A Meta Analysis of the Research Literature from 2019 to 2023
Western Canada Research Fund
Truman Spring and Heather Henderson
Introduction:
Employee turnover is a persistent challenge for organizations across industries. Understanding the factors influencing workforce leaving is crucial for businesses aiming to retain skilled employees and foster a productive work environment. In this meta-analysis, we explore the relationships between various factors related to employee turnover, providing valuable insights for organizations seeking to address this issue effectively. By examining the correlations between burnout, social support, job satisfaction, fear of infection, job-related stress, financial and organizational support, mental health, toxic work environments, and work-life balance, we uncover strategies to create a more stable and resilient workforce.
Key Findings:
1. Factors Positively Correlated with Employee Turnover
- Burnout: Higher levels of burnout are associated with a greater likelihood of employees leaving their jobs. Organizations should implement measures to prevent and alleviate burnout, such as workload management and stress reduction programs.
- Job-related stress: High job-related stress is linked to increased turnover rates. Stress management programs and resources can help employees cope effectively.
- Lack of financial support: Employees facing financial challenges are more likely to consider leaving their jobs. Providing financial resources and benefits can help improve retention.
- Lack of organizational support: Employees who perceive a lack of support from their organization are more prone to leaving. Clear communication channels and opportunities for employee feedback can enhance organizational support.
- Poor mental health: Mental health concerns contribute to turnover. Promoting mental health awareness and offering access to resources can positively impact retention rates. • Toxic work environment: A toxic workplace atmosphere drives employees to seek opportunities elsewhere. Fostering a positive work environment, free from toxic behavior, is vital.
2. Factors Negatively Correlated with Employee Turnover
- Social support: A supportive work environment reduces the likelihood of employees leaving. Creating strong interpersonal relationships and encouraging teamwork can enhance retention.
- Job satisfaction: Higher job satisfaction leads to lower turnover rates. Organizations should focus on recognizing and rewarding employees, providing growth opportunities, and ensuring a positive work environment.
- Work-life balance: Employees with better work-life balance are less likely to leave their jobs. Offering flexible work arrangements can help achieve this balance.
3. Addressing industry-Specific Concerns
- Healthcare industry: Addressing burnout, social support, job satisfaction, and job-related stress is crucial for retaining healthcare professionals.
- Hospitality industry: Job security, fear of infection, work-life imbalance, and mental health concerns impact turnover in this sector. Supportive and equitable work environments are essential.
- Gender representation: Further investigation is needed to understand the dynamics between gender representation and toxic work environments, mental health, and job insecurity.
- Country-specific influences: Tailoring interventions and policies to address unique challenges in different countries can effectively improve job security, mental well-being, and work environments.
- Education industry: Employee turnover can be reduced by addressing socio-demographic factors, work-related stress, remote working opportunities, and mental health concerns.
4. Strategies for a Resilient Workforce
- Enhance employee resilience and adaptability through manager training, workplace protocol implementation, and online training programs.
- Invest in employee wellness programs, virtual teaching effectiveness enhancement, remote work policies, and mental health resources.
- Prioritize employee well-being, create supportive work environments, offer flexible arrangements, provide effective managerial support, and ensure financial support and resources.
Conclusion:
Employee turnover is a complex issue influenced by various factors across industries. By understanding the relationships between burnout, social support, job satisfaction, fear of infection, job-related stress, financial and organizational support, mental health, toxic work environments, and work-life balance, organizations can develop targeted strategies to reduce turnover rates and promote employee well-being. Prioritizing employee resilience, well-being, and a positive work environment can lead to a more stable and productive workforce, ensuring success in the post-pandemic era.