This repository covers journal articles, ETDs and books that are availab http://digitalrepository.cipmlk.org/handle/1/592 2026-06-01T18:47:25Z 2026-06-01T18:47:25Z Quansah, Ewuradjoa Mansa http://digitalrepository.cipmlk.org/handle/1/1301 2025-04-04T06:17:02Z 2021-01-01T00:00:00Z

DETERMINANTS OF EMPLOYEE TURNOVER AND RETENTION PRACTICES: THE CASE OF GHANA. Quansah, Ewuradjoa Mansa To identify the factors that cause employees to leave their job in the Ghanaian context and identify practices for the perusal of Human Resource Managers (HRMs) and companies to be able to retain their valued and priced employees

2021-01-01T00:00:00Z Windom, Glenn Eric http://digitalrepository.cipmlk.org/handle/1/1300 2025-04-04T06:14:59Z 2018-01-01T00:00:00Z

Employee Turnover and Its Effect on Remaining Colleague Motivation Windom, Glenn Eric Voluntary employee turnover is damaging to the sustainability of child protective services (CPS) organizations, as 60% of social workers who contemplated leaving their organizations quit during the year of consideration. The purpose of this exploratory case study was to examine the strategies CPS leaders used to reduce voluntary employee turnover and motivate employees. The conceptual framework for this study included the motivational hygiene theory and the behavior engineering model. The target population consisted of 9 CPS leaders from a large metropolitan area in Southern California who had specific knowledge of voluntary employee turnover. Data collection involved face-to face semistructured interviews, company memoranda, and statistical data reports. The data analysis process included inductive coding of specific word and phrases, word frequency searches, and organizing the data for theme interpretation. Based on the analysis of the data, 4 themes emerged: supportive leadership, effectual communication, teamwork, and training. These themes revealed that these were the necessary ingredients to reduce employee turnover. The findings from this study may contribute to positive social change through improved employee wellbeing from trusting relationships and open communication with managers understanding the factors that contribute to employee motivation, job satisfaction, and reduced employee turnover. Social change also extends from improved collaborative relationships between CPS, community-based organizations, and clientele to build supportive teams that can reduce the incidence of child abuse, neglect, and exploitation.

2018-01-01T00:00:00Z SEONG, LIM CHUT http://digitalrepository.cipmlk.org/handle/1/1299 2025-04-04T06:10:56Z 2015-01-01T00:00:00Z

THE STUDY ON FACTORS INFLUENCING EMPLOYEE TURNOVER IN E&E MANUFACTURING INDUSTRY IN NORTHERN MALAYSIA SEONG, LIM CHUT This study investigates whether factor such as training, supervisor, pay and fringe benefits; and perceived organizational support (POS) influence employee turnover in E&E manufacturing industry in northern Malaysia. Herzberg Theory and Social Exchange Theory underlie the model framework in current study. Self-administered questionnaire was the method for data collection with a total of 150 respondents taking part in this study. Partial Least Square (PLS) and Statistical Package for Social Sciences (SPSS) were utilized to analyze the data. Only pay was found to be crucial in influencing employee turnover. Training, supervisor, fringe benefits and perceived organizational support do not influence employee turnover. Employee commitment has a negative relationship with employee turnover. In addition, pay, fringe benefits and perceived organizational support (POS) have a positive influence on employee commitment. Employee commitment was found to mediate the effect of pay and fringe benefits on employee turnover. The research findings from this study will enable E&E manufacturing industry in northern Malaysia and the Malaysian government policymaker to better comprehend the needs of employee in order to retain the workers by establishing effective retention program and improving employee policy. The findings are mostly based on respondents in states such as Penang, Kedah.

2015-01-01T00:00:00Z Suman, Timsina http://digitalrepository.cipmlk.org/handle/1/1298 2025-04-04T06:04:09Z 2024-01-01T00:00:00Z

Employee Turnover and Engagement Programs for Retention Suman, Timsina Organizations across many industries are greatly concerned about employee turnover due to its inimical impact on productivity, competitiveness, and overall organizational effectiveness. The primary objective of this research is to investigate the many multifaceted impacts of employee engagement initiatives and organizational policies on employee retention and loyalty. The re search used a mixed methods methodology, integrating both quantitative and qualitative tech niques to evaluate the correlation between employee engagement and retention. The study first does a comprehensive literature analysis, revealing many effective employee engagement initi atives implemented in the United Kingdom. Subsequently, it examines the impact of these pro grams on turnover rates. The qualitative study encompasses the use of regression analysis to evaluate the association between employee retention and contingent variables such as incen tives and recognition, training and development opportunities, flexible work arrangements, per formance assessments, and career planning. Moreover, the research integrates the outcomes of the employee survey and benchmarking analysis to provide a more comprehensive foundation for the conclusions. The primary objective of the qualitative study is to examine the many aspects that contribute to employee turnover, specifically focusing on work stress, job satisfaction, work environment, leadership approaches, micromanagement, traditional management styles, and younger generations' expectations. This study combines quantitative and qualitative data to pro vide a comprehensive analysis of employee engagement programs and their effectiveness in improving employee retention. The findings of this study have substantial significance for businesses seeking to develop adapt able employee engagement initiatives. Furthermore, the study results guide future research into the intricacies of employee turnover and retention across various organizational contexts. The objective of this study is to develop employee retention programs that are durable and tailored to various business contexts. The primary emphasis will be placed on the integration of wellness management, career development, remuneration and benefits, communication, as well as diver sity and global working environments. Through an examination of the many complex elements influencing employee engagement and retention, this study contributes to the formulation of ef fective strategies that enable companies to effectively attract, retain, and engage their workforce. Consequently, this facilitates the attainment of long-term organizational success.

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