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Research Proposal

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Mini Research Proposal
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Mini Research Proposal
1. Introduction
Olubiyi, Smiley, Luckel, and Melaragno (2019) define employee turnover as an
employee's departure from an officially constituted company. Employee turnover has long been
one of the most frustrating and ubiquitous problems organizations, and businesses have to deal
with. Over the last few years, employee turnover has increased in all fields. So the effectiveness
of examining studies on minimizing employee turnover intentions is thus of special relevance to
investigate (Aisyah Panatik, 2019). It is just as important to figure out why employees leave a
company as to why they stay. Employees get embedded in their workplaces and communities,
forming a web of connections and exchanges both on and off the job as they engage in their
professional and social life. Disconnection or restructuring of these social and value networks
would be required when leaving a job. It is critical to investigate why turnover rates remain high
even though well-integrated individuals are more likely to stay in an organization.
2. Literature Review
Shahzad, Shah, Waseem, and Bilal (2020) indicate that work overload is typically
considered the essential element that affects employees' commitment and turnover intention
toward organizations. Their research discovered that job overload harms organizational
commitment while having a good impact on personnel turnover intentions. Additionally,
Dipietro and Bufquin (2017) found other factors as job satisfaction, work status congruence,
organizational commitment, and perceived management concern for employees.
Employees who are satisfied with the actions of their organization's management are
more likely to do their best for the organization's benefit, as indicated by Al-Ali, Ameen, Isaac,
Khalifa, and Shibami (2019). Vaamonde, Omar and Salessi, (2018) found out that low justice

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1 Mini Research Proposal Student Name Course Name and Number Institutional Affiliation Professor's Name Date 2 Mini Research Proposal 1. Introduction Olubiyi, Smiley, Luckel, and Melaragno (2019) define employee turnover as an employee's departure from an officially constituted company. Employee turnover has long been one of the most frustrating and ubiquitous problems organizations, and businesses have to deal with. Over the last few years, employee turnover has increased in all fields. So the effectiveness of examining studies on minimizing employee turnover intentions is thus of special relevance to investigate (Aisyah Panatik, 2019). It is just as important to figure out why employees leave a company as to why they stay. Employees get embedded in their workplaces and communities, forming a web of connections and exchanges both on and off the job as they engage in their professional and social life. Disconnection or restructuring of these social and value networks would be required when leaving a job. It is critical to investigate why turnover rates remain high even though well-integrated individuals are more likely to stay in an organization. 2. Literature Review Shahzad, Shah, Waseem, and Bilal (2020) indicate that work overload is typically considered the essential element that affects employees' commitment and turnover intention toward organizations. Their research discovered that job overload harms organizational commitment while having a good impact on personnel ...
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