Staff Turnover Case Study

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The volume of workers who leave an organization over a set period, most often on a year-on-year basis, expressed as a percentage of total workforce numbers is called staff turnover. Turnover is can be considered as least supported by organizations given the fact that it has the tendency to hold negative implications for them. Hence, this points to the fact that the feeling of insecurities felt by staff should not be left to perpetuate. Leaving the insecurities to continue will result in a drop in employee morale, develop stresses for them or lessen organisational commitment. The repercussions of leaving with continued insecurities or stress levels will lead to intentions to turnover, decreased commitment, decreased job satisfaction and eventually…show more content…
As noted by Bilau, Ajagbe, Sholanke & Sani (2015) the development of any nation is a function of the growth and performance of the respective industries which strive primarily on the talents and productivity of the workforce (Ibrahim et. al, 2013) However, Palmer (2009), lamented that not much attention seems to have been given to the recurring challenge of turnover, although studies indicate the existence of a plethora of factors on labour mobility as has been demonstrated in literature but its persistence has not been adequately investigated. Despite an enormous literature on employee turnover intentions in organizations, there is as yet no record on the empirical assessment of the relationship between stress management and employee turnover intentions especially with regards to organizations operational within the Nigerian Socio-contextual framework (Ibrahim et. al, 2013; Oluwafemi, 2013). Turnover is an index of organizational effectiveness and as such it requires attention and some understanding of itself. Additionally, however, information on employee turnover intention can help the planning, prediction and control of resources (Price & Mueller,

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