Week 1 Writing Activity – Identify Research Gaps and Problems

Week 1 Writing Activity – Identify Research Gaps and Problems

Topic Description

This research focuses on the relationship between the work environment and employee turnover. The study reviews the factors within the work environment that increase employee turnover. The key factors discussed in the research include role ambiguity, role conflict, work-life balance, job satisfaction, and employee autonomy. The study focuses on the arguments by Azzahra et al. (2021) to explain the impact of role ambiguity on employee turnover. The study also demonstrates how role ambiguity could cause role conflict, leading to employee turnover, as discussed by Unguren and Arslan (2021). The study also discusses the relationship between employee autonomy and employee turnover. Employee autonomy is linked to other factors that cause employee turnover, such as job satisfaction and work-life balance (Novianti & Fuadiputra, 2021), which are discussed in the study. Another factor discussed in the study is workload. The study reviews the impact of workload on employee turnover and issues related to employee turnover, such as absenteeism and limited career growth opportunities.

Possible Business-Related Issues

The study on the link between the work environment and employee turnover includes focusing on specific business-related issues. One of the business-related issues that could be used for the current research study is the lack of job satisfaction. The lack of job satisfaction is an important business-related issue because job dissatisfaction impacts an organization’s performance by reducing employee productivity (Yean et al., 2022). Therefore, it is important to study the factors that contribute to job satisfaction and measures that can be taken to increase job satisfaction. Job satisfaction is linked to the second business-related issue, employee burnout (Antoniadou et al., 2024). The issue of employee burnout could be used in the study because employee burnout is caused by the nature of the work environment, including workloads and work schedules. Employee burnout is linked to the third business-related issue, the lack of employee autonomy. Lack of employee autonomy limits the control employees have over their work schedules, which could result in employee burnout (Zhou, 2020). Therefore, it is important to establish the link between the lack of employee autonomy, employee burnout, lack of job satisfaction, and employee turnover to understand the relationship between the work environment and employee turnover.

Current Issue, Importance, and Solution Beneficiaries

The current issue being explored in the current study is employee turnover. The study focuses on establishing how working conditions such as employee autonomy, work schedule,s and employee motivation contribute to employee turnover. According to Shaikh et al. (2020), employee turnover is among the factors that limit employee performance and organizational effectiveness. Good employee performance and organizational effectiveness are vital in the modern business environment because organizations face stiff competition due to the rise of many organizations offering similar products and services (Feliz & Maggi, 2020). Therefore, it is important to establish the relationship between the work environment and employee turnover to help organizations determine the changes they can make within the work environment to prevent employee turnover. Finding a solution for employee turnover will benefit organizations by eliminating the cost incurred to replace employees when they leave (Antoniadou et al., 2024). Finding a solution to employee turnover will also benefit employees because it will result in the creation of a conducive work environment for them (Antoniadou et al., 2024).

Facts and Relevant Context

The work environment is considered one of the key factors in increasing employee retention (Antoniadou et al., 2024). The emphasis on organizational performance and success has pushed many organizations to create unfavorable working conditions that increase employee turnover (Zhenjing et al., 2022). For instance, most organizations operating in highly competitive business environments put too much pressure on employees to increase their productivity for increased organizational performance. Some organizations also prioritize profits over employees, leading to unfavorable working conditions (Zhenjing et al., 2022). For instance, organizations in the manufacturing sector may create work schedules that require employees to work for long hours to meet production targets, leading to burnout and stress, which are among the leading causes of employee turnover.

Research Background

Numerous studies have been conducted to establish the relationship between the work environment and employee turnover. According to Asriani and Riyanto (2020), an unfavorable work environment characterized by a lack of organizational support and poor compensation makes employees feel uncomfortable and less supported by the organization, leading to employee turnover. Salama et al. (2022) argue that an unfavorable work environment characterized by long working hours and a lack of work-life balance leads to the development of stress among employees and a lack of job satisfaction leading to employee turnover. Further, Torsabo and Ezekiel (2021) add that work environment factors such as participation in decision-making, discretion independence, reasonable work tasks, information sharing, and sufficient workspace reduce employee turnover by creating a perception that the organization supports employees. Additionally, another study by Sazili et al. (2022) also established that the work environment impacts job satisfaction, which could cause an increase or decrease in employee turnover. Therefore, research on the relationship between the work environment and employee turnover is of important practical business concern because the work environment impacts the mental well-being of employees by causing stress and reducing the workforce available to complete tasks when there is high employee turnover, which could have a long-term negative impact on the organization’s performance. This research will entail a discussion of the relationship between role ambiguity, role conflict, work-life balance, job satisfaction, employee autonomy, and employee turnover.

Rationale for Topic Selection

Employee turnover is currently of interest because there is currently an increase in competition for skilled workers due to the need for organizations to create a competitive advantage (Raux, 2023). Therefore, it is important to determine the factors within the work environment that could contribute to employee turnover to help organizations design effective measures to reduce turnover and increase the retention of skilled workers. These factors include role ambiguity, role conflict, work-life balance, job satisfaction, and employee autonomy. The research topic also aligns with organizational leadership because preventing employee turnover is among the roles of leaders in an organization. Therefore, it is important to help leaders understand how they can prevent employee turnover by creating a conducive environment for employees.

References

Antoniadou, C., Vlastos, D. D., & Theofilou, P. (2024). Investigation of job satisfaction, work-related burnout, and their impact on the general health of individuals active in the catering industry. Global Health Economics and Sustainability, 2(1), 1852. https://doi.org/10.36922/ghes.1852

Asriani, I., & Riyanto, S. (2020). The impact of working environment, compensation, and job satisfaction on turnover intention in Public Service Agency. IOSR Journal of Business and Management, 22(4), 13-19. https://doi.org/10.9790/487X-2205061319

Azzahra S., Ilmi, Z., & Wijaya, A. (2021). The influence of role ambiguity, job stress and leadership on job satisfaction and employee turnover at PT. Bank BRI Syariah Samarinda. Saudi Journal of Business and Management Studies, 6(1), 15-23. https://doi.org/10.36348/sjbms.2021.v06i01.003

Feliz, S., & Maggi, C. (2020). What is the impact of increased business competition? SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3523149

Novianti, K. R., & Fuadiputra, I. R. (2021). The Effect of Job Autonomy on Turnover Intention: Mediation Role of Work-Life Balance, and Job Satisfaction in the Banking Sector. International Journal of Social Science and Business, 5(4), 490. https://doi.org/10.23887/ijssb.v5i4.38855

Raux, M. (2023). Recruitment competition and labor demand for high-skilled foreign workers. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.4614727

Salama, W., Abdou, A. H., Mohamed, S. A., & Shehata, H. S. (2022). Impact of work stress and job burnout on turnover intentions among hotel employees. International Journal of Environmental Research and Public Health, 19(15), 9724. https://doi.org/10.3390/ijerph19159724

Sazili, S., Ju’im, J., Indarti, S., & Efendi, R. (2022). Turnover intention influenced by work environment and job satisfaction. International Journal of Social Science Research and Review, 5(6), 102-108. https://doi.org/10.47814/ijssrr.v5i6.291

Shaikh, M., Shaikh, S., Benghal, G., Shaikh, H. H., & Shah, N. J. (2020). Impact of turnover on organizational efficiency: A case study of Dawlance company. Annals of Contemporary Developments in Management & HR, 2(2), 20-28. https://doi.org/10.33166/acdmhr.2020.02.003

Torsabo, N., & Ezekiel, R. (2021). Effect of work environment on employees ‘retention in Adamawa State University Mubi – Nigeria. International Journal of Research and Innovation in Social Science (IJRISS), 5(10). https://www.rsisinternational.org/journals/ijriss/Digital-Library

Unguren, E., & Arslan, S. (2021). The effect of role ambiguity and role conflict on job performance in the hotel industry: The mediating effect of job satisfaction. Tourism & Management Studies, 17(1), 45-58. https://doi.org/10.18089/tms.2021.170104

Yean, T. F., Johari, J., Yahya, K. K., & Chin, T. L. (2022). Determinants of job dissatisfaction and its impact on the counterproductive work behavior of University staff. SAGE Open, 12(3), 215824402211232. https://doi.org/10.1177/21582440221123289

Zhenjing, G., Chupradit, S., Ku, K. Y., Nassani, A. A., & Haffar, M. (2022). undefined. Frontiers in Public Health, 10. https://doi.org/10.3389/fpubh.2022.890400

Zhou, E. (2020). The “too-much-of-a-Good-Thing” effect of job autonomy and its explanation mechanism. Psychology, 11(02), 299-313. https://doi.org/10.4236/psych.2020.112019

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For this submission, you will identify gaps in the scholarly literature on your topic and develop a 3 to 4-page overview that experts in your field support. In the BUS-7100 Scholarly Literature Review course, your signature assignment was to present a literature review on a topic of interest to you so that you can build on this work now.

Week 1 Writing Activity – Identify Research Gaps and Problems

Describe your topic to establish the main ideas and context.
Reflecting on the literature review from BUS 7100, identify 3 possible business-related issues you could use for your research study.
Orient the reader to the basic concepts about your topic. What is the current issue? Why is it important? Who will be helped if a solution is discovered?
Describe the facts and relevant context as a foundation for the study problem – do not explicitly state the problem.
Focusing on your area of research interest, briefly lay the groundwork for what has been done in the area and why the area is of important social or practical business concern or theoretical interest.
Present an overview explaining why this research topic is currently of interest.
Explain how the topic aligns with your degree and specialization (theoretical vs. practice-based).