Global talent retention : understanding employee turnover around the world / edited by David G. Allen, James M. Vardaman.

Format:

Book

Contributor:

Allen, David G., editor.

Vardaman, James M., 1921-2007, editor.

Series:

Talent management.

Talent Management

Language:

English

Subjects (All):

Employee retention.

Physical Description:

1 online resource (282 pages)

Place of Publication:

Bingley, UK : Emerald Publishing Limited, [2021]

Summary:

Through extensive research Global Talent Retention: Understanding Employee Turnover Around the Worldaddresses the need for turnover theory and research to give more careful consideration to global and cross-cultural perspectives on employee retention, and includes contributions from a global range of scholars.

Contents:

Intro

Half Title Page

Series Page

Title Page

Copyright Page

Contents

List of Contributors

Contributor Biographies

Global Talent Retention: Understanding Employee Turnover Around the World

An Institution-based View of Turnover

Contributions in this Volume

Conclusion

References

Turnover and Retention in the United Kingdom: Change, Uncertainty and Opportunity

Introduction

The Voluntary Turnover Model (Modified for the United Kingdom): Brief Summary

United Kingdom

Turnover, retention and employment. Unofficial figures suggest that the UK average attrition rate is around 15% (Frith, 2017

Monster, 2019). This compares favorably with a national turnover rate of around 18% in Australia and 20.1% in the United States (

Section 1: Turnover Drivers

Organizational Factors

Employment Law and Employment Precarity

Immigration and Brexit

Section 2: The Effect of National Culture on Turnover

Section 3: Shocks

Section 4: Alternative Opportunities

Section 5: Job Embeddedness

The Contextualization of Employee Retention Research in China

The Macro-level Aspects of China

Employee Retention Research in China: An Overview

Indigenous Phenomena and Implications for Contextualization

Hukou

Communities in China

Migrant Workers

State-owned Enterprises

Prioritization of Family Benefits

Guanxi

Conclusion and Future Research Directions in China

Culture, Labor Market, and Employee Turnover in South Korea: Taking Stock and Moving Forward

Institutional Environment in South Korea

Review of Employee Turnover Research in South Korea

The Role of Job Satisfaction

The Role of Job Embeddedness

How Culture is Related to Employee Turnover in South Korea.

Future Research Directions for Employee Turnover Research in South Korea

Calls for More Studies on Actual Employee Turnover

Theory Development in South Korea

Intergenerational Workforces and Employee Turnover

Globalization and Employee Turnover: The Case of Bulgaria

1. Introduction

2. Overview of the Bulgarian Context in a Globalizing World

2.2. Economic Context: Outsourcing and Turnover

2.3. Institutional Context: Patchwork Capitalism and Turnover

2.4. Cultural Context: Dissolving Collectivism and Turnover

3. Discussion

Voluntary Employee Turnover: The Stepchild of German HR and Organizational Psychology Research

Turnover in Germany: Some Facts

Labor Market Background

Players and Institutions

Labor Law

Industry and Firm Structures

National Culture

Intermediate Summary

Literature Review of Turnover Research in Germany

Desirability and Ease of Movement

Intermediate Linkages Model

Unfolding Model

Job Embeddedness

Additional Findings

Chapter Summary and Implications

Employee Turnover and Retention in Mexico and Latin America

The Importance of Studying Employee Turnover in Mexico

Background of Mexico

Overview of Turnover Research Applied to Mexico

Alternative Job Opportunities

Work-Life Conflict

Peer Group Relations

Pay

Organizational Climate

Leadership

Rewards Offered

Future Directions for Research

Voluntary Turnover in the Spanish Cultural and Institutional Context

The Spanish Institutional Context

High Employment Protection Legislation and the Dual Labor Market

High Unemployment

High Unemployment Benefits

Centralized Collective Bargaining

GDP Sectoral Distribution.

High Power Distance and High in-group Collectivism

Literature Review of Turnover Studies in Spain

Prior Research on the Institutional Setting and Mobility

Prior Research on Voluntary Turnover: A Much Less Investigated Phenomenon

Relevant Mechanisms and Processes of Turnover in the Spanish Labor Market

Discussion and Future Research

Investigating Different Types of Turnover

Exploring Organizational Outcomes: Functional Versus Dysfunctional Turnover

Studying Alternative Employee Outcomes

Understanding the Effects of Cultural Differences

Identifying the Role of Different Management Practices

Collecting Longitudinal Data and Matched Employer-employee Information to Perform Rigorous, Systematic Analyses

Employee Turnover in Turkey

2. Literature Review of Turnover Studies Published in the Turkish Context

2.1. Generalizability Studies

2.2. Contextualized Studies

3. Future Research Directions

4. Conclusion

Turnover in Denmark: Between "Flexicurity" and Collective Voice

2. Turnover in Denmark: Figures and Trends

3. The Role of Context in Turnover in Denmark

3.2. Legal Context

3.3. Cultural Context

3.4. Empirical Work on the Role of Context in (Voluntary) Turnover in Denmark

4. Discussion

4.1. Implications for Research

4.2. Implications for Policy and Practice

4.3. Conclusion

Employee Turnover in India: Insights from the Public-Private Debate

Contextualizing Employee Mobility in India

The Institutional Context

The Legal Context

The Cultural Context

Turnover Studies in the Indian Context

Literature Analysis

Employee Turnover Phase I (Before 1991)

Employee Turnover Phase II (1991-2000)

Employee Turnover Phase III (2001-2010)

Employee Turnover Phase IV (2011-2020).

Need for Theoretical Framing

Directions for Future Research

Public and Private - A Difference of Outlook

Turnover and Its Link to Community Ties

Turnover - How Much and When?

Need to Focus on Actual Turnover

Turnover in South Africa: The Effect of History

2. The Evolution of the South African Institutional, Legal, and Cultural Context and How it Affects Employee Mobility

2.1. Nation-building and the Inherited Dual Labor Market (Apartheid to 1998)

2.1.1. Background. Context matters, and turnover and retention in South Africa are still shaped by the country's history of Apartheid, and the struggle to shake off its legacy. Apartheid was a policy based on separating race groups in society generally, i

2.2. Theorizing the Implications of the Dual Labor Market

2.3. Economic Growth and the War for Talent (1999-2007)

2.3.1. Background. It took some time before the ANC was able to pass legislation to achieve redress. Signaling their importance to the South African electorate, the South African Constitution and a new Labor Relations Act were among the first new pieces o

2.3.2. Theorizing Employee Mobility in an Era of Growth and the War for Talent. One of the consequences of the imbalance between the need for and availability of skilled candidates was that equity candidates (as previously disadvantaged groups were refer

2.4. A Downturn and the Flight of Talent (2008-2017)

2.4.1. Background. A number of negative events happened around 2008. Even before the global financial crisis, South Africa experienced the first of more than a decade of rolling blackouts by the national energy provider, ESKOM in November 2007. In Decembe.

2.4.2. Theorizing an Era of Downturn and the Flight of Talent. The downturn led to companies reducing hiring and, in many cases, laying off employees. Pull factors that influence the turnover position are those external to the individual and are driven pr

2.5. Disillusionment With the State and a Fragile Engagement (2018 to Present)

2.5.1. Background. At the end of 2015, President Zuma replaced the respected Minister of Finance, Nhlanhla Nene, with a little-known Member of Parliament linked to alleged corruption, a move that was widely seen as a turning point in South Africa (Mathekg

2.5.2. Theorizing an Era of Fragile Engagement. The most recent era in South Africa is characterized by regular large shocks, mostly in the form of economic and internal shocks. Internal shocks have been felt especially strongly at firms that have been mi

3. Comparing and Contrasting the Mechanisms and Processes in Prominent Extant Turnover Theories with the South African Reality

4. Future Directions for Turnover Research in South Africa

5. Conclusions

Index.

Notes:

Description based on print version record.

ISBN:

1-83909-293-9

OCLC:

1271383945