Workplace Problems Organizational Tenure Rates

Question: Identify a problem from your current your former workplace that requires some research to solve/address. Develop a hypothesis for the problem. Identify what type of hypothesis you are using (see readings) and identify the independent and dependent variables you would use to further investigate the problem. Post a brief description of the problem, including the above information early in the module week so that other students have a chance to respond to your hypothesis and identification of variables that could be used to further investigate the problem. Answer: Employee attrition was one of the most essential concerns for the management team at my former workplace. The management was confident that the tendency of an employee to take a leave from the company can be identified and then in turn necessary corrective measures can be taken in order to prevent the employees from leaving. As per my knowledge, in order to solve this problem, a logistic regression model would be appropriate and having the dependent variable as the probability that an employee will attrite (Trevor, 2001). The independent variable to be considered shall be classified under broad heads, such as, the payroll status of the employee, their punctuality, work-shift related variables, their roles responsibilities, performance ratings, any behavior change noticed by the peers, motivation factor and many other related variables (which are difficult to note down at one go). The objective of the project is to identify important factors that are responsible for employee attritio n, which would enable the management to check the attrition rate. The hypothesis for my project is that the immediate manager is the one who is the responsible most for the overall motivation of an employee to perform and work for a long term and stay at the company (Terborg, 1984). Though, it will be very difficult to measure this factor quantitatively, I think the research should comprise of both qualitative and quantitative aspects. While the quantitative part would provide us with the most significant factors that can be quantitatively represented, the impact that the immediate boss has on the overall probability of an employee to decide his or her long term relationship with the company has to be looked into from a qualitative point of view. Exit interview transcripts may throw some light on this, but not so much. Hence, in-depth interviews with few of the former and present employees would be required to establish this part. Bibliography Terborg, J. . (1984). A predictive study of Organizational tenure rates. Academy of Management Journal, Vol.27, pp.793-810. . Trevor, C. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management journal, Vol 44, pp.621-638.