Given the current socio-economic context in which the labor market is set in, if we were to consider both employment opportunities in specific economic periods and the individual expectations workers have regarding one’s working conditions, it should be a matter of one’s individual right of choice to decide whether or not to stay or leave and change companies. The paper we present before you took into account the phenomenon of churning as a cyclical process. Our main goal was to understand the main causes leading to it in the context of human resources and, ultimately, what were the consequences emerging from it. In order to carry out this analysis, we put forward a conceptual-theoretical model of the phenomenon of churning, made possible through the analysis of both the currently available literature and the empirical studies and conclusions stemming from the latter. The aforementioned analysis allowed us to trace all main causes responsible for the origin of churning and also, to understand how it could be implemented further on, in order to minimize the costs associated with hiring new personnel and retaining qualified employees by resorting beforehand to the implementation of strategic measures of human resources retention. By applying the methodology based on grounded theory, this study allowed us to further contribute to the already available, yet limited, literature and definition of this multifaceted and greatly complex subject that is the phenomenon of churning.
As a result of the complexity and multiplicity of definitions of the concept of human resource churning, to guide this entire research, the cost resulting from replacements was taken as a premise. Although churning is related to turnover, there are differences, turnover has as its focus the turnover of workers and churning is also related to the same approach, but this concept has as its focus the costs associated with the replacements of workers derived from voluntary departures, i.e., churning is only related to the costs of hiring from replacements. Despite the complexity and multiplicity of definitions of the concept of churning, to guide the present research, we chose to adopt as our premise the costs resulting from the voluntary exits of workers, that is, the relationship between resulting costs associated with employee substitutions. The present investigation intended to identify the causes of churning through the identification of its main dimensions. This theoretical research resorted to the following methodology: a literature review and an empirical study review that approached the subject of the churning of human resources. The resulting outcome enabled us to identify how these dimensions had an influence on the management of human resources regarding the mitigation of the occurrence of churning and the application of strategic measures to retain workers. In this regard, we have identified as main dimensions the work environment; leadership; recognition; schedule flexibility; wage; career progression, responsibility, and retention of human resources.
This qualitative study counted with the participation of several organizations, from several dimensions and different activity sectors in Portugal. Through semi structured interviews, the intention was to approach human resources directors in order to obtain important information relevant to analysis of the studied theme. Considering the reviewing of the literature in question, the following investigation question emerged: “What is the influence of human resources policies when it comes to churning?”, determining as a general goal: Analyzing the influence of the main human resources policies in churning, and proposing as a specific goal, the elaboration of a theoretical-methodological churning model. After the completion of the content analysis, it’s possible to conclude that the main human resources policies, the same ones that involved organizations should prioritize, have a co-relationship with salaries, career progression, development of skills, work schedules and leadership - in which these variables exercise direct influence in the occurrence of churning in human resources. Keywords: human resources policies; churning; theoretical-methodological model; content analysis RESUMEN El presente estudio cualitativo fue posible gracias a la participación de varias organizaciones, de varias dimensiones y de diferentes sectores de actividad localizadas en Portugal. A través de entrevistas semiestructuradas se pretendió abordar a directores de recursos humanos, con el fin de obtener información relevante para el análisis del tema objeto de estudio. Teniendo en cuenta la revisión bibliográfica realizada, surgió la siguiente pregunta de investigación "¿Cuál es la influencia que tienen las políticas de recursos humanos en el churning?", habiendo establecido como objetivo general: el análisis de la influencia que tienen las políticas de recursos humanos en el churning, y proponiendo como objetivo específico: la elaboración de un modelo teórico-metodológico del churning. Una vez realizado el análisis de contenido fue posible afirmar que las políticas de recursos humanos, a las que todas las organizaciones involucradas deberían dar prioridad, están relacionadas con el salario, la progresión profesional, el desarrollo de competencias, los horarios y el liderazgo. Estas variables ejercen una influencia directa en la rotación de los recursos humanos. Palabras clave: políticas de recursos humanos; churning; modelo teórico-metodológico; análisis de contenido. RESUMO Este estudo qualitativo pautou com a participação de várias organizações, de várias dimensões e vários setores de atividade em Portugal. Através de entrevistas semiestruturadas pretendeu-se abordar os diretores de recursos humanos, de forma a obter informação pertinente para a análise da temática em estudo. Considerando a revisão da literatura, surgiu como questão de investigação: “Qual a influência das políticas de recursos humanos no churning?”, tendo-se definido como objetivo geral: analisar a influência das principais políticas de recursos humanos no churning, propondo-se como objetivo específico, a elaboração de um modelo teórico-metodológico de churning. Feita a análise de conteúdo conclui-se que as principais políticas de recursos humanos, as quais as organizações envolvidas, devem dar prioridade estão relacionadas com o salário, a progressão na carreira, o desenvolvimento de competências, os horários e a liderança, exercendo estas variáveis uma influência direta na ocorrência de churning de recursos humanos. Palavras-chave: políticas de recursos humanos; churning; modelo teórico-metodológico; análise de conteúdo.
The present study was conducted in Portugal and had, as its object of study, workers from Portuguese companies belonging to several sectors of activity. The main goal of this study was the identification of the dimensions related to the causes of churning and to analyse its applicability in the management of human resources to promote individual and corporate welfare. Its specific targets were (a) to make a sociographic characterisation of the workers; (b) to make their professional characterisation; (c) to analyse the perception workers had in relation to the selected dimensions under study. Through the gathering of data per questionnaire, a sample consisting of 801 answers was considered. First, we resorted to a multivariate statistical analysis through the application of an Exploratory Factor Analysis (EFA) that allowed for the selection of the most relevant dimensions, followed by a descriptive statistical analysis on the collected sample and used items. Finally, we resorted to a TwoStep Cluster analysis that allowed for the identification of two Clusters of workers with a differentiated probability for the occurrence of churning.
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