The Effect of Demographic Variables on Work Attitudes and Intentions to Quit: The Case of the Hotel Industry in Cape Coast and Elmina (Published)
Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. As such several studies have looked at antecedents of turnover. Among the emergent antecedents are demographic variables which are deemed to influence attitudes that could either make or unmake organisations. Since attitudes mean a lot in labour-intensive industries, the need to examine these attitude-eliciting factors become important. This paper therefore, sought to find out the effect of demographic variables on work attitudes and intention to quit in the hotel industry in Cape Coast and Elmina. Independent sample T-tests and One-way ANOVA were used to assess the relationships between demographic variables and work attitudes. The results revealed there was significant differences between younger adults’ and older adults’ level of satisfaction as far as salary levels were concerned. Similarly, this was the case with nature of work and motivation. Accordingly, it was recommended that Human resource policies be tailored to meet and satisfy the specific needs of each age group as what might motivate the younger generation may not have the same effect on the older generation.
Keywords: Employee Satisfaction, Employee turnover, Intention to Quit, Organisational Commitment and Nature of Work
A Predictive Workforce-Analytics Model for Voluntary Employee Turnover in the Banking/ Financial-Service Industry (Published)
This paper proposes a model for identifying key variables to identify in advance which employees may leave a company in the near future. This identification may allow potential action to take place to retain the employee, or, to potentially get advance notice of the need for a replacement. We list the key variables (both dependent and independent) in our model and detail the metric we hope to use to measure each variable. The specific statistical techniques we use to analyze the model may depend on the exact form of the data provided. We are in the process of seeking real-world data to illustrate the model’s use.
Keywords: Banking and financial services, Employee status, Employee turnover, Workforce model