Occupational stress and employee turnover

Area of Science:

• Occupational Health
• Psychology
• Sociology

Background:

• Employee turnover poses significant costs to organizations.
• Identifying predictors of turnover is crucial for retention strategies.
• Previous research has explored various factors influencing employee attrition.

Purpose of the Study:

• To examine the relationship between workplace factors in 2007 and employee turnover over the subsequent five years.
• To identify specific predictors of turnover among different demographic groups (male/female, junior/officer).
• To inform targeted interventions for improving employee retention.

Main Methods:

• Analysis of questionnaire data collected from January-March 2007.
• Longitudinal examination of employee turnover for five years post-data collection.
• Statistical analysis to determine the association between baseline factors and subsequent turnover.

Main Results:

• Most workplace stressors were not significant predictors of turnover.
• Junior personnel reporting psychological strain in 2007 had higher turnover risk.
• Low commitment to service in 2007 increased turnover odds for junior males and females, and female officers.
• Female juniors with poorer stress coping skills and less frequent exercise were more likely to leave.
• Female officers with children had three times higher turnover odds than those without.

Conclusions:

• Psychological strain and low organizational commitment are key predictors of turnover, particularly in junior staff.
• Interventions promoting effective stress management and physical activity may enhance retention.
• Specific demographic factors, such as parental status in female officers, warrant consideration in retention efforts.