First draft--Combat high turnover rate

Edmans, A. (2012). The link between job satisfaction and firm value, with implications for corporate social responsibility. The Academy of Management Perspectives, 26(4), 1-19.

This is an article by Edmas in The Academy of Management Perspectives explaining how job satisfaction of an employee affects employee turnover. It also explains how job satisfaction is linked to firm value. The author explains that a satisfied employee will not be willing to quit his job, but when he is not satisfied then he will quit. This is also affected by the firm value. The author explains that organizations can be able to reduce employee turnover by improving job satisfaction and motivation of employees. This is a good article for readers because it will help in understanding how job satisfaction affects employee turnover, and how organizations can improve job satisfaction so as to improve employee turnover. Human resource managers are advised to read this article to improve their relationship with employees.

Glebbeek, A. C., & Bax, E. H. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47(2), 277-286.

This is an article that was written by Glebbek and Bax about a research carried out regarding high employee turnover. This article explains a research that was used to answer the question on whether high employee turnover is harmful. The authors conclude that high employee turnover is harmful because the findings showed that there are more disadvantages of the issue than advantages. This a good article for readers who want to understand the meaning of high employee turnover, and the impacts it has on business. The authors explain that high employee turnover can either be caused by resignation of an employee or termination of the job by management. The authors explain that the man harm of this issue is that people lose confidence with the leadership of the organization. these groups include employees and customers.

Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Job attitudes. Annual Review of psychology, 63, 341-367.

This is an article by Judge and Kammeyer-Mueller in Annual Review of Psychology. The author tries to explain different attitudes that are present in a working environment. This is because there are many employees and managers who do not understand these attitudes. The author explains that the difference in the attitudes of people leads to employee turnover. This is because there will be a conflict. This article explains to the readers the various attitudes present in a working environment, and how a person can cope with them. This is an important article because it will train employees and employers how they can relate with each other to improve motivation and job satisfaction. This article is important for both the management and employees.

Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.

This is an article by Kehoe and Wright in Journal of Management. This article tries to explain how the human department is responsible for the high employee turnover. This article tackles the quits and dismissals in an organizations. This is because the human resource department is responsible for the job satisfaction of employees so that they may not quit their job. The department is also responsible for sacking employees. Therefore, this article tries to explain how the human resource department affects employee turnover in an organization. The main factor explained in this article is that the human resource department puts high performance expectation on employees such that the attitude of the employees towards the department changes. This is because the human resource department uses very high values to evaluate the performance of an employee. This can lead to a decline in job satisfaction of an employee hence high employee turnover. This is a good article for readers who want to understand the role played by human resource department in increasing employee turnover.

Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.

This is an article by Mowday, Porter and Steers in Academic Press explaining how the psychology of employees works, and how they get motivated and demotivated. This article also explains how absenteeism and job commitment are key players in employee turnover. This is because when employees are committed to their job then there is a reduced employee turnover. When there is a low commitment then there is a high employee turnover. The authors of this article try to explain how the factors that cause employee turnover are connected to psychology, and how employees can be motivated so as to become committed. This article is good for readers because they will be able to understand how various factors are linked and how they cause employee turnover.