Abstract
Employee turnover is a well-known problem in various sectors of the economy and applies to all sectors. This can be a significant obstacle to the development of companies. Therefore, it requires study and finding a solution. Identifying the main factors that influence the desire of employees to quit is a task that will help many managers overcome this problem. The findings of this study were the discovery of the fact that the level of turnover is most influenced by salary, motivation, and the ability to plan a schedule.
Introduction
One of the criteria for evaluating the work of the HR department in any company is the employee turnover rate. It, along with other vital data, testifies to the quality of work of all sections of this company’s link: selection, adaptation, training, and evaluation. The root of the problem of staff turnover lies at the heart of the business, its technologies, and processes. Therefore, to reduce this indicator, it is necessary to involve the entire management team of the company, not just the HR department, to avoid making mistakes at any stage. Staff turnover is the ratio of the number of dismissed employees of the enterprise who left for a given period for reasons of turnover, whether of their own free will, for absenteeism, for violation of safety regulations, unauthorized leaving, or for other reasons, to the average number for the same period (Chiat & Panatik, 2019). There are many reasons for employee turnover, but some of the main ones can be reduced or eliminated. This problem may not arise without a competent approach of management and staff.
In addition, even in cases where staff turnover rates are already relatively high, there are opportunities to get out of a critical situation and prevent bankruptcy. In order to combat this problem, however, it is necessary to study all the possible root causes of high employee turnover. One of these mistakes can be an incorrectly set task for finding employees. Consequently, this leads to the HR department recruiting employees who cannot perform what is expected of them. In addition, an essential factor that significantly affects the desire of employees to quit is a bad attitude and lack of corporate ethics company. This leads to a deterioration in communication, misunderstandings, and poor results. The high level of staff turnover should be investigated to identify the factors that influence it.
Research Design and Methods
The study is based on identifying the causes of increased employee turnover and ways to reduce it. The sample is identified and operationalized by comparing information from the studied literary sources. The sampling plan contains several service and medical institutions. The staff of these institutions is the subject of study to identify factors that increase turnover. The justification for the cases used is that the studies carried out are competent and qualified in those areas of study. The collected information includes literary sources, scientific articles, and surveys conducted by the papers’ authors. The analysis procedure compares the factors of organizational change with the level of staff turnover. Limitations of the study may be due to a biased sample of the material and insufficient diversity. Bias is unacceptable in this work as it contains representatives of different social groups and races.
Vroom’s expectancy theory was used to study the issue. This theory explains how employees are motivated to stay in the company. According to this theory, motivation is formed on a two-stage model of expectation of consequences when the applied effort leads to the expected reward (Rehman et al. 2019). The theory will be applied in a study to compare the extent to which the expectation factor demotivated employees in companies with high turnover. This theory answers questions about why employees often leave their jobs. The use of these developments is appropriate in this proposed study since expectations largely determine how long an employee is willing to stay in the workplace.
Literature Review
The problem of employee turnover is a widely studied factor, and many researchers have written papers on how to reduce this phenomenon in a company to a minimum. The first study by Stamolampros, Korfiatis, Chalvatzis, and Buhalis (2019) describes the multiple processes that influence the emergence of employee turnover in the context of the information age. A sample of 297,933 employees from various companies in the tourism and hospitality industry was used. Eleven thousand nine hundred seventy-five companies in the US took part in the study, thus helping to understand the reasons that lead to mass layoffs of employees (Stamolampros et al. 2019). The sample is large enough, so we can say that the data is appropriate for most people working in this field. After studying various materials, the authors concluded that for all employees, career opportunities are crucial in their work. Achieving such results suggests that it is essential for many employees to have prospects for the future, even if they have to endure specific difficulties. Accordingly, the lack of these opportunities can push people to dismiss them. The uncertainty in these conclusions can be assessed as minimal since the study covered many companies throughout the United States.
Learning about the factors that can lead employees to consider quitting is essential because addressing the root causes is vital to successfully reducing turnover. The study by Belete (2018) is devoted to the study of various sources that are research material in the field of employee turnover. In addition, the article focuses on systematizing the different reasons why employees may want to leave. Analyzing this information, it seems possible to compare all possible factors that directly or indirectly influenced the desire of the staff to leave. This study can help to carry out further work in this area, as it accumulates a large amount of valuable data. The article’s author concludes that the key aspects that affect employee turnover in the company are management style, salary, personal variables, and organizational climate (Belete, 2018). This means that employees will be much more motivated if they receive an incentive.
The most critical aspect in the fight against high staff turnover rates is employees’ motivation. The third review paper prepared by Aguenza and Som (2018) examines the main factors that motivate employees to stay with the company. For the success of any organization, the critical aspect is the ability not only to attract people but also to keep them by offering favorable conditions. Retaining highly qualified employees is a significant challenge for an organization at the current level of globalization. The authors explore the impact of different levels of employee motivation on themselves and the organization’s success (Aguenza & Som, 2018). As a result of the study, it was revealed that there are employee motivation factors that are more effective than all the others. Among these, the authors highlight monetary rewards, the characteristics of the job itself, career opportunities, and work-life balance (Aguenza & Som, 2018). The uncertainty in this study is not significant because the results are similar to what other researchers write in their papers.
Fatigue and burnout from work can be essential factors that cause employees to leave. The work of Wen, Zhou, Hu & Zhang (2020) looks at how poor working conditions and burnout affect workers. The article also reveals aspects of work that can affect the increase in stress levels, which will cause employees to want to quit. Burnout, in addition to a general decrease in employees’ morale, significantly affects the deterioration of interpersonal relations among employees in the company, negatively affecting teamwork and communication. The study was conducted using 583 questionnaires filled out by hotel employees in South China (Wen et al., 2020). Thus, the results of the study concluded that burnout in one person globally worsens the productivity of the entire team and can lead to an increase in people’s desire to quit.
An important aspect that can affect employee turnover levels in companies is the right organizational culture. An article prepared by Idiegbeyan-Ose, Opeke, Nwokeoma, and Osinulu (2018) is dedicated to revealing aspects of how the suitable ethical component in a company can positively affect employee retention. This means that the influence of the team’s internal communication among themselves is a significant factor that can significantly reduce employee turnover. Creating the right corporate culture, in turn, is not an easy task that requires a competent leader and qualified executive managers. The authors found that corporate cultures were not able to reduce employee turnover in all cases (Idiegbeyan-Ose, Opeke, Nwokeoma & Osinulu, 2018). This means that such a phenomenon as corporate culture can negatively affect the staff and its cohesion in cases where established ethical norms and rules are unsuitable for all employees.
The healthcare sector also essential to consider in it the parameters of staff turnover and the factors that influence it. In this sector, authors Brabson, Harris, Lindhiem, and Herschell (2020) studied employees’ willingness to quit in the behavioral health field. This is important because, following many doctors, patients who are used to being treated by the same doctors often leave the organization. High turnover rates in the healthcare sector can negatively affect the health of citizens as it will be more difficult for them to get to the warch. This, in turn, worsens access to medicine, which should be mandatory as an element of a free democratic society. Thus, the departure of a pair of doctors from a company could have catastrophic financial consequences for the firm they worked for (Brabson et al., 2020). The results of the researchers’ work were findings that relate to recommendations for combating staff turnover in the psychological field. In addition, researchers have identified factors that lead to people not staying late at their jobs.
Upgrading a manager’s qualifications can be a significant step in ensuring a more sustainable position for employees in a company. A study by Malek, Kline, and DiPietro (2018) examines the impact of manager training on employee turnover rates. The authors analyzed the principles of operation of two resort establishments on the south coast of the United States. At the same time, the assessment was carried out mainly based on the management style, corporate ethics, the manager’s personality, and the relationship between employees. These developments allowed the authors to come to some conclusions that relate to the fact that the perception of employees of their leader affects their desire to be attracted (Malek et al. 2018). In addition, the study showed the pattern and correlation of how a manager’s education affects the decrease in staff turnover in organizations. Thus, the study shows that the person of the leader directly affects the desire of employees to evade. This is a valuable result as it can help the management of organizations eliminate staff turnover through the improvement of managerial abilities of the management (Malek et al. 2018). The margin of uncertainty in this study may be moderate or higher as it was only conducted at two resorts and needs to be replicated in more locations across price ranges.
In addition to the psychological field of medicine, it is also essential to understand how staff turnover affects nurses and the hospitals in which they work. A study by Park, J., Park, M., and Hwang (2019) reveals the relationship between staff in medium and small hospitals. Information for the study was taken from the Korean Nurses Association and included 951 nurses. Thus, the researchers were able to analyze the nurses’ desire to quit and the potential motives for this action. The study of the influencing factors that contribute to the dismissal of employees from medical institutions needs more detail because hospitals are critical institutions, and the loss of qualified employees can lead to serious negative consequences. The results of the study discovered that the level of salary is the primary reason many nurses leave their place of work. This is a significant problem as it requires more funding from the state.
Work in the field can also be examined for fluidity, as people may be dissatisfied with the same factors discussed above. The authors Kolaski and Taylor (2019) conducted a study in which they studied the critical factors that worsen the condition of the staff, which as a result, affects their desire to leave the organization. Although the study refers to an analysis of the work of field personnel, this applies to employees involved in Outdoor Behavioral Health Care (OBH) programs. This places this paper in the category of previous papers focusing on the medical sector. The study’s results concluded that staff turnover rates among field personnel are exceptionally high. In addition, expected relationships were found between the difficulties encountered and the fact that employees experience discomfort and cannot remain at their workplace (Kolaski & Taylor, 2019). This leads to the fact that the medical field is losing more and more professional personnel. Several factors were analyzed to understand the root causes of this phenomenon, such as burnout and difficulty taking vacations. To explain the relationship between all the constituent researchers, a model was developed with which the analysis of the material was carried out.
Conclusion
The problem of employee turnover is a common problem that managers may face. This is one of the critical factors for which many companies can go bankrupt and cease to exist. The literature reviewed in this paper can help guide future developments to find innovative ways to deal with high employee turnover rates. This issue is vital in business management because, thanks to its solution, many companies can improve their performance and promote their products more effectively. The study revealed several main factors that affect staff turnover in organizations. First of all, these factors include the level of salary, motivation, the right corporate culture, and career opportunities. By improving these parameters, managers can achieve a significant improvement in the level of employee turnover in the enterprise. Finding vulnerabilities in a company’s corporate structure is vital for any leader who wants to achieve good financial performance. Thus, this study analyzes and reveals those aspects that positively or negatively affect employee turnover rates.
References
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