Research on Reducing Employee Turnover Research Paper by Nicky

Research on Reducing Employee Turnover
This paper presents an in-depth research into reducing employee turnover and absenteeism, and the correlation with employee benefits such as flextime.
# 128338 | 4,633 words | 28 sources | APA | 2010 | US
Published on Jul 13, 2010 in Business (Management) , Business (Human Resources)


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Description:

This paper aims to realize ideas and strategies that will help reduce the overall rate of employee turnover and encourage employees to work within the company even after their tenure is complete. The paper also reviews that details similar studies that have been conducted to suggest ideas in reducing employee turnover in an American non-industrial, administrative, service-based organization. The paper discusses the phenomena of employee absenteeism and turnover and its link with the theory of flexible scheduling, which may help reduce employee turnover in the aforementioned setting. The paper concludes that multiple studies show that flexible, or flextime, scheduling, along with non-work incentives, have a positive effect on employee morale and consequently tend to reduce absenteeism and turnover rates.

Outline:
Problem Statement
Literature Review
Objectives
Hypotheses
Methodology or Research Procedure
Introduction
Problem Statement
Literature Review
Objectives
Hypotheses
Methodology
Research Philosophy
Research Approach
Research Type and Time Line
Data Collection Methods
Qualitative Method
Qualitative Validity
Sampling Strategy
Data Analysis
Personnel or Sample
Time-Line
References

From the Paper:

"Most of the industrial researches that have been done thus far have concentrated on the impact that the level of employee absenteeism would have on the overall business and its competitive stature (e.g., Fichman, 1988, 1989; Hackett, Bycio, and Guion, 1989; Harrison and Hulin, 1989). Numerous statistical proofs have been given to support that the level of employee absenteeism has a direct impact on the organization's performance, financial and satisfaction levels. In a study conducted by Steers and Rhodes, they claimed that in the US alone companies faced a major annual loss of $10 billion if the annual rate of employee absence was at a 0.5 % level (Steers and Rhodes, 1984). Leigh (1986) further stated that within the US the hours that were lost due to unemployment were a whopping 40% less then the hours lost to employee absenteeism annually."

Sample of Sources Used:

  • Blau, G. J. (1986). Job involvement and organizational commitment as interactive predictors of tardiness and absenteeism. Journal of Management, 12: 577-584.
  • Branch, S. (1998). You Hired 'Em. But Can You Keep 'Em? Fortune November 9: 247.
  • Cascio, W. F. (1987). Costing Human Resources: The Financial Impact of Behavior in Organizations, 2d ed. Belmont, CA: Kent.
  • Cohen, L., Manion, L., & Morrison, K. (2000). Research methods in education. London: Routledge Falmer.
  • Dalton, D. R. and Todor W. D. (1987). The attenuating effects of internal mobility on employee turnover: Multiple field assessments. Journal of Management, 13: 705-711.

Cite this Research Paper:

APA Format

Research on Reducing Employee Turnover (2010, July 13) Retrieved September 29, 2022, from https://www.academon.com/research-paper/research-on-reducing-employee-turnover-128338/

MLA Format

"Research on Reducing Employee Turnover" 13 July 2010. Web. 29 September. 2022. <https://www.academon.com/research-paper/research-on-reducing-employee-turnover-128338/>

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