Retaining a high quality workforce – keeping hold of the family silver

Curson, Judy; Skidmore, Thomas A.

doi:10.1108/14754391011064383

Cited by 4 publications

(2 citation statements)

References 1 publication

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In an organisation with high turnover, the excess burden is often put on remaining employees to cope with the prevailing competition (Porter and Ayman, 2010). Staying competitive and managing career can be difficult in a challenging economy still against the odds a public sector organisation can attract and retain a high quality workforce in a highly competitive market (Curson and Skidmore, 2010).…”

Section: Competitive Environmentmentioning

confidence: 99%

Work life balance of women employees: a literature review

Vasumathi

2018

IJSOM

View full text Add to dashboard Cite

The review of literature on work life balance of women employees has been outlined up in view of its increased popularity with the major objective to have prosperity of society. WLB is a major concern for women employees in today's scenario, as extended work hours in the organisation pulls women employees' productivity and time which they actually meant to devote to their family sphere. The researcher has reviewed the literature on work life balance (WLB) of women employees with regard to significance of WLB, theories of WLB, determinants of WLB, facilitators of WLB, coping strategies of WLB, WLB and performance and finally, consequences of WLB. In this article, the researcher has dealt the various aspects of work life balance through the review of existing literature. The sources referred include various journals, books, doctoral thesis, working papers, reports, magazines, internet sites, etc., and has been reflected as references at the end.

show abstract

Section: Competitive Environmentmentioning

confidence: 99%

Work life balance of women employees: a literature review

Vasumathi

2018

IJSOM

View full text Add to dashboard Cite

show abstract

“…The imperative is to develop a strategic approach to attract, select, develop and retain highly-skilled prospects and the only way to achieve this objective is to deliver an appropriate answer to their societal needs. At this point, multiple studies have pointed out that workforce turnover should be seen as a consequence of the cleavage between management and employees (Curson & Skidmore, 2010;Dawley, Andrews & Bucklew, 2010). …”

Section: A Theoretical Approach Regarding Worklife Balancementioning

confidence: 99%