scholarly journals An Analysis on Attritional Factors in the IT and ITES Organizations

2021 ◽  
pp. 28-33
Author(s):  
Dr. E. Jalaja
Keyword(s):  
Employee Turnover ◽  
Middle Management ◽  
Employability Skills ◽  
Decision To Leave ◽  
Talent Pool ◽  
Management Positions ◽  
Working Day ◽  
Hr Managers ◽  
The Impact ◽  
The Relationship

In the IT & ITES sector, human resources are crucial resources. Indian organizations are dependent on crucial resources very much. The Indian IT & ITES companies are hiring nearly 300 personnel every working day of the year. This is providing very good opportunities for everyone and is also posing challenges for the HR managers in retaining the employees. Because of the talent gap existing in the current talent pool, organizations are suffering majorly to fill the middle management positions and senior-level positions. The reason behind the supply gap is not just the employability skills but there are many reasons why employees leave the organizations. This has resulted in increased levels of poaching and attrition cases. Employee turnover is making the organizations to fail in attaining the objectives set. So, there is a need to understand the impact of attrition and additional factors. Because attrition cause a huge cost to the company. Many are having the difficulty in estimating emotional costs, loss of morale, experience, and continuity. There is a significant economic impact when an organization loses any of its critical employees for any reason. This is why the organizations need to delve deep into the reasons and factors, which may influence the employee’s decision to leave the organization. So, the present study will examine the relationship between organizational practices and their influence on the employees’ decision to leave the organization. This paper highlights those factors which have maximum impact on attrition.

The Impact of Factors in Job Satisfaction Towards Employees’ Intention to Leave in Chain Hotels

2015 ◽  
Vol 21 (4) ◽  
pp. 714-718
Author(s):  
Marion Hutagalung ◽  
Tatum Syarifah Adiningrum
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Influencing Factors ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Leave ◽  
Factors Affecting ◽  
Job Promotion ◽  
The Impact ◽  
The Relationship

Employee turnover is an expensive cost in the management of any venture. The objective of this paper is to examine the relationship between factors of job satisfaction to employee intention to leave at Arion Swiss Belhotel in Jakarta and Bandung. The survey was conducted to 240 employees in nine departments in both hotels, using a questionnaire adapting JDI. Findings indicated that the highest influencing factors affecting employees’ turnover was the work environment, followed by pay, and opportunity for job promotion. There is no difference between employees in both hotels in their perception towards each of the variables; as well there is no difference between layers of management. The overall finding results can be used for the hotels to set the guidelines to improve the employees’ job satisfaction and reducing the turnover rate.

Informal learning effort and attitude toward knowledge sharing in times of workplace conflict: curious case of joyous exploration and deprivation sensitivity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sharath Baburaj ◽  
Manish Kumar
Keyword(s):  
Knowledge Sharing ◽  
Informal Learning ◽  
Group Dynamics ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Content Type ◽  
Hr Managers ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

PurposeThe study examined the impact of two dimensions of curiosity: joyous exploration (JE) and deprivation sensitivity (DSv) on informal learning effort (ILE) and attitude toward knowledge sharing (ATKS). The authors further explored the mediating effect of learning culture (LC) in the organization on the relationship of the two curiosity dimensions with ILE and ATKS. Additionally, the authors investigated the moderating effect of group dynamics in the form of intragroup task conflict (ITC) and relationship conflict (IRC) on the relationship of curiosity variables with LC, ILE and ATKS.Design/methodology/approachSurvey instrument was distributed to 790 knowledge workers in various organizations through their HR managers. 403 responses were returned and used in the study.FindingsJE, the self-determined manifestation of curiosity, impacts all elements of ILE and ATKS, while DSv influences a few aspects of ILE. The effect of JE on the dependent variables is, however, more substantial at low levels of ITC. ITC and IRC independently impact ILE, but only ITC moderates the relationships involving JE (but not DSv). LC emerges from JE (but not from DSv) and partially mediates its association with ILE and ATKS.Originality/valueThrough this work, we demonstrate the differential relevance of the curiosity dimensions and the intragroup conflict types – and their interaction effect – on learning effort and attitude toward knowledge sharing. The findings of the study open new avenues for interventions within the workplace learning and knowledge sharing domain.

scholarly journals PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)

2016 ◽  
Vol 13 (2) ◽  
pp. 110
Author(s):  
Anisah Uswatun Hasanah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Influence ◽  
Employee Turnover Intention ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Time Demands

The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.

scholarly journals Preceding to Employee Satisfaction and Turnover Intention

2014 ◽  
Vol 4 (3) ◽  
pp. 87 ◽  
Author(s):  
Muhammad Rizwan ◽  
Ahsan Mukhtar
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Employee Empowerment ◽  
Satisfaction Level ◽  
Workplace Environment ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

As different research and studies have been conducted for the sake of understanding the concept of employee satisfaction but still organizations are incapable to find those factors that affect mostly on Satisfaction level of Employee. The main purpose of this research is to sort out those factors with intensity that mostly effect employee Satisfaction. Particularly, we took workplace environment, employee empowerment and pay & promotion as the main variables to check their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed for the purpose of collecting data to understand the level of employee satisfaction in different organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different sectors. Statistically, the relationship of employee empowerment and workplace environment with employee satisfaction has significant results, but the relationship between pay and promotion and employee satisfaction was somewhat insignificant. Moreover, there was a significant effect of employee satisfaction on turnover intention of employees. This study will help the organizations to understand completely about the satisfaction level of employees and how they can motivate their employees to perform their job efficiently and effectively.

scholarly journals THE IMPACT OF RECRUITMENT, EMPLOYEE RETENTION AND LABOR RELATIONS TO EMPLOYEE PERFORMANCE ON BATIK INDUSTRY IN SOLO CITY, INDONESIA

2017 ◽  
Vol 17 (2) ◽  
Author(s):  
Eddy Madiono Sutanto ◽  
Milly Kurniawan
Keyword(s):  
Employee Turnover ◽  
Employee Retention ◽  
Labor Relations ◽  
Employee Performance ◽  
Positive Influence ◽  
The Difference ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

The good recruitment program can provide a positive influence to increasing employee commitment, productivity and the quality of work including performance. The relationship of employee retention on performance is exceedingly complex. There is evidence that performance can decrease if the employee retention is bad and there is a possibility of stagnation if employee turnover is too dejected. Besides recruitment and employee retention, the labor relations can also affect the employee performance, where the problems usually arise from the difference of work, age and demographics. Research will be conducted to examine, whether there is a significant impact on recruitment, employee retention, and labor relations to employee performance on batik industry in Solo. The results of this analysis indicate that the recruitment, retention, and labor relations found a significant effect on employee performance. On the other hand, the recruitment and employee retention found a significant effect on employee performance. As well as recruitment and employee retention, labor relations found significant effects to the employee re-tention. The results also found the recruiting and employee retention have a significant impact on employee performance through the labor relations. As well as the recruitment significantly influence on labor relations through the employee retention.Keywords: Recruitment; Employee Retention; Labor Relations; Employee Performance.

Redesigning Rewards for Improved Fairness Perception and Loyalty

2020 ◽  
Vol 24 (4) ◽  
pp. 481-495
Author(s):  
Hareendrakumar V. R. ◽  
Suresh Subramoniam ◽  
Nizar Hussain M.
Keyword(s):  
Structural Equation ◽  
Employee Attitudes ◽  
Mediating Effect ◽  
Employee Loyalty ◽  
Contributing Factors ◽  
Fairness Perception ◽  
Total Rewards ◽  
Hr Managers ◽  
The Impact ◽  
The Relationship

Human resource (HR) managers are deeply concerned with redesigning the process and changing the practices, to accommodate with the psychological changes happening in employee attitudes to tap committed contributions from them. Literature shows that employees reward fairness perception has a determinant role in shaping employee behaviour in addition to Reward satisfaction. This study has made an attempt to assess the impact of rewards and its contributing factors on improving employee loyalty directly and through the mediating variable of reward fairness perception, indirectly. The study adapted the Total Reward Model of ‘Worldat work’ to test the assumptions related with total rewards and employee loyalty. The data collected from the sample is analysed using structural equation modelling (SEM). The analysis revealed the explaining power and mediating effect of reward fairness perception in the relationship between total rewards and employee loyalty. The results show that enhancement of employee loyalty is possible by properly addressing employee’s reward fairness perception which is achieved through improved reward satisfaction. The results give clear indication to the HR managers about the need of redesigning the reward practice by incorporating employee reward fairness perception to optimize employee loyalty.

Accent Policy and Accent Modification Enterprises as Potential Indicators of Intercultural Power Relations: A Call for an Updated Research Agenda

2013 ◽  
Vol 3 (1) ◽  
pp. 22-33 ◽  
Author(s):  
Brynne D. Ovalle ◽  
Rahul Chakraborty
Keyword(s):  
International Relations ◽  
Identity Construction ◽  
Social Theory ◽  
Power Relations ◽  
Linguistic Diversity ◽  
Cultural Organization ◽  
Using Data ◽  
The Individual ◽  
The Impact ◽  
The Relationship

This article has two purposes: (a) to examine the relationship between intercultural power relations and the widespread practice of accent discrimination and (b) to underscore the ramifications of accent discrimination both for the individual and for global society as a whole. First, authors review social theory regarding language and group identity construction, and then go on to integrate more current studies linking accent bias to sociocultural variables. Authors discuss three examples of intercultural accent discrimination in order to illustrate how this link manifests itself in the broader context of international relations (i.e., how accent discrimination is generated in situations of unequal power) and, using a review of current research, assess the consequences of accent discrimination for the individual. Finally, the article highlights the impact that linguistic discrimination is having on linguistic diversity globally, partially using data from the United Nations Educational, Scientific and Cultural Organization (UNESCO) and partially by offering a potential context for interpreting the emergence of practices that seek to reduce or modify speaker accents.

Business: Making Cents of Coding Systems: Billing for Professional Services

2010 ◽  
Vol 20 (1) ◽  
pp. 3-8
Author(s):  
Dee Adams Nikjeh
Keyword(s):  
Professional Services ◽  
Speech Language Pathology ◽  
Coding Systems ◽  
Language Pathology ◽  
Program Funding ◽  
Fee Schedule ◽  
Procedure Codes ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

Abstract Administrators and supervisors face daily challenges over issues such as program funding, service fees, correct coding procedures, and the ever-changing healthcare regulations. Receiving equitable reimbursement for speech-language pathology and audiology services necessitates an understanding of federal coding and reimbursement systems. This tutorial provides information pertaining to two major healthcare coding systems and explains the relationship of these systems to clinical documentation, the Medicare Physician Fee Schedule and equitable reimbursement. An explanation of coding edits and coding modifiers is provided for use in those occasional atypical situations when the standard use of procedural coding may not be appropriate. Also included in this tutorial is a brief discussion of the impact that the Medicare Improvements for Patients and Providers Act of 2008 (HR 6331 Medicare Improvements for Patients and Providers Act [MIPPA], 2008) has had on the valuation of speech-language pathology procedure codes.

The Need to Belong and the Relationship Between Loneliness and Health

2014 ◽  
Vol 22 (4) ◽  
pp. 194-201 ◽  
Author(s):  
Freda-Marie Hartung ◽  
Britta Renner
Keyword(s):  
Individual Differences ◽  
Social Isolation ◽  
Social Situation ◽  
First Year ◽  
Health State ◽  
Need To Belong ◽  
First Year University ◽  
Perceived Social Isolation ◽  
The Impact ◽  
The Relationship

Humans are social animals; consequently, a lack of social ties affects individuals’ health negatively. However, the desire to belong differs between individuals, raising the question of whether individual differences in the need to belong moderate the impact of perceived social isolation on health. In the present study, 77 first-year university students rated their loneliness and health every 6 weeks for 18 weeks. Individual differences in the need to belong were found to moderate the relationship between loneliness and current health state. Specifically, lonely students with a high need to belong reported more days of illness than those with a low need to belong. In contrast, the strength of the need to belong had no effect on students who did not feel lonely. Thus, people who have a strong need to belong appear to suffer from loneliness and become ill more often, whereas people with a weak need to belong appear to stand loneliness better and are comparatively healthy. The study implies that social isolation does not impact all individuals identically; instead, the fit between the social situation and an individual’s need appears to be crucial for an individual’s functioning.

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