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Employee turnover is a critical factor affecting organizational effectiveness. It is particularly important in the construction sector due to its knowledge and labor-intensive characteristics. Therefore, it is necessary to understand why qualified employees would leave their employers so that effective measures can be taken to retain them. Despite the growing body of knowledge on employee turnover, there is a lack of comprehensive review of this topic in the construction literature. This study adopts a systematic literature review approach to synthesize domain knowledge on employee turnover from two perspectives: its investigated causes, and consequences. In total, 77 relevant papers are extracted. A total of 51 drivers of construction employee turnover are identified and categorized into personal, job-related, organizational, and external influencers. Findings also suggest three major outcomes caused by employee turnover, including individual, project, and organization-related consequences. This review contributes to understanding the turnover phenomenon in construction literature and highlights potential areas for future empirical studies to move forward. By understanding the main factors influencing turnover decisions, construction organizations can develop and implement effective means for managing employee turnover. This study further contributes to construction employee turnover research by emphasizing the importance of studying the consequences of the turnover phenomenon. [ABSTRACT FROM AUTHOR]

The Macedonian IT sector, characterized by rapid growth and a young workforce, presents unique challenges and opportunities. Processes related to voluntary employee turnover are a significant concern for organizations, as they have been proven to negatively affect productivity, performance, profitability, and overall organizational effectiveness. This study examines how job satisfaction, career opportunities, organizational culture, and organizational commitment impact employees' decisions to leave. To explore these factors, semi-structured interviews were conducted with HR Managers from various Macedonian IT companies. Findings highlight the critical role of job satisfaction and organizational commitment in mitigating turnover intentions, alongside the importance of creating career advancement opportunities and a supportive organizational culture. This analysis underscores the need for tailored retention strategies to enhance employee satisfaction and organizational stability in the Macedonian IT industry, ultimately contributing to sustained growth and competitiveness. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to focus on the issue of high employee turnover in the Indian tech industry. An integrative review is conducted to analyse the past and current state of literature, as well as prepare a research agenda for future studies. Design/methodology/approach: A pool of 72 articles published between 2010 and 2022 is reviewed with a special focus on Indian tech employees. This study elucidates the extent and impact of employee retention strategies through content analysis. Findings: Two broad perspectives have been established in the literature: the reasons for quitting and the explanations for staying. By means of a comprehensive review, this paper combines these two aspects of literature and suggests factors under organization's control to retain competent tech employees. Originality/value: The study is designed to integrate the two theoretical viewpoints of employee turnover literature by consolidating the reasons behind quitting behaviour and staying intention. Codes combining the two aspects are presented as a valuable resource to retain tech talent. [ABSTRACT FROM AUTHOR]

Background: Dental hygienists, who play a vital role in promoting oral health, experience burnout due to various factors. This study aimed to identify these factors through a scoping review of the literature on burnout among dental hygienists in Korea to develop prevention and intervention strategies for burnout. Methods: The literature review was conducted following a scoping review protocol, which included five stages: identifying the literature question, identifying relevant studies, study selection, charting the data, summarizing, and reporting the results. Of the 352 documents initially reviewed, 35 were ultimately selected as final studies. These documents were analyzed to identify general characteristics and key variables related to burnout and to review the recommendations made by the studies. Results: Analysis of the final documents revealed that most studies published between 2013 and 2018 involved sample sizes ranging from 201 to 300 participants. Burnout-related characteristics include age, salary, work experience, and marital status. Emotional labor was the key variable most frequently identified, followed by intention to leave, job stress, job satisfaction, job involvement, and self-efficacy. Conclusion: This study suggests that strategies for preventing and intervening in burnout should be developed through both personal efforts and institutional measures. This approach will improve the work environment for dental hygienists and, consequently, enhance the quality of dental healthcare services.

This paper examines how chief executive officers' (CEOs') prosocial tendency influences corporate policies and firm value. We use individuals' involvement with charitable organizations as a proxy for prosocial tendency. We find that, compared to firms with non-prosocial CEOs, firms with prosocial CEOs have lower executive subordinate turnover, implement more employee-friendly policies, experience higher customer satisfaction, and engage in more socially responsible activities. We also find that firms with prosocial CEOs have higher value and lower risk, partly due to the corporate policies adopted by prosocial CEOs. These results are corroborated when we compare changes in corporate policies and firm value around different types of CEO turnovers: a prosocial CEO replacing a non-prosocial CEO versus other types. Our results thus suggest that prosocial CEOs are more likely to make corporate decisions that benefit others and increase firm value. [ABSTRACT FROM AUTHOR]

This study aims to verify the main factors influencing turnover intention in the Iran hospitality industry. The objective of this study is to construct a fuzzy AHP and fuzzy TOPSIS model to evaluate the dimensions of the hotel employee turnover intention model. The performance evaluation for employee turnover intention includes work itself, supervision, coworkers relationship, salary and benefit, career opportunities, job stress, perceived risk, and job insecurity. These dimensions generate a final evaluation for ranking priority among the employee turnover intention of the proposed model. The importance of dimensions is evaluated by 20 experts, and decision-making is processed through the fuzzy concept and fuzzy environment. From the critical fuzzy AHP and fuzzy TOPSIS analysis results, the study shows that the most important dimensions of employee turnover intention in the hotel industry model are salary and benefits. Moreover, the results indicate that the least important dimensions are the Co-workers Relationship, Supervision, and Career Opportunities. The second group dimensions that impact employee turnover in the context of the COVID-19 epidemic are work itself, job stress perceived risk, and job insecurity. In addition, this study's results show that three-star hotels have the highest value of turnover intention; the second is the Four and Five-star hotels, and the third is the below three-star hotels. The results of the study will help businesses in the field of hospitality have a more comprehensive view of human resource management activities. Especially, this study provides implications for hotel managers in understanding employee behavior and their turnover intention during the context of the COVID-19 epidemic based on the eight proposed dimensions. [ABSTRACT FROM AUTHOR]

Employees are said to be the backbone of any organization. The aquatic industry is one of the largest employers in the sport and recreation sector and is rapidly growing, with career opportunities available to a diverse workforce for individuals of all ages and backgrounds (Sherry et al., 2021). The aquatics industry is experiencing increased voluntary and dysfunctional swim instructor turnover. Employee turnover is the rate at which individuals leave an organization, and high employee turnover can be disruptive and costly for management, employees, and customers. High swim instructor turnover undermines the effectiveness of swim instruction and exacerbates the risk of swimming-related injuries and drowning. Therefore, a critical first step is to better understand the reasons for turnover to address concerns with recruitment and swim instructor retention. High employee turnover should not be excused as an inherent characteristic of the aquatics industry, but rather the result of individual and systemic factors. As swim instructor turnover is an under-researched issue, we adopted an exploratory approach to this research. We utilized a qualitative research approach, collecting data through a series of semi-structured interviews, to explore the reasons for swim instructor turnover with nineteen (58% male, 42% female) former swim instructors. Most respondents reported a combination of reasons that ultimately led to separation from their position. A deductive analysis of the interview data revealed the reasons for turnover among former swim instructors: swim instructing as a temporary role, limited career progression, failing to understand and underestimating the swim instructor working environment, and a negative view of management. This research extends human resource management literature across the aquatics industry by identifying reasons for turnover from the perspective of former swim instructors. When swim instructors depart, it can disrupt existing relationships and workflows, and makes it so that fewer individuals get the benefits associated with learning to swim. These results suggest managers would benefit from implementing appropriate retention strategies to retain swim instructors, realistic job preview, swim instructor training and personal development, and exit interviews. [ABSTRACT FROM AUTHOR]

This study aims to examine the effect of job division, employee promotion, projects, salary, and length of work on employee turnover rates in an organization. The use of logistic regression analysis is used to identify factors that contribute to employees' decision to leave their jobs. Data for this study was collected through surveys involving employees in various divisions within the selected organization. The dependent variable is the employee's turnover status (resigning or not resigning), while the independent variable includes job division, employee promotion, project, salary, and length of work. The results of logistic regression analysis show that Employee Salary has a significant influence on employee turnover rate. A competitive salary can be a determining factor in influencing an employee's decision to stay in the job. The results of this study have a sensitivity level of 45%, meaning the goodness of the model in predicting employees who do not leave the company. The results showed that the level of specificity is 82% predicting employees who leave the company so this model is very good in this case. The results of this study provide important insights for organizational management in managing employee turnover rates. By understanding the influence of these factors, organizations can take appropriate steps to increase employee satisfaction, retain valuable talent, and reduce costs and disruptions caused by employee turnover. [ABSTRACT FROM AUTHOR]

This chapter examines the impact of organisational culture and climate on employee turnover. Organisational culture and climate capture the meaning that employees derive from cues in their workplaces. The interaction between individuals and their work environment has significant implications for employees' attitudes and behaviours, which have a direct impact on employee turnover. The chapter investigates three perspectives on organisational culture, that some cultures may be more appealing to employees, resulting in lower turnover that the fit between employee values and the values of the organisation is a primary predictor of turnover; and that some organisations may have a turnover culture. For organisational climate, it also investigates the overall effects of the molar climate on turnover, as well as the relationships discovered between a variety of specific, focused climates and turnover. The chapter concludes with several future research directions in organisational culture, climate, and turnover. [ABSTRACT FROM AUTHOR]

Organizations strive to retain their top talent and maintain workforce stability by predicting employee turnover and implementing preventive measures. Employee turnover prediction is a critical task, and accurate prediction models can help organizations take proactive measures to retain employees and reduce turnover rates. Therefore, in this study, we propose a hybrid genetic algorithm-autoencoder-k-nearest neighbor (GA-DeepAutoencoder-KNN) model to predict employee turnover. The proposed model combines a genetic algorithm, an autoencoder, and the KNN model to enhance prediction accuracy. The proposed model was evaluated and compared experimentally with the conventional DeepAutoencoder-KNN and k-nearest neighbor models. The results demonstrate that the GA-DeepAutoencoder-KNN model achieved a significantly higher accuracy score (90.95%) compared to the conventional models (86.48% and 88.37% accuracy, respectively). Our findings are expected to assist human resource teams identify at-risk employees and implement targeted retention strategies to improve the retention rate of valuable employees. The proposed model can be applied to various industries and organizations, making it a valuable tool for human resource professionals to improve workforce stability and productivity. [ABSTRACT FROM AUTHOR]

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Abstract Aim While research has demonstrated that nurses' health and working conditions are important predictors of turnover in COVID‐19, the relationship between these factors is not well understood. Our study investigated the mechanism through which working conditions and nurses' physical and mental health could impact intent to leave the nursing profession. Design Secondary data from a cross‐sectional survey of 3478 nurses in British Columbia administered in May 2021 were analysed using structural equation modelling. Methods Two models were assessed utilizing workplace conditions as the predictor, nurses' health as the mediator, and reported turnover intent (Model 1), and anticipated time to turnover (Model 2) as the outcomes. Results Nurses' health partially mediated the relationship between working conditions and turnover intent, where poorer workplace conditions were directly and indirectly associated with greater likelihood of leaving the profession. Nurses' health fully mediated the relationship between working conditions and nurses' anticipated time to turnover, after controlling for age. The findings from this study underscore the importance of enhancing working conditions and improving nurses' mental health and safety on the job. Patient or Public Contribution The British Columbia Nurses' Union provided the data for this study; survey data from 3478 nurses were utilized in our study.

ObjectiveTo describe the association between nursing home staff turnover and the presence and scope of infection control citations.Data sourcesSecondary data for all US nursing homes between March 31, 2017, through December 31, 2019 were obtained from Payroll-Based Journal (PBJ), Nursing Home Compare, and Long-Term Care: Facts on Care in the US (LTC Focus).Study designWe estimated the association between nurse turnover and the probability of an infection control citation and the scope of the citation while controlling for nursing home fixed effects. Our turnover measure is the percent of the facility's nursing staff hours that were provided by new staff (less than 60 days of experience in the last 180 days) during the 2 weeks prior to the health inspection. We calculated turnover for all staff together and separately for registered nurses, licensed practical nurses (LPNs), and certified nursing assistants.Data collection/extraction methodsWe linked nursing homes standard inspection surveys to 650 million shifts from the PBJ data. We excluded any nursing home with incomplete or missing staffing data. Our final analytic sample included 12,550 nursing homes with 30,536 surveys.Principal findingsStaff turnover was associated with an increased likelihood of an infection control citation (average marginal effect [AME] = 0.12 percentage points [pp]; 95% confidence interval [CI]: 0.05, 0.18). LPN (AME = 0.06 pp; 95% CI: 0.01, 0.11) turnover was conditionally associated with an infection control citation. Conditional on having at least an isolated citation for infection control, staff turnover was positively associated with receiving a citation coded as a "pattern" (AME = 0.21 pp; 95% CI: 0.10, 0.32). Conditional of having at least a pattern citation, staff turnover was positively associated with receiving a widespread citation (AME = 0.21 pp; 95% CI: 0.10, 0.32).ConclusionsTurnover was positively associated with the probability of an infection control citation. Staff turnover should be considered an important factor related to the spread of infections within nursing homes.

Employee turnover imposes a substantial financial burden, necessitating proactive retention strategies. The aim is to leverage HR analytics, specifically employing a systematic machine learning approach, to predict the likelihood of active employees leaving the company. Using a systematic approach for supervised classification, the study leverages data on former employees to predict the probability of current employees leaving. Factors such as recruitment costs, sign-on bonuses, and onboarding productivity loss are analysed to explain when and why employees are prone to leave. The project aims to empower companies to take pre-emptive measures for retention. Contributing to HR Analytics, it provides a methodological framework applicable to various machine learning problems, optimizing human resource management, and enhancing overall workforce stability. This research contributes not only to predicting turnover but also proposes policies and strategies derived from the model's results. By understanding the root causes and timing of employee departures, companies can proactively implement measures to mitigate turnover, thereby minimizing the associated financial and operational burdens. [ABSTRACT FROM AUTHOR]

Aim: While research has demonstrated that nurses' health and working conditions are important predictors of turnover in COVID‐19, the relationship between these factors is not well understood. Our study investigated the mechanism through which working conditions and nurses' physical and mental health could impact intent to leave the nursing profession. Design: Secondary data from a cross‐sectional survey of 3478 nurses in British Columbia administered in May 2021 were analysed using structural equation modelling. Methods: Two models were assessed utilizing workplace conditions as the predictor, nurses' health as the mediator, and reported turnover intent (Model 1), and anticipated time to turnover (Model 2) as the outcomes. Results: Nurses' health partially mediated the relationship between working conditions and turnover intent, where poorer workplace conditions were directly and indirectly associated with greater likelihood of leaving the profession. Nurses' health fully mediated the relationship between working conditions and nurses' anticipated time to turnover, after controlling for age. The findings from this study underscore the importance of enhancing working conditions and improving nurses' mental health and safety on the job. Patient or Public Contribution: The British Columbia Nurses' Union provided the data for this study; survey data from 3478 nurses were utilized in our study. [ABSTRACT FROM AUTHOR]

The great resignation is an unprecedented labour force phenomenon that has garnered significant attention in contemporary employment dynamics. This multifaceted phenomenon, characterised by an exodus of employees from their current positions, has initiated a profound transformation in the work landscape. The paramount concern of this research endeavour is to elucidate the intricate relationship between the Great Resignation and its consequential impact on work-life balance. A compelling exploration of the shifting priorities of the modern workforce is paramount to understanding the underlying dynamics of this phenomenon, especially in light of the profound influence of the COVID-19 pandemic. Central to this examination is an in-depth analysis of the concept of work-life balance itself. By scrutinising the varying definitions and perceptions of work-life balance, we aim to unveil the underpinnings of this critical construct. Also, the study delves into the emergence of hybrid work models as potential solutions to the challenges posed by the Great Resignation. Employers, recognising the significance of work-life balance as a pivotal driver of employee retention, have begun to implement strategies and adaptations to address the evolving needs of their workforce. This study scrutinises the measures taken by organisations to facilitate work-life balance and explores their efficacy. Complementing this, we scrutinise the expectations and demands of employees in the post-Great Resignation landscape, shedding light on the pivotal role of benefits and perks in influencing workplace choices. Lastly, the research offers a forward-looking perspective on the future of work-life balance, envisioning the contours of post-pandemic work culture and predicting long-term implications stemming from this seismic labour market shift. [ABSTRACT FROM AUTHOR]

The current study aims to examine (1) the impact of green training on green experience, employee satisfaction, turnover intention, and customer satisfaction and (2) its implication on Green HRM effectiveness in the hospitality sector. A quantitative method was utilized to test a path model (PLS‐SEM). Two sets of questionnaires (for employee and customer sides) were developed for the hospitality sector to measure the causations between green training, employee turnover, and customer satisfaction. The findings suggest (1) green training creates green experience, (2) green experience influences both employee and customer satisfaction, (3) However, employee satisfaction did not affect turnover intention and customer satisfaction subsequently. The current study implies that investing in green training should be considered a tool of strategic hospitality management since the finding suggests that green training improves the overall performance of the hospitality sector with some limitations. Moreover, this paper reduced the literature gaps by constructing and empirically testing an integrated path model of green training on employee and customer experience, illustrating the impact of green training through the shared green experience forming the two stakeholders' experience and their interactions. [ABSTRACT FROM AUTHOR]

Education-job match is known to affect employee job satisfaction, as well as their intention to leave the role. Job satisfaction is a critical part of an employee's motivation to remain loyal to and employed within a company. However, ICT sector faces significant skill gaps, driven by college education lagging behind ICT employers' expectations of job skills and experience needed in practice. This article hypothesizes that perceived effectiveness of ICT education in learning job skills ("education-job transferability") in ICT industries can enhance employee job satisfaction and reduce employee turnover. Using a unique dataset extracted from the Labor Force Survey of ICT Workers in South Korea, this article empirically examines the status quo of education-job transferability in ICT industries and its impact on job satisfaction. This article reveals that ICT education is perceived as less effective for learning job skills than other disciplines' education. Moreover, a significant stake of ICT graduates plan to do vocational training, suggesting that higher education is not enough to secure ICT-specialized jobs. Consistent with our hypotheses, we found that an education-job transferability enhances employees' job satisfaction and reduces their intention to leave their current jobs. This article suggests that education-job transferability in Information, Communication and Technology (ICT) industries has a long-lasting effect on both employees and employers, by enhancing employee job satisfaction and potentially mitigating employee turnover. [ABSTRACT FROM AUTHOR]

Personnel risk is one of the significant factors in improving financial performance. Comparing the subjective perception of sources of personnel risk between companies by the company's country of operation can be useful information for companies and national policymakers. The article aims to identify and quantify disparities and common characteristics in evaluating personnel risk sources between small and medium-sized enterprises (SMEs) in the Czech Republic and other V4 countries. The perceptions of owners or top managers of SMEs were obtained through an e-mail request to complete a questionnaire. The research sample consisted of 1585 respondents. The Goodness of Fit was used to determine differences in the evaluation of personnel risk among owners or top managers according to the company's locality in the V4 countries. Empirical findings show that Czech SMEs reported the lowest error rate of employees in comparison with other V4 countries. Czech SMEs perceive the staff turnover as low intensity and similar to other V4 countries. The majority of Hungarian SMEs said that their employees are trying to improve their business performance, and healthy competition prevails in their firms. This ratio is more significant compared to Czech, Slovak or Polish SMEs' attitudes. [ABSTRACT FROM AUTHOR]

Orientation: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent. Research purpose: This study aimed to explore the reasons behind turnover intentions at the government education council. Motivation for the study: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils. Research approach/design and method: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes. Main findings: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work–life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects. Practical/managerial implications: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees. Contribution/value add: This study’s findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies.

The research on the minimum wage contributes insights into claims raised in legal arguments that employers and workers have equal power and that an employer’s management power must be unrestricted lest the firm or the economy suffer. Mandated minimum wages, the conventional argument goes, will force firms to pay a wage higher than the market rate, resulting in job losses and, potentially, bankruptcy. But evidence from minimum wage increases and expansions finds that the policy can improve labor market conditions without causing harmful side effects because of such “channels of adjustment” as reduced worker turnover, consumer price increases, and the reallocation of low-wage workers to higher-paying establishments. In general, employer mandates can increase the prevalence of good jobs. By altering the mix of firms and reallocating workers across them, the minimum wage creates or at least shifts the composition of jobs toward those that are more productive and pay higher wages.