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Journal articles on the topic 'Labor turnover'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 July 2024

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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 &lt; 0.001), employee relational psychological contracts (p &lt; 0.001), and employer transactional psychological contracts (p &lt; 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p &gt; 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p &lt; 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p &gt; 0.05) do not. Emotional labor (p &lt; 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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11

Saleh, Motasem, and H. Kabalan. "Impact of labor Turnover on The Service Quality of Hotels." International Journal of Engineering and Management Sciences 5, no. 3 (December 10, 2020): 98–105. http://dx.doi.org/10.21791/ijems.2020.3.10.

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This study aimed to know the dimensions of labor turnover (low morale, poor employees training, payment, job satisfaction) and study the effect of these dimensions on the quality of service in hotels. The results of multiple regression show that there is an effect of dimensions labor turnover on quality of service. Correlation between labor turnover and tangibility was the strongest and there is a moderate relationship between labor turnover and each of responsibility, reliability, assurance, and empathy.

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12

Seninger, S. F. "Labor Turnover and Employment Impacts in Regional Labor Markets." Environment and Planning A: Economy and Space 20, no. 1 (January 1988): 41–53. http://dx.doi.org/10.1068/a200041.

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Employment impacts, from a proposed solvent-refined coal plant, are examined by use of an adjustment model which departs from the more conventional export-base and input—output approaches. Adjustments in the regional labor-market are outlined through the use of a Markov-chain model of job vacancy transfers. Adjustments, in response to labor-demand shocks generated by the projects, are specified for disequilibrium gaps in the open labor market, with in-migration of workers absorbing job vacancies. Empirical estimates of key parameters are derived from previous studies of impacts in order to make a preliminary simulation of the system. Implications for an area in West Virginia designated as a regional labor-market are discussed.

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13

Awan, Feby Azhar, and Rama Chandra Jaya. "Pengaruh Tingkat Pendidikan, Kompensasi, dan Work-Life Balance terhadap Labor Turnover (Studi pada CV Rinjani)." Jurnal Nasional Manajemen Pemasaran & SDM 5, no. 2 (June 20, 2024): 152–70. http://dx.doi.org/10.47747/jnmpsdm.v5i2.1832.

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This research examines the influence of education level, compensation and work-life balance on labor turnover at CV Rinjani. This research uses multiple linear regression analysis and involves a population of 50 employees. Labor turnover is the dependent variable, while the independent variables are education level, compensation, and work-life balance. The dimensions of labor turnover encompass intention to quit, job search activities, and contemplating resignation. Educational level is categorized into three dimensions: level of education, alignment with one's major, and competency. The dimensions of compensation consist of financial and non-financial rewards. Work-life balance dimensions include work interference with personal life, personal life interference with work, personal life-enhancing work, and work-enhancing personal life. Data collection was carried out using observation and questionnaires. Various statistical methods, such as partial hypothesis testing, simultaneous analysis, and coefficient of determination, should be used in the study. The research results show that the level of education partially influences labor turnover. Partial compensation does not affect labor turnover. Work-life balance partially influences labor turnover. Education level, compensation, and work-life balance simultaneously influence labor turnover

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14

Owen, Laura J. "Gender Differences in Labor Turnover and the Development of Internal Labor Markets in the United States during the 1920s." Enterprise & Society 2, no. 1 (March 2001): 41–71. http://dx.doi.org/10.1093/es/2.1.41.

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Exploring the relationship between gender differences in labor turnover—which have been linked to male-female wage differentials—and the early twentieth-century development of internal labor markets, this case study suggests that observed gender differences in labor turnover in the twentieth century can be attributed, at least in part, to the specific employment policy decisions of firms. These policies, and the internal labor markets they helped create, directly addressed some of the causes of male turnover but did little to confront the sources (often non-market) of female turnover. The results of this analysis call into question the assumption that the higher rate of female turnover is exogenously determined.

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15

Hamermesh, Hassink, and van Ours. "Job Turnover and Labor Turnover: A Taxonomy of Employment Dynamics." Annales d'Économie et de Statistique, no. 41/42 (1996): 21. http://dx.doi.org/10.2307/20066462.

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16

Beggs, John J., and Bruce J. Chapman. "Labor Turnover Bias in Estimating Wages." Review of Economics and Statistics 70, no. 1 (February 1988): 117. http://dx.doi.org/10.2307/1928157.

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17

Vitaliano, Donald F. "Corporate social responsibility and labor turnover." Corporate Governance: The international journal of business in society 10, no. 5 (October 19, 2010): 563–73. http://dx.doi.org/10.1108/14720701011085544.

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18

Berkovitch, Elazar. "Implicit Labor Contracts to Explain Turnover." Journal of Labor Economics 4, no. 3, Part 1 (July 1986): 341–54. http://dx.doi.org/10.1086/298114.

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19

Shpayer-Makov, Haia. "Measuring Labor Turnover in Historical Research." Historical Methods: A Journal of Quantitative and Interdisciplinary History 24, no. 1 (January 1991): 25–34. http://dx.doi.org/10.1080/01615440.1991.10594212.

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20

Tran, Lien H., and Jeffrey M. Perloff. "Turnover in U.S. Agricultural Labor Markets." American Journal of Agricultural Economics 84, no. 2 (May 2002): 427–37. http://dx.doi.org/10.1111/1467-8276.00308.

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21

Kali, Raja, and Andrew Yizhou Liu. "Labor market power and worker turnover." European Economic Review 163 (April 2024): 104701. http://dx.doi.org/10.1016/j.euroecorev.2024.104701.

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22

Митрофанова, Елена, Elena Mitrofanova, А. Шаблин, and A. Shablin. "Management of Employee Turnover in the Industrial Enterprise: Methodological Approach." Management of the Personnel and Intellectual Resources in Russia 7, no. 5 (November 14, 2018): 9–14. http://dx.doi.org/10.12737/article_5bd1c301cd5794.02186135.

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Employee turnover is a certain form of the social and labor movement of personnel, caused by existence of an imbalance of interests of internal labor market subjects because of interaction of social and economic, social and psychological and other factors. Factors of employee turnover are presented by the phenomena directly or indirectly influencing emergence of employee turnover at the enterprise. Employee turnover reasons translate her from a potential state (predisposition to turnover) on active (readiness for turnover). Employee turnover motives are the workers’ discrepancy awareness of social and labor factor condition inducing him to dismissal. The developed concept considers management of employee turnover as process of identification, assessment and monitoring of internal and external factors which can affect the employee turnover in the industrial enterprise. The developed organizational and economic mechanism of employee turnover management in the industrial enterprise represents set of justification and adoption procedures of administrative decisions in the field of employee turnover management and includes three interconnected blocks: analytical and information, administrative decisions and practical.

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23

Song, Xiaochuan, Graham H. Lowman, and Peter Harms. "Justice for the Crowd: Organizational Justice and Turnover in Crowd-Based Labor." Administrative Sciences 10, no. 4 (November 23, 2020): 93. http://dx.doi.org/10.3390/admsci10040093.

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Crowd-based labor has been widely implemented to solve human resource shortages cost-effectively and creatively. However, while investigations into the benefits of crowd-based labor for organizations exist, our understanding of how crowd-based labor practices influence crowd-based worker justice perceptions and worker turnover is notably underdeveloped. To address this issue, we review the extant literature concerning crowd-based labor platforms and propose a conceptual model detailing the relationship between justice perceptions and turnover within the crowd-based work context. Furthermore, we identify antecedents and moderators of justice perceptions that are specific to the crowd-based work context, as well as identify two forms of crowd-based turnover as a result of justice violations: requester and platform turnover. In doing so, we provide a novel conceptual model for advancing nascent research on crowd-based worker perceptions and turnover.

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24

Hawley, Clifford B., and Bertil Holmlund. "Labor Mobility: Studies of Labor Turnover and Migration in the Swedish Labor Market." Southern Economic Journal 52, no. 3 (January 1986): 885. http://dx.doi.org/10.2307/1059295.

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25

Zhu, Tingting, Sung Kyu Park, Ruonan Tu, and Yi Ding. "Does Emotional Labor Trigger Turnover Intention? The Moderating Effect of Fear of COVID-19." Sustainability 15, no. 21 (October 26, 2023): 15336. http://dx.doi.org/10.3390/su152115336.

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Turnover is a costly and time-consuming expense, especially for service industry businesses. To date, little is known about whether and how emotional labor may activate employee turnover intention in the service industry. In order to solve the above problems and fill the gaps, this study aimed to verify how emotional labor can trigger turnover intention during the COVID-19 pandemic. Based on job characteristics theory and job demands–resources theory, this study examined whether emotional display rules and emotional labor strategies affect turnover intention brought on by emotional exhaustion and job dissatisfaction, with fear of COVID-19 as a moderator. After testing our hypotheses using a sample of 623 individuals from China’s service industry, this study found that emotional display rules (positive and negative display rules) are significantly related to emotional labor strategies (deep acting, expression of naturally felt emotions, and surface acting). In particular, positive display rules have a positive impact on deep acting and the expression of naturally felt emotions and are more closely related to the expression of naturally felt emotions. Negative display rules negatively affect surface acting. Moreover, emotional labor strategies correlate significantly with emotional exhaustion, job satisfaction/dissatisfaction, and subsequent turnover intention. Thus, deep acting and the expression of naturally felt emotions are related to low emotional exhaustion and high job satisfaction, while surface acting is related to high emotional exhaustion and low job satisfaction. Emotional exhaustion has a negative effect on job satisfaction and a positive effect on turnover intention. Job satisfaction significantly weakens turnover intention. In addition, fear of COVID-19 has a moderating effect on the relationship between job satisfaction and turnover intention. The group with a high fear of COVID-19 has higher turnover intention even in job satisfaction situations than the group with a low fear of COVID-19. This work advances emotional labor research by combining two dimensions of emotional display rules and three dimensions of emotional labor strategies into a framework, investigating the mechanism through which emotional labor influences turnover intention, and revealing the moderating effect of fear of COVID-19 in the process.

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26

Satyaningrum, Devi Intan, and Indi Djastuti. "Relationship between emotional labor, work stress, employee creativity, and turnover intention: study on Indonesian bank frontliners." Diponegoro International Journal of Business 3, no. 1 (June 30, 2020): 1–16. http://dx.doi.org/10.14710/dijb.3.1.2020.1-16.

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This study examines the effects of emotional labor on work stress, employee creativity and turnover intention, and examines the role of work stress as a mediator. The study was conducted in a limited way to the 90 employees of the Semarang branch of the BTN bank frontliners. The analysis using SEM PLS suggested that emotional labor had a positive effect on work stress and turnover intention but was not significant on employee creativity. Furthermore, work stress has a negative effect on employee creativity and a positive effect on turnover intention, and in this study proves that work stress mediated the influence of emotional labor on employee creativity and on turnover intention.

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27

Tsarenko, Irina V., Anna A. Urasova, and Dmitriy A. Balandin. "Economic transformation of the regional space based on labor turnover." Scientific Works of the Free Economic Society of Russia 227, no. 1 (2021): 216–29. http://dx.doi.org/10.38197/2072-2060-2021-227-1-216-229.

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

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28

Kang, jeongeun, and Hyeunju Kim. "The effect of role conflict and role ambiguity on turnover intention among work supporters with severe disabilities:mediating effects of job burnout." Korea Academy of Care Management 46 (March 30, 2023): 153–78. http://dx.doi.org/10.22589/kaocm.2023.46.153.

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This study examined the prevalence of role conflict and role ambiguity among labor support workers with severe disabilities in the labor support service system, and their influence on burnout that leads to turnover intention. A survey was conducted on labor support personnel in 15 labor support service organizations in Busan, Ulsan, and Gyeongnam, and a total of 232 copies were collected and analyzed. The collected data was subjected to frequency analysis, descriptive statistical analysis, and correlation analysis using SPSS 26.0, and statistical significance was verified using Process Macro 4. The results of the study were as follows: First, the higher the perception of role conflict among labor support workers, the more the positive (+) effects on job burnout and turnover intention. Role conflict was found to have a positive (+) effect on burnout, but it did not have a significant effect on turnover intention. Second, job burnout partially mediated the relationship between role conflict and turnover intention, and completely mediated the relationship between role ambiguity and turnover intention. Based on these results, policy and practical measures were proposed to resolve the role conflict and role ambiguity experienced by labor support workers during services delivery in the future and to ensure a continuous and stable professional life for disabled workers.

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29

Phillips, Mary Anne, and Richard M. Devens. "The Job Openings and Labor Turnover Survey." Industrial Relations: A Journal of Economy and Society 39, no. 4 (October 2000): 714–15. http://dx.doi.org/10.1111/0019-8676.00190.

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30

Coles, Melvyn G., and Dale T. Mortensen. "Equilibrium Labor Turnover, Firm Growth, and Unemployment." Econometrica 84, no. 1 (2016): 347–63. http://dx.doi.org/10.3982/ecta10700.

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31

Joseph, G., O. Pierrard, and H. R. Sneessens. "Job turnover, unemployment and labor market institutions." Labour Economics 11, no. 4 (August 2004): 451–68. http://dx.doi.org/10.1016/j.labeco.2004.02.004.

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32

Higuchi, Yoshio. "Labor Turnover Behavior: Japan Versus the West." Japanese Economic Studies 21, no. 5 (October 1993): 61–88. http://dx.doi.org/10.2753/jes1097-203x210561.

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33

Finney, Miles M., and Janet E. Kohlhase. "THE EFFECT OF URBANIZATION ON LABOR TURNOVER." Journal of Regional Science 48, no. 2 (May 2008): 311–28. http://dx.doi.org/10.1111/j.1467-9787.2008.00553.x.

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34

Hong, Juan, Jian-Mei Zhao, and Ri-Yu Pan. "Effects of emotional labor on the turnover intention of kindergarten teachers: A moderated mediation model." Social Behavior and Personality: an international journal 51, no. 10 (October 4, 2023): 1–11. http://dx.doi.org/10.2224/sbp/12639.

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We explored the differential impact mechanism and boundary conditions of emotional labor and its subdimensions on the turnover intention of kindergarten teachers. Our research was based on the job demands–resources model and the concept of symbolic interactionism. The results of a survey conducted with 3,679 in-service kindergarten teachers showed that use of emotional labor strategies had a significant positive predictive effect on the turnover intention of kindergarten teachers. Further, professional identity played a partial mediating role in the link between teachers' emotional labor (surface acting) and their turnover intention. Finally, we found that as the length of teaching service increased, surface acting had a greater influence on teachers' professional identity. Thus, kindergarten teachers' turnover intention can be effectively reduced through surface acting.

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35

Abbasi, Sami M., and Kenneth W. Hollman. "Turnover: The Real Bottom Line." Public Personnel Management 29, no. 3 (September 2000): 333–42. http://dx.doi.org/10.1177/009102600002900303.

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Turnover is the rotation of workers around the labor market; between firms, jobs, and occupations; and between the states of employment and unemployment.1 “In-house engineering,” “revolving door policy,” and “management by turnover,” are a few of the many colorful and euphemistic terms used to describe this organizational phenomenon. By whatever name or form, labor turnover is one of the most significant causes of declining productivity and sagging morale in both the public and private sectors. Management theorists say it lies behind the failure of U. S. employee productivity to keep pace with foreign competition.2

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36

Ma, Yueru, and Lijun Peng. "Coupled Model of Artificial Neural Network and Grey Model for Tendency Prediction of Labor Turnover." Mathematical Problems in Engineering 2014 (2014): 1–6. http://dx.doi.org/10.1155/2014/918307.

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The tendency of labor turnover in the Chinese enterprise shows the characteristics of seasonal fluctuations and irregular distribution of various factors, especially the Chinese traditional social and cultural characteristics. In this paper, we present a coupled model for the tendency prediction of labor turnover. In the model, a time series of tendency prediction of labor turnover was expressed as trend item and its random item. Trend item of tendency prediction of labor turnover is predicted using Grey theory. Random item of trend item is calculated by artificial neural network model (ANN). A case study is presented by the data of 24 months in a Chinese matured enterprise. The model uses the advantages of “accumulative generation” of a Grey prediction method, which weakens the original sequence of random disturbance factors and increases the regularity of data. It also takes full advantage of the ANN model approximation performance, which has a capacity to solve economic problems rapidly, describes the nonlinear relationship easily, and avoids the defects of Grey theory.

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37

Dian Sandalayuk, Dwibin Kannapadang, and Ade Lisa Matasik. "Pengaruh Biaya Produksi Terhadap Omset Penjualan Kopi Toraja." Jurnal Ekonomi Bisnis dan Akuntansi 3, no. 3 (November 10, 2023): 124–36. http://dx.doi.org/10.55606/jebaku.v3i3.2857.

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This study used a questionnaire distributed to employees at Kopi Salu Sopai, North Toraja Regency with a total sample of 16 respondents. Sampling using purposive sampling. The data analysis technique used is multiple linear regression analysis. From the test results it is known that raw material costs have a significant effect on sales turnover. Labor costs have a significant effect on sales turnover. Factory overhead costs have a significant effect on sales turnover. Simultaneously show so that raw material costs, labor costs and factory overhead costs simultaneously affect sales turnover.

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Even, William E., and David A. MacPherson. "Employer Size and Labor Turnover: The Role of Pensions." ILR Review 49, no. 4 (July 1996): 707–28. http://dx.doi.org/10.1177/001979399604900408.

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The well-documented lower labor turnover in large firms than in smaller firms has been cited as evidence that large firms pay workers above their opportunity wage. This study investigates whether the relationship between firm size and turnover can instead be accounted for in part by size-related differences in the availability, portability, or generosity of pension plans. Analyzing extensive data for the years 1973–93, the authors find that pension coverage was associated with a greater reduction in worker turnover in large firms than in small firms. They also find that when appropriate controls for worker characteristics are employed, there is virtually no association between firm size and labor turnover for workers not covered by a pension.

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Dari-Mattiacci, Giuseppe, and Guilherme de Oliveira. "Slavery versus Labor." Review of Law & Economics 17, no. 3 (November 1, 2021): 495–568. http://dx.doi.org/10.1515/rle-2021-0049.

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Abstract Slavery has been a long-lasting and often endemic problem across time and space, and has commonly coexisted with a free-labor market. To understand (and possibly eradicate) slavery, one needs to unpack its relationship with free labor. Under what conditions would a principal choose to buy a slave rather than to hire a free worker? First, slaves cannot leave at will, which reduces turnover costs; second, slaves can be subjected to physical punishments, which reduces enforcement costs. In complex tasks, relation-specific investments are responsible for high turnover costs, which makes principals prefer slaves over workers. At the other end of the spectrum, in simple tasks, the threat of physical punishment is a relatively cheap way to produce incentives as compared to rewards, because effort is easy to monitor, which again makes slaves the cheaper alternative. The resulting equilibrium price in the market for slaves affects demand in the labor market and induces principals to hire workers for tasks of intermediate complexity. The available historical evidence is consistent with this pattern. Our analysis sheds light on cross-society differences in the use of slaves, on diachronic trends, and on the effects of current anti-slavery policies.

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Omindo, Beatrice Achieng', Paul Omato Gesimba, and David Gichuhi. "Relationship between leadership practices and labour turnover among private schools in Rongai Sub-County, Nakuru-Kenya." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 6 (October 26, 2020): 65–76. http://dx.doi.org/10.20525/ijrbs.v9i6.886.

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The study sought to determine the relationship between leadership practices and labor turnover in private primary schools in Kenya with a specific focus on Rongai Sub-County in Nakuru County, Kenya. The theoretical framework of this study was derived from the Two-Factor Theory and Organization Support Theory. The study used a descriptive survey design and targeted a population of 680 employees of 34 private primary schools in the study area. A sample of 204 employees was picked using the simple random sampling method. Questionnaires were used to collect quantitative data from teachers while interview guides were used to collect qualitative data from headteachers and their deputies. Descriptive statistics were computed for each study variable while the Pearson correlation method was used to test the effect of the leadership practices on labor turnover. Qualitative data collected through the interviews were analyzed using the thematic content analysis technique. Results revealed that there is a high labor turnover in the private primary schools in Rongai with a rating of 71.2%. Results also showed that there were less than optimal leadership practices in schools with a rating of 50.8%. Labor turnover in the schools was negatively and significantly associated with leadership practices (r=-.523, p=.000). The study recommends that private primary schools ensure that teachers are actively involved in making key decisions and management of school activities in order to reduce labor turnover.

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Rahma, Zainuddin, Hukma Ratu Purnama, Syamsu Nujum, and Muh Haerdiansyah Syahnur. "Wage Rates, Sales Turnover, and Working Capital in Makassar's Culinary Creative Economy Employment Absorption." Migration Letters 20, no. 8 (November 6, 2023): 1239–53. http://dx.doi.org/10.59670/ml.v20i8.5958.

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"Labor absorption" describes how much of a firm's workforce is used, which is a measure of how many people the organization employs. An organization's internal and external employment is influenced by two types of circumstances. The purpose of this study is to ascertain how working capital and sales turnover affect labor absorption in Makassar City's creative economy sector, with a focus on the culinary subsector. Additionally, the study aims to investigate the potential moderating influence of wage rates on the correlation between labor absorption and working capital as well as the relationship between labor absorption and sales turnover in this industry. To accomplish these goals, a quantitative research strategy was used, drawing on primary and secondary data sources. In order to investigate the correlations between variables and moderating factors, regression moderation analysis (RMA) was performed after classical assumption testing and regression analysis. Questionnaires were sent, and documentary research was used to gather data. The results showed that sales turnover has a favorable direct and indirect impact on employment, just as working capital does. The moderating component, wage rates, was found to intensify the effects of working capital and sales turnover on labor absorption within Makassar City's culinary sub-sector in the comprehensive model examined with MRA. The results of this study provide an overview of the complex relationships that shape employment patterns in the creative economy sector, especially in the Makassar City culinary subsector, between the Wage Level as a moderator, Working Capital, and Sales Turnover.

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Turgut, Hakan, Ismail Tokmak, and M. Fikret Ates. "The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention." International Journal of Business and Management 11, no. 12 (November 20, 2016): 83. http://dx.doi.org/10.5539/ijbm.v11n12p83.

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<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

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Epishkin, I. A., V. N. Nikitin, and A. I. Frolovichev. "RAILWAYMAN SHALL NOT LIVE BY WAGES AND SALARY ALONE." World of Transport and Transportation 15, no. 2 (April 28, 2017): 210–25. http://dx.doi.org/10.30932/1992-3252-2017-15-2-21.

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[For the English abstract and full text of the article please see the attached PDF-File (English version follows Russian version)].ABSTRACT The article is devoted to the study of regional features of social and economic relations in railway transport, which are directly related to stability of labor collectives, quality of human resources. A system of factors influencing staff turnover is offered, methods for analyzing the impact of these factors are considered taking into account regional aspects, approaches to modeling of functional dependencies and the use of correlation matrices are exemplified by the structural subdivisions of Central Directorate of Infrastructure, a branch of JSC Russian Railways. Keywords: railway, infrastructure directorate, subject of the Russian Federation, labor relations, regional features, labor market, staff turnover, turnover factors.

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Park, ChoonShin, and JaeYoon Chang. "The relationship of emotional labor, emotional exhaustion, turnover intention and customer orientation." Korean Journal of Industrial and Organizational Psychology 25, no. 4 (November 30, 2012): 775–99. http://dx.doi.org/10.24230/kjiop.v25i4.775-799.

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The purpose of this study aimed to investigate the relationships among emotional regulation stratrgies, emotional exhaustion, turnover intention and customer orientation, using data from 340 female home- study teachers through structural equation model(SEM). Service workers tends to perform surface or deep acting as emotional regulation strategy during interaction with their customers. Thus, surface and deep acting may affect differently on emotional exhaustion, turnover intention and customer orientation. The results were as follows; First, surface acting was positively related to emotional exhaustion while deep acting was negatively related. Second, emotional exhaustion influenced positively on turnover intention, and negatively on customer orientation. Third, emotional exhaustion fully mediated the relationship between surface acting and turnover intention and customer orientation. It also fully mediated the relationship between deep acting and turnover intention while partially mediated the relationship between deep acting and customer orientation. Finally, the moderating effects of social support on the relationship between emotional exhaustion and turnover intention were examined. Contrary to our expectation, the moderating effects of supervisor and peer group support showed opposite buffering effect on the relationship between emotional exhaustion and turnover intention.

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Sims, Wiley J. "Antecedents of Labor Turnover in Australian Alpine Resorts." Journal of Human Resources in Hospitality & Tourism 6, no. 2 (August 9, 2007): 1–26. http://dx.doi.org/10.1300/j171v06n02_01.

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Goodwin, Robyn E., Markus Groth, and Stephen J. Frenkel. "Relationships between emotional labor, job performance, and turnover." Journal of Vocational Behavior 79, no. 2 (October 2011): 538–48. http://dx.doi.org/10.1016/j.jvb.2011.03.001.

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FAIA, ESTER, WOLFGANG LECHTHALER, and CHRISTIAN MERKL. "Labor Selection, Turnover Costs, and Optimal Monetary Policy." Journal of Money, Credit and Banking 46, no. 1 (January 20, 2014): 115–44. http://dx.doi.org/10.1111/jmcb.12099.

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Gruver, Gene W., and Lester A. Zeager. "STEADY-STATE LABOR TURNOVER AS OPTIMAL HOUSEHOLD BEHAVIOR*." Journal of Regional Science 34, no. 1 (February 1994): 75–90. http://dx.doi.org/10.1111/j.1467-9787.1994.tb00856.x.

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Chau, Samantha L., Jason J. Dahling, Paul E. Levy, and James M. Diefendorff. "A predictive study of emotional labor and turnover." Journal of Organizational Behavior 30, no. 8 (May 27, 2009): 1151–63. http://dx.doi.org/10.1002/job.617.

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Lee, Okza, and jin kwon. "A Study on the Relationship between Surface Behavior and Turnover Intention of Nursing Care Workers: The Moderating Effect of Social Support." Research Institute for Life and Culture Sogang University 10 (November 30, 2022): 159–80. http://dx.doi.org/10.17924/solc.2022.66.159.

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This study is a study of nursing care workers, who are the core personnel of the long-term care insurance system, and is a study of turnover intention leading to rotational door phenomenon in poor treatment and working conditions. Nursing care workers are generally suffering from serious emotional labor, which is an important cause of turnover intention. In this context, the relationship with turnover intention was analyzed by setting 'surface behavior', which shows negative effects during emotional labor, as an independent variable. In addition, social support was set as a moderating variable to alleviate this negative mechanism of emotional labor. Until now, many studies have looked at social support as a personality that comes from a boss or family, and in this study, it was differentiated from existing studies and analyzed as emotional/informational/material/evaluation support. As a result of the analysis, surface behavior was a mechanism to increase turnover intention, and social support lowered turnover intention. As a result of the moderating effect test, it was found that information support and evaluation were shown in the relationship between surface behavior and turnover intention, but this statistically significant inhibitory effect was shown. Therefore, in light of the results of this study, policy and practical implications were presented.

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