Employee turnover is a fairly common phenomenon across organizations throughout the globe, which creates both direct and indirect costs to companies (Lambert et al., 2012). Though numerous authors have investigated the problem, only a small number have studied the Canadian labour market. Furthermore, few have examined how various hiring or screening tests during the hiring process affect worker attrition. The thesis aims to complement existing research about employee voluntary turnover (vs. involuntary turnover) and retention by further investigating some of the root causes and potential solutions from a Canadian perspective. Using longitudinal data from the Workplace and Employee Survey (WES) supplied by Statistics Canada through an 8-year period, it explores 5 hypotheses relating to the initial hiring process (ten screening tests), the gender and marital status of employees, compensation, and employees’ seniority in the company. The survey datasets are based on respondents of, on average, 6,268 companies and 20,387 corresponding workers from 1999 to 2006. Logit and probit regression models are employed for the empirical tests. The results are surprising, and seem to differ from most studies in other countries. In Canada, it appears wage has no effect on workers’ turnover at all, employee engagement programs negatively affect workers’ decisions to stay, women are more likely to quit than men are, married employees are no more likely to quit than anyone else, children seem to have no impact on employee attrition, and workers with lower status in the company are more likely to stay. The concluding chapter discusses implications of these findings and how they might help Canadian organizations deal with employee voluntary turnover.

This study examined temporal patterns in collective employee turnover over a 75 month interval. Time series models were fit to subgroups of functional and dysfunctional turnover. Dysfunctional turnover was defined as voluntary separation among high and average performers and functional turnover was defined as voluntary separation of low performers. Results provided support for the hypothesis that temporal patterns of functional and dysfunctional turnover differ. Patterns among high and average performers were similar, such that employee turnover across several global regions increased during or near July. In contrast, employee turnover among low performers tended to spike during or soon after October. Forecast (prediction) accuracy of turnover differed across groups based on individual performance level. Specifically, turnover among low and average performers was forecast with greater accuracy than overall aggregated turnover or turnover among high performers, the latter being the most difficult to forecast. After time-dependent variation (autocorrelation) was removed from global turnover among high, average, and low performers, these series were cross-correlated with similarly cleaned organizational performance outcomes (i.e., net sales, operating income, diluted net earnings per share). Results from these analyses indicated that organizational performance had a lagged negative relationship with turnover among high performers. The dynamic nature of the turnover and performance variables examined underscores the importance of considering employee turnover as a continuous process. As such, employee turnover should be proactively managed over time.

Orientador: Milva Maria Figueiredo De Martino / Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Ciencias Medicas / Made available in DSpace on 2018-08-06T18:52:32Z (GMT). No. of bitstreams: 1 Carmona_LucianeRuiz_M.pdf: 365328 bytes, checksum: db47c3e506b642b33c57163baf33c3ac (MD5) Previous issue date: 2006 / Resumo: Este estudo teve como propósito classificar o cronótipo dos funcionários da equipe de enfermagem, de acordo com o turno de trabalho, e identificar a presença de stress e suas correlações com o cronótipo e horário de trabalho. Foi realizado em um hospital na cidade de Limeira, SP. Participaram da pesquisa 87 sujeitos, dos diferentes setores e turnos de trabalho. A amostra foi constituída por sujeitos de ambos os sexos, com idade entre 19 e 51 anos. Os instrumentos utilizados para a coleta dos dados foram: Inventário de Sintomas de Stress de Lipp (ISSL), e Questionário de Indivíduos Matutinos e Vespertinos (HO). Os resultados do ISSL mostraram que 48 sujeitos (55,2%) apresentavam sintomas de stress, e destes, 40 sujeitos (83,3%) encontravam-se na fase de Resistência, com predomínio de sintomas psicológicos. O HO mostrou que 42 sujeitos (48,3%) foram classificados como do tipo Indiferente, estando estes alocados, principalmente, no turno noturno. Quanto à adequação no turno de trabalho, de acordo com o cronótipo, verificou-se que 65 sujeitos (74,7%) estavam adequados, e destes 36 (55,38%) apresentavam sintomas de stress, houve correlação significativa (Teste Exato de Fisher p=0.035). Houve diferença significativa quando comparado o tempo de trabalho na instituição e a incidência do stress, com os sujeitos com estress possuindo maior tempo de trabalho (Teste Exato de Fisher p=0.003). Conclui-se que a maioria dos sujeitos estava adequada ao turno de trabalho, de acordo com seu cronótipo. Porém, mesmo nestes, o stress foi observado em grande porcentagem da amostra, levando-nos a confirmar os dados obtidos em outras pesquisas quanto ao caráter estressante da profissão de enfermagem / Abstract: The purpose of this study was to classify the chronotype of the nursing team, according to the work shift, as well as to identify the presence of stress and its correlations with chronotype and time of work. It was performed in the hospital in the city of Limeira, state of São Paulo, Brazil. Eighty-seven subjects from different departments and work shifts participated in the research. The sample was constituted by male and female subjects, with ages between 19 and 51 years old. The instruments utilized for the data collection were: Lipp Stress Symptoms Inventory (LSSI) and A self-assesment questionnaire to determine morningness-eveningness in human circadian rhythms (HO). The LSSI results showed that 48 subjects (55.2%) presented stress symptoms, and among them, 40 subjects (83.3%) were in the Resistance phase, with predominance of psychological symptoms. The HO showed that 42 subjects (48.3%) were classified as Indifferent type, being placed mainly in the night shift. Concerning the adequacy to the work shift, in accordance with the chronotype, we verified that 65 subjects (74.7%) were adequate, and among them 36 (55.38%) presented stress symptoms ¿ there was a significant correlation (Fisher¿s Exact Test, p=0.035). There was a significant difference when they were compared according to the time of work at the institution and the incidence of stress, subjects with stress had more time of work (Fisher¿s Exact Test (p=0.003). We concluded that most subjects were adequate to the work shift, according to their own chronotype; however, it was observed stress in a great percentage of the sample, confirming the data obtained in other researches regarding the stressing character of the nursing profession / Mestrado / Enfermagem e Trabalho / Mestre em Enfermagem

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.

This Master´s Thesis is focused on two areas of human resource management which are motivation and stabilization of employees and the link between them. The aim of my Master´s Thesis is to analyze the structure and quality of management of employee motivation and stabilization in a particular company through my own questionnaire survey and internal company data collection. The questionnaire survey is mainly focused on identifying motivation profiles of the company's employees and factors that have a positive impact on their job satisfaction. Thanks to analysis, the relevant conclusions and suggestions are made to strengthen or stabilize the company's strengths and reduce their weaknesses in area of motivation and stabilization management. The outputs of my Master´s Thesis can be used by the company management in order to improve the quality of human resources management and stabilize company's employees.

M. Tech. (Business Administration, Faculty of Management Sciences): Vaal University of Technology / Employers invest significant time and resources in employee selection. However, the effectiveness of the selection is not routinely measured. One measure of such effectiveness is employee turnover. Often selection processes do not identify the best applicant for the organisation. Employee selection techniques often lead to employee turnover because the focus is on filling vacancies rather than finding the best candidate. The human resources selection process is important to short-term and long-term success of an organisation because employees are generally regarded as the most valued assets. Selecting the candidates that fit best has an important impact on an organisation’s success. A well-designed and implemented selection process is one that optimises the selection process. Bad selection costs organisations significant money because of the need to reinvest in the selection process and new employee training. Selection is also important in order for an organisation to keep its competitive edge. However, affirmative action, equal employment opportunity and diversity are not to be considered separate actions or initiatives in the selection process as they are part of governmental requirements. As such, the increasing attention on human resource management in small and medium enterprises is a comparatively recent phenomenon. Organisations have realised that the continuance of business will depend on the quality and management of the human resources they possess. Research has shown that positioning the right person in the right position is one of the crucial issues in organisations. If this does not happen, the organisation will not only suffer financial losses, but it may also lose its competitive edge. The dearth of research into selection as a human resource practice in SMEs with particular emphasis on their employee turnover is probably due to the fact that HR practitioners, the managers and or owners of the SMEs, often ignore personnel or human resource issues, such as recruitment and selection, training and development, participation-enhancing work designs, formal dispute resolution and employee counseling. The majority of the empirical studies on human resources management practices (HRMP) in small businesses are still in an explorative stage and mainly descriptive. The purpose of this study was to evaluate the effect of the selection processes as a human resource management function on employee turnover in small and medium enterprises in Sunnyside, Pretoria. The research methodology used to conduct the study was a combination of a literature review and an empirical study. A non-probability sampling technique involving judgment and convenience sampling procedures was used. The research instrument was a five-point Likert interval scale, which had forty four items and was pretested with 10 persons who were not related to the research sample. The instrument was revised and a pilot survey of 30 questionnaires was administered to respondents one month prior to the main survey. Sections B, C and D were subjected to reliability analysis and the results indicated that the scale has a high reliability value with Cronbach’s alpha of (0.824), (0.520) and (0.910) for sections B, C and D respectively. The reliability analysis suggested that the scale of items C4, C11 and C12 should be reversed. On doing so the alpha value increased to 0.824. For the main survey, 300 questionnaires were administered of which 210 representing 84% response rate were usable for the data analysis. Furthermore, a descriptive analysis of section A was undertaken. Tables depicting frequencies and percentages were used to describe the demographic information of respondents. Inferential statistics, such as factor analysis and bivariate correlations were undertaken on items in sections B, C and D of the research instrument. The empirical investigation indicated that the effect of selection processes on employee turnover was composed of three underlying factors, namely: factors influencing selection procedures; techniques influencing selection procedures; and aspects effecting employee turnover in SMEs. The selection factors were found to be positively correlated to one another but had a negative correlation with the turnover factor. Significant statistical associations were found to be present between the factors and the size of the organisations, marital status, level of educational qualifications, ethnic classification, the extent of influence of the EEA on selection processes, the belief of what the selection process consists of and the frequency of selection process exercises conducted by the SMEs involved.

Subjects, 432 convenience store cashiers, were divided into long-tenure and short-tenure groups. Chi-square analysis of application blank information for a weighting sample drawn from both groups revealed two items which significantly (p < .05) differentiated between the long tenure and short-tenure groups: number of previous jobs and full-time/part-time preference. Response weights were computed for these two items and used to calculate composite scores for the remaining holdout sample. A significant reduction in turnover would have occurred at the highest composite score level, if used as a hiring cut off. Results were tempered by several considerations, including a high percentage of false negatives and an insignificant linear relationship between composite scores and tenure.

Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.

The thesis focused on the characteristics fields of personnel service namely recruitment, selection and retention of employees. The main goal of the thesis is to analyse and evaluate the state of recruiting, selecting and retaining in a domestic trade company in the context of internal and external influence and subsequently, to formulate conclusions and recommendations for reducing employee turnover in the trade company. The theoretical part of the thesis is focused on current theoretical knowledge regarding employee recruitment, selection, retention and turnover. The practical part analyses the state of HR activities in the studied trade company, with an emphasis on two different groups of employees, according to the type of their occupation. Following the analysis, we evaluate the assessed facts while maintaining a differentiated approach to different work positions. Finally we recommend which changes and activities should be implemented to improve unsatisfactory personnel processes and to eliminate the undesirable progress of employee turnover in the trade company.

Selon le modèle théorique de la « RSE stratégique », la responsabilité sociale des entreprises, définie comme un investissement dans la qualité des relations avec les parties-prenantes stratégiques de l’entreprise, s’intègre dans la logique économique de l’entreprise. Partant de l’hypothèse d’une corrélation universellement positive entre RSE et FI, la question se pose du processus et du contexte par lesquels cette création de valeur s’effectue : si la RSE est un investissement rentable, peut-on expliquer pourquoi et comment ?La base de données Gaïa-Index mise à disposition par l’agence de notation RSE française EthiFinance permet d’étudier cette question sur une population d’entreprises françaises cotées de taille moyenne (N=230) durant la période 2011-2013. Les résultats sont en cohérence avec le consensus théorique et empirique sur la RSE stratégique et montrent que le « facteur humain » est un élément fondamental du processus de création de valeur permettant d’associer performance RSE et performance financière. / According to the strategic CSR theory, corporate social responsibility « CSR », defined as an investment in the quality of relationships with strategic stakeholders, is consistent with the economic goals of the firm. A universal positive correlation between CSR performance and financial performance is hypothesized that raises questions about the process and contingencies through which value creation occurs: if CSR investment is beneficial, can we explain why and how?The Gaïa-Index database, provided by EthiFinance French CSR rating agency covering 230 french small and middle capitalizations from 2011 to 2013 is analyzed to address the research question. The results are consistent with theorical and empirical consensus and the “human factor” is pointed out as a critical determinant in the positive relationship associating CSR and financial performance.