Causes and Correlation of Employee Turnover. One of the most important components of this analysis would be to identify sources of employee dissatisfaction so that appropriate remedies can be developed and implemented; one such component relates to how well an employee believes an employer is living up to its end of the employment agreement, which can assume a wide variety of manifestations depending on the enterprise and type of work involved, but virtually every position has some type of psychological contract element to it that provides both the company and the employee with a framework in which to communicate and respond (Bamber & Iyer, 2002)
Review and Discussion Definition and Nature of Employee Turnover. In-house engineering," "revolving door policy," and "management by turnover," may sound better, but these euphemistic are being used to describe employee turnover today (Burgess, 1998, p
Consequences of Employee Turnover. High turnover rates impose significant personnel costs on any company (Gomez-Mejia, Horn, & Miller, 2001), but there are also a wide range of consequences - virtually all of them negative - typically associated with employee turnover (Clark & Hyson, 2001)
Consequences of Employee Turnover. High turnover rates impose significant personnel costs on any company (Gomez-Mejia, Horn, & Miller, 2001), but there are also a wide range of consequences - virtually all of them negative - typically associated with employee turnover (Clark & Hyson, 2001)
According to Grant: It must be appreciated, however, that though the absolute level of employee satisfaction has little to do with motivation, it is an important determinant of the volume of employee turnover, employee gripes, absenteeism, alcoholism, and related variables. High employee satisfaction as well as high motivation must be developed for an organization to succeed (emphasis added) (Grant, 1990, p
Given the growing severity of these problems, today, it has become increasingly important for managers to better understand what employee turnover means, how it can be measured and analyzed, and what steps can be done to mitigate its adverse impact on the accomplishment of organizational goals. Clearly, as employee mobility increases by virtue of Internet-based human resources recruiting and a volatile job market (Grossberg & Sicilian, 2004), companies are faced with the need to not only define and understand the nature of employee turnover, but to recognize its impact on their bottom line as well; these issues are discussed further below
Technology. The final component relates to the costs required to make any technological changes to a company's equipment when a new employee begins work (Hillmer et al
S. economy at near $40 billion a year" (Dalton & Mesch, p
¶ … High Employee Turnover in a Florida In recent years, organizational knowledge and employee turnover have been the focus of an increasing amount of attention from management experts seeking to identify improved methods of providing effective human resource services to help companies recruit and retain qualified employees (Droege & Hoobler, 2003)
12). Past research into the nature of employee turnover has investigated the relationship between employees' perception of a "psychological contract" between themselves and their employers (Kickul, 2001)
The authors caution, though, that it is important to point out that these estimates are conservative since they include only direct training and recruiting costs such as hiring recruits and sending them to training seminars. "They do not include the costs resulting from the lower level of performance of replacement employees -- the learning curve" (Roth & Roth, 1995, p