MGT502 Business Communication: Annotated Bibliography on Turnover

This annotated bibliography examines the contemporary business issue of employee turnover, compiling and summarizing ten research papers on the topic. The selected sources explore various facets of employee turnover, including the factors that contribute to it such as working environment, pay scale, and management, its impact on business reputation, productivity and profitability. The bibliography also highlights strategies for employee retention, such as effective leadership, training, and competitive remuneration, while considering the roles of job satisfaction, organizational commitment, and client-related factors. The papers analyze the impact of employee burnout, globalization, and the challenges of retaining skilled employees in a competitive job market. The studies utilize case studies, qualitative assessments and statistical analysis from various regions, including Nigeria, the United States, Australia and Wisconsin, to provide a comprehensive view of the issue. The bibliography underscores the importance of understanding and addressing employee turnover to maintain organizational stability, productivity, and success.

Running head: ANNOTATED BIBLIOGRAPHY
Annotated bibliography
Name of the Student:
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1ANNOTATED BIBLIOGRAPHY
Contemporary Business Issue: Employee Turnover
Annotated Bibliography:
1. Al Mamun, C. A., & Hasan, M. N. (2017). Factors affecting employee turnover and
sound retention strategies in business organization: a conceptual view. Problems and
Perspectives in Management, (15, Iss. 1), 63-71.
According to this paper, the term employee turnover is broadly used in the
business organization. However, little is discussed about the facts that are responsible for
such incidents in the organization. When the organizational assets are taken into
consideration employees are the most important ones, without whom running the
organization becomes impossible. Factors like the working environment, pay scale,
management and many others are responsible for the retention of the employees in the
organization. The effects of the employee turnover can be seen on the business reputation
as well. The purpose of the paper is to analyse the avoidable and unavoidable factors that
are affecting the employee turnover rate in the organization and what can be done to
improve the scenario such that the retention of the employee retention can be ensured.
Certain strategies for the retention are discussed here as well, which includes the effective
leadership, development of the training, and many more.
2. Ugoani, J. (2016). Employee turnover and productivity among small business entities
in Nigeria. Independent Journal Of Management & Production (IJM&P), 7(4).
According to this paper, the employees are one of the most important stakeholders
of the organization, without whom the organization can barely make any benefits in the
business. The employees form the backbone of the business. Thus, when the employee
turnover of the business increases, it has certain impact on the small to medium size

2ANNOTATED BIBLIOGRAPHY
businesses in Nigeria. The Productive manpower is very important for the business
organisations, hence, retaining the employees with skills is very important for the
organisation as well. As per the author, the turnover is most likely to occur in the
countries who is having a strong economy and the availability of the job is high in all the
sector. Apart from this, other factors such as the stress, management, and a few more
thing. No matter what factors are working behind this issues, the resea5rch describes how
this challenge affect the organization adversely.
3. De Winne, S., Marescaux, E., Sels, L., Van Beveren, I., & Vanormelingen, S. (2019).
The impact of employee turnover and turnover volatility on labor productivity: a
flexible non-linear approach. The International Journal of Human Resource
Management, 30(21), 3049-3079.
As per the Authors of this paper, the employee turnover is one of the commonly
used tern in the business. However, the organizational performance highly depends upon
the employee turnover of the organization. Numerous researches and research have
discovered the fact that the organizational performance is negatively related to the
employee turnover. With the employees leaving the organization, the sales, productivity,
performance, efficiency, power, and almost every operation in the organization is
affected. The higher is the employee turnover in the organization, the steeper is the
decline in the progress of the organization. One of the most important function of the
business that is affected is the productivity, which in turn affect the profit gained by the
organization. No matter what, the impact of the employee and labour turn over in the
business is one of the greatest challenge that is faced by the contemporary business,
which has been discussed elaborately in the paper.

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4. Hidayat, A. S., & Agustina, A. (2020, March). Employee Burnout vs Employee
Engagement and Its Impact on Turnover Intention. In 1st International Conference
on Accounting, Management and Entrepreneurship (ICAMER 2019) (pp. 13-16).
Atlantis Press.
The greatest challenges faced by the HR department of the organization today is
the increasing rate of the employee turnover. There are various reason behind the
turnover of the employee. Imposing penalties on the employees for their abrupt leaving of
the organization is not enough as well to prevent this from occurring. However, one of
the reason that can be considered is the employee burnout. The employee burnout is not a
process that occurs in a day. It is employee disgust and tiredness that breakouts and
results in the turnover. However, the employee showing more involvement in the
organization can show up for a turnover as well. The paper discusses about the reason
mainly which trigger the turnover in the business and how can they be prevented such
that the profitability of the organization can be attained.
5. Khan, S. Y., & Choudhary, A. K. (2020). The Impact of Remuneration on Employee
Retention. Our Heritage, 68(1), 12530-12538.
According to the Author, the rate of the employee turnover has drastically
increased with the globalization of the business. There are numerous opportunities for the
eligible candidates to appear for certain job roles in the organization. However, it is not
the employees who are affected in this case. It is the reputation of the organization which
is at stake in the current scenario. With more employee leaving a certain organization, the
more is the possibility of the organization to get defamed. The productivity, profit,
effectiveness, operations and everything is hampered due to the employee turnover in the

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business organization. However, the remuneration can be one of the way in which the
employees can be held back to the organization. The aim of this research paper is to
discuss about how the remuneration process can affect the retention of the employees in
the organization.
6. Azeez, R. O., Jayeoba, F., & Adeoye, A. O. (2016). Job satisfaction, turnover intention
and organizational commitment. Journal of Management Research, 8(2), 102-114.
One of the major causes of employee retention or the employee turnover is job
satisfaction. The better is the job satisfaction, the lesser is the possibility of turnover. The
paper discusses about certain aspect of an organization which increases the employee
retention and reduces the employee turnover. The condition is analysed with the help of
certain theories, which can be used to identify the employee intentions due to which they
tend to leave the organization. The relationship between the organizational commitment
and the job satisfaction is well established in the paper. According to the Author the
employees of the organization can be retained with the enhancing the opportunities for
the employees and increase the job satisfaction.
7. Wilson, D. (2018). Strategies for Reducing Employee Turnover in Retail Outlets.
The turnover of employees in any workplace is problematic and difficult. It is also costly
affecting the wages of the employees, relationship with clients, customers and
stakeholders and hindering daily activities and benefits of the company or organization.
This case study focuses on how to reduce employee turnover and the techniques
implemented by six successful businessmen as well as six retail business which are small
and located in southeastern part of United States of America. Three major ideas which
emerged as an effective way to reduce employee turnover include good leadership and

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support, competitive compensation and good communication. In order to make positive
changes, the company must provide good leaders who have good strategies to reduce
employee turnovers and thus help I reducing unemployment, improving social and
psychological conditions both inside and outside the workplace and stabilizing
communities. The data was collected by face to face interview.
8. Bernard, K. L. (2018). Strategies to Reduce Voluntary Employee Turnover in Business
Organizations.
United States of America have industry leaders who spent annually about eleven
billion dollars to advertise, hire and train people associated with voluntary turnover of
employees. The purpose of this multi case study was to find the ways implemented by
various leaders of marketing and consultancy firms regarding the ways to reduce
voluntary employee turnover successfully in their organizations. The interviews have
been face to face and there were six business leaders, three each from consultancy and
marketing firms of southeastern part of United States of America involved in this
research. In this research, three strategies stood out the most for reducing employee
turnover. These include the comprehension of the leader for reducing turnover of
employees and performance management and commitment of employees. The leaders of
these firms can implement such strategies to reduce employee turnover and
unemployment as unemployed people suffer from physical, mental, social and economic
problems.
9. Radford, K., & Stephenson, A. L. (2019). Extending the Models of Employee Turnover
to Include External Drivers such as Client-related Factors: A Multi-country,
Qualitative Assessment.

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People often consider economic, organizational, and personal factors as the cause of
employee turnover and there are various processes developed in order to counter those
issues. But on an average, such factors contribute to only fifty percent of the employee
turnover cases. This shows that there are other factors working towards it as well. One
such factor which can be regarded as a cause is the role played by the clients on the
intensions of the employee to stay or leave a work, especially in service industries like
health care industries. This research focuses on this aspect and how sometimes this
reason becomes the deciding factor in determining whether an employee stays or leaves.
The research is done on two industry sector; one of them is the aged care sector in
Australia and the prison health care sector of America. This proves that good relationship
and communication between employee and customers is important for reducing employee
turnover.
10. Singer, J. (2018). Strategies for Employee Turnover of Southeastern Wisconsin
Manufacturing Workers.
Voluntary turnover of employees is problematic and difficult for the
manufacturing leaders who constantly try today to retain their human capital in order to
improve and expand. Due to high turnover rates the cost of manufacturing sectors are
high. This research is done on strategies implemented by Wisconsin manufacturing
company to reduce employee turnovers. There are interviews of six manufacturing
leaders across four location and company documents. The main strategies that emerged
were salary competitiveness, working environment and professional growth. Improving
those leads to greater productivity and profit of the company.