To see the other types of publications on this topic, follow the link: Retail turnover.
Dissertations / Theses on the topic 'Retail turnover'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Retail turnover.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Han, Xiaotang. "Factors driving staff turnover within micro retail businesses." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1692.
Full textAbstract:
Dissertation submitted in fulfilment of the requirements for the degree
Master of Technology: Office Management and Technology
in the Faculty of Business
at the Cape Peninsula University of Technology
2013Employees are important to any business and without them businesses could be unsuccessful. This is particularly the case with micro retail businesses where employees are in direct contact with customers and more often than not, generate most of the revenue. Staff turnover on the other hand, may play a significant role and have an impact on business performance especially, in micro retail businesses. The success of micro retail businesses may be in understanding the possible causes of staff turnover and explored in this research. The aim of this research is to ascertain what causes staff turnover within micro retail businesses in Cape Town, South Africa, and how this can be reduced or prevented. To satisfy this goal, the research problem formulated as: It is unknown what interventions are needed for micro retail businesses to retain their staff The researcher conducted extensive literature analysis to understand the theoretical background and the possible factors that cause high staff turnover in micro retail businesses. Thereafter, the researcher uncovers the drivers causing staff turnover in micro retail businesses using a survey study. The research population is micro retail businesses in Cape Town, South Africa. Due to the nature of this research, a purposive sampling method is found to be the most appropriate. Questionnaires are used to collect primary data, whereas literature analysis assists with obtaining secondary data. The researcher found that remuneration, physical and employment working conditions and working hours are the top three most likely causes of staff turnover in micro retail businesses in Cape Town, South Africa. The researcher recommended that businesses should offer relevant and competitive remuneration packages, provide safe and secure working environments and arrange fair shift patterns. These would assist micro retail businesses to prevent or at least reduce high staff turnover.
2
Love, Sharon Belinda. "Strategies Retail Managers Use to Reduce Employee Turnover." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7162.
Full textAbstract:
Retailers lost 5.1 million employees in 2016, which resulted in a loss of profitability. The purpose of this single case study was to explore strategies retail managers used to reduce turnover at one retail company in the southeastern United States. The conceptual framework for the study was transformational leadership. The target population consisted of 6 store managers who reduced employee turnover in the retail industry. Data collection methods included face-to-face, semistructured interviews and a review of the company documents. Yin's 5-step analysis was used to analyze data. Three themes emerged from data analysis: supportive management leadership style, competitive compensations, and provision of efficient and effective communications to employees. The results of the study indicated store managers' strategies that are essential to reducing employee turnover. The implications of this study for social change include the potential to generate new opportunities for employment and encourage prosperity for local families and the community by improving profitability and sustainability and promoting organizational growth in retail companies.
3
Wilson, Dewayne. "Strategies for Reducing Employee Turnover in Retail Outlets." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5961.
Full textAbstract:
Employee turnover in the retail industry is costly, difficult, and problematic, affecting organizational wages, benefits, and schedules in relation to serving clients, customers, and stakeholders. The purpose of this multiple case study was to explore effective strategies used by retail store owners in the southeastern region of the United States to reduce employee turnover. The target population was 6 successful business owners of 6 small retail businesses in the southeastern United States who had effectively reduced employee turnover. The conceptual framework for this study was the Herzberg 2-factor theory related to workplace job satisfaction. Data were collected through face-to-face, semistructured interviews and review of archival company documents related to employee turnover. Data were coded, analyzed into themes using Yin's 5-step method, triangulated, and validated by member checking to strengthen the credibility of the analyses. Three themes emerged: effective communication, supportive leadership, and competitive compensation reduced employee turnover. The implications for positive social change include the potential to provide leaders with effective strategies to reduce employee turnover, leading to reductions in unemployment, stabilization of communities, and improvements to the human and social conditions outside the workplace.
4
Beato, Alexandro. "Effective Strategies Employed by Retail Store Leaders to Reduce Employee Turnover." Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10278363.
Full textAbstract:
Employee turnover affects retail organizations in the form of lower productivity, decreased profitability, and reduced sustainability. In 2014, organizations lost over $11 billion in tangible and intangible assets as the result of employee turnover. High employee turnover rates have an adverse effect on productivity, which lead to unsustainable business practices. The number of retail employees who quit their jobs each month increased from 432,000 in December 2016 to 464,000 in January 2017, which indicates that some managers lack strategies to reduce employee turnover. Using the transformational leadership theory, the purpose of this single case study was to explore effective strategies used by retail store managers from El Paso, Texas to decrease employee turnover. Participants were purposefully selected because of their experience implementing effective employee turnover reduction strategies; they reduced employee turnover from 24% in 2012 to 15% in 2016. Data were collected via face-to-face semistructured interviews with 10 managers and the review of organizational documents on employee turnover. Data were analyzed using inductive coding of phrases, word frequency searches, and theme interpretation. Three themes emerged: supportive leadership reduced employee turnover, managing personnel scheduling decreased employee turnover, and competitive compensation reduced employee turnover. Reducing employee turnover contributes to social change by providing retail store managers with valuable insight that can lead to enhanced sustainability, improved organizational growth, and increased profitability, which might promote prosperity for local families and the community.
5
Pryce, Amelia Claudina. "Strategies to Reduce Employee Turnover in Small Retail Businesses." Thesis, Walden University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10244097.
Full textAbstract:
Employee turnover is high in small retail business, compelling business leaders to implement strategies that successfully reduce employee turnover. The conceptual framework guiding this study was the Herzberg 2-factor theory because the theory identifies factors that influence job satisfaction and employee turnover. The study population was retail owners and managers from small businesses in the retail industry in San Antonio, Texas who had demonstrated successful strategies to reduce employee turnover. A focus group was conducted with 4 retail managers, and semistructured interviews were conducted with 2 small retail owners, all of whom were recruited via purposeful criterion-based sampling. Yin?s 5-step process for data analysis of compiling, disassembling, reassembling, interpreting, and concluding resulted in themes of continuous learning in the workplace, communication, and valuing employees. These leaders provided continuous learning in the workplace, which demonstrated their value of their employees. Communication was a key concept discussed by all participants, as it built credibility with leaders and employees, increased productivity, and reduced turnover. The study has value to the practice of business because results may benefit industry growth by increasing retail leaders? knowledge levels about employee turnover. The findings may affect positive social change as leaders apply strategies useful for reducing employee turnover as lower turnover rates might reduce unemployment, stabilize communities, and improve the human and social conditions outside the workplace.
6
Clayton, Robert. "Effective Strategies to Reduce Employee Turnover in the Retail Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5687.
Full textAbstract:
Employee turnover negatively affects retail organizations and can lead to poor financial performance, a decrease in competitive advantage, loss of productivity, deficiencies in retaining external customers, and economic failures. The purpose of this single case study was to explore strategies that retail store leaders from the Illinois area of the United States use to reduce frontline employee turnover. Herzberg's 2-factor theory provided the framework for the study. Data were collected from documents pertaining to retention methods and through face-to-face semistructured interviews with 7 leaders of a retail company in the Illinois area who had experience with effective employee retention strategies. Data were analyzed using manual coding methods, auto-coding features, and word frequency searches. Three themes emerged from the data analysis: (a) effective communication and transparency-improved employee retention, (b) competitive compensation and benefits-package-improved employee retention, and (c) training-and-development-improved employee retention. Organizational leaders mitigating employee turnover contribute to social change by creating initiatives focused on the recognition of value in people, the company, and the community.
7
Mustapha, Olasunkanmi Sola. "Strategies to Reduce High Employee Turnover in Retail Grocery Store." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6629.
Full textAbstract:
Employee turnover costs an employer 21% of the employee's salary for replacement at all levels except for executives and physicians. The purpose of this single case study was to explore strategies to reduce high employee turnover in the retail grocery store, with the use of Maslow's motivational theory as the conceptual framework. Participants were selected based on their demonstrated use of successful strategies to reduce high employee turnover. Data were collected using semistructured interview with 3 managers in a retail grocery store chain in the south-central region of the United States. Observations were conducted company's documents such as policy handbooks, newsletters, financial statements, and annual reports were analyzed. Data were analyzed using Yin's 5-phase elements of data analysis: compile, disassemble, reassemble, clarify, conclude. The themes identified in the study included environmental strategies, availabilities of employees, sources of hiring, and team building to improve work performance. Organizational leaders could improve positive social change through effective strategies to reduce high employee turnover in the retail grocery store and increase employment. Reducing employee turnover rate and increasing employment could help to change many family settings, decrease mortality rates, and increase community economy.
8
Echols, Amber Huffman. "Retention Factors for Assistant Retail Managers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2812.
Full textAbstract:
The cost of losing a manager in the retail sector is 2 to 3 times their yearly salary. The purpose of this exploratory single case study was to explore strategies general managers in large retail organizations can use to improve assistant manager retention. Building upon Ramlall's adaptation of motivation theory, research was conducted to determine factors that contributed to retention of assistant managers in a general merchandise retail store operating in Virginia and North Carolina. Data were collected through semistructured interviews with 20 general managers of stores in the same organization located in Virginia and North Carolina, reflective journals, and researcher observations and were then coded by themes and analyzed using Moustaka's method of thematic analysis. Seven themes emerged from the study including needs for a supportive work environment, training and communication, pay, and appreciation and feedback. Implications for positive social change include increased wages through higher retention, which can affect the economy of the communities in which the company operates. The company operates nationally, so the potential insight on in increased wages could have a wide impact on the economy if applied to all stores. Assistant managers will also benefit from consistency and growth within the company and in turn be able to provide more stability to employees that work for them. If applied to other companies, this study could also have a positive impact on a wider scale. General managers from different companies in different areas may use the results of this study as a starting point to assess and improve assistant manager retention within their stores. This improved retention could lead to more stability in their team and better knowledge retention for the organization.
9
Justus, Georgia. "Strategies to Reduce Voluntary Employee Turnover in Small Retail Businesses in Jamaica." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4641.
Full textAbstract:
Voluntary employee turnover destabilizes small retail businesses and is a costly business problem for small retail business owners. Some small retail businesses experience voluntary employee turnover of up to 50% annually. Guided by Herzberg's 2-factor theory, the purpose of this multiple case study was to explore successful strategies used to reduce voluntary employee turnover. The target population consisted of 3 small retail business owners in Kingston, Jamaica. Data were collected from semistructured interviews and member checking, and human resource (HR) manuals containing HR policies and procedures. Data were analyzed into emerging themes using Yin's 5-step method. Based on the analysis of the data, 6 themes emerged. These themes included: employee empowerment and involvement, rewards recognition and incentives, career advancement opportunities, competitive compensation and benefits, tools to perform and, positive interpersonal relationships. These themes were identified as the strategies used to reduce turnover. The analysis of the data from the interviews and HR manuals showed that small retail business owners used these combinations of strategies to reduce voluntary employee turnover by increasing overall job satisfaction among employees. The findings from this study may contribute to positive social change by providing strategies to small retail business owners and HR managers to reduce voluntary employee turnover, increase profits, and improve economic conditions in the communities where they operate.
10
To, Tak-chun Kelvin. "Factors affecting the patronage turnover of retail chain stores in Hong Kong /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25948672.
Full text
11
To, Tak-chun Kelvin, and 杜德俊. "Factors affecting the patronage turnover of retail chain stores in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31251614.
Full text
12
Grandison, Egypt K. "Strategies to Reduce Employee Turnover for Frontline Cashiers in the Retail Business." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4290.
Full textAbstract:
Employee turnover is 1 of the most significant concerns for organizations because it involves loss of investments and increased costs of hiring, training, and replacement. The turnover rate in the U.S. retail industry is relatively high at 60% for full-time employees, and this rate continues to increase rapidly. The purpose of this case study was to explore the retention strategies retail managers in big-box retail stores use to decrease frontline cashier turnover. Using Herzberg's two-factor hygiene theory, as the conceptual framework, the study was conducted with a sample of 8 retail managers, located in Huntsville, Alabama, who have decreased frontline cashier turnover. Data were collected through face-to-face interviews with participants, and an interview protocol was used. To ensure that the data were captured correctly, data triangulation was used by combining company data, detail notes, and interview recordings. Data were analyzed using Yin's data analysis method: compiling, disassembling, reassembling, interpreting, and concluding to develop themes. Three prominent themes were found for retention strategies that may decrease turnover of frontline cashier's pay, training, and voluntary turnover. These themes suggest retention strategies that may decrease turnover of frontline cashiers, cultivate staff relationships, and enhance quality of work life for frontline cashiers. The implications for positive social change include the potential to increase work life balance for frontline cashiers by reducing turnover rates.
13
Rodriguez, Beatriz. "Reducing Employee Turnover in Retail Environments: An Analysis of Servant Leadership Variables." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2758.
Full textAbstract:
In a competitive retail environment, retail store managers (RSMs) need to retain retail customer service employees (RCSE) to maximize sales and reduce employee turnover costs. Servant leadership (SL) is a preferred leadership style within customer service organizations; however, there is disagreement regarding the usefulness of SL in the retail industry. The theoretical framework for this correlational study is Greenleaf's SL theory. Seventy-four of 109 contacted human resources managers (HRMs) from a Fortune 500 United States retailer, with responsibility for evaluating leadership competencies of the RSMs they support, completed Liden's Servant Leadership Questionnaire. RCSE turnover rates were available from company records. To analyze the correlation between the 3 SL constructs and RCSE turnover, multiple regression analysis with Pearson's r providing sample correlation coefficients were used. Individually the 3 constructs FIRST (beta = .083, p = .692), EMPOWER (beta = -.076, p = .685), and GROW (beta = -.018, p = .917) were not statistically significant to predict RCSE turnover. The study multiple regression model with F (3,74) = .071, p = .98, R2 = .003 failed to demonstrate a significant correlation between SL constructs and turnover. Considering these findings, the HRMs could hire or train for different leadership skills that may be more applicable to effectively lead a retail sales force. In doing so, the implications for positive social change may result in RCSE retention leading to economic stability and career growth.
14
Chiu, Esther Y. "An exploratory study of franchisee turnover and its relationship with franchisee satisfaction." Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10062009-020109/.
Full text
15
Jackson, Stuart. "Influential Leadership in a Diverse Retail Environment: Implications for Reducing Voluntary Employee Turnover." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/62.
Full textAbstract:
Many investigators have documented the impact of high attrition rates on an organization's ability to deliver its expected results. However, limited information is available regarding the efficacy of a specific bundle of variables, which would support a leader's ability to influence voluntary employee turnover. This quantitative study investigated the effectiveness of a 60-day treatment implemented to address the problem of voluntary employee turnover in a diverse retail environment. The research questions examined the effectiveness of an increase in communication, answering, recognition, and training on voluntary employee turnover and job satisfaction in a diverse retail environment. The theoretical foundation of the study was the job embeddedness theory, advocating closer community ties, organizational fit, and sacrifice to support retention. A pretest-posttest control group design, in which a self-designed survey instrument, along with the short form of the Minnesota Satisfaction Questionnaire, were used to gather data from a diverse group of retail employees (N = 279). Pearson product-moment correlational analysis was used for both pretest and posttest measurements, which showed evidence of a moderate association between the independent and dependent variables, and lead to a rejection of the null hypothesis. Based on the observed increase in retention rates, the intervention of the 60-day treatment was deemed moderately successful. Positive social change will be evident not only within diverse organizations, but also within those which are increasingly becoming more diverse, as they seek to design platforms which would afford their influential leaders the ability to increase their current levels of communication, answering, recognition, and training.
16
Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.
Full textAbstract:
Magister Commercii (Industrial Psychology) - MCom(IPS)The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
17
Lewis, Steven. "A Quantitative Explanatory Examination of Job Training, Job Satisfaction, and Turnover Intentions among U.S. Retail Grocery Employees." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13808908.
Full textAbstract:
The topic of investigation for this research was the relationship between job training, job satisfaction, and turnover intention. Specifically, the researcher investigated how the quantity of job training over a one-year period predicted employees’ job satisfaction and turnover intentions. Despite the rich body of research on the mediating factors of job satisfaction on employees’ turnover intentions, little is known about factors that influence job satisfaction and turnover intentions among employees within the retail grocery industry. The research question proposed for the study was: “What is the relationship between amount of job training, job satisfaction and turnover intentions among employees in the U.S. retail grocery industry?” Utilizing a quantitative explanatory research design, a sample was collected of 101 U.S. retail employees who were (a) 18+ years of age, (b) had at least a high school education completed, and (c) were current retail grocery employees who had worked in the industry for at least one full calendar year prior to study participation. Data were collected via online survey, which consisted of a demographic questionnaire, the Job Satisfaction Scale, and the Turnover Intention Scale. A multiple linear regression was performed to assess the predictive relationship between job training, job satisfaction, and turnover intentions. The Pearson correlation coefficient r was used to explore the two-way association between amount of job training, job satisfaction, and turnover intentions. Analysis revealed no statistically significant, predictive relationship between job training, job satisfaction, and turnover intentions. In addition, results from the Pearson correlation coefficient r validated the same lack of relationship. Although findings from this investigation indicated job training had no significant effect on job satisfaction or turnover intentions, organizations and managers should not dismiss the many benefits of employee training.
18
Ritchie, Monique Adrienne. "International apportionment mechanisms for VAT inputs - Is the turnover basis the best mechanism for all retail industries in South Africa?" Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15746.
Full textAbstract:
Apportionment of input VAT and the mechanisms used to calculate apportionment have been a challenging issue since the inception of the Value-Added Tax Act No. 89 of 1991 in South Africa. This requirement to apportion input VAT has particular relevance to the retail industry due to the increase in the extension of credit which results in the receipt of taxable supplies (ordinary sales) and exempt supplies (interest income). As retailers are therefore making mixed supplies, they are required to apportion the input VAT paid on expenses. At present the standard method for input VAT apportionment in South Africa is the turnover basis however this method is not perceived as equitable by credit retailers. After an in-depth analysis of the retail industry in South Africa, its relevance to the South African economy and the impact of the requirement to apportion input VAT using the turnover method on listed companies within the South African retail industry, this paper analyses the treatment of VAT apportionment by the South African Revenue Service within the context of the Value-Added Tax Act No. 89 of 1991 and relevant South African case law. Recommendations for South Africa are then sought by studying the mechanisms for input VAT apportionment used in countries with VAT systems similar to that of South Africa. Included in this study are those countries which employ traditional VAT systems such as European Union member states and Mexico; and those countries which have implemented modern VAT systems such as New Zealand, Singapore, Australia and Canada. In addition, alternative approaches to address the root cause of the requirement to apportion input VAT used internationally are researched to the extent that these mechanisms have application to the retail industry in South Africa.
19
Ngemegwai, Ogechi. "Strategies for Reducing Short-Tenured Employee Attrition in the Retail Grocery Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5384.
Full textAbstract:
The purpose of this multiple case study was to explore strategies that managers in the retail grocery industry use in reducing short-tenured employee attrition in the West Midland states in the United Kingdom. Participants were 4 store managers who had managerial experience in the retail grocery industry, worked as a retail store manager in the West Midlands, and had experience implementing effective strategies to reduce employee attrition. The Herzberg 2-factor theory was the conceptual framework. Semistructured interviews were used to collect data. Data were analyzed using Yin's 5-step data analysis process. The major themes were: training and development, enriched job responsibility, human resources intervention, and employee recognition. Participants relied on training and development, enriched job responsibility, human resources intervention and, employee recognition to reduce employee attrition. The results may provide retail grocery leaders with strategies for reducing short-tenured employee attrition in grocery stores, which may reduce adverse effects on the industry's profitability. Implications for positive social change include improving the quality of life of the community and citizens; improved levels of satisfaction in quality of life translate into developing and maintaining positive relationships with family and friends, as well as helping the local communities and the economy.
20
Falk, Oscar, and Gabriel Svallingson. "Att nå målkongruens inom detaljhandeln : En tvåfallstudie om hur organisationer med hög personalomsättning använder sig av incitamentsprogram för att nå målkongruens." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-148607.
Full textAbstract:
En organisation existerar för att individer ska samverka för att uppnå ett gemensamt mål. I tider med hög personalomsättning är det en utmaning för många organisationer att nå målkongruens och syftet med denna studie är att undersöka hur företag arbetar för att uppnå målkongruens i takt med ökad personalomsättning med hjälp av incitamentsprogram. För att besvara syftet har intervjuer utförts på två olika företag inom detaljhandeln med personer som arbetar aktivt med incitamentsprogram och en enkät har genomförts i ett av företagens varuhus. I den teoretiska referensramen beskrivs teorier gällande förhållandet mellan arbetsledning och arbetstagare, olika typer av incitamentsprogram och motivationsfaktorer. Det empiriska resultatet visar att incitamentsprogram används i de undersökta organisationerna för att nå målkongruens, minska personalomsättning och höja engagemanget hos de anställda. Det visade sig även att kombinationer av olika incitamentsprogram tillämpas för att nå olika typer av mål och att personlig utveckling är den främsta motivationsfaktor för de butiksanställdaAn organization exists for individuals to work together and reach a common goal. In times of high personal turnover rate, it is a challenge for many organizations to achieve goal congruence and the purpose with this study is to examine how companies work to achieve goal congruence in line with increasing personal turnover rate with the aid of incentive plans. In the theoretical reference frame theories are described regarding the relationship between superior and subordinate, different types of incentive plans and motivational theories. To be able to answer the purpose of this essay, interviews have been conducted on two different companies in retail with individuals who works with incentive plans and a survey has been conducted in one of the companies© stores. The empirical result shows that the incentive plans are used in the researched organizations to achieve goal congruence, increase employee retention and improve the commitment with the employees. The results showed that incentive plans apply to reach different types of goals and that personal development was the primary motivational factor.
21
Peres, Marina Paula Beltran del Barco. "Preditores do turnover voluntário no comércio a retalho em centros comerciais: estudo de caso." Master's thesis, Instituto Superior de Economia e Gestão, 2007. http://hdl.handle.net/10400.5/786.
Full textAbstract:
Mestrado em Sociologia Económica e das OrganizaçõesTendo em consideração o elevado número de saídas por iniciativa do trabalhador que se registam nas lojas de centros comerciais e à luz das diversas teorias e investigações que têm sido desenvolvidas sobre o tema do turnover, o presente trabalho isola um conjunto de factores e propõe analisar a sua influência sobre os comportamentos de saída voluntária dos trabalhadores das lojas de centros comerciais. O modelo de análise definido contempla as seguintes variáveis: o mercado de trabalho - a percepção de alternativas e o tempo necessário para encontrar um novo emprego-, os custos ou ganhos associados à mudança, a satisfação no trabalho, a identificação profissional, o potencial motivador do trabalho desenvolvido e variáveis sócio-demográficas. Foi aplicado um questionário a 91 novos trabalhadores de lojas de vestuário, calçado e acessórios de insígnias internacionais localizadas na zona da Grande Lisboa, cuja última experiência profissional havia sido numa loja de centro comercial. Os resultados revelam que a decisão de sair voluntariamente de uma loja de centro comercial está associada à percepção da facilidade de encontrar um novo emprego, à obtenção de ganhos salariais e melhores oportunidades de desenvolvimento profissional com a mudança e ao baixo potencial motivador do trabalho exercido. As restantes variáveis consideradas não apresentaram uma relação significativa com o turnover.
Voluntary turnover is high in shopping centres. This field study investigated the influence in exit behaviours of labour market perceptions - the number of alternatives and the amount of time to find a new job, gains of leaving the company, job satisfaction, the potential of job motivation, professional identity and personal variables, such as gender, age and education. 91 newcomers working in shopping centres shops in the Lisbon area answered a questionnaire about the last shop they had worked. The main drivers of voluntary turnover identified were: the ease of movement in terms of the short amount of time to find a new job, the earnings achieved with the change especially, salary gains and better professional development opportunities and the lower motivating work potential. The other variables considered were not significantly related to voluntary turnover.
22
Bulín, Tomáš. "Vliv druhotného vystavení na celkovém obratu." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-223942.
Full textAbstract:
Diploma thesis deals with the increase in sales of wholesale organizations in following up on its retail stores. Work structure is made from theoretical part which is taking part in definition basic ideas and characteristic of issues related to increasing sales in their own retails. The authors own contribution is dedicated to the analysis of the present state of activities involved in the wholesale organisation in relation to suppliers and customers in connection with the sale in its own retail stores.On the basis of these data are carried out practical proposals, so that led to the increase in turnover in the wholesale market, thanks to its own stores with regard to the current state of the organization.
23
Håkansson, Linn, and Lisa Rydberg. "Vi vill att du är med oss på lång sikt : En fallstudie om Clas Ohlsons låga personalomsättning,motivationsstrategier och medarbetarnas motivation." Thesis, Högskolan Dalarna, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-28005.
Full textAbstract:
Syfte: Syftet med denna studie är att utvärdera om ett företags låga personalomsättning kan vara ett resultat av företagets motivationsstrategier och anställdas motivation på arbetet. Frågeställningar: Ser företaget både fördelar och nackdelar med sin låga personalomsättning? Vilka strategier har företaget för att motivera sina anställda? Upplever medarbetarna motivation utifrån dessa motivationsstrategier? Metod: Genom en fallstudie utifrån Clas Ohlson genomförde vi triangulering utifrån en HRpartner, tre butikschefer samt medarbetare. Genom kvalitativa intervjuer samt kvantitativ enkätundersökning samlade vi in empiriskt material som sedan analyserades kvalitativt. Studien genomfördes genom ett hermeneutiskt förhållningssätt och deduktiv ansats. Studiens teoretiska referensram består av modeller, teorier, vetenskapliga artiklar och facklitteratur. Slutsats: Vi kan utifrån denna studie visa att majoriteten av de medverkande medarbetarna inom Clas Ohlson till största del känner motivation på arbetet och trivs på sin arbetsplats. Om företagets låga personalomsättning är ett resultat av företagets motivationsstrategier och anställdas motivation visar sig inte tydligt i studien. Studien visar dock att anställda känner motivation utifrån det som företaget erbjuder sina anställda för att stanna i företaget och majoriteten av de medverkande ser sig själva arbeta inom Clas Ohlson i framtiden.Purpose: The purpose of this study is to evaluate if Clas Ohlson employee turnover can be a result of the company's motivation strategies and the employee motivation. Research questions: Does the organization see both advantages and disadvantages with their low turnover? What strategies does the organization and management have regarding employee motivation? Does the employees experience motivation based on these strategies? Method: Through a case study on Clas Ohlson we did a triangulation using a HR-partner, three store managers and employees. Through qualitative interviews and quantitative surveys, the collected empirical material was analyzed qualitatively. The study was conducted through a hermeneutic and deductive approach. The theoretical reference framework is based on models and theories as well as scientific articles and literature. Conclusions: The study show that most of the participators of employees of Clas Ohlson do feel motivated at work and their workplace. If the company low turnover is a result of the company's motivation strategies is not shown clearly in the study. However, the study does show that the employees do feel motivated to stay in the company and the majority see themselves work at Clas Ohlson in the future.
24
Prinsloo, Mariechen. "Job insecurity in a retail bank in South–Africa : scale validation and an exploration of negative attitudinal outcomes / Prinsloo M." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7294.
Full textAbstract:
The objective of this study was, firstly, to investigate the reliability of a measure of qualitative and
quantitative job insecurity and, secondly, to determine the relationship between qualitative and
quantitative job insecurity, job satisfaction, affective organisational commitment, turnover intention and
locus of control. A cross–sectional survey design was used which included participants randomly selected
from a retail banking group across junior, supervisory and middle management levels (n=178). The job
insecurity scales of Hellgren, Sverke and Isaksson (1999); job satisfaction scale of Hellgren, Sjöberg and
Sverke (1997); affective organisational commitment scale of Allen and Meyer (1990); turnover intention
scale of Sjöberg and Sverke (2001) and the locus of control scale of Levenson (1981) were administered.
Descriptive statistics were used in order to analyse the data. Structural equivalence was used for the
comparison of the factor structures of the job insecurity scale for the three language groups. Furthermore,
in order to determine the relationships between the variables, the Pearson product–moment correlation
coefficients were used, while the dependent variable turnover intention was predicted by means of a
regression analysis.
As indicated at the outset, two research articles form the basis of this mini–dissertation:
Based on the first article, results indicate that both the qualitative and quantitative scale presented
satisfactory levels of reliability across different language groups, and a relationship between these
dimensions (quantitative and qualitative) was noticeable. However, the item “I think my future prospects
and opportunities within the organisation are good” included in the qualitative job insecurity scale could
well be problematic, the deduction being that language barriers probably played a role in participants’
interpretation of the question.
According to the second article, both qualitative and quantitative job insecurity positively related to
turnover intentions. Furthermore, job satisfaction reported a negative relationship with turnover intention,
and a negative relationship between qualitative job insecurity and job satisfaction came to the fore. Locus
of control, on the other hand, had a direct bearing on qualitative job insecurity, while only job satisfaction and quantitative job insecurity directly predicted employees’ turnover intention in the banking sector.
Finally, locus of control seemingly had no mediating effect when predicting turnover intention.
Based on the afore–going, this mini–dissertation will conclude by offering deductions and making
recommendations for further research as well as offering possible solutions to the commercial banking
sector as far as the retention of staff is concerned.Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2012.
25
Ferreira, Miguel Saraiva de Azambuja Frazão. "Relação da performance do imobiliário com a performance empresarial na distribuição alimentar europeia." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19007.
Full textAbstract:
Mestrado em Ciências EmpresariaisOs estudos realizados até ao momento, sobre o impacto do imobiliário na gestão empresarial, têm-se focado nas estratégias da sua gestão e baseado na propriedade do imobiliário corporativo. Tal, não reflete na plenitude a gestão de todo o imobiliário corporativo, nomeadamente no sector da distribuição alimentar, dado ser prática corrente a utilização de leasings operacionais, o que até ao momento, devido a regras contabilísticas, tem levado a que os compromissos com os mesmos não sejam contabilizados em balanço. Este estudo, procurou através da utilização do capital investido, internar esses compromissos com leasings, e proceder a uma análise de rácios para identificar a relação existente entre a performance da gestão do imobiliário e a gestão empresarial . Para tal, recorreu-se ao conceito de rentabilidade de ativos, procedendo-se à desagregação deste rácio em margem operacional, rotação do capital investido e capital investido por área de vendas e estudando posteriormente as suas relações. Os resultados sugerem a existência de uma relação entre a qualidade do portfólio imobiliário e a rentabilidade empresarial, operando o sector em termos normais, entre 3.64% e 7.88% de rentabilidade do capital investido. Para avaliação dessa performance empresarial, recorreu-se ao Economic Value Added , que quando analisado em função da rotação do capital investido, indica que existe uma relação positiva, onde resultados supra-normais positivos terão maior probabilidades de serem atingidos com a melhoria da performance da gestão do imobiliário corporativo.
The studies developed till the moment, on the impact of real estate in the corporate management, have focused on the strategies regarding its management and its property. This, doesn't reflect all the range of the corporate real estate management, particularly on the retail (grossery and food) sector, due to the common practice of using operational leasing's, which till the moment , haven't seen its commitments being incorporated on the balance-sheet, due to accounting rules. This study has tried using Invested Capital to incorporate those leasing commitments and proceed to a ratio analysis, to identify the relationship, between corporate real estate management performance, and corporate performance. To do so, it was used the return on assets ratio, disaggregating it into operating margin, invested capital turnover and invested capital per sales area and studying their relationships. The results suggest the existence of a relationship between the sales area portfolio and the firm's profitability; with the sector, in normal terms, operating between 3.64% and 7.88% of return on invested capital. For the assessment of that performance, it was used the Economic Value Added indicator, that, when analyzed in conjunction with the invested capital turnover, has point to the existence of a positive relation, where economic profits will have a better chance of being achieved with the enhancement of the corporate real estate management
info:eu-repo/semantics/publishedVersion
26
Julian, Dianna L. "Turnover at Lockheed Martin a study in how to retain team members /." [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/DJulian2006.pdf.
Full text
27
White, Stephanie Kazue. "How to make them stay : organizational methods to retain repatriates." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/18211.
Full textAbstract:
Mestrado em Gestão de Recursos HumanosO aumento da globalização no mundo empresarial moderno fez com que o conceito de missões internacionais e expatriação tenha de ser considerado por todas as organizações multinacionais. O repatriamento, a última e segundo algumas teorias a parte mais difícil do processo de expatriação, é também uma das pior geridas e menos investigadas. Com um turnover de repatriados nos EUA entre 20% a 50% no inicio do século 21, este é um sério problema enfrentado por essas organizações. Este estudo qualitativo exploratório investiga a eficácia de diferentes métodos organizacionais e o seu impacto na decisão final dos repatriados de ficarem ou saírem da organização. Os tópicos focados incluem a formação, o apoio da organização e a comunicação, as expectativas e o desenvolvimento de carreira. Os resultados confirmam alguns estudos anteriores e apontam para a má gestão das expectativas e falta de desenvolvimento de carreira como uma das principais causas do turnover de repatriados.
The increase of globalization in the modern business world has made the concept of international assignments and expatriation one that all multinational organizations must consider. Repatriation, the final, and by some accounts the most difficult part of the expatriation process is one that is under researched and poorly managed. With a turnover rate of American repatriates between 20% to 50% in the early 21st century and it is an ongoing problem facing these organizations. This exploratory qualitative study investigates the efficacy of different organizational methods and their impact on repatriates' ultimate decision to stay or leave the organization. Topics focused on include training, organizational support and communication, and expectations and career development. The results confirm some earlier studies and name poor management of expectations and lack of career development as a primary cause of repatriate turnover.
info:eu-repo/semantics/publishedVersion
28
Mohan, Rahul. "Retaining formal volunteers in volunteer based organizations." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-34159.
Full textAbstract:
Abstract Problem Formal Volunteers in volunteer based organizations drop out at a fast pace due to many reasons like lack of interest what they are doing, conflict among volunteers, lack of motivation, job dissatisfaction due to prolonged volunteering etc. which is causing to improper functioning of these organizations and reaches a point where these volunteer based organizations find it difficult to function properly. The author in this study tries to address this particular issue of this drop out of formal volunteers. Purpose The purpose of this study is to explore the factors which helps in the retention of formal volunteers in a volunteer based organization for a longer period. Method The research in this paper is done in a qualitative way with primary data collected in the form of participant observation and open interview in two voluntary organizations. The collected data is analyzed in content analysis. The secondary data is collected in the form of necessary documents provided by the participating organizations. Results Many factors were found to influence retention of volunteers namely Job satisfaction, Motivation, Public Service Motivation, Organizational Commitment, Mission Attachment, Work load, Relationship with Coworkers, Justice of Organization, Flexible Timing, Training & Orientation. Conclusions Recommendations to improve retention is mentioned and a future model is also proposed. The result obtained from this research can be generalized to other form of small scale volunteer organizations where the major employees are formal volunteers.
29
Siqueira, Fábio Garboggini. "Sentidos do trabalho em empresa do setor de varejo." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/17705.
Full textAbstract:
Submitted by Fabio Siqueira (fgsiqueira@hotmail.com) on 2016-12-30T17:16:21Z
No. of bitstreams: 1
Dissertação MPA FABIO Siqueira 2016 VFF .pdf: 494087 bytes, checksum: a7976fdc83cf32333abccc1b37795419 (MD5)Approved for entry into archive by Fabiana da Silva Segura (fabiana.segura@fgv.br) on 2016-12-30T17:17:22Z (GMT) No. of bitstreams: 1 Dissertação MPA FABIO Siqueira 2016 VFF .pdf: 494087 bytes, checksum: a7976fdc83cf32333abccc1b37795419 (MD5)
Made available in DSpace on 2016-12-30T18:10:09Z (GMT). No. of bitstreams: 1 Dissertação MPA FABIO Siqueira 2016 VFF .pdf: 494087 bytes, checksum: a7976fdc83cf32333abccc1b37795419 (MD5) Previous issue date: 2016-12-12
This thesis is about the meaning of work for employees in a retail company. It seeks to understand what motivates the stay in the company and what are the main problems and obstacles that can hinder the work of employees in the company studied. This issue is relevant because the human capital is one of the most important factors in the competitive advantage of organizations belonging to this sector. The purpose of this research is to understand, through a case study in a retail company, what are the main meanings considered by the retail company’s employees to stay and develop a professional career in the organization. In order to find an understanding of these subjects, this research is based on theoretical discussions about the meaning of work (MORIN, 2001). The main research questions are: i) what is the meaning of retail work? ii) What are the main reasons for joy and pleasure at work in the retail company? iii) What are the main difficulties of working in the retail company? It is considered that the answers to these questions can help clarify essential aspects about employee turnover and retention, and thus bring suggestions and practices for the development of human capital in the company studied. To achieve this goal, a survey was conducted, using interviews in a large retail company, with several employees, both at managerial levels, who manage teams, and with employees of the operations that don’t manage teams. This survey identified that the main positive factors, that give meaning and pleasure at work were: that the work is done efficiently and produces a useful result; that the work is morally acceptable, mainly due to the company’s purporse of making sports accessible for the many; that the work is intrinsically satisfatoy in some topics; and that the work is source of experiences of satisfying human relations. The main difficulties pointed out, in this survey, were: that the work is done efficiently and produces a useful result, mainly due to the dynamism that generates a great number of changes and manager shifts; that the work was not intrinsically satisfatory due to the lack of monitoring and clarity in the objectives and results; and the other difficulty was about the occupation of the work, due to the workload of the retail and lack of regular scheduling. It is expected that with this study, the results will contribute to the business and academic practice through improvements based on the knowledge obtained about the meanings of work that are relevant to men and women in the company of the retail sector. Consequently, this research reveals the aspects that define the permanence of the employees in the company studied. The results can help human resource professionals develop and disseminate best practices for people management in the retail industry.
Esta dissertação trata da questão dos sentidos do trabalho para colaboradores em empresa do setor de varejo. Busca compreender quais são os motivos que incentivam a permanência e quais são os principais problemas e obstáculos que podem dificultar o trabalho dos empregados na empresa estudada. Esta questão é relevante, pois o capital humano é um dos fatores mais importantes na vantagem competitiva das empresas deste setor. O objetivo desta pesquisa foi de compreender, por meio de um estudo de caso em empresa de varejo, quais são os principais sentidos e significados considerados pelos colaboradores da empresa de varejo para permanecer e desenvolver uma vida profissional na organização. Para buscar a compreensão destas questões, esta pesquisa se apoiou nas discussões teóricas sobre o sentido do trabalho (MORIN, 2001). As perguntas centrais de pesquisa foram: i) qual o significado do trabalho no varejo? ii) quais os principais motivos de alegria e de prazer no trabalho na empresa de varejo? iii) quais são as principais dificuldades de trabalho na empresa de varejo? Considera-se que as respostas a essas questões podem ajudar a esclarecer aspectos essenciais sobre a rotatividade e retenção dos empregados, e trazer, assim, sugestões e práticas para o desenvolvimento do capital humano na empresa estudada. Para atingir este objetivo foi realizada uma pesquisa, com o uso de entrevistas em uma grande empresa de varejo, com vários colaboradores, tanto de níveis gerenciais, que administram equipes, como com colaboradores da parte operacional que não gerenciam equipes. Este estudo identificou que os principais fatores positivos, que trazem significado e prazer no trabalho, foram: que o trabalho é realizado de forma eficiente e produz um resultado útil; que o trabalho é moralmente aceitável, principalmente devido ao propósito da empresa em democratizar o esporte; que o trabalho é intrinsecamente satisfatório em alguns tópicos; e que o trabalho na empresa estudada é fonte de experiências de relações humanas satisfatórias. Com relação às principais dificuldades, a pesquisa apontou os seguintes pontos: dificuldade na realização de um trabalho de forma eficiente que produz um resultado útil, esta, principalmente devido ao dinamismo que gera um grande número de mudanças e alterações dos gestores; outra dificuldade muito apontada foi em relação ao trabalho ser intrinsecamente satisfatório, devido ao fato de, por vezes, faltar acompanhamento e clareza nos objetivos e resultados; e a outra dificuldade frequentemente abordada foi sobre a ocupação do trabalho, isto devido a carga de trabalho do varejo e falta de regularidade da rotina. Espera-se, com este estudo realizado, que os resultados tragam contribuição para a prática empresarial e acadêmica com melhorias a partir do conhecimento obtido sobre os sentidos do trabalho relevantes para homens e mulheres na empresa do setor de varejo. Consequentemente, revele os aspectos que marcam a permanência dos empregados na empresa estudada. Os resultados podem ajudar profissionais de recursos humanos a desenvolver e disseminar melhores práticas para a gestão de pessoas no setor do varejo.
30
Walton, Kenya Monica. "Strategies Investment Banking Leaders Use to Retain Frontline Employees." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7443.
Full textAbstract:
Banking leaders face the loss of profitability because of low employee retention in their organizations. Retention issues negatively affect business operations and market performance. The purpose of this multiple case study was to explore strategies that investment-banking leaders use to retain frontline employees. Herzberg's 2-factor theory was the conceptual framework for this study. Data were collected through semistructured interviews with 5 banking leaders in New York and through a review of company documents on retention strategies. The data were analyzed using Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and concluding data. The 3 themes that emerged from data analysis were career growth strategy, compensation strategy, and training and development strategy. The study findings indicated that banking leaders used career advancement, compensation, and training and development strategies to retain frontline employees. The implications of the study for positive social change include banking leaders' potential to reduce retention issues in organizations, lower unemployment rates, and improve the standard living in the communities they serve.
31
McCray, Jr Harold Anthony. "Teachers' Perceptions of Factors that Influence Teacher Turnover." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4534.
Full textAbstract:
Teacher turnover is a critical issue for the public education community because it influences student performance, school climate, and employee morale. In a large urban school district in the northeastern United States, the turnover rate has been high; teacher morale is low, and teacher participation in the school community is lacking. The purpose of this study was to examine the perceptions of novice teachers about factors that influence their job satisfaction and their future employment. Guided by Maslow's theory of motivation-which is characterized by motivational needs that drive individuals to improved performance-this study examined the perceptions of novice teachers about job retention. The research questions focused on teachers' perceptions about factors that could influence their decision to continue or leave their teaching positions. A case study design was used to capture the insights of 8 participants using semistructured interviews, reflective journals, and a focus group. Eight emergent themes were identified from the data through open coding; they involved performance affirmations, administrator and resource support, and professional development. The findings were validated through triangulation and member checking. According to the results, novice teachers sought to collaborate in a professional learning community and to expand their professional development opportunities. Hence, a project was designed to engage teachers and administrators in initiating and sustaining professional learning communities. This study may promote positive social change by increasing employee morale, staff cohesiveness, teachers' effectiveness and reducing teacher attrition rates among novice teachers.
32
Svensson, Karin, and Joakim Svensson. "Paying peanut, gettin monkeys? : Recruit and Retain Local Staff in China." Thesis, Jönköping University, JIBS, Business Administration, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-335.
Full text
33
Knight, FRANCELIA Luis. "Strategies to Retain Employees in the Health Care Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5888.
Full textAbstract:
Health care leaders who fail to apply effective retention strategies could negatively affect employee well-being, patient outcomes, and business performance. The purpose of this single case study was to explore effective strategies that leaders used to retain employees in a health care organization. Human capital theory was the conceptual framework for the study. Data were collected via on-site semistructured interviews with 10 leaders of a Texas health care organization who had a history of retaining employees for a minimum of 2 years from the date of hire, and from the review of organizational documents pertaining to employee retention. Data were analyzed using coding and word frequency to discern patterns. Three key themes emerged from the data: (a) healthy work environment, (b) manager relationships, and (c) training and development. The implications for positive social change include the potential to retain top talent in health care organizations, which could improve customer service, promote affordable health care, increase job satisfaction, and improve quality service to patients.
34
Martin, Marilyn. "Strategies to Retain Employees in the Insurance Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2847.
Full textAbstract:
Employee turnover costs can be 100%-200% of the total compensation package of an employee who leaves the organization, depending upon their position and experience. Leaders in the highly competitive insurance industry should emphasize the importance to retain talented employees with managers in an effort to minimize costs and diminish productivity levels associated with employee turnover. The purpose of this qualitative multiple case study was to explore strategies to retain employees used by insurance managers in the Charlotte, NC metropolitan area. The conceptual framework included Herzberg's motivator-hygiene theory to explore motivator factors that encourage employee retention. Seminstructured interviews were conducted with 6 insurance managers from 3 small businesses in which successful retention strategies have been implemented for the past 10 years. Company documents were reviewed, including a performance evaluation template, organizational chart that highlights growth opportunities, employee evaluation and review form, and a staff guide to performance development. Data were thematically analyzed and triangulated to ensure the trustworthiness of interpretations. The findings included 4 themes: offering competitive compensation, use of frequent two-way communication, providing growth opportunities, and understanding employee needs. These findings could impact positive social change by providing insurance managers and other small business managers with strategies to retain employees that could lead to higher levels of commitment and engagement from employees, yielding increased productivity and profits for the business.
35
Smits, Karen. "The Quest to Retain Teachers: One School System's Story of Teacher Movement." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/eps_diss/45.
Full textAbstract:
ABSTRACT THE QUEST TO RETAIN TEACHERS: ONE URBAN-SUBURBAN SCHOOL SYSTEM’S STORY OF TEACHER MOVEMENT by Karen Smits Recent data on teacher attrition indicate that approximately 15 percent of teachers either leave the profession or move from one school to another each year. The attrition rate is highest for teachers new to the profession with 30-50 percent leaving within five years. High rates of attrition are a contributing cause of various educational problems including reduced student achievement, teacher shortages, declining teacher morale, and organizational discontinuity. The purpose of this study was to examine the reasons why teachers choose to leave the profession or move to another school from one year to the next. A qualitative case study was conducted to explore the reasons teachers from one urban-suburban school system voluntarily resigned at the end of one school year and what changes could have been made to keep them from leaving. The study answers three questions: Why do teachers leave? Why do some move to other schools while other teachers leave the profession? What could keep teachers from leaving? Data were collected using exit questionnaires, exit interviews, and semi-structured interviews of teachers leaving after the 2006-2007 school year. Data were analyzed using both deductive and inductive methods. Teachers who participated in this study made the decisions to move or leave for two primary reasons: administrative support and new opportunities. Administrative support took many forms and was described in a variety of ways including the following: administrative visibility, communication, use of time, support with student behavior, workload, implementation of new initiatives, and school climate. Teachers who left for new prospects were seeking different teaching opportunities or a better chance of moving into administration. The greatest difference between the teachers who moved and those who left the profession was hope. Teachers who moved to another school system believed the situation would be better elsewhere. Teachers who left the profession saw the struggles they endured as likely to occur in any teaching situation. Teachers indicated that they may have considered staying if they had received more administrative support, experienced better working conditions, had more supportive mentors, or had a teacher advocate who could have intervened on their behalf.
36
Phipps, Amber Rose. "Strategies to Retain Employees in Clinical Laboratories." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2752.
Full textAbstract:
With 30 million citizens gaining access to U.S. healthcare through the Affordable Care Act by 2016, healthcare managers need preanalytic employees to ensure quality healthcare services can be provided. The purpose of this qualitative single case study explored strategies used to retain preanalytic employees. The target population consisted of 10 clinical laboratory managers in a single community-based clinical laboratory in the mid-southern United States, selected because of prior success in improved employee retention strategies. The conceptual framework grounding this study was the theory of work adjustment. Data triangulation occurred from using semistructured interviews and company documents. All interpretations from the data were subjected to member checking to ensure the trustworthiness of findings. Using the modified van Kaam method for data analysis, 3 themes included increasing employee training to enhance their roles as stakeholders, provide employee recognition and reward programs, and emphasizing to managers the importance of quality patient care. The application of the findings may contribute to social change by providing healthcare managers with new insights and strategies to retain preanalytic employees, reduce organizational costs associated with recruiting, replacing, and training of new employees, and potentially trained staff that provide quality healthcare services to community citizens.
37
Williams, Curtis Raynard. "Strategies to Retain Revenue Management Analysts in the U.S. Airline Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3376.
Full textAbstract:
The voluntary turnover of revenue management analysts in the U.S. airline industry is an issue, compelling revenue management leaders to implement retention strategies that successfully reduce employee turnover. The purpose of this qualitative single case study was to explore strategies revenue management leaders used within the last 15 years to retain revenue management analysts. The conceptual framework that grounded this study was Maertz's 8 motivational forces of job attachment and voluntary turnover. The targeted population was comprised of revenue management leaders at an airline in Dallas, Texas who had demonstrated successful strategies to reduce employee turnover. Using criterion-based sampling, 4 revenue management leaders were selected for study participation. Data were collected through face-to-face semistructured interviews and company documents, then analyzed via Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and concluding. Interpretations were then subjected to member checking and methodological triangulation to strengthen the trustworthiness of findings. Two main themes emerged: leadership influence and analyst career environment. The findings provide a better understanding of revenue management analyst retention and increase knowledge of factors that influenced turnover in the U.S. airline industry. With this knowledge, revenue management leaders can implement retention strategies that have successfully reduced employee turnover. The implications for positive social change include the potential to overcome emotional discomforts about work or psychological obligations to leave, which can encourage job satisfaction and improve employee retention.
38
Jonsson, Jonna, and Belinda Moore. "Den traditionella aspekten Behålla : Utmanas av "det nya arbetet"." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48536.
Full textAbstract:
Då människors syn på arbete kommit att förändras i takt med ”det nya arbetet” har det kommit att bli en mer utmanande process för organisationer att på den traditionella aspekten Behålla personal. Att arbetstagare byter jobb allt oftare är positivt för samhällets utveckling, då det kan skapa värdefulla effekter i form av kunskapsspridning och konkurrenskraft. Trots detta tycks många organisationer ha svårt att se det positiva i att deras personalomsättning ökar och mycket resurser läggs på att Behålla arbetstagare. Detta stämmer väl överens med den organisation som kommit att identifieras, vilken både arbetar för att Behålla sin personal, samt innehar hög personalomsättning. Därav syftar denna studie till att förklara i vilken utsträckning en organisation behöver förhålla sig till den traditionella aspekten Behålla, utifrån ett arbetsgivarperspektiv i en kontext av “det nya arbetet”. Studien grundar sig i en kvalitativ studie, där vi med hjälp av semistrukturerade intervjuer har samlat in vårt material. Studien har identifierat och utgått från tre centrala områden inom aspekten Behålla, vilka är människan i organisationen, lärande och utveckling, samt prestationer och belöningar. Dessa tre centrala områden har hjälpt oss att skapa förståelse för aspekten Behålla, då den utformat den teoretiska referensramen samt bidragit till studiens datainsamling. Studien visar att “det nya arbetet” handlar om att människan idag värderar sin egen framgång och lycka högre än vad människan gjort tidigare. Vi har i studien kommit fram till att den identifierade organisationen arbetar med den traditionella aspekten Behålla. Däremot sker detta arbete på gruppnivå och behöver i större utsträckning individanpassas, när det kommer till att Behålla personal.As people's view on work have come to change as the "new work" changes, it has become a more challenging process for organizations to retain their staff in the traditional way. The fact that employees change jobs more and more often is positive for the development of the society, as it can create valuable effects in the form of knowledge dissemination and competitiveness. Despite this, many organizations seem to have a hard time seeing the positive in their increasing turnover while a lot of resources is being spent on retaining employees. This is in an agreement with the organization that has been identified, which both works to retain its staff and has a high turnover. Hence, this study aims to explain the extent to which an organization needs to relate to the traditional way of retaining, from an employer perspective in the context of "new work". The study is based on a qualitative study in which the researchers have collected their material by means of semi-structured interviews. The study has identified and started from three key areas of theory retention, which are the person in the organization, learning and development, as well as achievements and rewards. These three central areas have helped us to gain an understanding of the theory as well as they form a large part of the study, as it designed the theoretical frame of reference and contributed to the study's data collection. The study shows that "new work" is about the fact that people today values their own success and happiness more than they did before. We have found in the study that the identified organization works with the traditional way of retaining. However, this work takes place at a group level and needs to be more individually adapted when it comes to retain.
39
Zweni, Sisilo Sylvia. "An assessment of strategies used to retain nurses in selected hospitals in the Nelson Mandela Metropolitan Municipal area." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/147.
Full textAbstract:
The harsh realities currently facing public hospitals such as budget cuts, understaffing and poor working conditions, have resulted in nurses experiencing low morale and finding it increasingly difficult to stay in the public health sector. The obvious targeting of South African nurses by recruitment agencies with job offers to work overseas is causing a massive skills’ drain that the country cannot afford. The situation is further compounded by the fact that the government is freezing posts of those nurses who have resigned. Consequently, nurses who are currently working in these hospitals have to cope with unreasonable workloads. Public hospitals are nowadays faced with the challenge of delivering quality health care within the constraints of gross staff shortages, and an increasingly competitive global health environment. The main objective of this study was to identify strategies that can be implemented by hospitals in order to reduce turnover, thereby enhancing retention of staff. Interviews were conducted with the matrons-in-charge of the hospitals under study to investigate strategies that are in place to improve retention. Secondary data regarding staff turnover in the hospitals under study was collected and analysed. It emerged that there are no concrete strategies in place to lower turnover. Hospitals are indeed experiencing staff turnover and posts that were vacated by those nurses that have resigned are frozen. The literature survey revealed three strategies that can be utilised to retain employees, namely, motivation strategies, effective leadership strategies and human resources strategies. Based on various literature reviews, it was concluded that the three strategies are interrelated. The empirical survey was conducted at the three selected hospitals, to determine the extent to which the retention strategies identified in the literature survey are being utilised. All three are invariably used in the hospitals. It is evident that the leadership behaviour in these hospitals affects the level of motivation of employees. The extent to which some of the human resources strategies are utilised invariably leads to low morale and dissatisfaction among employees. Lastly, research findings were assessed with the aim of drawing conclusions so that appropriate recommendations could be made. Recommendations focused on the retention strategies that can be implemented to boost morale of employees and enhance retention.
40
Thersthol, Jonathan, and Eskil Höglund. "Hjälp, var tog kunskapen och kompetensen vägen? : En fallstudie av Svea Hovrätt och Uppsala Kommuns arbete med att kompetenssäkra verksamheten." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-385737.
Full textAbstract:
Syftet med studien var att bidra till en djupare förståelse över hur organisationer arbetar med att kompetenssäkra verksamheten och hantera kunskapsförlust till följd av personalomsättning. Den här undersökningen utgörs av en fallstudie av Uppsala kommun och Svea Hovrätt och har en kvalitativ ansats. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med sju respondenter. Studiens teoretiska ramverk vilar på Nonaka och Konnos uppdelning av kunskapsbegreppet i implicit respektive explicit kunskap. Hansen, Nohria och Tierneys begrepp kodifiering och personalisering om överföring och bevarande av kunskap samt Hansson respektive Lindelöws olika modeller över kompetensutveckling och behållande av personal. Studiens resultat visar att det effektivaste sättet att behålla kunskap och kompetens inom organisationen är genom att behålla personalen. Arbetet med att behålla personal inkluderar lönesättning, att organisationen erbjuder utvecklingsmöjligheter och andra hygienfaktorer som anställningstrygghet. Resultatet visar att kompetensutveckling fyller flera syften, både som ett sätt att se till att rätt kompetens finns inom organisationen, men också som ett sätt för att personalen ska trivas och vilja arbeta kvar. Arbetet med kompetensutveckling innehåller delar som introduktionskurser, medarbetarsamtal, seminarier och utbildningar samt uppföljning. Ytterligare ett sätt att kompetenssäkra verksamheten är att bevara den kunskap som finns inom organisation genom kodifiering och personalisering. Det framkommer i studien att det svåra är att dela och behålla implicit kunskap som bygger på erfarenhet när en medarbetare lämnar organisationen.The purpose of the study was to contribute to a deeper understanding of how organizations work to secure the competence and handle knowledge loss as a result of staff turnover. This study consists of a case study of Uppsala kommun and Svea Hovrätt and has a qualitative approach. The empirical material has been collected through semi-structured interviews with seven respondents. The study's theoretical framework rests upon Nonaka and Konno's breakdown of the concept of knowledge in implicit and explicit knowledge. Hansen, Nohria and Tierneys concepts of codification and personalization on transfer and preservation of knowledge, as well as Hansson and Lindelöw's both models of competence development and retention of staff. The study's results show that the most effective way of retaining knowledge and competence within the organization is by retaining the staff. The work of retaining staff includes wage setting, that the organization offers development opportunities and other hygiene factors such as job security. The result shows that competence development fulfills several purposes, both as a way of ensuring that the right skills are within the organization, but also as a way for the staff to feel comfortable and want to work. The work on competence development includes parts such as introductory courses, staff appraisals, seminars and training courses and follow-up. Another way to secure the competence is to preserve the knowledge that exists within the organization through codification and personalization. It appears from the study that the difficult thing is to share and maintain implicit knowledge based on experience when an employee leaves the organization.
41
Friborg, Anna, and Bäckström Jenny Eiritz. "Konsten att behålla kommunala chefer." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-18643.
Full textAbstract:
Bakgrund Demografiska förändringar med fler yngre och äldre samt färre i arbetsför ålder medför en stor utmaning för offentlig sektor då behovet av tjänster kommer öka, samtidigt som det blir brist på resurser, arbetstagare och chefer. HR-avdelningens kritiska roll för att attrahera samt behålla chefer blir således påtaglig. Befintlig forskning gällande ledningsomsättning inom offentlig sektor med fokus på chefers arbetssituation är knapp och det eftersöks kvalitativa studier på området.Syfte Studiens syfte är att öka förståelsen för hur HR arbetar med att behålla chefer inom kommunal verksamhet genom att identifiera och beskriva viktiga påverkansfaktorer.Metod Studien genomfördes med kvalitativ forskningsansats samt semistrukturerade intervjuer för att möjliggöra en inblick i hur HR arbetar i praktiken med att behålla chefer samt vad som påverkar. Metodvalet bidrog till att öka förståelsen för det komplexa arbetet HR innehar gällande att behålla chefer i kommunal sektor.Resultat/Slutsats Studiens resultat visar dels hur HR arbetar med att behålla chefer inom kommunal verksamhet vilket innehåller utbildning, skapa nätverk samt traditionella HR-uppgifter. Dessutom presenterar studien faktorer som påverkar hur HR arbetar med att behålla chefer inom kommunal verksamhet vilka innefattar kommunstorlek, HR-avdelningens organisering, genusproblematiken för sektorerna samt kopplingen till högre ledningsfunktioner.Background Demographic changes with more younger and older people and less people in working age, pose a major challenge for the public sector as the need for services will increase, while there will be a shortage of resources, workers and managers. The HR department's critical role in attracting and retaining managers becomes evident. Existing research on management turnover in the public sector with a focus on managers' work situation is scarce and qualitative studies are being sought.Purpose The purpose of the study is to increase the understanding of how HR works to retain managers in municipal operations by identifying and describing important influencing factors.Method The study was conducted with a qualitative research approach and semi-structured interviews to enable an insight into how HR works in practice in retain managers and what influences. The method choice helped to increase the understanding of the complex work HR holds regarding to retain managers in the municipal sector.Results/Conclusion The results of the study show in part, how HR works to retain managers within municipal operations, which include education, create network and traditional HR-duties. Additionally, the study presents factors that influence how HR works in retaining managers within municipal operations, which include municipality size, the HR department's organization, the gender issues for the sectors and the cooperation to higher management functions.
42
Jubilato, Jorge. "OS IMPACTOS E CONSEQUÊNCIAS DA ROTATIVIDADE DE PESSOAL SOBRE A MEMÓRIA ORGANIZACIONAL: UM ESTUDO NO COMÉRCIO VAREJISTA." Universidade Metodista de São Paulo, 2008. http://tede.metodista.br/jspui/handle/tede/131.
Full textAbstract:
Made available in DSpace on 2016-08-02T21:42:52Z (GMT). No. of bitstreams: 1
Jorge Jubilato.pdf: 1474171 bytes, checksum: d672794a169a650e613054b9ae1d8640 (MD5)
Previous issue date: 2008-08-22This research is to understand the impact of the organizational memory in organizations which have a high index of employee turnover. With a economy based on knowledge, a new worker appears, called for Peter Drucker (1993) as "worker of knowledge". In this new economy, the organizations face uncertainties and intense competition environments, where the new intangible assets, the knowledge, become the key to obtain competitive advantage, making them able to gain new market share and increasing its profitability. However, in these competitive environments, the evasion of employees is becoming more frequent, even because they are searching for better placements, or because the organizations pass thrue reengeneering processes, that could impact in employee reduction, or because they have obsolete knowledge. Beyond the exposed, thrue exploratory survey in retail organizations, were investigated different ways to store employee knowledge even if he leaves the company, retaining the knowledge and identifying the main impacts in processes quality and productivity. In this survey we will also present some actions to organizations contribuite to increase employee satisfaction and create the proud of belonging. The main goal of this actions is to retain employees and their knowledge, the most valueble organization patrimony.(AU)
Este estudo visa pesquisar e compreender o impacto da memória organizacional em organizações que possuem um alto índice de rotatividade de pessoal. Com o advento de uma economia baseada em conhecimento, surge um novo trabalhador, chamado por Peter Drucker (1993) e "trabalhador do conhecimento". Nesta nova economia, as organizações enfrentam ambientes de incertezas e de intensa competição, onde o novo ativo intangível das organizações, o conhecimento, se torna a chave para a obtenção da vantagem competitiva, que permite que as empresas ganhem novos mercados e aumentem sua lucratividade. Porém, nestes ambientes competitivos, está se tornando freqüente a saída dos empregados das organizações, seja porque estão em busca de melhores colocações, ou porque as organizações passam por processos de reestruturação, que podem impactar em redução de pessoal, ou ainda, porque estão com seus conhecimentos obsoletos. Diante deste cenário, através de pesquisa exploratória junto às organizações do comércio varejista, foram investigadas as formas pelas quais as empresas armazenam o conhecimento das pessoas, de modo que quando estas deixem a organização seus conhecimentos permaneçam, bem como identificado os principais impactos sobre a qualidade e produtividade em seus processos. Além disso, também são ressaltadas algumas ações em que as empresas possam contribuir para aumentar a satisfação das pessoas em pertencerem a organização, visando contribuir para a maior retenção de profissionais, e conseqüentemente do conhecimento tácito, que é o mais valioso nas organizações.(AU)
43
Bekrar, Yacine. "Trois essais sur l’epargne salariale comme dispositif d’association des salaries a la croissance et au developpement de l’entreprise." Thesis, Toulon, 2017. http://www.theses.fr/2017TOUL2003/document.
Full textAbstract:
Ce travail doctoral s’interroge sur les déterminants des comportements d’épargne salariale. Le chapitre 1 présente un état des lieux de l’épargne salariale. Nous détaillons ensuite les principales règles de fonctionnement de l’épargne salariale. Nous présentons enfin les principaux déterminants des comportements d’épargne salariale identifiés par la littérature. Le chapitre 2 examine les déterminants socio-économiques de l’efficience des portefeuilles d’épargne salariale. Il propose également une analyse des déterminants des erreurs d’investissement des salariés mesurées par un indice. Nous dissocions les investissements faits dans le cadre des augmentations de capital réservées aux salariés et ceux faits au titre des autres plans d’épargne entreprise. Nous nous intéressons d’une part à la décision binaire d’investir ou pas, et à l’efficience du portefeuille d’autre part. Notre échantillon porte sur 30 000 salariés d’un groupe bancaire français et contient des informations sur les caractéristiques individuelles des salariés et le détail des montants investis dans les plans et leurs caractéristiques de rentabilité et de risque. Les caractéristiques des salariés affectent significativement l’efficience des portefeuilles. Nous mettons en évidence une forte concentration en actions de l’entreprise. Nous montrons également que l’investissement des salariés est sous optimal compte tenu de l’écart existant entre le ratio de Sharpe optimal que nous avons calculés et le ratio de Sharpe des salariés. Nous régressons enfin cette différence sur les caractéristiques des salariés. Le chapitre 3 analyse empiriquement les déterminants de l’investissement en actions de l’entreprise. L’actionnariat salarié diminuerait les comportements de retrait des salariés tels que l’absentéisme et la rotation du personnel. Or, la causalité inverse que nous postulerons n’avait jamais été analysée : l’effet de l’absentéisme et de la rotation du personnel sur l’investissement en actions de l’entreprise par ses salariés. Nous montrons que l’absentéisme et la rotation du personnel affectent significativement la participation. Nous validons nos hypothèses de recherche à l’aide de diverses méthodes de régression. Nous analysons un panel d’environ 15 000 salariés de près de 900 filiales d’un groupe français coté appartenant au secteur de la construction, des travaux publics et des concessions sur une période de 5 ans. La participation au plan d’actionnariat salarié dépend du niveau d’absentéisme et de rotation du personnel au sein de l’entreprise. L’absentéisme et la rotation du personnel influencent l’investissement en actions de l’entreprise différemment selon la catégorie socioprofessionnelle du salarié et les motifs d’absences et de sorties Le chapitre 4 administre un questionnaire à des épargnants individuels afin d’évaluer leur connaissance financière. Nous nous sommes inspirés des enquêtes de Lusardi et de la Banque Centrale Européenne afin de réaliser un questionnaire adapté au cas français. Nous constatons l’influence de l’éducation financière sur les décisions d’investir. Le questionnaire a été diffusé auprès des salariés d’un établissement bancaire d’une part et de leurs clients d’autre part. Bien que nos résultats confirment dans l’ensemble la littérature sur la connaissance financière, nous identifions plusieurs nouveaux résultatsThis dissertation questions the determinants of employee savings behavior. Chapter 1 presents an overview of employee savings schemes. We then detail the main rules of employee savings schemes. Finally, we present the main determinants of the behavior of employee savings schemes identified by the literature. Chapter 2 examines the socio-economic determinants of employee savings’ portfolio efficiency. It also proposes an analysis of the determinants of investment errors of employees measured by an index. We dissociate investments made in the context of Employee stock purchase plan and those made through other employee savings plans. We are interested in the binary decision to invest or not on the one hand and in the portfolio efficiency on the other hand. Our sample covers 30,000 employees of a French bank, contains information on the individual characteristics of employees and details of the amounts invested in the plans, their risk and risk characteristics. The characteristics of the employees significantly affect the efficiency of the portfolios. We highlight a strong concentration of company stocks. We also show that the investment of employees is not optimal given the gap between the optimal Sharpe ratio and the actual Sharpe ratio. We finally regress this difference on the characteristics of the employees. Chapter 3 empirically analyzes the determinants of investment in company shares. Employee stock ownership would reduce the withdrawal behavior of employees, such as absenteeism and turnover. However, the reverse causality we assume had never been analyzed: the effect of absenteeism and the staff turnover on the investment in employer’s stocks. We show that absenteeism and staff turnover significantly affect participation. We validate our hypotheses using a variety of regression methods. We analyze a panel of approximately 15,000 employees of nearly 900 subsidiaries over a period of 5 years of a French listed company belonging to the construction, public works and concessions sector. Participation in employee stock ownership plan depends on the level of absenteeism and turnover of employees within the company. Absenteeism and staff turnover influence the investment in company shares differently depending on the employee's occupations category and the reasons for absences and departures. Chapter 4 analyze the results of a survey we sent to individual savers to assess their financial literacy. We translated the surveys of Lusardi and the European Central Bank to produce a questionnaire adapted to the French case. We see the influence of financial education on investment decisions. The questionnaire was distributed to the employees of a bank on the one hand and their customers on the other. Although our results generally confirm the literature on financial literacy, we identify several new findings
44
Vather, Bremavishnu. "The factors driving staff turnover in the hardware retail industry." Diss., 2009. http://hdl.handle.net/2263/23299.
Full textAbstract:
The following quantitative study investigated staff turnover at Company H, a hardware retailer, where 174 former employees were telephonically interviewed via a questionnaire. The results showed that staff enjoyed various factors at Company H but found their present management better than that of Company H. The staff also viewed written and spoken English and PC skills as very important factors for their training in retail, their career advancement and their decisions to stay in retail. Issues of gender, age and further customer training was also found to be important factors. These findings were discussed in light of the literature review conducted and a detailed model of learning and turnover intentions was proposed. The study was concluded with a list of recommendations for company H and a list of areas for further research.Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
45
Leng, Ho Keat. "A study of employee turnover behaviour in the retail industry." 2005. http://arrow.unisa.edu.au:8081/1959.8/79677.
Full textAbstract:
Employee turnover is not a new phenomenon. The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. While most studies had focused their attention on the financial costs of employee turnover, in retailing, the non-financial costs of employee turnover can also be substantial. These non-financial costs include lower morale among remaining employees and losses in expertise and experience.While there are already many studies on employee turnover, there is a lack of studies of the phenomenon in the retail industry. This study will attempt to close the gap in the literature by studying employee turnover in the retail industry more closely. More importantly, the study will adopt a social constructivist approach to the study of the phenomenon. This approach is not commonly used in employee turnover studies and is likely to add a different perspective to the phenomenon. The aim of the study is to establish the causes of employee turnover in the retail industry and to suggest ways in which retailers can attempt to retain their employees.
The study was conducted with 29 respondents with a major bookstore chain operating in Singapore. The findings suggests that factors that affect employees' decision to quit can be categorised into push and pull factors. Push factors include the level of relationship the employee has with the supervisor and colleagues, the presence of career advancement opportunities and the presence of work-family conflict. Pull factors is the presence of other job opportunities. In addition, a consistent finding in the research show that strong and positive relationships with colleagues can reduce turnover intentions of employees in the retail industry. However, these factors are moderated by personal factors like demographics and personality of the employee.
The study concluded with a discussion of the implications of the research findings and suggests how retailers can adopt policies that can reduce the employee turnover rate. In addition, the study also suggests areas for further research.
Thesis (PhDBusinessandManagement)--University of South Australia, 2005
46
Lee, Yu-Cheng, and 李祐誠. "The Study on Turnover Intentions of Salespeople in Chinese Automobile Retail Business." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/80084148176057032141.
Full textAbstract:
碩士元智大學
企業管理學系
95
Salespeople who occupy a boundary role position tend to face various kinds of problems, including role conflict, role ambiguity, and a sense of self-deficiency, which in turn may result in salesperson’s turnover intentions. It is doubted that previous findings on salesperson turnover obtained from Western countries could be generalized to the Asian sales contexts. Further, there are few studies of this area conducted in Chinese sales setting. The principal objective of this research investigates the effects of select factors on salesperson turnover intentions. Thus, this study designs a questionnaire and collects 313 valid samples to test the research model. This research uses AMOS 5.0 to estimate the structure model. As the result, the finding indicates that support of senior colleagues and self-efficacy has negative effects on role conflict and role ambiguity. Further, role conflict and role ambiguity are positively related to turnover intentions. Finally, this study provides research findings and discusses the empirical results according to the research model. Finally, managerial implication and suggestions for future research are advanced.
47
Van, Nguyen Duong Ha, and 阮楊霞雲. "What Affects Employee Turnover Decisions in Emerging Economies: Evidence from Vietnam’s Retail Industry." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/cv323b.
Full textAbstract:
碩士龍華科技大學
企業管理系碩士班
107
Rising labor turnover rate in the blossoming retail industry in Vietnam has brought serious challenges to organizations. This study aims to explore factors that may have a direct and indirect impact turnover decision of contracted back-office employees in retail industry in Vietnam. Quantitative method is used to measure responses of 204 participants in supermarket and convenience store companies. Various regression analyzes using SPSS software are applied to identify the direct factors and indirect factors that influence the turnover decision. The findings of this study suggest the significant directional influence of perception of job alternatives, perceived ease of movement, and intention to quit on employees’ turnover decision. Moreover, the perceived ease of movement is noticed to be mediators for the indirect impact of perception of job alternatives and intention to quit on turnover decision; and the intention to quit is identified to be mediators for the indirect impact of perception of job alternatives and the perceived ease of movement on turnover decision. The outcomes of the study corroborate and proliferate the existing frameworks on labor turnover. Practical implications are also discussed that beneficially contribute to the efficient labor retention strategies of organizations.
48
Huang, I.-Wei, and 黃譯葦. "A Study of Macro Economic Factors, Number of Inbound Visitors Affect Taiwan Retail Trade Turnover." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/65260771821128444040.
Full textAbstract:
碩士國立成功大學
國際管理碩士在職專班
97
This study applies regression analysis to macroeconomic factors involving how inbound visitors affect Taiwan's retail trade turnover. The purpose of the study is to research whether increasing numbers of inbound visitors could benefit national consumption. The study period is from January, 2001, to August, 2007 (a total of eighty months), for which secondary data was collected from the TEJ Database. The factors studied include inbound visitors, the Taiwan stock index, Exchange Rate, CPI, Taiwan credit loan amounts, and Taiwan credit card payment amounts. The study results indicate that the Taiwan stock index has a significant and positive relationship with Taiwan’s retail trade turnover, while the exchange rate was negatively related to increase retail trade turnover, consumers are therefore encouraged to use credit or debit cards. This is more powerful than encouraging people to increase consumption through the use of loans. The inbound visitor factor to retail trade turnover was not significant in the same period, but in the Granger Causality test, inbound visitors lead retail trade turnover in one period. This result implies that if the number of inbound visitors increases, the lag period will reflect this factor. In Taiwan, as the manufacturing industry structure transfers to the financial services industry, an increase in inbound visitors affects the increase in national consumption. There are still some business items that are not allowed in the Taiwan tourism industry (ex: casino, horse racing). If the government relaxes tourism regulations, and sets up a greater tourism industry infrastructure to attract more inbound visitors to Taiwan, the “inbound visitors” factor will become more powerful, thus able to impact retail trade turnover.
49
TSENG, Yu-Ru, and 曾裕如. "The Influences of Job Burnout and Job Demand on Turnover Intentions -- The example of Retail Stores." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z543wz.
Full textAbstract:
碩士明新科技大學
服務事業管理研究所碩士班
106
Many convenient stores open 24 hours a day and 7 days a week in Taiwan. The employees' turnover contributes to the major problem for the convenient stores' managers. The managers should decrease the employees' turnover intentions to improve the management efficiency and effectiveness. However, the effective method to decrease the employees' turnover intention is still unknown. The purpose of the study is to investigate the relationship between job demands, job burnout and turnover intentions in Taiwan. The authors survey the 209 convenient stores employees in Taiwan. The empirical results show that: First, the job demands impact on the convenient stores employees' job burnout and turnover intentions positively. Second, the job burnout impacts on the convenient stores employees' turnover intentions positively, and the job burnout partially mediates the relationships between the employees' job demands and turnover intentions. The results show that managers should improve the employees' job demands and job burnout to decrease the employees' turnover intentions.
50
Chang, Yu-Fen, and 張瑜芬. "A Study on the Motivation, Organization Identification and Turnover Intention: The case of Guang-Hua Market 3C retail stores." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/30768748568410103737.
Full textAbstract:
碩士國立臺灣師範大學
科技應用與人力資源發展學系
99
Human resources are the most important assets of the enterprise, retaining the employees to achieve objectives.According to the investigation conducted by the 104 Job Bank in 2010 concerning employees’ intentions to change careers, employees’ compensations for salary, their chances of promotion, and their difficulties to identify with the organization’s vision and culture are reasons influencing the employees’ intentions to resign. Employees of the retailer industry especially want to change their jobs. The advancement of information technology, furthermore, makes salespersons of the 3C retail business encounter many difficulties, since the occupation mobility rate is high, while the organizations suffer the loss. From the perspective of management, if the motivation and identification with the organization can meet the need of employees, the employees’ senses of belonging will increase, thus achieving higher efficiency. Accordingly, this research examines salespersons of the 3C retailer industry to understand how employees’ satisfaction toward motivation and their identification with the organization influence their decisions to resign. Individual attributes, too, are included to compare the difference in their decision-making. The data is analyzed by methods including judgmental sampling, t-test, one-way ANOVA, and multiple regression. The aim of this study is to provide advice and information to practitioners. The result of this paper shows that motivation and organization identification have the significant impact on turnover intention.Besides, organization identification is a fully mediated variable between motivation and turnover intention.It means when motivation and organization identification being the independent variables at the same time, motivation must be through organization identification to explain turnover intention.