Individual Programmatic Assessment: Research Proposal

Running head: EMPLOYEE RETENTION 0

Outline of Research Proposal

Antoinette Dent

PSYCH610

May 26, 2017

Professor Gregory Fabiano

Introduction

Many organizations are usually faced with the challenge of employee turnover. It is important for these organizations to identify causes of employee turnover and address them. Employee retention is beneficial to the organization in various ways. Employees are a critical asset to the organization and thus play a critical role in the success of the organization (Goetsch, 2014). Employees who remain in the company are more likely to contribute more and even become loyal to their employers. With high levels of employee turnover, the organization will have to spend a lot of resources and time training new employees (Khatri, 1999). This is costly to the organization and it even negatively impacts its reputation among the customers. New employees are less likely to perform well because they have to adapt to the new environment. There is a high likelihood of employees quitting the company joining the competitors and they may move along with the organization’s customers. It is thus important for organizations to have employee retention in order to compete with others and attain high productivity among employees. Many reasons have been identified to result in employee turnover and include; unsatisfactory working environment, lack of motivation, poor job satisfaction and poor management among others. This paper will focus in how bad management affects employee turnover.

Purpose of Study

Employee turnover is a major challenge among many organizations. This has led to loss of employees with high potential and the organization suffers a great setback. Poor management has been identified to be one of the major reasons which make employees leave the organization. A manager plays a critical part in the workplace as they can motivate employees and make them feel appreciated (Rose, 2015). However, a manager with poor management skills will create a poor working environment thus making employees have a bad attitude towards work and ultimately quitting their jobs. The research study examines what employees feel about those in management and if it is the cause of quitting jobs.

Rationale For Conducting the Study

The study will be of great significance in identifying is bad management affects employee retention. The findings of the study will be of great importance to the organization as it will give them recommendations on how they can deal with employee turnover. The research study will therefore provide a solution to the problem of employee turnover.

Hypothesis

The hypothesis of the research study is: Bad management is negatively associated with employee retention.

Methodology

Participants: The subjects in the study will be employees working in 5 different organizations in different industries. They will be randomly selected. The target sample is 200 employees.

Procedure: With the help of human resource managers in different organizations, employees will be invited to take part in the research study using emails. They will informed on the purpose of the study before being asked to fill the questionnaire online.

Material and Instruments: Collection of data will be done using a questionnaire that will be filled online.

Data Analysis

After collection of data, it will be entered and summarized for analysis. This will establish how the variables in the study are related. In this case, the data collected from the questionnaires will be analyzed to establish if bad management results in high employee turnover. Rating scales will be used in tabulating quantitative data, the data will then be analyzed using t-tests to determine significance levels. Regression analysis will also be done to establish relationship between independent and dependent variable. This will explain if the relationship between the two is either weak or strong.

References

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Khatri, N., Budhwar, P., & Fern, C. T. (1999). Employee turnover: bad attitude or poor management. Singapore: Nanyang Technological University, 12-99.

Rose, K., Shuck, B., Twyford, D., & Bergman, M. (2015). Skunked: An integrative review exploring the consequences of the dysfunctional leader and implications for those employees who work for them. Human Resource Development Review, 14(1), 64-90.