Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions
Autor(a) principal: | |
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Data de Publicação: | 2022 |
Outros Autores: | |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.5/28131 |
Resumo: | As a result of the complexity and multiplicity of definitions of the concept of human resource churning, to guide this entire research, the cost resulting from replacements was taken as a premise. Although churning is related to turnover, there are differences, turnover has as its focus the turnover of workers and churning is also related to the same approach, but this concept has as its focus the costs associated with the replacements of workers derived from voluntary departures, i.e., churning is only related to the costs of hiring from replacements. Despite the complexity and multiplicity of definitions of the concept of churning, to guide the present research, we chose to adopt as our premise the costs resulting from the voluntary exits of workers, that is, the relationship between resulting costs associated with employee substitutions. The present investigation intended to identify the causes of churning through the identification of its main dimensions. This theoretical research resorted to the following methodology: a literature review and an empirical study review that approached the subject of the churning of human resources. The resulting outcome enabled us to identify how these dimensions had an influence on the management of human resources regarding the mitigation of the occurrence of churning and the application of strategic measures to retain workers. In this regard, we have identified as main dimensions the work environment; leadership; recognition; schedule flexibility; wage; career progression, responsibility, and retention of human resources. |
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Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutionschurning; dimensions of churning; retention of human resources; causes of churning; management of human resourcesAs a result of the complexity and multiplicity of definitions of the concept of human resource churning, to guide this entire research, the cost resulting from replacements was taken as a premise. Although churning is related to turnover, there are differences, turnover has as its focus the turnover of workers and churning is also related to the same approach, but this concept has as its focus the costs associated with the replacements of workers derived from voluntary departures, i.e., churning is only related to the costs of hiring from replacements. Despite the complexity and multiplicity of definitions of the concept of churning, to guide the present research, we chose to adopt as our premise the costs resulting from the voluntary exits of workers, that is, the relationship between resulting costs associated with employee substitutions. The present investigation intended to identify the causes of churning through the identification of its main dimensions. This theoretical research resorted to the following methodology: a literature review and an empirical study review that approached the subject of the churning of human resources. The resulting outcome enabled us to identify how these dimensions had an influence on the management of human resources regarding the mitigation of the occurrence of churning and the application of strategic measures to retain workers. In this regard, we have identified as main dimensions the work environment; leadership; recognition; schedule flexibility; wage; career progression, responsibility, and retention of human resources.MDPIRepositório da Universidade de LisboaPirrolas, Olga Alexandra ChinitaCorreia, Pedro Miguel Alves Ribeiro2023-08-21T14:45:34Z2022-10-202022-10-20T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.5/28131engPirrolas, Olga Alexandra Chinita, and Pedro Miguel Alves Ribeiro Correia. 2022. Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions. Social Sciences 11: 489. https://doi.org/ 10.3390/socsci1110048910.3390/socsci11100489info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-08-27T01:31:52Zoai:www.repository.utl.pt:10400.5/28131Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T20:27:34.021821Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
title |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
spellingShingle |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions Pirrolas, Olga Alexandra Chinita churning; dimensions of churning; retention of human resources; causes of churning; management of human resources |
title_short |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
title_full |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
title_fullStr |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
title_full_unstemmed |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
title_sort |
Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions |
author |
Pirrolas, Olga Alexandra Chinita |
author_facet |
Pirrolas, Olga Alexandra Chinita Correia, Pedro Miguel Alves Ribeiro |
author_role |
author |
author2 |
Correia, Pedro Miguel Alves Ribeiro |
author2_role |
author |
dc.contributor.none.fl_str_mv |
Repositório da Universidade de Lisboa |
dc.contributor.author.fl_str_mv |
Pirrolas, Olga Alexandra Chinita Correia, Pedro Miguel Alves Ribeiro |
dc.subject.por.fl_str_mv |
churning; dimensions of churning; retention of human resources; causes of churning; management of human resources |
topic |
churning; dimensions of churning; retention of human resources; causes of churning; management of human resources |
description |
As a result of the complexity and multiplicity of definitions of the concept of human resource churning, to guide this entire research, the cost resulting from replacements was taken as a premise. Although churning is related to turnover, there are differences, turnover has as its focus the turnover of workers and churning is also related to the same approach, but this concept has as its focus the costs associated with the replacements of workers derived from voluntary departures, i.e., churning is only related to the costs of hiring from replacements. Despite the complexity and multiplicity of definitions of the concept of churning, to guide the present research, we chose to adopt as our premise the costs resulting from the voluntary exits of workers, that is, the relationship between resulting costs associated with employee substitutions. The present investigation intended to identify the causes of churning through the identification of its main dimensions. This theoretical research resorted to the following methodology: a literature review and an empirical study review that approached the subject of the churning of human resources. The resulting outcome enabled us to identify how these dimensions had an influence on the management of human resources regarding the mitigation of the occurrence of churning and the application of strategic measures to retain workers. In this regard, we have identified as main dimensions the work environment; leadership; recognition; schedule flexibility; wage; career progression, responsibility, and retention of human resources. |
publishDate |
2022 |
dc.date.none.fl_str_mv |
2022-10-20 2022-10-20T00:00:00Z 2023-08-21T14:45:34Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.5/28131 |
url |
http://hdl.handle.net/10400.5/28131 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
Pirrolas, Olga Alexandra Chinita, and Pedro Miguel Alves Ribeiro Correia. 2022. Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions. Social Sciences 11: 489. https://doi.org/ 10.3390/socsci11100489 10.3390/socsci11100489 |
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info:eu-repo/semantics/openAccess |
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openAccess |
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application/pdf |
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MDPI |
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MDPI |
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reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
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Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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RCAAP |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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1799133543449755648 |