Employee Turnover

Employee Turnover

This study will be investigating employee turnover. Employee turnover is the act of replacing an employee with a new employee. This typically occurs due to job dissatisfaction, but the reason can range from anything including the following: partings between organizations and employees may consist of termination, retirement, death, interagency transfers, and resignations. Employee turnover affects companies due to the constant training that new employees require, affecting the bottom line of the company and masking a sufficient need for employee productivity, disavowing the production value of the company and disallowing employee efficacy to remain constant or increase, making the company one that struggles to stay afloat rather than succeeds intermittently regardless of employee satisfaction.

The operational definition of employee turnover is the act of replacing a company employee with a new trainee, recruit, or employee, for reasons that include job satisfaction, workplace satisfaction, employee wages, stress, workplace bullying, and workplace gossip. This is not the only definition of employee turnover, but it is the operational definition used by some companies in order to facilitate new employment and to increase productivity regardless of whether one employee’s loyalty wavers or remains stable. There are many issues with a high employee turnover rate, including decreased company efficiency, decreased company efficacy, decreased employee satisfaction, efficiency, and efficacy, and a decrease in the company’s profit or bottom line. This does not necessarily mean a company with a lower employee turnover rate is better than a company with a higher employee turnover rate, but a lower employee turnover rate typically coincides with higher job satisfaction, as well as a higher degree of efficiency for the company, and efficacy, as well as higher profit margins, as companies with stable employees and long-term plans for their employees tend to do well, or at least better than, companies with high turnover rates.

References

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240. http://dx.doi.org/10.1037/0021-9010.62.2.237

Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414. http://dx.doi.org/10.1037/0021-9010.63.4.408

Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of Applied Psychology, 67(1), 53-59. http://dx.doi.org/10.1037/0021-9010.67.1.53