job satisfaction have an effect on employee labor turnover. Employee commitment has a significant effect on employee labor turnover. Compensation has a significant effect on employee labor turnover through employee commitment. Satisfaction has a significant effect on employee labor turnover through employee commitment.
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Kwon, Mira, and Yeoungsuk Song. "Impact of Emotional Labor and Positive Psychological Capital on the Turnover Intention of Nurses Caring for Patients with COVID-19: A Descriptive Survey Study." Journal of Nursing Management 2024 (January 8, 2024): 1–7. http://dx.doi.org/10.1155/2024/5517249.

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Nurses’ turnover intention has increased since the COVID-19 pandemic. Emotional labor is reportedly high among nurses in Korea, and a positive psychological capital can help reduce turnover intention. This cross-sectional study investigated the factors influencing turnover intention in nurses during the COVID-19 pandemic. Survey data were collected from 155 nurses caring for patients with COVID-19 at a university hospital in South Korea in March 2022. Self-reported and paper-based questionnaires on emotional labor, positive psychological capital, and turnover intention were employed. The mean values for emotional labor, positive psychological capital, and turnover intention were 54.52/80, 58.03/90, and 38.92/50, respectively, and 77.8% of nurses reported planning to quit working. Turnover intention correlated with emotional labor (r = 0.17; p=0.041) and had no significant relationship with positive psychological capital. Sex (β = 0.24; p=0.003) and emotional labor (β = 0.18; p=0.019) affected turnover intention, with 9% explanatory power. Female nurses caring for patients with COVID-19 had a higher turnover intention than male nurses. Finally, the higher the emotional labor of nurses caring for patients with COVID-19, the higher the turnover intention. To reduce the turnover intention of nurses, hospitals need to help them enhance their emotional labor and positive psychological capital by establishing measures such as emotional coaching programs or psychological capital interventions.
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Zhang, Cheng, Jirawan Deeprasert, and Songyu Jiang. "Psychological contract and turnover intention in luxury hotels." Problems and Perspectives in Management 22, no. 3 (July 11, 2024): 80–95. http://dx.doi.org/10.21511/ppm.22(3).2024.07.

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Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.
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Dissertations / Theses on the topic "Labor turnover"

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Pinto, Rafael de Carvalho Cayres. "Three essays on labor market institutions and labor turnover in Brazil." reponame:Repositório Institucional do BNDES, 2015. https://web.bndes.gov.br/bib/jspui/handle/1408/7024.

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This thesis consists of three papers about labor market institutions and labor turnover. The first paper deals with the effects of enforcement of labor laws on turnover among formal workers. Examining data from RAIS, the paper discusses a previously undocumented discontinuous reduction in the layoffs at one year tenure. The analysis suggest that this results from the requirement of homologation for termination of those contracts, which works as a firing cost. Firms subject to low inspection frequency respond to stricter enforcement by increasing turnover during the first year, thus avoiding the payment of evaded benefits. The second paper analyses two distortions potentially present in Brazilian labor market institutions: collusion between workers and firms to withdraw funds from unemployment insurance and FGTS, and the incentive for termination of employment contracts before one year, to avoid the homologation. The effect of these distortions on firms' turnover strategy is quantified by a model. The results indicate that both distortions have effects on the distribution of layoffs over the employment duration, but little effect on the overall turnover, productivity and efficiency. The conclusion is that the distortions are relatively unimportant when compared to the selection of suitable employees for the job positions as a driver for turnover rates. In the third and last paper, we assess the impact of these distortions on the turnover and productivity through their influence on incentives for investment in labor relationships. A new model is proposed, in which labor productivity depends on investment in human capital by the worker. The model shows that distortions leading to high turnover decrease the investment in labor relationships. The lower investment, in turn, reduces relationships' values, inducing more turnover. Thus, the existence of rents associated with turnover can reduce investment in human capital and labor productivity.
Esta tese é composta por três artigos sobre instituições do mercado de trabalho e rotatividade da mão-de-obra. O primeiro artigo aborda os efeitos o monitoramento das leis trabalhistas sobre a rotatividade dos trabalhadores formais. A partir dos dados da RAIS, o artigo documenta de forma inédita, uma redução descontínua das demissões quando os contratos completam um ano. A análise sugere que isto se deve a exigência de homologação para a rescisão desses contratos, que funciona como um custo de demissão. Firmas pouco sujeitas a inspeções pelo MTE respondem a aumentos da fiscalização com mais rotatividade durante o primeiro ano, evitando o pagamento de d´dívidas trabalhistas. O segundo artigo analisa duas possíveis distorções presentes nas instituições do mercado de trabalho no Brasil: o conluio entre trabalhador e firma para a apropriação do seguro desemprego e do FGTS; e o t´término dos contratos de trabalho antes de completarem um ano, visando evitar a homologação. O efeito dessas distorções sobre as decisões de demissão e quantificado através de um modelo. Os resultados indicam que as distorções têm efeitos sobre a distribuição das demissões ao longo da duração do emprego, mas com pequeno impacto sobre rotatividade total, produtividade e eficiência. Conclui-se que a principal motivação para a rotatividade e a seleção de trabalhadores adequados. No terceiro artigo, procura-se identificar os efeitos das mesmas distorções sobre os incentivos ao investimento nas relações de trabalho. Elabora-se um novo modelo em que a produtividade depende de investimento em capital humano pelo trabalhador. O modelo evidencia que distorções que induzem a rotatividade diminuem o investimento nos vínculos de emprego. O menor investimento, por sua vez, reduz o valor da relação, induzindo mais rotatividade. Assim, a existência de rendas associadas à rotatividade pode resultar em baixos investimentos em capital humano e produtividade.
Tese (doutorado) - Pontifícia Universidade Católica do Rio de Janeiro. Departamento de Economia, Rio de Janeiro, 2015.
Bibliografia: p. [86]-89.
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Minagawa, Tadashi, and Koji Yoneda. "Job Destruction and Coordination Failures in Labor Turnover." 名古屋大学大学院経済学研究科附属国際経済政策研究センター, 2014. http://hdl.handle.net/2237/21070.

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FARIAS, ALISON ROCHA DE. "UNEMPLOYMENT INSURANCE AND LABOR TURNOVER: EVIDENCE FROM BRAZIL." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2018. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=36200@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
Estudos recentes estimam que a elegibilidade ao programa de seguro desemprego aumenta a probabilidade de demissão em 12 por cento no Brasil. Esse artigo desenvolve um modelo de equilíbrio parcial onde trabalhadores buscam por emprego e podem se demitir para coletar benefícios do seguro desemprego. Calibramo-lo usando dados do Brasil e o utilizamos para medir as consequências desse comportamento sobre o acúmulo de capital humano específico à firma e sobre a produtividade do trabalho na economia. Por meio de exercícios contrafactuais, descobrimos que tornar a elegibilidade ao seguro desemprego mais estrita aumentaria o salário médio, a estabilidade no emprego, mas também a taxa de rotatividade. Discutimos esse último resultado e concluímos que isso depende de como a política modifica a fração de trabalhadores empregados que voluntariamente se separam de seus empregos. Em outro exercício, encontramos uma relação negativa entre a mudança na taxa de reposição do programa de seguro desemprego e a duração média do emprego.
Recent studies estimate that eligibility for unemployment insurance program raises layoff probability by 12 per cent in Brazil. This paper develops a partial equilibrium model where workers search for jobs and might quit them in order to collect UI benefits. We calibrate it using data from Brazil and use it to assess the consequences of this behavior on firmspecific human capital accumulation and labor productivity in the economy. Through counterfactual exercises, we find that a stricter job tenure eligibility threshold would raise the average wage, the job tenure, but also the turnover rate. We discuss this last result and conclude that it depends on how the policy modifies the fraction of employed workers who voluntarily separate from their jobs. In another exercise, we find a negative relationship between the change in the UI replacement rate and the average employment duration.
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Banks, Tamara D. "Turnover and training /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17735.pdf.

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Gaddam, Rajesh. "An analysis of employee turnover at XYZ company." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009gaddamr.pdf.

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Hammerberg, Jason H. "Reasons given for employee turnover in a full priced department store." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002hammerbergj.pdf.

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Besich, John. "Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4977/.

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Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
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Lee, Myung Ja. "Job satisfaction, labor turnover : implications for the foodservice industry." Kansas State University, 1987. http://hdl.handle.net/2097/18415.

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Cribbin-Creegan, Maureen. "Outcomes of managerial turnover in nursing /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10858295.

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Thesis (Ed.D.) -- Teachers College, Columbia University, 1989.
Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Peter C. Cairo. Bibliography: leaves 72-79.
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Vera, Ricardo J. "The correlation of employees involvement (EI) and turnover." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001verar.pdf.

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Books on the topic "Labor turnover"

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Bertola, Giuseppe. Labor turnover costs and average labor demand. Cambridge, MA: National Bureau of Economic Research, 1991.

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Creery, Presley T. Reducing labor turnover in financial institutions. New York: Quorum Books, 1988.

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1954-, Seike Atsushi, ed. Pensions and labor turnover in Japan. New York]: Center on Japanese Economy and Business, Graduate School of Business, Columbia University, 1989.

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García-Serrano, Carlos. On worker and job turnover. Colchester: ESRC Research Centre on Micro-social Change, 1996.

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Mincer, Jacob. Job training, wage growth, and labor turnover. Cambridge, MA: National Bureau of Economic Research, 1988.

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Hamermesh, Daniel S. Turnover and the dynamics of labor demand. Cambridge, MA: National Bureau of Economic Research, 1992.

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United States. Bureau of Labor Statistics. Bureau of Labor Statistics job openings and labor turnover survey. [Washington, D.C.]: U.S. Dept. of Labor, Bureau of Labor Statistics, 2000.

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Miller, Oscar. Employee turnover in the public sector. New York: Garland Publishing, 1996.

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Bertola, Giuseppe. Labour turnover costs and average labour demand. London: Centre for Economic Policy Research, 1991.

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Henneberger, Fred. Arbeitsplatzwechsel in der Schweiz: Eine empirische Analyse der Motive und Bestimmungsgründe. Bern: Haupt, 2002.

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Book chapters on the topic "Labor turnover"

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Ehrenberg, Ronald G., Robert S. Smith, and Kevin F. Hallock. "Worker Mobility: Migration, Immigration, and Turnover." In Modern Labor Economics, 357–94. 14th ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429327209-10.

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Ehrenberg, Ronald G., and Robert S. Smith. "Worker Mobility: Migration, Immigration, and Turnover." In Modern Labor Economics, 361–98. Thirteenth Edition. | New York : Routledge, 2017. | Revised edition of the authors' Modern labor economics, [2015]: Routledge, 2017. http://dx.doi.org/10.4324/9781315101798-10.

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Mussida, Chiara, and Francesco Pastore. "Worker Turnover Across Italian Regions." In Geographical Labor Market Imbalances, 17–35. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-642-55203-8_2.

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Elshaer, Abdallah M., and Asmaa M. Marzouk. "Labor Turnover In The Tourism And Hospitality Industry." In Labor in the Tourism and Hospitality Industry, 233–86. Series statement: Advances in hospitality and tourism book series: Apple Academic Press, 2019. http://dx.doi.org/10.1201/9780429465093-10.

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Segovia-Perez, Mónica, Brana Jianu, and Iis Tussyadiah. "Assessing Turnover Intentions of Algorithmically Managed Hospitality Workers." In Information and Communication Technologies in Tourism 2023, 349–54. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-25752-0_39.

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AbstractEmployee turnover has been one of the main concerns facing the hospitality industry. This issue seems to be aggravated in artificial intelligence (AI) environment, where AI implementation is associated with pressure, job alienation, and labor replacement, increasing workers’ desire to quit their job. To analyze the relationship between AI awareness, job alienation, discrimination, and turnover intention, an online survey was distributed to hospitality employees (n = 450). From a series of independent-samples T-tests and regression analyses, this study found employees’ turnover intentions are significantly associated with employees’ concerns of being replaced by AI, perception of job alienation, and workplace discrimination. Importantly, current algorithmically managed workers tend to feel more powerless and discriminated against, and thus have higher turnover intentions. Recommendations for practice and future research are provided.
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Mitrofanova, E. A., A. E. Mitrofanova, and G. I. Margarov. "Organizational and Economic Mechanism of Staff Turnover Management." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 590–98. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_75.

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Gangl, Markus. "Unemployment incidence: labor turnover in the United States and West Germany." In Contributions to Economics, 115–47. Heidelberg: Physica-Verlag HD, 2003. http://dx.doi.org/10.1007/978-3-642-57334-7_5.

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Oi, Shinji. "Investment in General and Specific Human Capital: Social Optimality via Labor Turnover." In SpringerBriefs in Economics, 19–35. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-8700-7_2.

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Tuomi, Aarni, and Mário Passos Ascenção. "Algorithmic Control Across the Employee Lifecycle." In Information and Communication Technologies in Tourism 2024, 228–33. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-58839-6_24.

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AbstractThis paper examines the employee lifecycle, that is, HR managers’ role in decision-making. In tourism, HR faces unique challenges, e.g. labor shortage, staff turnover, diversity management. Algorithmic management, driven by data, is introduced as significant but ethically complex management strategy. The uses LEGO Serious Play to gather insights from managers (n = 17) and identifies eight potential use-cases for algorithmic control along the employee lifecycle. Implications for tourism management and research are discussed.
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Wohl, Corinne Z., and John B. Pinto. "Reducing Practice Labor Costs by Measuring and Improving Staff Turnover and Separation Rates." In UP, 217–20. 2nd ed. Boca Raton: CRC Press, 2024. http://dx.doi.org/10.1201/9781003526858-47.

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Conference papers on the topic "Labor turnover"

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Slaughter, Sandra, and Soon Ang. "Internal labor market strategies and turnover of information technology professionals." In the 2002 ACM SIGCPR conference. New York, New York, USA: ACM Press, 2002. http://dx.doi.org/10.1145/512360.512392.

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Sargent, Joseph R., Kenneth T. Sullivan, and Awad S. Hanna. "Absenteeism and Turnover Impact on Labor Productivity for Electrical Contractors." In Construction Research Congress 2003. Reston, VA: American Society of Civil Engineers, 2003. http://dx.doi.org/10.1061/40671(2003)8.

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Grossi, Luigi, and Giorgio Gozzi. "Firm turnover and labor productivity growth in the Italian mechanical sector." In Recent Advances in Stochastic Modeling and Data Analysis. WORLD SCIENTIFIC, 2007. http://dx.doi.org/10.1142/9789812709691_0046.

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Ivanovska, Nika, and Violeta Cvetkovska. "INVESTIGATING THE VOLUNTARY EMPLOYEE TURNOVER IN IT COMPANIES IN THE REPUBLIC OF NORTH MACEDONIA: A DELPHI APPROACH." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0028.

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Globally, the voluntary turnover of labor is an inevitable reality which every organization must face. The voluntary mobilization means that a person leaves the organization as a result of a personal decision, whereas for the organization it is a loss of a specific knowledge, skills and abilities. Therefore, to keep the talents inside the organization, the human resources specialists have to be proactive instead of reactive. Bearing in mind the high level of turnover and deficit of labor in the IT sector in the Republic of North Macedonia, being able to keep the quality employees is a challenge for the domestic companies in this sector. The human resource management is requested to apply specific measures that will affect the process of keeping the talents in the organization and will keep the organizational performance on a long term. The purpose of this paper is to identify the key factors that lead to a voluntary turnover of the IT employees in the country and to show how in modern conditions the human resource management manages the labor turnover. An empirical research has been made with the qualitative method for forecasting - Delphi where the analysis sample is constructed by human resource managers of IT companies in the Republic of North Macedonia. The obtained results are presented and analyzed and they show valuable insights for the management of the IT companies in North Macedonia.
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Widodo, Slamet, Naila Failasufa, Fahrudin JS Pareke, Gerry Suryosukmono, Paulus Suluk Kananlua, and Trisna Murni. "Effects of Emotional Labor, Organizational Support, and Job Satisfaction on Turnover Intention." In 5th Sriwijaya Economics, Accounting, and Business Conference (SEABC 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200520.017.

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Sanchez, Rosmery, Jimy Oblitas, Victoria Lucena, and Felipe Combariza. "Application of the User Experience (UX) method to reduce labor turnover in generation Z." In 20th LACCEI International Multi-Conference for Engineering, Education and Technology: “Education, Research and Leadership in Post-pandemic Engineering: Resilient, Inclusive and Sustainable Actions”. Latin American and Caribbean Consortium of Engineering Institutions, 2022. http://dx.doi.org/10.18687/laccei2022.1.1.572.

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Guthery, Sarah. "Leaky Pipes and Labor Pools: Predicting Teacher Turnover Using Preparation Pathway and Initial School Type." In 2019 AERA Annual Meeting. Washington DC: AERA, 2019. http://dx.doi.org/10.3102/1444997.

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Petrova, Daniela. "LEGAL OPPORTUNITIES AND CHALLENGES IN THE DIGITAL TRANSFORMATION OF THE LABOR FORCE." In EDUCATION, SCIENCE AND DIGITAL INNOVATIONS 2021. Varna Free University "Chernorizets Hrabar", 2022. http://dx.doi.org/10.36997/esdi2021.101.

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The aim of the author in this publication is to present the challenges to the legislator on the one hand and on the other hand in practical terms how they would affect the new requirements for employment. When entering and using digital tools in the labor process there is a need to improve the training and qualification skills of the parties in the labor process - worker and employer. This requires alignment with the new digital transformations of the existing legal framework in the field of labor law at European and national level.The purpose of the author in this publication is to present the legal and professional requirements for the protection of personal data in the modern digital society. To determine the scope and grounds for handling personal data that each of us provides in the civil law turnover of public relations.
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Bieg, Kory. "SXSW Eco Backdrops." In 2016 ACSA International Conference. ACSA Press, 2016. http://dx.doi.org/10.35483/acsa.intlp.2016.17.

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This project was for the design of stage backdrops for the 2015 SXSW Eco Conference held in Austin, TX. The backdrops provided a consistent branding for the event that spanned three days and took place on seven stages. Due to the quick turnover between events held at the Austin Convention Center, the backdrop had to be fully assembled and disassembled using union labor and within two hours.
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Vasiliu1, Cristinel, Vasile Dinu, and Laurenţiu Tăchiciu. "The Main Retail Companies in Romania: Evidence from 2021." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/066.

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The purpose of this article is to present an image of retail trade in Romania in 2021, following the changes caused by the COVID-19 pandemic. It also aimed to identify the factors that are likely to influence the turnover of the largest firms in the field. The research is based on secondary data. An interesting finding of our research is that despite the growth of e-Commerce in Romania during the pandemic, no online retail company is among the top 10 largest companies by turnover. Furthermore, Romanian consumers prefer retail companies located in isolated locations over shopping centers. A sample of the 10 largest retail companies in Romania was made by turnover in 2021. On the basis of the analysis of multiple linear regression, it could be established that the turnover of the companies in the sample depends on the number of employees, the size of the sales area, the productivity of the labor force, and the yield of the sales areas. The novelty of the data can be appreciated with the work having a high content of originality. From this point of view, it can make both contributions to the development of theory and practice, being useful both for students, researchers, academics, and for professionals.
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Reports on the topic "Labor turnover"

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Bertola, Giuseppe. Labor Turnover Costs and Average Labor Demand. Cambridge, MA: National Bureau of Economic Research, October 1991. http://dx.doi.org/10.3386/w3866.

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Lazear, Edward, and Kristin McCue. What Causes Labor Turnover To Vary? Cambridge, MA: National Bureau of Economic Research, July 2018. http://dx.doi.org/10.3386/w24873.

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Coles, Melvyn, and Dale Mortensen. Equilibrium Labor Turnover, Firm Growth and Unemployment. Cambridge, MA: National Bureau of Economic Research, April 2012. http://dx.doi.org/10.3386/w18022.

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Pfann, Gerard, and Daniel Hamermesh. Two-Sided Learning, Labor Turnover and Displacement. Cambridge, MA: National Bureau of Economic Research, May 2001. http://dx.doi.org/10.3386/w8273.

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Mincer, Jacob. Job Training, Wage Growth, and Labor Turnover. Cambridge, MA: National Bureau of Economic Research, August 1988. http://dx.doi.org/10.3386/w2690.

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Hamermesh, Daniel, and Gerard Pfann. Turnover and the Dynamics of Labor Demand. Cambridge, MA: National Bureau of Economic Research, October 1992. http://dx.doi.org/10.3386/w4204.

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Menezes-Filho, Naercio Aquino, and Renata Narita. Labor Market Turnover and Inequality in Latin America. Inter-American Development Bank, October 2023. http://dx.doi.org/10.18235/0005210.

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This paper describes the patterns of worker turnover in selected Latin American countries and their implications for wage inequality. It documents a higher positive annual wage growth rate for job to job changers compared to stayers, due to turnover capturing the immediate gains from search behavior in the short run. Younger workers benefit relatively more from the positive effects of job to job changes, as expected. We also show that transitions are relatively higher within the informal sector for most countries, and particularly so for workers without college education. Moreover, total job separations and transitions from formal into informal employment occur more often among low-skill and young individuals. Next, the paper analyzes wage growth by percentiles for all workers and job-to-job movers for each country over a more extended period. We find that job to job changes are inequality reducing in the short run, consistent with search gains associated with turnover exhausting more rapidly for high-paid workers. In contrast, we find that human capital effects dominate the search effects in the long run, as human capital accumulates over time. Thus, long-run wage growth is lower for job changers than for stayers, so that, while in the short run the search effects tend to dominate those of human capital, in the long run the opposite occurs. As unskilled workers change jobs more frequently, this suggests that job changes are inequality increasing in the long run. A potential explanation for limited wage growth in Latin American economies may include high informality rates. Policies to reduce wage inequality should focus on improving the conditions for positive turnover towards better investment and, thus, higher-quality jobs.
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Blanco, Andrés, Andres Drenik, Christian Moser, and Emilio Zaratiegui. A Theory of Labor Markets with Inefficient Turnover. Cambridge, MA: National Bureau of Economic Research, May 2024. http://dx.doi.org/10.3386/w32409.

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Mincer, Jacob, and Yoshio Higuchi. Wage Structures and Labor Turnover in the U.S. and in Japan. Cambridge, MA: National Bureau of Economic Research, July 1987. http://dx.doi.org/10.3386/w2306.

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Corseuil, Carlos Henrique, and Ricardo Paes De Barros. The Impact of Regulations on Brazilian Labor Market Performance. Inter-American Development Bank, October 2001. http://dx.doi.org/10.18235/0011245.

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The objective of this paper is to identify whether the prevailing Brazilian labor market regulations, largely the result of the 1988 constitutional change, have any impact on labor market performance. To reach this objective the authors explore alternative methodologies, sources of information and measures of labor market performance. The paper briefly describes the 1988 constitutional change, with special emphasis on topics related to labor costs; two alternative measures of labor market performance, the first of which is based on parameters estimated from a labor demand model, and the second based on turnover rates. Later, the authors describe the implementation of the regression analysis through which they estimate the parameters of labor demand. Finally, it discusses the results achieved when we use turnover rates to measure labor market performance.
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