High Employee Turnover Rates Research Paper by Peter Pen

High Employee Turnover Rates
A study of the problems contributing to the high rate of employee turnover at the Global Science & Technology company.
# 66577 | 5,086 words | 12 sources | APA | 2006
Published on Jun 15, 2006 in Business (Law) , Business (Companies) , Business (Human Resources) , English (General)


$19.95 Buy and instantly download this paper now

Description:

This research paper analyzes the problem of high employee turnover within a specific division of the Global Science and Technology (GST) company. In addition to reviewing research that addressed job satisfaction, job insecurity, motivation, social identity, and organizational commitment (loyalty) and how these factors might relate to employee turnover rates, the author of the study also examines possible problems at the organizational level that might be contributing to the high turnover rate. Appended to the paper are the author's own reflections about the company and his experience as an employee there. Table of Contents Introduction Problem Statement Literature Review Causes Solutions and Implementation Plan Developing Human Resources Program Establish Avenues for Promotion

From the Paper:

"NASA Peer Review Services (NPRS) is a consolidated contract made up of three companies: Global Science & Technology (GST), Science Applications International Corporation (SAIC), and Indyne, Inc. Each company supports different research or education divisions within NASA. My employer, GST, supports the Offices of Education (Code N), Aerospace Technology (Code R), and Exploration Systems (Code T). SAIC supports the Offices of Earth Science (Code Y) and Space Science (Code S). Indyne supports the Office of Biological and Physical Research (Code U). Together, these three companies provide support for all of NASA's grant/contract review and selection processes. My division, supporting Codes N, R, and T (hereafter referred to as "NRT"), is somewhat unique. Although we provide peer review support like the other divisions at NPRS, we also coordinate large outreach initiatives, design programmatic websites and databases, research and write educational policy, evaluate program effectiveness, and report program outcomes. This type of support is highly knowledge-driven, and most of our staff are career oriented, possess advanced degrees, and take pride in collaborating with NASA to contribute documents of significant programmatic impact, such as strategic plans and evaluation methodologies."

Cite this Research Paper:

APA Format

High Employee Turnover Rates (2006, June 15) Retrieved January 27, 2023, from https://www.academon.com/research-paper/high-employee-turnover-rates-66577/

MLA Format

"High Employee Turnover Rates" 15 June 2006. Web. 27 January. 2023. <https://www.academon.com/research-paper/high-employee-turnover-rates-66577/>

Comments