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The Theoretical-Conceptual Model of Churning in Human Resources: The Importance of Its Operationalization

Author

Listed:
  • Olga Alexandra Chinita Pirrolas

    (Centre for Public Administration and Public Policies, Institute of Social and Political Sciences, Universidade de Lisboa, 1300-663 Lisbon, Portugal)

  • Pedro Miguel Alves Ribeiro Correia

    (Centre for Public Administration and Public Policies, Institute of Social and Political Sciences, Universidade de Lisboa, 1300-663 Lisbon, Portugal)

Abstract

Given the current socio-economic context in which the labor market is set in, if we were to consider both employment opportunities in specific economic periods and the individual expectations workers have regarding one’s working conditions, it should be a matter of one’s individual right of choice to decide whether or not to stay or leave and change companies. The paper we present before you took into account the phenomenon of churning as a cyclical process. Our main goal was to understand the main causes leading to it in the context of human resources and, ultimately, what were the consequences emerging from it. In order to carry out this analysis, we put forward a conceptual-theoretical model of the phenomenon of churning, made possible through the analysis of both the currently available literature and the empirical studies and conclusions stemming from the latter. The aforementioned analysis allowed us to trace all main causes responsible for the origin of churning and also, to understand how it could be implemented further on, in order to minimize the costs associated with hiring new personnel and retaining qualified employees by resorting beforehand to the implementation of strategic measures of human resources retention. By applying the methodology based on grounded theory, this study allowed us to further contribute to the already available, yet limited, literature and definition of this multifaceted and greatly complex subject that is the phenomenon of churning.

Suggested Citation

  • Olga Alexandra Chinita Pirrolas & Pedro Miguel Alves Ribeiro Correia, 2021. "The Theoretical-Conceptual Model of Churning in Human Resources: The Importance of Its Operationalization," Sustainability, MDPI, vol. 13(9), pages 1-10, April.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:9:p:4770-:d:542477
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    References listed on IDEAS

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    1. Burgess, Simon & Lane, Julia & Stevens, David, 2001. "Churning dynamics: an analysis of hires and separations at the employer level," Labour Economics, Elsevier, vol. 8(1), pages 1-14, January.
    2. Andrew Kerr, 2018. "Job Flows, Worker Flows and Churning in South Africa," South African Journal of Economics, Economic Society of South Africa, vol. 86(S1), pages 141-166, January.
    3. Zhao, Danling & Li, Jichao & Tan, Yuejin & Yang, Kewei & Ge, Bingfeng & Dou, Yajie, 2018. "Optimization adjustment of human resources based on dynamic heterogeneous network," Physica A: Statistical Mechanics and its Applications, Elsevier, vol. 503(C), pages 45-57.
    4. Mattos, Enlinson & Orellano, Veronica & Pazello, elaine, 2009. "A Substituição de Trabalhadores como Instrumento para Redução de Gastos com Salários: Evidências para a Indústria Paulista," Revista Brasileira de Economia - RBE, EPGE Brazilian School of Economics and Finance - FGV EPGE (Brazil), vol. 63(2), June.
    5. Pedro Miguel Alves Ribeiro Correia & Ireneu de Oliveira Mendes & Sandra Patrícia Marques Pereira & Inês Subtil, 2020. "The Combat against COVID-19 in Portugal, Part II: How Governance Reinforces Some Organizational Values and Contributes to the Sustainability of Crisis Management," Sustainability, MDPI, vol. 12(20), pages 1-13, October.
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