It was assumed that the combination between dissatisfaction with the work (employee satisfaction) and available alternatives leads to leaving an organization (Mobley, 1977). There are a number of points that have not been sufficiently addressed until then. An important argument is that most theories have not paid attention to mutual relations, social pressure and commitment.
This article focuses on knowledge-intensive organisations. In order to create a substantive consensus on knowledge-intensive organisations, a definition of the relevant terms has been formulated first. According to Sun (2010), an organization can be defined as a movement that creates and maintains a social entity to achieve a particular goal. This is a structured, coordinated and targeted social entity that has been established and maintained by people.
From now on, Graydon will be using the international Exit Analytics solution of Presearch. Exit Analytics automates the feedback process when an employee leaves and is now integrated in the Netherlands, Belgium and the United Kingdom.
Presearch has the first Measurement of result-responsible teams at Thuiszorg Rotterdam has been successfully completed. The measurement gives Thuiszorg Rotterdam structural insight into the development of the care teams within the organisation.
What is the relationship between staff turnover and labour relations? And what can be done with this connection? In any case, the results show that the Satisfaction of labour relations explains the voluntariness of departures. The degree of voluntariness (voluntary vs. involuntary staff turnover) is mainly determined by the degree of guidance from the manager.
Does age really influence staff turnover? What makes age different? To begin with, age does not affect the overall experience of the departing employee. There is clearly no significant link between life experience and the departure of an employee to observe.
This week we will discuss the influence of the working conditions component on staff turnover. Do the working conditions play a clear role? And if so, what influenced the overall experience of the departing employee?
This week, the influence of gender and the role of this variable within staff turnover central. What makes men staff turnover anders dan vrouwen en vice versa? En welke impact heeft deze tendens binnen personeelsverloop op het HR-beleid? Om met de deur in huis te vallen, de perceptie van de beweegredenen voor personeelsverloop verschillen significant (p = < .05). Hieronder is het overzicht met de top drie factoren, die significante voorspellers van staff turnover can be added.
Thanks to this weekly blog, we hope to gain more knowledge about the motives behind staff turnover and offer new tools. In the search for statistically proven reasons for staff turnover, this week we discuss the influence of job content. For this study, we used a sample of 1000+ respondents.
American retailer Zappos offers new employees at the end of their training course a bonus of one month's salary to leave the organisation. Amazon goes a step further and offers all permanent employees up to $5,000 a year to pack their belongings.1. But why?
By offering a bonus to the leaving the organization will be staff turnover among unmotivated employees encouraged. Both Zappos and Amazon are convinced that in the long run term pays off to say goodbye to relatively underperforming workers in order to have a strong team. And that idea isn't just out of the blue grabbed. Research shows that there is an optimal rate of displacement.
But what exactly is staff turnover? How can you optimize your personnel policy to achieve the right outflow rate? to pursue? And what costs play a role after staff turnover?Read more "What is staff turnover? And what is a good expiration rate? "