This week is the influence of sex and the role of this variable within staff turnover Central. What makes men as far as staff turnover Other than women and vice versa? And what impact does this tendency have on HR policy in staff turnover? To fall into the door, the perception of the motives for staff turnover varies significantly (P = <. 05). Below is the overview with the top three factors, which are significant predictors of staff turnover can be added.
|1. Independence||1. Guidance and support|
|2. Development space||2. Managerial style|
|3. Information provision||3. Sense of recognition and appreciation|
Men attach (....) More value to autonomy and responsibility than women.
As for the motives of men, we can observe that the Degree of autonomy plays a clearer role in men than women. Men attach, as the dates show, that is more value for autonomy and responsibility than women. Indeed, responsibility influences the overall perception of careers very significantly.
We also see that the perception of the Use of capacities Occupies a strong role in staff turnover in men. This is especially true for higher skilled employees. This also varies the degree of Development space Significant. In the case of voluntarily flowing men, the space for development and task widening is part of the overall experience while women are not.
The degree of Information provision Also varies significantly. This includes, for example, feedback on individual or departmental level. Evidently, men need more thorough and regular feedback. Perhaps this is also a clear signal that male employees want to be "seen" and "valued"?
The sense of recognition and appreciation within the organisation is very strong in women.
Women appear to be the Guidance and support To find important on the work floor. Perhaps they want to have the feeling that they can fall back on their supervisors. It is also possible to understand from this point of view that Managerial style In the overall career experience of women.
Also the sense of recognition and appreciation Within the organisation, women are strongly involved. They seem to find more than men's appreciation important. Recognition seems to be at least equivalent in view of the use of capacities.
What should the HR professional do?
First of all, it might be smart to take a moment to reflect on the distribution within the organization and specific departments. Then one could test what is currently the experience within these "decisive" and significant areas (see table above). For example, do men in a particular department find that they have insufficient responsibility? Then there is a demonstrable chance that male employees will be present. The opposite can also be argued. The perception of, for example, guidance and support among women leads to more involvement.
With this data, HR can, on the basis of "proof", actually (also financial) the risks mapping. In our opinion, this is the role that HR is still lacking and can, for example, give this data the opportunity to really get started with HR analytics. 
23th April 2014
Next week, the impact of working conditions on the perception of careers and staff turnover will be discussed.