Business Research Report: Modeling Employee Turnover and Retention

This business research report investigates the drivers of employee turnover and strategies for skill retention within organizations. The study explores employee motivation, attitudes, and intentions to leave, emphasizing the role of human resource management in reducing turnover. The research involved analyzing data from various sources, including questionnaires from 300 Australian organizations, and using structural equation modeling. Challenges included data collection from multiple employee groups and accessing relevant information. The findings highlight the importance of management practices, incentive schemes, and employee commitment in fostering retention. The report provides insights into the impact of organizational policies, satisfaction levels, and high-performance work systems on employee turnover, offering valuable perspectives for improving workforce stability and organizational success.

Running head: BUSINESS RESEARCH
Business Research
Name of the Student
Name of the University
Author Note

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1.
The organizational articles till now mostly have focused more on the employee
compensation, unions and the training practices that are needed by the employees in an
organization or either as high performance work systems which are none or less common factors
related with the organization. Initially starting with the background where discussing the
previous organizational perspectives will lead to widen the idea regarding this research. However
the business research presented here is on the base of modeling the drivers of employee turnover
and the skills of the employees increase the retention rate in the organization (Smith, Oczkowski
& Smith, 2011).
With reviewing the article we will be able to understand and focus more towards the
employee motivation attitude of the individual employee and their intentions of leaving the
present organization. For this article, measuring the determinants of the employee attitude is
essential it will give the result of the employee turnover from the organizational perspective
using the analysis of organization. The research gives an outline of the report by discussing the
previous related literature and methods of sampling the data. in the end concluding that several
management practices and incentive schemes can reduce the turnover and hence resulting into
increase of retention in the work environment.
Coming to the studies that have been taken previously are all interrelated and somehow
give a simple reason that promotes employee turnover. However, human resource management
can play a vital role in reducing the turnovers in the organization. The strong commitments of the
organization lead to less number of intentions to quit. Several journals and responses of the
employees with the help of questionnaires of different variables of workers will help to take up

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the research to a conclusion and similarly, the data will help to evidence the research. The study
also included various specific to the topic underpinnings regarding the high work performance
system and individual HR practices in an organization.
After researching a lot on the previous related topics which were more direct towards
identifying the cause of the employee turnover in organizations. Many reasons have been
identified on the basis of certain categories including, organizational policy impact on the
employee, and satisfaction level among them. After collecting all the responses from the
employees and sorting out the useable data from all the responses will further help to verify the
research method. Therefore, when the study will give a certain conclusion and a verified point
that satisfies the overall research then it will lead towards the ending of a successful research.
2.
While undertaking the activity it seemed as a challenge initially because collecting the
data of 4 different variables was a bit difficult to sort and explain to measure the determinants.
The four variables included the senior and middle managers; skilled trade workers; intermediate
workers; and laborers and machine operators. In order to explain four groupings on the basis of
large variety of data such as human resource practices, high performance work system practices,
training practice and market characteristics. Data collection and sources relating to similar
context made the findings more effective and accurate.
Extracting data from the employees in the working times was one of the biggest
challenges that also of 300 Australian organizations and using structural equation modeling
technique to analyze the relation of valuable and reliable measures. Making of the questionnaires
with different set of questions that need to be framed for different variables of employees and

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after collecting them all, in total 370 responses were distributed over emails out of which only
335 responses were received that also with partially filled answers which directly resulted into
328 responses that can be used and estimated to gain the result. While on the other hand,
gathering several data from many of the sources was an essential and a hard work as the article
covers a vast interrelated concept such as effects of unions, human resource decision making and
employee turnover and retention.
As the topic on which the study is based upon has some new insights which was not easy
to draw from the existing resources because not much of data was available so all the inputs were
manually collected from the questionnaire responses of the employees and from UK’s
Workplace Employment Relations Survey (WERS). However, some of the parts were partially
investigated due to the general research on human resource and high performance work system.
Considering the valuable and reliable sources and in order to facilitate the validity of the data
collected various multi-item measurement scales were used with the help of taking the
knowledge from the previous related literatures. Time management with exploiting sufficient
amount of money for gathering the response was a great issue which had to be according to the
time frame for the research and was usually managed.

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Reference
Smith, A., Oczkowski, E., & Smith, C. S. (2011). To have and to hold: modelling the drivers of
employee turnover and skill retention in Australian organisations. The International
Journal of Human Resource Management, 22(02), 395-416.