An analysis of labour turnover at Alliance Lorneville: Why do employees leave?

Abstract

Labour turnover is a concept which has received considerable attention in the literature, due to the negative consequences it imposes on an organisation. These include the substantial costs of replacing employees, as well as the adverse impact that separations have on staff morale, personnel programmes and customer satisfaction. Studies have frequently attempted to identify the causes and predictors of turnover so as to moderate its occurrence and minimise the expense. However, most of the research has been conducted in the full-time context, with little regard for employees in non-standard working arrangements. This dissertation examines the issue within the setting of a meat processing plant, a major employer of seasonal employees. Over the last three years the plant has been experiencing an escalating rate of turnover among their process and service workers. The aim of this research was to explore the reasons behind this. Framing the investigation are the theoretical concepts of "push" and "pull" factors, which categorise the reasons for turnover as stemming from factors either internal or external to the organisation. As part of a preliminary investigation, interviews were conducted with various managers, supervisors and permanent staff members. Subsequently, survey data was collected from 472 process and service workers at the plant. The results suggest that the turnover problem can be attributed to both push and pull factors and that there are certain steps which the plant management can take to improve worker retention.