http://digitalrepository.cipmlk.org/handle/1/595 2026-06-01T19:21:24Z http://digitalrepository.cipmlk.org/handle/1/1301 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 http://digitalrepository.cipmlk.org/handle/1/1300 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 http://digitalrepository.cipmlk.org/handle/1/1292 Work-Life Balance Programs to Improve Employee Performance Riedel, Eric Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working at a charter school organization in Harlem, New York. Data collection also included organizational performance track indicator documents on employee absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived organizational records on WLB programs, and current WLB programs and policies guidelines. Through methodological triangulation, a number of themes emerged. These themes included work-life balance programs’ effectiveness, the importance of a supportive work environment, employee commitment and motivation, employee well being and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing program. According to the study results, work-life balance programs could help improve organizational culture and employee overall performance. The results of this study may contribute to social change by preparing employers for success while simultaneously positioning individuals to attain optimum balance between work and life responsibilities. 2016-01-01T00:00:00Z http://digitalrepository.cipmlk.org/handle/1/1290 WORK-LIFE BALANCE AND WELL BEING AT WO ENGMAN, MATILDA The aim of this thesis is to investigate how production employees at an industrial company in Sweden experience their work-life balance and to investigate work-related factors that may affect their work-life balance in the workplace. Aqualitative method was used with semi structured interviews to find out how production employees experience work-life balance. A total of 13 people participated in the interviews and a manifest content analysis was used for data analysis. In conclusion, production employees experience poorer work-life balance when production increases its rates as they often have to work overtime on weekends and receive information late about overtime work. The results indicate that participants experience a decrease in work-life balance when they do not have material to work with and hence are forced to become stagnant in production and experience uncertainty as to whether they will need to work overtime. When material enters employees feel that they need to work to catch up with what could not be produced, and become more stressed, which affects their well being in the workplac 2022-01-01T00:00:00Z