BU354 Chapter Notes - Chapter 15: Wrongful Dismissal, Mandatory Retirement, Wok
Document Summary
Turnover is the te(cid:396)(cid:373)i(cid:374)atio(cid:374) of a(cid:374) i(cid:374)di(cid:448)idual"s e(cid:373)ploy(cid:373)e(cid:374)t (cid:449)ith a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374), (cid:272)a(cid:374) (cid:271)e permanent or temporary, result of action taken by either emplyoee or employer. Main reason of turnover is downsizing, restructuring or a desire to find new challenges. Consturction, consumer services have highest turnover, public services have lowest. Direct costs are visible, include advertising, interviewing, moving expenses to candidate. Indirect costs are overlooked, include lost productivity during gap, training curve losses. Reasons for turnover can be classified into two subgroups: voluntary turnover employee initiated, usually from quitting or retirement, involuntary turnover employer initiated, in form of dismissal or layoffs. Functional (bad employees leave, good stay) or detrimental (good employees leave, bad stay) Predictors of voluntary turnover include (1) low organizational commitment, (2) low role clarity, (3) low tenure, (4) high role conflict, (5) low overall job satisfaction. Info for voluntary turnover can be collected in exit interviews, staff surveys, annual hr reviews.
