Characteristics of employee retention : a case study of industrial product and service provider
Rossi, Mikko (2018)
Rossi, Mikko
2018
Master's Degree Programme in Business Competence
Johtamiskorkeakoulu - Faculty of Management
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Hyväksymispäivämäärä
2018-05-29
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:uta-201807032243
https://urn.fi/URN:NBN:fi:uta-201807032243
Tiivistelmä
This study focuses on the phenomenon of employee retention and examines what attributes are characterizing employee turnover. The purpose of this study was to identify root causes for resulting voluntary turnover and thus, point out tools for improving employee retention. This study will approach the research purpose by identifying the most common attributes causing turnover and reveal means to enhance employee retention. Thesis is conducted by studying multinational industrial company operating in Finland. Qualitative study is conducted by analyzing 19 exit interviews from the former sales position employees of the company in order to understand the reasons initially resulting turnover. In addition, based on these reasons, means for improving retention are suggested.
Theoretical part of this study is formulated by focusing on two different parts. The first part focuses employee turnover. Based on the theories, the most common attributes causing voluntary turnover are decreased job satisfaction and shocks which initiate turnover intentions due to decreased attachment towards the current organization. Second part, employee retention is approached by studying employee embeddedness, employee engagement and supportive working environment which all have been noted to play an important role in repealing turnover intentions and increasing employee retention.
Research purpose is answered based on theoretical framework and exit interviews. The results from both theoretical framework and empirical part suggests that competitive remuneration, career advancement possibilities, exciting job and opportunity for personal development improves employee retention whereas, lack of these attributes are seen to entail turnover.
Theoretical part of this study is formulated by focusing on two different parts. The first part focuses employee turnover. Based on the theories, the most common attributes causing voluntary turnover are decreased job satisfaction and shocks which initiate turnover intentions due to decreased attachment towards the current organization. Second part, employee retention is approached by studying employee embeddedness, employee engagement and supportive working environment which all have been noted to play an important role in repealing turnover intentions and increasing employee retention.
Research purpose is answered based on theoretical framework and exit interviews. The results from both theoretical framework and empirical part suggests that competitive remuneration, career advancement possibilities, exciting job and opportunity for personal development improves employee retention whereas, lack of these attributes are seen to entail turnover.