A century of labour turnover research: A systematic literature review

Bolt, Ester Ellen Trees; Winterton, Jonathan; Cafferkey, Kenneth

doi:10.1111/ijmr.12294

Cited by 36 publications

(32 citation statements)

References 153 publications

(281 reference statements)

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“…This research article aims to determine the HR roles for delivering business value. To achieve this aim, the author used a systematic literature review process (Bolt et al., 2022; Onkila & Sarna, 2021; Paul & Barari, 2022; Paul et al., 2021; Prus et al., 2017). This systematic literature review examined the literature on traditional and transformational HR.…”

Section: Research Methodology and Frameworkmentioning

confidence: 99%

How can we build human resources (HR) that deliver value? A systematic literature review of traditional and transformational HR roles

Azam

2023

Glob Bus Org Exc

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Over the last two decades, human resource (HR) professionals have been practicing traditional human resource processes in their organizations. However, a good number of HR professionals are struggling to implement a strategic impact on their businesses. They are laboring to shift from old-fashioned traditional HR practices to transformational processes. This research paper aims to determine the traditional and transformational roles of HR that deliver value to the business when we bridge the gap between them. This study conducts a systematic literature review of articles and books. The study primarily analyzed secondary data, including the previous data derived from prior research studies that the researcher extensively reviewed to understand the traditional and transformational HR roles. This study shows that for HR to deliver business value, the core functions of HR need to integrate and align with the transformational roles of HR, which include HR leadership, HR business partner (HRBP), employee champion, and change agent. Here, a conceptual framework of traditional and transformational HR roles is presented, explaining the linkage between them that build successful HR professionals. The study contributes to the development of the literature on HR.

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Section: Research Methodology and Frameworkmentioning

confidence: 99%

How can we build human resources (HR) that deliver value? A systematic literature review of traditional and transformational HR roles

Azam

2023

Glob Bus Org Exc

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“…The variables that affect an employee's decision to stay are different from those that cause them to leave (Nanncarrow et al, 2014). Even though studies on employee turnover have increased over the past years, the majority of them concentrate on employees' intentions to quit, with very few studies concentrating on employee retention or their intentions to stay (Bolt et al, 2022). Construction organizations need skilled, efficient and loyal employees who possess a desire to stay for their long-term sustainability and growth.…”

Section: Literature Reviewmentioning

confidence: 99%

“…, 2014). Even though studies on employee turnover have increased over the past years, the majority of them concentrate on employees' intentions to quit, with very few studies concentrating on employee retention or their intentions to stay (Bolt et al. , 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

Fairness in human resource management practices and engineers' intention to stay in Indian construction firms

Fathima

Umarani²

2022

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PurposeMore attention should be paid to human resource management practices, as they play a vital role in the retention of the skilled workforce for improved competitive advantage and reduced skill shortage. This study aims to examine the impact of engineers' satisfaction regarding fairness in key human resource management practices such as performance management, compensation and pay, and employee relations on their intention to stay in Indian construction firms.Design/methodology/approachThis research was undertaken using a questionnaire survey conducted among 230 engineers working in Indian construction firms. Data collection was done by using self-administered questionnaires. The quantitative analysis of the collected data was carried out. The constructs involved in the study were validated using factor analysis. The correlation and regression analyses were used to examine the relationship between engineers' satisfaction with fairness in human resource practices and their intention to stay.FindingsResults showed that satisfaction with fairness in human resource practices, such as performance management and employee relations are positively related to engineers' intention to stay, whereas satisfaction with fairness in employee relation practices highly predicts engineers' intention to stay.Originality/valueThis study adds to the body of knowledge by examining the impact of engineers' satisfaction with fairness in human resource practices on their intention to stay in the Indian construction sector, which is an under-researched area. Satisfaction with fairness in employee relation practices is identified as the strongest predictor of engineers' intention to stay. The finding of the research could help construction companies develop human resource practices and policies to promote the retention of construction professionals, particularly engineers, who work for them.

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“…routinization), and individual (e.g. demographic characteristics) variables (Bolt et al, 2022). Endogenous factors are determined by the nature of other variables such as job satisfaction and the intention to leave or stay on the job (Aboobaker et al, 2017).…”

Section: Role Conflict and The Intentions To Stay In The Organizationmentioning

confidence: 99%

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

Addai¹,

Ofori²,

Acquah³

et al. 2022

SBR

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Even though copious studies have shown that a relationship exists between role conflict and the intention to stay on the job, the mechanisms that curb the relationship between role conflict and intention to stay have not often been explored. This study examined the moderating role of organizational support on the nexus between the components of role conflict and the intention to stay in the organization. Two hundred and eighty-seven (n=287) public sector employees were selected using the cross-sectional survey design for the study. Data was gathered using the Role Conflict Scale, Perceived Organizational Support Scale, and the Intentions to Stay Inventory. Multiple regression was used in analyzing the data. Findings indicated that a significantly negative relationship exists between the two components of role conflict (inter-role and intra-role) and the intentions to stay in the organization. There was a positive nexus between perceived organizational support and the intentions to stay in the organization. The nexus between the two components of role conflict and the intentions to stay in the organization was moderated by perceived organizational support. The results provide some crucial insights for employers on how to inspire employees to stay in the public service. The limitations, recommendations, and implications for future studies have been emphasized.

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A century of labour turnover research: A systematic literature review

Cited by 36 publications

References 153 publications

How can we build human resources (HR) that deliver value? A systematic literature review of traditional and transformational HR roles

How can we build human resources (HR) that deliver value? A systematic literature review of traditional and transformational HR roles

Fairness in human resource management practices and engineers' intention to stay in Indian construction firms

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

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