Relevant bibliographies by topics / Voluntary labour turnover

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Academic literature on the topic 'Voluntary labour turnover'

Author: Grafiati
Published: 11 December 2022
Last updated: 26 January 2023

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Journal articles on the topic "Voluntary labour turnover"

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Arendt, Lukasz, and Wojciech Grabowski. "Determinants of voluntary turnover in the segmented labour market: The case of a post-transition economy." Economics & Sociology 15, no. 2 (2022): 204–21. http://dx.doi.org/10.14254/2071-789x.2022/15-2/13.

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The paper elaborates on the drivers of voluntary labour turnover in Polish enterprises in the context of segmented labour markets. The data consist of primary CAWI survey results collected from 1000 companies operating in Poland. The ordered choice model is used to analyse the propensity of employees from different labour segments to leave an enterprise voluntarily. The study confirms neither the trap hypothesis nor the concept of compensating differentials. However, it reveals that structural factors are the main drivers of voluntary turnover (with a different impact depending on the labour segment). Additionally, the number of labour segments in the enterprise determines the frequency of voluntary resignations only for employees attached to the primary segment. Since the main drivers of voluntary turnover are related to a person’s job satisfaction, this points to the role of HR and managerial practices in reducing the scale of voluntary resignations in companies.
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Jones, D. R., and R. L. Martin. "VOLUNTARY AND INVOLUNTARY TURNOVER IN THE LABOUR FORCE." Scottish Journal of Political Economy 33, no. 2 (May 1986): 124–44. http://dx.doi.org/10.1111/j.1467-9485.1986.tb00267.x.

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GERCANS, JANIS, and SANDIS BABRIS. "An analysis of factors affecting the performance of supplier SMEs." Journal of Business Management 19 (2021): 100–123. http://dx.doi.org/10.32025/jbm19007.

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Purpose. While the performance of each company is still an important factor in gaining a competitive advantage, in an open economy, the performance of an entire supply chain becomes a crucial factor in the competitiveness of many interconnected companies. In this study, factors that might influence the performance of small and medium-sized enterprises (SMEs) that provide production services for the contracting company are analysed. Methodology. In this study, the performance data of harvesting (n=46), timber transportation (n=23), and chipping (n=3) service suppliers in the supply chain of JSC Latvia’s State Forests (LVM) are analysed. Based on the supplier’s performance data, a group of experts, including two executive directors and five process managers, defined the problems and their root causes. The Ishikawa diagram and 5Why method were used. The root causes were redefined as hypotheses and regrouped into three groups: 1) workforce factors; 2) managerial factors; 3) contract-term factors. Hypotheses were verified by conducting a survey of suppliers’ employees (n=594) and executives (n=59). Findings. It was found that employees’ dissatisfaction with shift work and salaries which do not correspond to work responsibilities, along with suppliers’ disregard of the evaluation of employees’ skills, complicated work requirements, the lack of training for employees, and the direct manager’s insufficient knowledge about the skills needed for employees are the factors that significantly influence voluntary labour turnover and might lead to the leakage of skilled employees from suppliers, causing a performance decline. Meanwhile, there is no significant difference between high and low-performing supplier groups in terms of managerial knowledge, while a limited contract duration does not undermine low-performance suppliers’ efforts to improve performance. Value. In this study, factors that might cause performance problems for supplier SMEs are analysed. In the existing literature, it has been found that voluntary labour turnover might negatively influence the performance of a company (McElroy and Morrow, 2001; Brown et al., 2009; Eady and Nicholls, 2011). This study attempted to assess factors causing voluntary labour turnover among other factors. The main contribution of this study is to the literature regarding voluntar labour turnover, supplementing the factors that might cause it. Keywords: suppliers’ performance, root cause, voluntary labour turnover, SMEs Paper category: research paper
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Wöcke, Albert, and Marinus Heymann. "Impact of demographic variables on voluntary labour turnover in South Africa." International Journal of Human Resource Management 23, no. 16 (January 10, 2012): 3479–94. http://dx.doi.org/10.1080/09585192.2011.639028.

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Yanadori, Yoshio, and Takao Kato. "Average employee tenure, voluntary turnover ratio, and labour productivity: evidence from Japanese firms." International Journal of Human Resource Management 18, no. 10 (October 2007): 1841–57. http://dx.doi.org/10.1080/09585190701570981.

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Hlynsdóttir, Eva Marín. "Dutiful citizen or a pragmatic professional? Voluntary retirement of Icelandic local councillors." Veftímaritið Stjórnmál og stjórnsýsla 13, no. 2 (December 14, 2017): 169. http://dx.doi.org/10.13177/irpa.a.2017.13.2.1.

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This article explores the working conditions of Icelandic local councillors in relation to voluntary retirement from the council. In the past three elections, the turnover in councils has been very high, with approximately six out of every 10 council members being new recruits at the beginning of each term. The turnover has also highlighted possible gender issues, as more women than men (proportionally) leave the council after their first term. The findings reveal a significant difference between the councillors who plan to stay and those who opt to leave. This is in relation to the local authorities’ population size, satisfaction with remuneration, and seniority in the council. Thus, councillors in larger municipalities or councillors satisfied with their remuneration are more likely to run for council versus councillors from smaller municipalities and those less happy with their remuneration. Seniority is also a decisive factor, as the majority of all councillors leave after the first term. Significant differences were not found between the female and male councillors in relation to voluntary retirement. However, gendered differences were found in relation to institutional position and working conditions, suggesting a gender-based division of labour in local councils.
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Mngomezulu, Nonhlanhla, Martin Challenor, Elias Munapo, Pfano Mashau, and Christopher Chikandiwa. "The impact of recognition on retention of good talent in the workforce." Journal of Governance and Regulation 4, no. 4 (2015): 372–79. http://dx.doi.org/10.22495/jgr_v4_i4_c3_p2.

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Retention of talented workforce is the most crucial issue business sectors are faced with today as a result of brain drain.Talent has become the driving force for business success. Most employees leave due to lack of professional challenges, having received little or no recognition, and the absence of career growth and development. The purpose of this study is to determine the impact recognition has on retention of talented workforce in the workplace. A total of 70 questionnaires were distributed to employees in different job categories. The study revealed that management can apply numerous approaches to retain good talent. Moreover, it is vital for managers to bear in mind that these approaches might have dissimilar effects on different individuals. This study also answered some of the most critical issues the business sector is faced with, such as employee retention due to the shortage of skilled labour and failure to recognize good work done. The findings reflect that reward, passion, recognition, motivation, and effective talent management are some of the factors business leaders have to address in order to minimize voluntary turnover and retain good talent in the workplace.
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Jarkovská, Petra. "Corporate Social Responsibility as a Source of Employees’ Job Satisfaction in the Hospitality Industry." Acta Universitatis Bohemiae Meridionalis 23, no. 1 (June 1, 2020): 1–12. http://dx.doi.org/10.2478/acta-2020-0001.

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Abstract The hospitality industry has been continuously struggling with high employee turnover and a significant “within” and “out of industry” labour mobility, regardless of the phase of the business cycle, time or geographical region. Additionally, as in any other service industry, employees’ performance is frequently the only way how to differentiate among otherwise almost identical outputs and the only way how to build and attain customers’ satisfaction, trust, and loyalty. Thus, employees’ motivation plays a significant role in stipulating hospitality industry employees’ work performance, where job satisfaction (JS) often plays a mediating role between employee’s needs and his or her ultimate work behaviour, such as work performance, organizational commitment or voluntary retention. Unfortunately, scholarly literature gives little room to Corporate Social Responsibility (CSR) functioning as a motivation factor in relation to employees. Therefore, the purpose of this paper is to fill in this gap and to examine the link between CSR and JS of hospitality industry employees using regression analysis. Drawing upon Carroll’s four-dimensional concept of CSR, the results of this paper indicate a significant positive causal relationship between the ethical, economic, and legal dimensions of CSR and JS; however, a significant positive causal relationship between philanthropic CSR dimension and JS was not confirmed.
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Van Beveren, Ilke, Stijn Vanormelingen, Sophie De Winne, and Luc Sels. "Voluntary Turnover, Volatility in Voluntary Turnover, and Labor Productivity." Academy of Management Proceedings 2012, no. 1 (July 2012): 11131. http://dx.doi.org/10.5465/ambpp.2012.11131abstract.

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Volchenko, Tatiana V. "Influence of personal characteristics of talents on voluntary dismissal: The case of Sheremetyevo international airport." Vestnik of Saint Petersburg University. Management 21, no. 2 (2022): 214–36. http://dx.doi.org/10.21638/11701/spbu08.2022.203.

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The article discusses the use of personal characteristics of talented employees in assessing the likelihood of their voluntary turnover. Despite a growing number of publications on talent management issues, most of the works focus on studying institutional conditions or corporate management practices. At the same time, a scant attention is paid to the peculiarities of talented employees’ labor behavior, including a critical problem for organizations in talent management — voluntary turnover. The paper aims to investigate the influence of the personal characteristics of talented employees on their decision to resign voluntarily. The theoretical part of the work is based on the model of an objective view on understanding qualified employees as those who have a particular set of characteristics that can determine their behavior regardless of the organizational context. In addition to the main socio-demographic and professional aspects of talents, the work uses non-cognitive personality parameters described by the “Big Five” model. The empirical part of the study is based on the data from a survey of 180 employees which was included in the talent management program of Sheremetyevo Airport. The results confirmed the influence of socio-demographic and non-cognitive characteristics on the likelihood of talented employees’ voluntary turnover. Also, some of the parameters, in contrast to the previous studies, have the opposite effect, and talent management programs do not retain talented employees. Despite its novelty, the conclusions of the work are limited because the empirical data was obtained from one though a heterogeneous company by its labor characteristics and the research was conducted during the crisis of 2020. The extension of the sample along with the set of non-cognitive traits can serve as a direction for further studies.
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Dissertations / Theses on the topic "Voluntary labour turnover"

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Heymann, Marinus. "The impact of demographics on voluntary labour turnover in South Africa." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23746.

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This paper will demonstrate the relevance of employee demographics as extended factors in the voluntary turnover process as these models currently do not sufficiently explain the factors impacting the turnover decision. Over 1000 managers and knowledge workers were surveyed by making use of a cross-sectional questionnaire to identify potential similarities in demographics when deciding on leaving the organization. Findings indicated that various demographic factors (age, race and gender) influence whether pull- or push factors are cited in the turnover process. In addition, it was also found that the level of education has a stronger relationship to employee mobility than race, which contradicts current sentiment of the labour market. Furthermore, it is concluded that demographic factors of employees should be considered in the extension of contemporary turnover models. The findings have implications for human resource management practices in organisations which are more dependent on knowledge workers. In addition the findings have implications on current prevailing theory on voluntary turnover research. Copyright
Dissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
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Salih, A. H. "A structural analysis of the factors affecting voluntary turnover in Iraqi manufacturing companies." Thesis, Cardiff University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373887.

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Hj, Omar Abdul Razak. "Voluntary labour turnover in west Peninsular Malaysia : a comparison of the experiences of the Chinese, Indians and Malays." Thesis, University of Stirling, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294008.

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Omar, Abdul Razak Hj. "Voluntary labour turnover in west Malaysia : a comparison of the experiences of the Chinese, Indians and Malays." Thesis, University of Stirling, 1991. http://hdl.handle.net/1893/1504.

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As a multiracial country, Malaysia's most crucial problem toward national unity is the glaring economic imbalance and racial tension among the races. Several policies have been carried out to eliminate the economic and racial disparities that exist. Amongst them is by expanding the manufacturing sector employing all ethnic groups. However, with the rapid expansion in this sector, a relatively high rate of voluntary labour turnover among blue-collar workers has developed with potentially serious consequences for the process of expansion. Even though the economic and racial disparities in Peninsular Malaysia are mul ti -dimensional, the present study focusses exclusively upon the ever-increasing rate of voluntary labour turnover amongst blue-collar workers. Unlike previous studies on labour turnover, the focus of this study is the comparison of labour turnover issues amongst different races in Peninsular Malaysia. This coverage is important because of the scarcity of comparative studies of labour turnover in the country. The three major races are chosen for this study; they are the Malays, the Chinese and the Indians. The purposes of this study are threefold: To discover the general characteristics of blue-collar voluntary labour turnover in Peninsular Malaysia; To ascertain correlate and determinant factors which influence blue-collar workers' decisions to discover factors and voluntarily leave the underlying in each of the their employment; and finally, reasons associated with these three cases to compare the experiences of the different races. The findings of this study highlight similarities and di fferences between the Malays, Chinese and Indians' decisions to voluntarily leave their job. The organisational and external factors results of this study on are consistent with the findings of research in other Third world countries. However, the present findings differ in terms of personal factors. It is concluded that the "racial background" and "cui ture" of the three races are amongst the important elements in understanding the factors influencing their decisions to voluntarily change employment in Peninsular Malaysia.
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Besich, John. "Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4977/.

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Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
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Gaballa, Refaat M. A. "A Multivariate Investigation of Youth Voluntary Turnover." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc330988/.

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The purposes of this study were twofold. The first was to construct a modified model of the voluntary turnover process that clarifies the antecedents of turnover intentions and turnover behavior. The second was to investigate empirically the proposed model's validity by assessing the influences of nine variables of job satisfaction, organizational commitment, job search, intention to stay in the organization, and six demographic variables as potential predictors of employee voluntary turnover.
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Besich, John S. "Job Embeddedness as a Predictor of Voluntary Turnover: Validation of a New Instrument." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4370/.

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Voluntary turnover has become a problem for many organizations in today's society. The cost of this turnover reaches beyond organizational impact, but also affects the employees themselves. For this reason, there has been a plethora of research conducted by both academicians and practitioners on the causes and consequences of voluntary turnover. The purpose of this study is to test the validity and generalizability of the job embeddedness model of voluntary turnover to the information technology (IT) industry. The IT field has been plagued with high turnover rates in recent years. In this study, the job embeddedness model (Mitchell et al., 2001) is applied to a population sample consisting of health care information technology employees.
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Wiita, Nathan Ellis. "Voluntary turnover prediction comparing the utility of implicit and explicit personality measures /." Thesis, Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/31786.

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Thesis (M. S.)--Psychology, Georgia Institute of Technology, 2010.
Committee Chair: Lawrence R. James; Committee Member: Jack Feldman; Committee Member: Richard Catrambone. Part of the SMARTech Electronic Thesis and Dissertation Collection.
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Zhazykpayeva, Saltanat. "The Interplay between Voluntary Labor Turnover and Performance Appraisal in Project-Based Organizations." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-71052.

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The research made in the current master thesis uses theoretical framework from the area of project management, voluntary labor turnover and performance appraisal. Prior research based on existing literary sources allows assuming that the following factors, such as job alternatives, knowledge intensity and nature of work have specific relevance for the emergence of voluntary labor turnover in project-based organizations. Employees of the case study company-AGR Field Operations´ Maintenance Engineering department were interviewed and surveyed in order to determine the relevance of those factors on the example of a concrete project-based organization. The obtained results indicate that the nature of work is more significantly related to the emergence of the voluntary labor turnover in the given case study department. Whereas availability of more job alternatives due to being close to the client or knowledge intensity factor of becoming more generalist do not have the same influence. During the course of the research it was discovered that the department uses outcome-based type of performance appraisal which is proved to be unsuitable in the given organizational settings. To that matter there were provided further suggestions in the field of performance appraisal. The current research will attempt to identify specific factors contributing to the emergence of the voluntary labor turnover specifically for project-based organizations. As well as it will attempt to give suggestions for improvement of the concrete case study department´s performance appraisal tools and thus supplement turnover reduction actions already put in place by the department management.
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West, Lindsey Straka. "Examining the relationship between employee-superior conflict and voluntary turnover in the workplace: A comparison of companies across industries." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3904/.

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Employee turnover is a topic of concern for a multitude of organizations. A variety of work-related factors play into why an individual chooses to change jobs, but these are often symptoms of underlying issues, such as conflict. This study set out to determine if conflict between employees and their superiors has an impact on the level of turnover in an organization, and if manufacturing versus non-manufacturing industry type makes a difference. The generated data were based on 141 selected cases from the ethnographic cases in the Workplace Ethnography Project. Linear and logistic regressions were performed, finding that there is a significant relationship between conflict with superiors and the level of turnover.
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Books on the topic "Voluntary labour turnover"

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Velasco, Marco Polo Tello. Análisis de las causas de la rotación de personal voluntaria en la industria maquiladora en México: El caso de Tijuana, Baja California : investigación. México, D.F: Universidad de las Américas, 1993.

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Kues, John Robert. LABOR FORCE PARTICIPATION AND VOLUNTARY TURNOVER AMONG NURSES: A TEST OF TWO MODELS (JOB SATISFACTION). 1985.

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Ralston, Frech Kenneth. A STUDY OF JOB SATISFACTION, COMMITMENT, AND VOLUNTARY TURNOVER: IN A HOSPITAL SETTING (NURSES). 1996.

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Conference papers on the topic "Voluntary labour turnover"

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

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Globally, the voluntary turnover of labor is an inevitable reality which every organization must face. The voluntary mobilization means that a person leaves the organization as a result of a personal decision, whereas for the organization it is a loss of a specific knowledge, skills and abilities. Therefore, to keep the talents inside the organization, the human resources specialists have to be proactive instead of reactive. Bearing in mind the high level of turnover and deficit of labor in the IT sector in the Republic of North Macedonia, being able to keep the quality employees is a challenge for the domestic companies in this sector. The human resource management is requested to apply specific measures that will affect the process of keeping the talents in the organization and will keep the organizational performance on a long term. The purpose of this paper is to identify the key factors that lead to a voluntary turnover of the IT employees in the country and to show how in modern conditions the human resource management manages the labor turnover. An empirical research has been made with the qualitative method for forecasting - Delphi where the analysis sample is constructed by human resource managers of IT companies in the Republic of North Macedonia. The obtained results are presented and analyzed and they show valuable insights for the management of the IT companies in North Macedonia.
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