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Articles 31 - 41 of 41
Full-Text Articles in Business
Employee Turnover Intentions In The Hospitality Industry, Bettye L. Holston-Okae
Employee Turnover Intentions In The Hospitality Industry, Bettye L. Holston-Okae
Walden Dissertations and Doctoral Studies
Employee turnover is detrimental to organizational performance and profitability, leading to loss of diverse financial and intellectual resources and assets. Grounded in the motivation-hygiene theory, the purpose of this correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. The population consisted of low- to mid-level hospitality employees residing in Western Georgia, Central Mississippi, and North Central Texas, over the age of 18, and employed in the hospitality industry. A convenience sample of 156 participants completed the Compensation Scale, Job Satisfaction Scale, Utrecht Work Employee Engagement Scale, …
Strategies Used By Banking Managers To Reduce Employee Turnover, Amena Shahid
Strategies Used By Banking Managers To Reduce Employee Turnover, Amena Shahid
Walden Dissertations and Doctoral Studies
Employee retention of an organization's most talented and skilled employees is vital to success. A lack of managerial strategies for motivating teams and a lack of understanding employees' needs adds to an increased rate of employee turnover in banking organizations. Some bank managers do not possess the abilities and strategies required to reduce employee turnover. Grounded by the motivation-hygiene theory; the purpose of this qualitative case study was to explore successful strategies some bank managers used to reduce employee turnover. The population consisted of 5 banking managers in 3 banking organizations located in Toronto GTA, Ontario Canada in which successful …
Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees, Jesse J. Boyd
Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees, Jesse J. Boyd
Walden Dissertations and Doctoral Studies
Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 healthcare managers from a healthcare organization in Central Texas who have demonstrated successful strategies for retaining high-performing healthcare employees by …
Reducing Fast Food Employee Turnover With Appealing Working Environments, James Lloyd Forrest
Reducing Fast Food Employee Turnover With Appealing Working Environments, James Lloyd Forrest
Walden Dissertations and Doctoral Studies
While all business leaders face problems with voluntary employee turnover, fast food business leaders often face turnover rates at twice the national average. Using Weiss and Cropanzano's affective events theory, this exploratory multiple case study detailed the investigation into strategies that fast food business leaders use to establish an appealing working environment that reduces employee turnover. A purposeful sampling process identified 9 fast food business leaders from 3 different fast food organizations within the Omaha, Nebraska metro area who had successfully established a positive working environment that reduced employee turnover. Data collection included semistructured interviews and review of company documents. …
Relationship Between Destructive Leadership Behaviors And Employee Turnover, Craig Michael Hyson
Relationship Between Destructive Leadership Behaviors And Employee Turnover, Craig Michael Hyson
Walden Dissertations and Doctoral Studies
The loss of 6 million U.S. manufacturing jobs since 2000 has severely affected communities that have lost a vital source of employment. Voluntary employee turnover has compounded the problem. The purpose of this correlational study was to examine the relationship between employee turnover and destructive leadership behaviors of managers in small and medium enterprise (SME) manufacturing businesses in Warren County, New Jersey. The constructive-destructive leadership model formed the theoretical framework for the study. A random sample of 96 SME manufacturing firm employees completed the destructive leadership scale (DLS), multifactor leadership questionnaire (MLQ), and the turnover intention scale (TIS-6) via an …
Strategies To Retain Employees In The Insurance Industry, Marilyn Martin
Strategies To Retain Employees In The Insurance Industry, Marilyn Martin
Walden Dissertations and Doctoral Studies
Employee turnover costs can be 100%-200% of the total compensation package of an employee who leaves the organization, depending upon their position and experience. Leaders in the highly competitive insurance industry should emphasize the importance to retain talented employees with managers in an effort to minimize costs and diminish productivity levels associated with employee turnover. The purpose of this qualitative multiple case study was to explore strategies to retain employees used by insurance managers in the Charlotte, NC metropolitan area. The conceptual framework included Herzberg's motivator-hygiene theory to explore motivator factors that encourage employee retention. Seminstructured interviews were conducted with …
Retention Of Direct Care Professionals Supporting Intellectually Disabled Individuals, Melanie Opalka-Bentler
Retention Of Direct Care Professionals Supporting Intellectually Disabled Individuals, Melanie Opalka-Bentler
Walden Dissertations and Doctoral Studies
In the health and human service industry, employee turnover affects business practices and causes disruption of the lives of vulnerable individuals with intellectual disabilities receiving support. Using a human capital conceptual framework perspective, the purpose of this multiple case study was to explore strategies used to increase employee retention. The criteria for participation included organizational leaders from 3 Pennsylvania human service agencies that supported individuals with intellectual disabilities, tracked employee turnover for at least 2 years, and developed strategies to increase employee retention. Organizational leaders volunteered to participate and the first 3 organizations meeting the criteria were selected. Data collection …
Mitigating The Effects Of Withdrawal Behavior On Organizations, James Fitzgerald Alexander
Mitigating The Effects Of Withdrawal Behavior On Organizations, James Fitzgerald Alexander
Walden Dissertations and Doctoral Studies
Withdrawal behaviors such as absenteeism, tardiness, turnover intention, and employee disengagement adversely affect organizations, costing billions of dollars annually. However, there is limited research on the best practices for minimizing the effects of employee withdrawal. The purpose of this qualitative case study was to explore best practices leaders need to mitigate the effects of withdrawal behaviors on organizations. The social learning theory (SLT) served as the conceptual framework for this study. Ten participants were interviewed, including 4 healthcare leaders and 6 health service workers from a correctional facility nursing department in the Southeastern United States. Scholars have indicated that correctional …
Strategies To Reduce Employee Turnover In Small Retail Businesses, Amelia Claudina Pryce
Strategies To Reduce Employee Turnover In Small Retail Businesses, Amelia Claudina Pryce
Walden Dissertations and Doctoral Studies
Employee turnover is high in small retail business, compelling business leaders to implement strategies that successfully reduce employee turnover. The conceptual framework guiding this study was the Herzberg 2-factor theory because the theory identifies factors that influence job satisfaction and employee turnover. The study population was retail owners and managers from small businesses in the retail industry in San Antonio, Texas who had demonstrated successful strategies to reduce employee turnover. A focus group was conducted with 4 retail managers, and semistructured interviews were conducted with 2 small retail owners, all of whom were recruited via purposeful criterion-based sampling. Yin's 5-step …
Employee Turnover In Frontline Hospital Staff, Jeanne Lynn Wilson
Employee Turnover In Frontline Hospital Staff, Jeanne Lynn Wilson
Walden Dissertations and Doctoral Studies
Employee turnover is costly in service-intensive organizations where employee-customer interactions directly affect the organization's success. The purpose of this multiple case study was to identify strategies community hospital leaders use to reduce frontline support employee turnover. The study population consisted of leaders of a community hospital in southeast Louisiana. The conceptual framework for this study is Kahn's model of employee engagement. Semistructured interviews were conducted with eight hospital leaders in southeast Louisiana who were selected through census sampling. Interview transcripts were analyzed and coded following Yin's case study analysis process. Methodological triangulation allowed for a comparison of the findings of …
Demographic Characteristics Predicting Employee Turnover Intentions, Tracy Machelle Hayes
Demographic Characteristics Predicting Employee Turnover Intentions, Tracy Machelle Hayes
Walden Dissertations and Doctoral Studies
In 2012, more than 25 million U.S. employees voluntarily terminated their employment with their respective organizations. Demographic characteristics of age, education, gender, income, and length of tenure are significant factors in employee turnover intentions. The purpose of this study was to determine if a relationship existed between age, education, gender, income, length of tenure, and employee turnover intention among full-time employees in Texas. The population consisted of Survey Monkey-® Audience members who were full-time employees, residents of Texas, over the age of 18, not self-employed, and not limited to a specific employment industry. For this study, a sample of 187 …