Work-Life Employee Programs Dissertation or Thesis

Work-Life Employee Programs
Presents a complete research study to discover if work-life programs enhance employee retention.
# 152481 | 9,505 words | 44 sources | APA | 2012 | KE
Published on Feb 21, 2013 in Business (Management) , Business (Human Resources) , Research Designs (General)


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Description:

This paper explains that, with an increased rate of employee turnover in many companies, work-life programs are being used to develop loyalty and enhance employee retention; however, the central question is, do these programs really enhance employee retention? Including an extensive secondary research literature review, the author describes the primary research methodology, which uses interviews of 55 below-management-level employees selected from different organizations. In addition to investigating the central question, the paper also reports the findings of this research indicating types of work-life programs, the process by which they reduce employee turnover, the reasons for employee turnover and the reasons why employees remain at their organization. Tables and the questionnaire are included.

Table of Contents:
Abstract
Table of Contents
Introduction
Definition of the Problem
Objectives of the Research
Limitations and Delimitations
Assumption of the Study
Definition of Terms
Literature Review
What is a Work-Life Program?
Employee Retention
Work-Life And Employee Retention
Improved Job-Related Attitudes
Work-Life Programs and Improved Recruitment and Retention
Present Challenges
Methodology
Rationale for the Selected Methodology
Data Analysis
Recommend the Company to their Friends as a Good Company to Work for
What is the Main Reason Why You Remain at the Company?
Additional Questions
What is Your Level of Satisfaction with Your Challenge and Responsibility?
What is Your Satisfaction Level with Career Development?
Level of Satisfaction with Current Work-Life Program
Why do You Suppose People Leave Your Company and, How Should the Company Handle This?
Discussion of the Results
Summary Conclusions and Recommendations
Recommendation
Put More Emphasis on Work-Life Program
Create a Management and Climate That is Supportive to Work-Life Programs
Ensure That employees Share the Vision of the Organization
Provide a Chance for More Responsibility and Career Development
Conclusion
Further Research
Appendix: Questionnaire

From the Paper:

"Though there are several definitions of work-life program, Batt and Valcour (2003) stated that work-life programs are practices by an organization meant to support dependent care, family or personal leave and flexible work options. Therefore, these practices entail aspects such as flexible working hours, compressed work week, tele-working, family leave; sharing a full-time job among two employees, and financial help. Work-life programs have been found to improve different aspects of both employees and organization; for example, work-life programs increase productivity, performance, job satisfaction and employee retention. The present paper sought to examine how work-life programs enhance employee retention.
"As noted employee retention is a very important aspect for organizations because hiring and recruiting qualified employees is imperative for an organization; however, their retention is more imperative than recruitment. Numerous studies have established that the cost involved in replacement of old employees is approximately double the employee yearly wage, organizations loss a lot more when an employee leaves. In the present business environment to attract and retain well qualified employees, an organization has to offer a work environment that attracts employees. One aspect that has been shown to attract and retain employees is availability of work-life programs."

Sample of Sources Used:

  • Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414-435.
  • Allen, T. D., & Russell, J. E. (1999). Parental leave of absence: Some not so family friendly implications. Journal of Applied Social Psychology, 29(1), 166-191.
  • Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices: Links to work-life conflict and job-related outcomes. Journal of Management 28: 787-810.
  • Arthur, M and Cook, A. (2004). Taking Stock of Work-Family Initiatives: How Announcement of Family Friendly Human Resource Decisions Affect Shareholder Value. Industrial and Labor Relations Review, 57 (4), 599-613.
  • Baines, S., & Gelder, U. (2003). What is family friendly about the workplace in the home? The case of self-employed parents and their children. New Technology, Work and Employment, 18(3), 223-234.

Cite this Dissertation or Thesis:

APA Format

Work-Life Employee Programs (2013, February 21) Retrieved September 29, 2022, from https://www.academon.com/dissertation-or-thesis/work-life-employee-programs-152481/

MLA Format

"Work-Life Employee Programs" 21 February 2013. Web. 29 September. 2022. <https://www.academon.com/dissertation-or-thesis/work-life-employee-programs-152481/>

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