Churning and Labour Market Flows in the New EU Member States

Kadeřábková, Božena; Maleček, Petr

doi:10.1016/s2212-5671(15)01304-0

Cited by 9 publications

(6 citation statements)

References 9 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Despite the fact the concept of turnover and churning relate to each other, these are two distinct concepts. While turnover is related to the entrances and exits of workers, churning is solely related to needed subs titutions so as to face the voluntary exits of workers (Kader ˇábková & Maleček, 2015).…”

Section: Introductionmentioning

confidence: 99%

Churning of human resources: A proposal for a theoretical-methodological model

Pirrolas,

Correia

2023

RAM, Rev. Adm. Mackenzie

View full text Add to dashboard Cite

Purpose: This article presents the results of qualitative research performed through the semi-structured interviews to elaborate a theoretical-methodological human resources churning model that will allow to statistically describe the relations of interdependence between the selected variables, to analyze their impact, and to test hypotheses in future studies. Originality/value: The relevance of this study lies in the opportunity to contribute to the development of such an intricate, unexplored topic, with scarcely available literature and empirical studies, providing the elaboration of an interview script as an instrument for data collection that facilitates future studies. Churning of human resources (excess of turnover) is solely related to the replacement of workers who voluntarily choose to leave organizations (Burgess et al., 2000). Design/methodology/approach: This study follows a qualitative approach. The process of data collection consisted of developing a semi-structured interview guide to gather information through the performance of 20 interviews. Findings: Through the analysis of the results, it was possible to ascertain that the more favorable churning dimensions are, the greater the retention of workers in organizations. Thus, the elaboration and application of strategic measures by organizations become relevant for the retention of the most experienced and qualified workers in order to avoid high costs with new hiring, which are a direct result of such replacements (churning).

show abstract

Section: Introductionmentioning

confidence: 99%

Churning of human resources: A proposal for a theoretical-methodological model

Pirrolas,

Correia

2023

RAM, Rev. Adm. Mackenzie

View full text Add to dashboard Cite

show abstract

“…Apesar de os conceitos de turnover e churning estarem relacionados, eles são distintos. Enquanto o turnover está relacionado com entradas e saídas de trabalhadores, o churning refere-se apenas às substituições feitas quando ocorrem saídas voluntárias (Kader ˇábková & Maleček, 2015).…”

Section: Introductionunclassified

Churning de recursos humanos: Proposta de um modelo teórico-metodológico

Pirrolas,

Correia

2023

RAM, Rev. Adm. Mackenzie

View full text Add to dashboard Cite

Resumo Objetivo: O presente artigo apresenta os resultados de uma pesquisa qualitativa através da realização de entrevistas semiestruturadas, com o objetivo de elaborar um modelo teórico-metodológico do churning de recursos humanos, que permita em estudo futuro descrever estatisticamente as relações de interdependência entre as variáveis selecionadas, analisar o seu impacto e testar hipóteses. Originalidade/valor: A pertinência sobre o estudo desta temática recai sobre a oportunidade de contribuir para o desenvolvimento de um tema muito complexo, pouco explorado, com pouca literatura e poucos estudos empíricos, proporcionando como instrumento de recolha de dados a elaboração de um guião de entrevista que facilite estudos futuros. O churning de recursos humanos (excesso de turnover) está relacionado apenas com as substituições de trabalhadores que saíram voluntariamente da organização (Burgess et al., 2000). Design/metodologia/abordagem: Trata-se de estudo com uma abordagem qualitativa. O processo de recolha de dados consistiu na elaboração de um guião de 20 entrevistas semiestruturadas. Resultados: Através da análise dos resultados, foi possível constatar que quanto mais favoráveis forem as dimensões do churning, mais favorável será a retenção de trabalhadores nas organizações, pelo que se tornam pertinentes a criação e aplicação de medidas estratégicas por parte das organizações com o intuito de reter os trabalhadores mais experientes e qualificados, de forma a evitar custos elevados com novas contratações, resultantes de substituições (churning).

show abstract

“…O churning de recursos humanos é um conceito multifacetado que envolve distintas definições e contextos (económico, organizacional, geográfico, etc) estando alinhado com práticas de gestão de recursos humanos (Kaderábkováa & Malecekb, 2015;Burgess et al, 2000;Lazear & Spletzer, 2012). Dada a multiplicidade de definições, de forma a delimitar o conceito, adotou-se como premissa para a definição do conceito de churning de recursos humanos, o excesso de turnover (Kaderábkováa & Malecekb, 2015), considerando-se excesso de turnover quando os fluxos de trabalhadores são superiores aos fluxos de emprego (Burgess et al, 2000) estando este associado às substituições de trabalhadores que saíram da organização de forma voluntária, derivado dos fluxos de trabalho, gerados pela situação económica num determinado período (Sisodia et al, 2017;Lazear & Spletzer, 2012;Saradhi & Palshikar, 2010).…”

Section: Introductionunclassified

A qualitative approach on the main causes of human resource churning

Pirrolas¹,

Correia²

2022

New Trends in Qualitative Research

View full text Add to dashboard Cite

Introduction: Despite the relevance of the operationalization of the concept of human resource churning, this is still an underdeveloped theme, with little literature and empirical studies. It is in this sense that arises the interest in studying this theme, allowing to contribute to the development of a subject of great complexity, as well as to contribute to both the increase of literature and empirical studies. Goals/ Methods: This article aims to analyze through a qualitative approach, what are the main causes of human resource churning. The study follows a qualitative approach using the analysis of international literature and 20 semi-structured interviews as instruments of data collection. As a form of data treatment, content analysis was used to select the main variables under study. Results: Through the data obtained it was possible to define as main causes of churning: low salary; lack of career progression; lack of individual development; rigid schedules; weak leadership; competition; locality; bad work environment; weak organizational culture; lack of promotion; lack of recognition; lack of availability; difficulty in work-family conciliation and lack of motivation. Conclusions: As a way to minimize the occurrence of churning, it is proposed that organizations implement strategic measures in order to meet the needs and expectations of their workers so that they feel satisfied and motivated in the organization and with their work, preventing the decision to leave the organization.

show abstract

Churning and Labour Market Flows in the New EU Member States

Cited by 9 publications

References 9 publications

Churning of human resources: A proposal for a theoretical-methodological model

Churning of human resources: A proposal for a theoretical-methodological model

Churning de recursos humanos: Proposta de um modelo teórico-metodológico

A qualitative approach on the main causes of human resource churning

Contact Info

Product

Resources

About