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Retention As A Challenge For Healthcare Managers: A Look Into The Field Of Applied Behavior Analysis, Gertrude Asante

Doctoral Dissertations and Projects

Turnover and retention are issues within the healthcare field that continuously need attention from organization executives and healthcare managers. With the landscape of the workforce ever-evolving, employee satisfaction and how it is related to retention and turnover continue to be pivotal in assessing long-term success for an organization. This rings true especially for the field of applied behavior analysis and their skilled clinicians, as the field over the years has battled with attrition of their Board-Certified Behavior Analysts (BCBA) and Registered Behavior Technicians (RBT).

Championing Retention In The Hospitality Industry – Leveraging The Strengths Of A Multigenerational Workforce, Laur-Ann Daley

Journal of Global Hospitality and Tourism

The hospitality and tourism industry has a long history of high turnover rates and businesses are constantly scrambling to fill vacancies. With four generations occupying the industry’s workforce, leaders are further challenged with fostering harmony in an attempt to increase their retention rates. Despite the challenges in leading a generationally diverse team, given their unique values, businesses can realize strategic advantages. This opinion paper highlights the strengths of multigenerational teams and how they can be leveraged for competitive benefits.

Remote Work: How Leaders Impact Employee Wellbeing, Russ Carfagno, Jonas Strömbäck, Cheryl Joyner, Gilbert Franco

The Journal of Values-Based Leadership

Leaders face many challenges in motivating team members including maintaining remote workers' sense of organizational inclusion. Remote work and flexible working arrangements (FWA) have increased the complexity. Flexible working arrangements (FWA) provide value to employees and may help with work-life balance yet FWA can create employee loneliness and contribute to higher turnover. This quantitative study looked at whether leadership behavior affected remote workers’ loneliness, and the intention to quit. An online survey was conducted through LinkedIn sampling 92 adults who worked remotely at least 20 hours per week in the United States. The study found that the leader-member relationship does …

An Inconvenient Truth About ‘Bundling’ Commitment, Engagement, & Embeddedness: Unbundling To Extend Theory On Turnover Motivations And Beyond, Carl Maertz, Clark D. Johnson, Brittney C. Bauer

School of Business: Faculty Publications and Other Works

This paper critiques a research practice that we call “bundling,” which has produced highly popular constructs in the organizational behavior literature, including organizational commitment, employee engagement, and organizational embeddedness. We show how these bundled constructs, using broad labels from common parlance, have produced overlapping meanings, confounded theoretical mechanisms, and imposed limiting “ideal employee” conceptions in the literature, organizations, and ultimately, societal discourse about employees. We argue that “unbundling” these constructs can provide multiple benefits to theory, empirical inquiry, and practical assessment of complex employee motives. As a demonstration, we unbundle the three focal constructs to integrate and clarify their component …

Millennial Turnover: An Implication For Human Resource Management, Folake Titilola Olumide

Doctoral Dissertations and Projects

The qualitative single case study examined the turnover behavior of millennial employees in the financial sector of Midwest America and the implications for human resource management. The research employed the use of semi-structured interview questions that were utilized to gather pertinent information from 21 participants who met the research criteria. The research also used archival data and current peer-reviewed journals to buttress the information gleaned from the interviews. The findings from the study demonstrated that millennial employees in similar sectors may differ in their desires to remain or leave an organization. The study also agreed with previous research that rated …

Effectiveness Of Virtual Onboarding, Shanker Menon

USF Tampa Graduate Theses and Dissertations

During the COVID pandemic that began in 2020, interest in onboarding efficacy increased with going virtual. This survey research study focused on the effectiveness of virtual onboarding by comparing it with face-to-face (traditional) and hybrid onboarding. It spanned 12 different business sectors and involved 730 respondents, including executives, managers, technical personnel, and non-managerial staff. This exploratory study investigated the influence of the onboarding process on important organizational variables, including turnover intention and perception of self-performance. In addition, the study investigated the perception of success of the onboarding process. Results indicated that hybrid onboarding was the most effective followed by virtual …

A Framework For Retaining A Multigenerational Workforce, Steev Usungu

Doctor of Strategic Leadership (DSL) Capstone Abstracts

Voluntary employee turnover has become a prevalent concern in the modern global labor market. The exodus of competent talent makes it harder for organizations to meet their business objectives. Excessive turnover affects organizations' day-to-day operations, including their ability to compete in a global market (Allen al., 2010). The voluntary departure of highly skilled individuals can have significant organizational implications (Brown et al., 2015). The departure of highly skilled personnel can result in direct and indirect adverse expenses. Employee separation, recruiting, and onboarding are direct expenditures associated with worker turnover (Jannet et al., 2020). Indirect turnover costs include decreased group productivity, …

A Quantitative Examination Of The Relationships Between Work-Life Balance, Burnout, And Turnover Intentions Among Texas Public Accounting Professionals, Vicky Ruth Johnson

Doctoral Dissertations and Projects

This quantitative correlational research study aimed to address the lack of work-life balance among public accounting professionals, potentially resulting in burnout and increased turnover intentions. A lack of work-life balance, burnout, and turnover has long been associated with the public accounting profession. This study looked to add to the body of knowledge by looking specifically at Certified Public Accountants (CPAs) registered with the Texas State Board of Public Accountancy (TSBPA) who currently work for public accounting firms. The study utilized information gathered from three valid and reliable survey instruments: the Maslach Burnout Inventory (MBI), Work-Life Balance Questionnaire, and Turnover Intention …

The Impact Of Leadership Turnover On Child Welfare Workforce Initiatives, Courtney Harrison, Megan Paul

QIC-Takes

Turnover among public child welfare leaders is prevalent. Across the eight QIC-WD intervention sites, leadership turnover was one of the most common implementation challenges observed by the QIC-WD team. Leadership changes can disrupt the implementation of a workforce initiative by shifting agency-level priorities, the organizational climate, or key staff.

Child welfare leaders may be appointed or hired in many different ways in different jurisdictions. In some states, the Governor appoints a cabinet-level child welfare director who oversees a stand-alone agency. This means that child welfare leadership changes follow the political election cycle with new governors appointing new agency leaders every …

The Impact Of The Corporate Workspace On Employee Happiness And Turnover Rate, Sarah Ayla Johnston

Management Undergraduate Honors Theses

The physical workspace is one that we can see, touch and smell (Morgan, 2018). From the floor layout to the furniture that fills the space, it all makes up the physical workspace where employees come to work. Physical workspaces can also include a cafeteria, gym, arcade area, etc. Prior studies have shown that small, yet meaningful modifications can be made to achieve an optimal workspace (Heitzman, 2018). The purpose of this study is to collect data from employees who conduct work in different office layouts to see how their physical workspace affects their overall happiness and their intent of staying …

Magnet Hospitals: An Update On The Impact On Nursing Burnout, Jonathan Settle, Michael Davis, Alberto Coustasse

Management Faculty Research

Nurse burnout has been associated with worsened outcomes for nurses, such as increased turnover or quitting and lower job satisfaction. The purpose of this research was to examine Magnet-designation status in U.S. hospitals, specifically shared governance and structural empowerment, and its effects on nurse burnout, nurse turnover, and job satisfaction of nurses. This study utilized a literature review complemented by two semi-structured interviews. The results showed that Magnet hospitals kept lower levels of burnout, better job satisfaction, and less turnover than non-Magnet hospitals, but this was only the case for some studies of Magnet hospitals. Some outcomes could be attributed …

Exploring Employee Turnover In The Healthcare Industry, Gloria Scott

Walden Dissertations and Doctoral Studies

Employee turnover is a challenging issue many organizations face resulting in lost productivity, profitability, and sustainability. Nursing leaders are concerned with employee turnover because patient quality of care and safety could suffer adversely. Grounded in the context emergent turnover theory, the purpose of this qualitative multiple case study was to explore strategies nursing leaders used to reduce employee turnover. The participants were six nursing leaders of healthcare organizations in New York State. Data were collected using semistructured virtual interviews conducted by telephone and Zoom, reviewing an organization document, and company public websites. Data were analyzed using methodological triangulation to identify …

Strategies Call Center Managers Use To Reduce Employee Turnover, Sheena R. Wheeler

Walden Dissertations and Doctoral Studies

Excessive employee turnover can disrupt an organization's efficient operational performance. Call center managers remain concerned with excessive employee turnover due to the expense of lost productivity, recruiting, and training new employees. Grounded in Herzberg’s two-factor theory of motivation, the intent of this qualitative single case study was to explore strategies call center managers use to reduce employee turnover. The participants consisted of five managers in one financial service call center in Nebraska who used successful strategies to reduce employee turnover. Data was collected using semistructured interviews and a review of the employee handbook. Four themes emerged through Yin’s 5-step process: …

Lived Experiences Of Millennial Employees Engaged In Mentorship In Their Workplaces For Turnover Reduction, Shaundra Webb, Ph.D.

Walden Dissertations and Doctoral Studies

While the Millennial generation is steadily taking over jobs that were previously assigned to Baby Boomers, it is unclear how the current job market and modern work environment are adjusting to accommodate this new and unique generation. The purpose of this study was to explore the lived experiences of Millennial employees engaged in mentorship in their workplaces for turnover reduction. The research question was: What are the lived experiences of Millennial employees engaged in mentorship in their workplace’s turnover reduction. Employing a qualitative descriptive phenomenological approach and purposive sampling technique, the researcher recruited 16 participants to complete semi structured interviews …

Retention Strategies For Managers Of Generation Y Employees, Michael Askari

Walden Dissertations and Doctoral Studies

Employee turnover may lead to increased business costs, degradation of employee mental health, and more taxes on social programs. Managers of Generation Y employees are concerned with turnover because Generation Y employees tend to leave within 12 months of being hired. Grounded in the job embeddedness theory, the purpose of this qualitative multiple-case study was to explore management retention strategies to reduce Generation Y turnover. The participants were six managers of Generation Y employees from six retail businesses who successfully retained employees for more than 12 months. Data were collected using semistructured interviews, journal notes, and a review of public …

Retention Strategies For Managers Of Generation Y Employees, Michael Askari

Walden Dissertations and Doctoral Studies

Employee turnover may lead to increased business costs, degradation of employee mental health, and more taxes on social programs. Managers of Generation Y employees are concerned with turnover because Generation Y employees tend to leave within 12 months of being hired. Grounded in the job embeddedness theory, the purpose of this qualitative multiple-case study was to explore management retention strategies to reduce Generation Y turnover. The participants were six managers of Generation Y employees from six retail businesses who successfully retained employees for more than 12 months. Data were collected using semistructured interviews, journal notes, and a review of public …

Strategies Used To Mitigate Voluntary Employee Turnover In Holistic Wellness Centers, Traci N/A Eisenberg-Rayburn

Walden Dissertations and Doctoral Studies

High voluntary employee turnover rates can be expensive for businesses since more than half of the U.S. workforce changed jobs or left their employers in 2020. Owners of holistic wellness centers who experience high voluntary turnover can experience issues involving maintaining workloads, keeping patients satisfied, and maintaining a competitive edge. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple-case study was to explore strategies for holistic wellness center owners in the northeastern region of the U.S. to decrease voluntary employee turnover. Data were collected from semistructured interviews with three holistic wellness center owners and analyzed using thematic analysis. …

Effective Onboarding Strategies To Increase Talent Retention, Mark L. Carpenter

Walden Dissertations and Doctoral Studies

Human resource (HR) leaders are concerned about the adverse effects of employee turnover on employees and organizational success. Without a successful introduction to the corporate culture, employees may be more likely to exit their positions, resulting in higher recruitment costs and lower productivity for companies. Grounded in social exchange theory, the purpose of this generic qualitative study was to explore onboarding strategies organizational HR leaders use to reduce employee turnover. The participants were six HR leaders at light manufacturing companies in the United States Midwest region who successfully reduced employee turnover. Data from semistructured interviews and publicly available documents were …

Strategies Call Center Managers Use To Reduce Employee Turnover, Sheena R. Wheeler

Walden Dissertations and Doctoral Studies

Excessive employee turnover can disrupt an organization's efficient operational performance. Call center managers remain concerned with excessive employee turnover due to the expense of lost productivity, recruiting, and training new employees. Grounded in Herzberg’s two-factor theory of motivation, the intent of this qualitative single case study was to explore strategies call center managers use to reduce employee turnover. The participants consisted of five managers in one financial service call center in Nebraska who used successful strategies to reduce employee turnover. Data was collected using semistructured interviews and a review of the employee handbook. Four themes emerged through Yin’s 5-step process: …

Effective Onboarding Strategies To Increase Talent Retention, Mark L. Carpenter

Walden Dissertations and Doctoral Studies

Human resource (HR) leaders are concerned about the adverse effects of employee turnover on employees and organizational success. Without a successful introduction to the corporate culture, employees may be more likely to exit their positions, resulting in higher recruitment costs and lower productivity for companies. Grounded in social exchange theory, the purpose of this generic qualitative study was to explore onboarding strategies organizational HR leaders use to reduce employee turnover. The participants were six HR leaders at light manufacturing companies in the United States Midwest region who successfully reduced employee turnover. Data from semistructured interviews and publicly available documents were …

Cybersecurity Breaches And Auditor Turnover, Kilian O'Connell

Honors Theses and Capstones

No abstract provided.

Human Experience Is Not A Line Item, Jason A. Wolf

Patient Experience Journal

Our humanity is fundamentally defined in context with others, in our relationships that reinforce or bend who we are, in the interactions through which we wither or grow. It is these interactions that rest squarely at the heart of the healthcare experience. For over a decade, we have defined experience in The Beryl Institute community as the sum of all interactions, shaped by an organization’s culture that influence patient perceptions across the continuum of care. The power of the simple, yet significant nature of these words reinforces the idea that experience happens primarily at the touch point between people. …

Call Center Retention: A Correlational Study Of Work Attitudes And Satisfaction Of Training And Development For Customer Service Agents, Jacquelyn Holmes Birocci

Electronic Theses and Dissertations

The focus of this study was the theoretical model of work attitudes that customer service representatives have about their jobs, the level of satisfaction they have with training and development, and the relationship of work attitudes and satisfaction with employee retention within U.S.-based software as a service inbound call centers. The purpose of this quantitative correlational research was to investigate if and to what extent work attitudes and satisfaction of training and development had a relationship with employee retention within U.S.-based inbound call centers. A quantitative methodology was used to explore if work attitudes and satisfaction of training and development …

The Child Welfare Workforce Crisis – What We’Re Hearing From The Field, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Quality Improvement Center for Workforce Development (QIC-WD) and the National Child Welfare Workforce Institute (NCWWI) in collaboration with the Capacity Building Centers for States, Tribes, and Courts, recently worked with representatives of the Children’s Bureau to listen to concerns of state child welfare and human resources (HR) leaders about the child welfare workforce. This blog post highlights what leaders (representing 29 states) described as their biggest concerns and what strategies agencies have put in place to reduce turnover and improve the applicant pool. We have also included links to information about evidence-informed efforts that could help jurisdictions address some …

Addressing Mental Health Of Hospitality Employees: An Exploratory Study, Chase Izell

Management Undergraduate Honors Theses

Exacerbated by a global pandemic, mental health challenges within hospitality professionals are an area of growing prevalence and concern for the industry. Historically unaddressed, these issues are continuing to impact the morale of essential talent which is promoting a culture of turnover that defines the industry today. Aside from the direct costs incurred by voluntary employee termination, the indirect costs to workplace culture and guest satisfaction have furthered the overall financial impact of a largely untreated problem. The objective of this research is to provide evidence of declining mental health in the hospitality industry while illuminating the key contributors to …

The Relationship Between Perceived Organizational Support, Perceived Career Mobility, Job Satisfaction, And Organizational Commitment On Job Performance, And Turnover Intentions, Everod A. Davis

FIU Electronic Theses and Dissertations

This research was intended to develop and test a model that examines the influence of perceived organizational support, perceived career mobility, job satisfaction, and affective organizational commitment on contextual job performance and turnover intentions. To do so, the study integrates three major theories to help explain the hypothesized relationships. For example, drawing on the concept of organizational equilibrium (March & Simon, 1958), which provides the foundational literature on turnover intentions, we use social exchange theory (Blau, 1964; Homans, 1961; Thibaut & Kelley, 1959) to explain the influence of perceived organizational support. Theories of human capital and economic opportunity are used …

Expected Return, Volume, And Mispricing, Yufeng Han, Dashan Huang, Dayong Huang, Guofu Zhou

Research Collection Lee Kong Chian School Of Business

We find that expected return is related to trading volume positively among underpriced stocks but negatively among overpriced stocks. As such, trading volume amplifies mispricing. Our results are robust to alternative mispricing and trading volume measures, alternative portfolio formation methods, and controlling for variables that are known to have amplification effects on mispricing. By attributing trading volume to investor disagreement, we show that our results are consistent with the recent theoretical model of Atmaz and Basak (2018) in that investor disagreement predicts stock returns conditional on expectation bias.

Technology, Case Practice, And Turnover: Early Findings From Virginia, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Listening sessions conducted by Virginia Department of Social Services (VDSS) staff with child welfare staff across the state and exit survey results from the 120 local departments of social services (LDSS) found that the biggest complaint among caseworkers, particularly those leaving their jobs, was the lack of technological supports and flexibility to help them complete administrative tasks more quickly. VDSS, in partnership with the Quality Improvement Center for Workforce Development (QICWD), designed a multi-phase case-supportive technology intervention to help child welfare caseworkers complete their case notes and other administrative tasks required as part of their job. The goals of the …

The Effect Of Magnet Hospitals On Nursing Burnout, Jonathan Settle, Michael Davis

Theses, Dissertations and Capstones

Introduction: Burnout has been a problem in health care for many years and it has particularly affected nurses. Nurse burnout was associated with worsened outcomes for nurses such as increased turnover or quitting and lower job satisfaction. There was a question as to how work environment and governance style influenced burnout.

Purpose of the study: The purpose of this research was to examine Magnet-designation status in U.S. hospitals, specifically shared governance and structural empowerment, and its effects on the rates of nurse burnout, nurse turnover, and job satisfaction of nurses.

Methodology: This study utilized a literature review. Four databases as …

Retention Strategies For Call Center Representatives In The U.S. Airline Industry, Lisa Lott

Walden Dissertations and Doctoral Studies

Voluntary turnover of call center employees threatens productivity, service levels, the customer experience, and the financial stability of businesses. Airline business call center leaders should be concerned about the time, stress, and cost of hiring and training new employees and the negative impact on business outcomes. Grounded in Mitchell’s job embeddedness theory, the purpose of this qualitative single-case study was to explore strategies airline business call center leaders use to reduce voluntary turnover among customer service representatives. The participants were five leaders in an airline business call center located in Houston, Texas. Data were collected using semi-structured interviews and a …