Analysis of employee turnover amongst construction managers in Hubei Province

This study determined the most important factors affecting turnover intention and developed a prediction model of construction manager turnover in Hubei Province, China. This prediction model can help human resource managers take appropriate actions to reduce the rate of construction manager turnover and keep good construction managers.

Organisational determinants of employee turnover for multinational companies in Asia

High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the organisational level. A group of organisational variables (e.g., training, size, age, industry, percentage of expatriate managers and headquarters’ national base) were tested, using a sample of 529 MNCs in six Asian countries. The standard multiple regressions show that training, size, the length of operation in local subsidiary and nature of industry are significantly related to turnover. An effect of the percentage of expatriate managers present in the local subsidiary on employee turnover appears to be moderate. These results fill a research gap by identifying organisational variables (as opposed to individual characteristics) and contribute to better explanation of employee turnover at firm level. Implications to MNCs in the greater Chinese region and Asia are discussed.

Exploring turnover intention of construction managers in China

Employee turnover has been identified as one of the principal causes of poor performance, low competitiveness and high technology loss in the construction industry. Construction managers normally acquire knowledge and skills in construction methods and management techniques on the basis of long-term practice, and their turnover can significantly impact on a construction organisation's survival and development. Therefore, there has been an increasing need to understand the major critical variables affecting the turnover of construction managers. The aims of this research were to determine these variables and use them to develop a quantitative turnover prediction model. A system framework was first developed to categorise all turnover variables into job satisfaction, organisation commitment and demographic variables and the turnover intention was measured in diverse directions. Based on an empirical study in Hubei province in China, the statistical results indicate that seven job satisfaction and organisational commitment variables dominate the turnover intentions of construction managers.

Enhancing hotel managers’ organisational commitment : an investigation of the impact of structure, needfor achievement and participative budgeting

This study investigates the role of decentralised structure and managers’ need for achievement as antecedents of participative budgeting, and the impact of the concurrent relationships of all three preceding variables on organisational commitment. Ninety-one managers from the Australian hotel industry participated in the study and data were analysed using path analysis. Direct and positive relationships were found between the two antecedent variables: decentralised structure and managers’ need for achievement, and participative budgeting. Participative budgeting, in turn, was found to have a direct and positive relationship with organisational commitment. The results of the study have implications for the design of effective management control processes and for human resource management of hospitality organisations.

The mediating effect of internal service quality on employee turnover – empirical evidence from Taiwanese nurses

Informed by social exchange theory (SET) this study examines the role of trust in strategic alliances. Interviews were conducted with 17 participants who were strategic alliance managers in their organization. The study finds that trust is important to strategic alliance managers, and without it alliance managers would find it difficult to keep their alliance going. Trust is built over time, and based on the past experiences that the alliance manager has with their partner. The study found that prior networks, timely and appropriate communication and information exchange, fairness preservation and inter-firm adaptation were important in developing trust in the strategic alliance.

The effects of leader-member exchange and employee wellbeing towards employee turnover intention

 Research studies the role of employee wellbeing in relationship of LMX and turnover intention. Academicians from the community colleges, Malaysia were the respondents and structural equation modelling (SEM) was used. Results indicated that LMX is significantly predicts turnover intention and revealed the relationship between LMX and turnover intention decreases when factor on employee wellbeing is amended.

How do changes in human resource management practices influence employee engagement? A longitudinal study in a hotel chain in the Philippines

Drawing from social exchange theory, this study investigates how changes in human resource management practices influence and affect employee engagement in a hotel chain. Changes in human resource management practices were identified, and corresponding changes in the level of employee engagement were observed. One hundred forty-five employees from a hotel chain in the Philippines participated in a longitudinal study. Results show that improvements in human resource management practices, particularly in the areas of reward management and training and development, yielded positive and significant change in the level of employee engagement. Implications for human resource management, particularly in the hospitality and tourism context, are discussed.

Prediction intention to quit in the call centre industry: does the retail model fit?

Purpose – Models of workplace turnover are rarely assessed in contexts other than that in which they were developed. This reduces their generalizability and their usefulness in providing managers with guidance as to what they might do to reduce workers intentions to quit. The purpose of this study is to test a model derived from a study of shop floor retail salespeople in the call centre environment.

Design/methodology/approach – A questionnaire measuring the variables in the model was completed by 126 call centre representatives recruited from 11 call centres in Melbourne, Australia.

Findings – Although the model was supported, the interactions among the variables differed. In particular, stressors played a bigger, albeit indirect, role in the intention to quit.

Practical implications – Call centre managers need to consider carefully the aspects of the work environment that may be stressful. If appropriately addressed, turnover may be reduced, and productivity increased.

Originality/value – This paper demonstrates that the model of turnover derived from shop floor salespeople is generally robust in the call centre setting. It provides management of call centres with some guidance as to the factors associated with turnover and areas that can be addressed to reduce it.

Work-life balance in the Australian and New Zealand surveying profession

This paper aims to establish and illustrate the levels of awareness of work-life balance policies within the surveying profession in Australia and New Zealand. The culture and characteristics of the Australian and New Zealand work force are to be identified. The key aspects included in work-life balance policies are to be illustrated and the perceived benefits for the surveying profession are to be noted. The paper seeks to posit that it is vital to comprehend the levels of awareness of work-life balance issues within the surveying profession first, so that benchmarking may occur over time within the profession and second, that comparisons may be drawn with other professions.
Design/methodology/approach – There is a growing body of research into work-life balance and the built environment professions. Using a questionnaire survey of the whole RICS qualified surveying profession in Australia and New Zealand, this paper identifies the awareness of work-life balance benefits within the surveying profession.
Findings – This research provides evidence that awareness of the issues and options is unevenly spread amongst professional surveyors in the region. With shortages of professionals and an active economy the pressures on existing employees looks set to rise and therefore this is an area which needs to be benchmarked and revisited with a view to adopting best practice throughout the sector. The implications are that employers ignore work-life balance issues at their peril.
Practical implications – There is much to be learned from an increased understanding of work-life balance issues for professionals in the surveying discipline. The consequences of an imbalance between work and personal or family life is emotional exhaustion, cynicism and burnout. The consequences for employers or surveying firms are reduced effectiveness and profitability and increased employee turnover or churn.
Originality/value – Leading on from Ellison's UK surveying profession study and Lingard and Francis's Australian civil engineering and construction industry studies, this paper seeks to raise awareness of the benefits of adopting work-life balance policies within surveying firms and to establish benchmarks of awareness within the Australian and New Zealand surveying profession.

The relation between decentralised structure, budgetary participation and organisational commitment : the moderating role of managers' value orientation towards innovation

Reports the results of a study which investigated the moderating role of managers’ value orientation towards innovation (VOI) on the relationships between managers’ organisational commitment and two management control features – decentralised organisational structure and budgetary participation. Data for the study were collected from 116 managers in manufacturing firms. The results indicate that managers’ VOI has a significant moderating effect on the relationships between the two management control features and managers’ organisational commitment. The results reveal that the relationships are stronger for managers with high VOI than for managers with low VOI. These results have implications for enhancing managers’ organisational commitment through the design of management control systems appropriate for the extent of innovative work values promoted by organisations.

Impediments to improvements in service quality in luxury hotels

Purpose – The purpose of this article is to identify the key factors that impede service quality delivery in the context of luxury hotels (four- and five-star properties) in Sydney, Australia.

Design/methodology/approach – The empirical dataset for this qualitative study was collected through 22 individual semi-structured interviews with senior hotel managers of ten luxury hotels in Sydney, Australia. The technique used for analysing the data was progressive comparative analysis, after which constant comparative methodology was applied. The key themes emerging from these techniques have been categorised to form conclusions.

Findings – Analysis of the data revealed a number of impediments to developing and maintaining distinguishable, superior service. These impediments fell into four broad areas: Budget constraints, Staff attitude, Lack of mentoring and High customer expectations.

Research limitations/implications – The limitations with the current study are primarily related to the scope of the research in terms of the number of hotel properties participating, and the fact that it incorporates the views of managers only. Furthermore, the focus of this study was on the hotel sector, and thus the findings cannot be accepted as being necessarily relevant and applicable to services across the tourism/hospitality industry as a whole. Future research needs to be conducted to incorporate the views of all stakeholders in service quality, including non-management staff and customers.

Originality/value – The findings of this research can inform hotel sector researchers and practitioners of identified impediments to service quality, whether current strategies are addressing these impediments and, if not, how strategies may be modified to address to achieve this.