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Collective Employee Turnover as a Predictor of Organizational Performance.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Collective Employee Turnover as a Predictor of Organizational Performance./
Author:	Holtam, Thomas John, Jr.
Description:	1 online resource (226 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-08, Section: A.
Contained By:	Dissertations Abstracts International85-08A.
Subject:	Psychology. -
Online resource:	click for full text (PQDT)
ISBN:	9798381691887

Collective Employee Turnover as a Predictor of Organizational Performance.
Holtam, Thomas John, Jr.

Collective Employee Turnover as a Predictor of Organizational Performance. - 1 online resource (226 pages)

Source: Dissertations Abstracts International, Volume: 85-08, Section: A.

Thesis (Ph.D.)--Grand Canyon University, 2024.

Includes bibliographical references

This quantitative correlational predictive study aimed to determine if and to what extent collective employee turnover predicted the organizational performance dimensions of customer service quality and financial performance within retail banking establishments in the Midwestern United States during the COVID-19 pandemic. Context emergent turnover theory supported this research. The first research question examined if collective employee turnover predicted customer service quality in retail banking establishments during the pandemic, and the second research question examined if collective employee turnover predicted financial performance in retail banking establishments during the same period. The study sample was the retail banking locations of ABC Bank (pseudonym) using its archival data generated from April 2020 - April 2022. The results of linear regression analysis showed no statistically significant relationship between collective employee turnover and customer service quality, F(1,23) = 3.245. R² =.124. (p = .085). Furthermore, the analysis revealed no statistically significant relationship between collective employee turnover and financial performance, F(1,23) = .004. R² =.000154. (p = .953). There was a failure to reject both null hypotheses. The results of this study contribute to the body of literature on employee turnover and benefit business leaders as they navigate employee turnover and create processes to mitigate adverse outcomes.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798381691887Subjects--Topical Terms:

555998
Psychology.
Subjects--Index Terms:

Archival dataIndex Terms--Genre/Form:

554714
Electronic books.

Collective Employee Turnover as a Predictor of Organizational Performance.
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500 $a Source: Dissertations Abstracts International, Volume: 85-08, Section: A.
500 $a Advisor: Shelton, Dana.
502 $a Thesis (Ph.D.)--Grand Canyon University, 2024.
504 $a Includes bibliographical references
520 $a This quantitative correlational predictive study aimed to determine if and to what extent collective employee turnover predicted the organizational performance dimensions of customer service quality and financial performance within retail banking establishments in the Midwestern United States during the COVID-19 pandemic. Context emergent turnover theory supported this research. The first research question examined if collective employee turnover predicted customer service quality in retail banking establishments during the pandemic, and the second research question examined if collective employee turnover predicted financial performance in retail banking establishments during the same period. The study sample was the retail banking locations of ABC Bank (pseudonym) using its archival data generated from April 2020 - April 2022. The results of linear regression analysis showed no statistically significant relationship between collective employee turnover and customer service quality, F(1,23) = 3.245. R² =.124. (p = .085). Furthermore, the analysis revealed no statistically significant relationship between collective employee turnover and financial performance, F(1,23) = .004. R² =.000154. (p = .953). There was a failure to reject both null hypotheses. The results of this study contribute to the body of literature on employee turnover and benefit business leaders as they navigate employee turnover and create processes to mitigate adverse outcomes.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Psychology. $3 555998
653 $a Archival data
653 $a Collective employee turnover
653 $a COVID-19 pandemic
653 $a Employee turnover
653 $a Retail banking
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