The Topic: (The impact of value added taxes on consumer buying behavior in the UAE)
In this task you need to critically review at least 10 scholarly
... [Show More] articles and discuss the research aim, objectives, methodology, analysis used, key findings and contribution/implications. In the report, you are expected to engage with the aim, objectives, methodology, analysis used, key findings and contribution/implications of the reviewed studies to demonstrate your understanding of research methods. The written text demonstrates excellent logical and sequential arrangement of paragraphs which enhance the reader’s understanding of the ideas presented. The written text contains few or no errors in spelling, grammar, punctuation or sentence structure.
Guidelines for Individual Report
The final output should be:
A written report in which you will compare and contrast the aim, objectives, methodology, analysis used, key findings and contribution/implications.
a. Introduction: Introduction should overview of the purpose of the report, rationale for the articles selected. (Introduction (Overview of the purpose, rationale for the articles selected) The written text very clearly and effectively articulates the purpose of the report, rationale of the selected studies, and provides a concise summary. Readers are definitely persuaded by the introduction.
b. Brief summary of the articles reviewed: Discuss the aim, objectives, methodology, analysis used, key findings and contribution/implications (Summary of aim, objectives, methodology, analysis used, key findings and contribution/im plications) The written text effectively and clearly discusses all the important theoretical, methodological and practical contribution of the selected studies, and also clearly link these contributions to real life scenarios
For better research you can use this engine for searching the articles.
https://scholar.google.com/
c. Compare and Contrast: Compare and contrast the reviewed studies to discuss what are similarities and difference in the aim, objectives, methodology, analysis used, key findings and contribution/implications. This can include similarities and differences, and strength and weakness of the studies. The written text effectively compares and contrasts the theoretical and methodological contributions of the selected studies, and clearly points to specific examples to illustrate the comparison, and includes only the information relevant to the comparison. Excellent argumentation and in-depth critical analysis are demonstrated.
d. Conclusion: Summarize what you have learned from this review report. The written text very clearly and effectively articulates the derived learning from this report to self or others, and the enhancement of the student’s appreciation for the discipline. It makes multiple connections between this learning experience and content from other courses, past learning, life experiences and/or future goals.
e. References
Abstract
This report will have an introduction to the topic selected for the literature review. After that, the report will
have a brief summary of the five articles reviewed for this report in term of the aim and objectives, the research
methodology used, Statistical Analysis used, finding, limitation, and Implications / Contributions. Then, a
comparison for the five articles in term of similarities and differences and we will end with the conclusion for
the report.
Introduction
Nowadays, employee turnover becomes an important subject. Turnover causes disruption in operations,
teamwork dynamics, and unit performance. Also, it is costly for the organization because the organization will
need to reinvest again in new employees’ training and developing. That is why we choose this topic for our
literature. We selected research papers about the causes and effects of turnover to explore different perceptions
about the causes and effects of turnover.
Brief summary of the articles reviewed
Topic 1:
An exploratory study of employee turnover indicators as predictors of customer satisfaction
Research aim
The aim of the research is to verify the relationship between employee turnover and customer satisfaction.
Research objectives
To identify the relationship between the job satisfaction of employees and the satisfaction of customers.
To discover a variety of functional forms that may best capture the relationship between employee’s
turnover and customer satisfaction.
To discover turnover indicators’ predictive ability and their interaction in relation to the satisfaction of
customers.
Research methodology
Review of literature: the researcher reviews many literatures about job satisfaction, employees’
turnover, customer satisfaction and company profitability.
Focus groups: the researcher held focus groups in order to identify important aspects of employee and
customer satisfaction and to review the items included in the survey.
Survey: the author uses survey to get employees perceptions.
Interview: interview was conducted to get information about customer satisfaction.
Data collection from company records: the researcher gets data about employees’ turnover from the
company records.
Statistical Analysis used
Percentage (turnover percentage): the researcher uses percentage in calculating part-time turnover, full-
time turnover, total turnover, and product turnover, log of part-time turnover and log of full-time
turnover.
Regression analysis: the researcher uses regression analysis to examine the causal relationship between
employee satisfaction and the different turnover indicators under study, and to determine the most
effective turnover indicator.
Correlation, mean, scale alpha, coefficient estimate, significance, and standard error and F value: are
used to identify the relationship between customer satisfaction and employee’s turnover.
Findings
Employee turnover indicators can well predict the level of customer satisfaction.
The predictive ability of employee turnover indicators to predict customer satisfaction levels is useful
equally to that of single-item employee satisfaction measures gained through employee satisfaction
surveys.
The relationship between employee turnover indicators and customer satisfaction is a non-linear
relationship.
Limitations
The research and its results are done for a particular industry (retail industry).
The study was done only on two stores chains and both of them located in the USA.
The researcher did not give attention to the difference between voluntary and non-voluntary turnover.
The researcher did not give attention to the effects of turnover intentions on employee performance.
The time (6 months) researcher dedicates to study the relationship between customer satisfaction and
employee turnover is not fair enough.
Implications / Contributions
Managers should give more attention to managing customer satisfaction through managing turnover. Managers
should the use of employee turnover as an indicator of customer satisfaction since there is a significant
relationship between employee turnover and customer satisfaction and the data about employee turnover can be
collected easily and it is cost less than employee satisfaction surveys.
Topic 2:
Influence of customer verbal aggression on employee turnover intention
Research aim /objectives
To examine the customer verbal aggression impacts on employees in term of turnover intention in call
centers in China.
The costumer verbal reactions especially the aggressive ones related to employees’ emotional
exhaustion, therefore, impacting employee’s turnover intention.
Research methodology
For this study 12 Interviews has been done.
Survey Questionnaires was done for 100 employees from two different call centers.
Statistical Analysis used
Descriptive analysis.
Correlation used for the results collected through survey and interviews.
Means, standard deviations were used to analysis the results in the tables
Findings
Customer’s reaction is the main factor affecting employee’s turnover intention.
The relationship between the customer and the employee is affected by the Employees’ emotional
exhaustion.
The customer is not always right.
Limitations
Depend on survey design and self-report questionnaire.
The influence of verbal aggression mechanism of the customer on employee turnover is not fully
discussed in this study.
The range of the sample was relatively narrow.
Implications / Contributions
One of the main factors that affects employee’s turnover is the customer verbal aggression as it is along with
employee’s emotional exhaustion increases the chance of turning over. Managers should consider that
customers are not always right.
Topic 3:
Work engagement, job satisfaction, and turnover intentions. A comparison between supervisors and line-level
employees
Research Aim / Objectives
To investigate the influence of employee positions (supervisor vs line-level employee) on work-related
variables (e.g. work engagement, job satisfaction, and turnover intentions) on 29 mid- to up-scale hotels
managed by a North American branded hotel Management Company.
Research methodology
Schedule meeting: this meeting was with line level employee to clarify the purpose of the study, also it
was explained that the aggregated results of the survey will be given to Top Management without going
in details of each individual, the participation was voluntary and each participant was paid by the
company for his/her time.
Questionnaire survey: there were two types of survey one was hardcopy survey for line level employee
who filled the survey then it was sealed upon completion and mailed directly to the researchers. Total of
1,577 survey questionnaires distributed only 814 surveys were completed only 638 (78.38 percent) of
the gathered responses were used in the study. The second type was an electronic survey for supervisor
(Survey Monkey: Web-based software program) since supervisor have access to the internet through
computers surveys were sent by emails to 374 supervisors 241 (64.45 percent) supervisors completed
the survey and only 221 (91.70 percent) of the responses were used in the study.
Statistical Analysis used
ANCOVAs: Analysis of covariance A series of one-way ANCOVAs were carried out to check whether
there were significant differences between line-level employees’ and supervisors’ work engagement, job
satisfaction and turnover intentions while controlling respondents, gender, age, and tenure.
Hierarchical regression analysis procedure: Six hierarchical regression analyses were done to investigate
whether job position significantly moderated the influence of work engagement on job satisfaction and
turnover intentions.
Summation, Average: Items for each construct were summed and averaged to form individual composite
scores.
Means, standard deviations and correlations: the means, standard deviations, and correlations among
three sub-categories of engagement, job satisfaction, and turnover intentions were presented in the study.
The Utrecht Work Engagement Scale: was used to measure work engagement. It comprises three
dimensions, which are vigor, dedication, and absorption.
Findings
Work engagements (vigor, dedication, and absorption) are found to have significant negative impacts on
turnover intentions.
Supervisors have significantly higher work engagement and lower turnover intentions than line-level
employees.
Job satisfaction does not differ across positions.
Employee positions significantly moderate the relationship between absorption and job satisfaction, and
the relationship between dedication and turnover intentions.
Females were found to demonstrate higher dedication than males.
Limitations:
The generalizability of the findings because of the fairly homogeneous sample of respondents.
Common method bias, responses were self-reported and variables were obtained from the same raters,
Future studies should strive to address this issue by obtaining measures of independent and dependent
variables from different raters or through the use of multi-wave data collection procedures.
Failed to consider individual differences within certain position categories.
Small mean differences of these variables while interpreting the pragmatic significance.
Implications / Contributions
Detailed analysis for hotel managers to know the work-related factors across employee positions.
Dedication is the main item that significantly leads to job satisfaction and reduced turnover intentions
compared to vigor and absorption.
Absorption is not an effective solution to increase supervisors’ job satisfaction.
Hotel managers need to give more attention to Supervisor levels of dedication, since it is lead to
turnover intentions.
Topic 4:
Impact of human resource management practices on employee turnover intentions.
Research Aim / Objectives
The aim of the article is to discuss the reasons and the consequences of the turnover in the hospitality
field in India, and the human resources practices that are affecting the rate of the turnover.
The objective of this article is to study and analyze the human resource process plan and
implementations and its effect on the turnover rate. Another objective is to observe the impact of the
psychological contract breach on the frontline employee’s turnover intention and human resources
practices.
Research methodology
There are some of the techniques that had been used on collecting data in order to make the analyzing of
this case such as quantitative research.
Surveys have been used in order to collect the data.
The questions have been asked using the interval scale, nominal scale, and ordinal scale. In addition,
observation techniques have been used in collecting data and correlation analysis and reliabilities of
measures had been used to analyze the information collected.
Statistical Analysis used
Multiple regression analysis was used and demonstrated using tables and charts to present the general
information.
The analysis shows the result of the survey and the measurement of the employee turnover intention,
and its relationship with career path growth, selection practices, training practices, and compensation.
Findings
This study has found that selection, training, and compensation implementation have an important impact on
turnover. On the other hand, career growth chances have no influence on turnover intention. In addition,
psychological contract breach moderates the relationship between the practices such as training, selection and
career growth and the rate of the turnover. Since the higher breach of psychological controls tend to increase the
turnover rate.
Limitations
The information has been collected from only one location which is the service field in India which
means the result of the studies may not be generalized to another field.
Only subjective information has been used due to the unreachability of the objective information which
could strengthen the contribution of the study.
The way to measure the psychological contract breach was composite measure through different scores.
Implications / Contributions
It contributes to show the role of the psychological contract breach in the procedures of turnover intention, and
it can benefit the researchers to relate the essential needs of the employees in the workplace in order to
strengthen the employment relationships on future as it shows the relationship of turnover intention and the
human resources practices through psychological contract breach.
Topic 5:
The mediating effect of leader–member exchange in relationship with emotional intelligence, job satisfaction,
and turnover intention
Research Aim / Objectives
This research aim to investigate the effect of leader–member exchange and emotional intelligence on
employee resignation and job satisfaction.
Research methodology
Correlational survey.
Questionnaire: the questionnaire covered 280 staff on the targeted company, 235 have been analyzed
due to the incompleteness of some questionnaires. The questionnaire contains 22 questions.
Statistical Analysis used
Kolmogorov-Smirnov test: this test showing the normality of data where it showed that all data
variable has a normal distribution.
Structural equation model: structural equations along with LISREL software have been used to test
the research hypothesis 1-6.
Hierarchical regression model: this model has been used to test the research hypothesis 7-8
Findings
After analyzing the outcomes, it turned out that there is no influence of leader-member exchange could
occur in the relationship between employee’s intention to turnover, his emotional intelligence or/and job
satisfaction.
The results show that there is a positive relationship between emotional skills and job satisfaction,
whereas, there is an inverse relationship between emotional skills and turnover intention.
Limitations
The only limitation found is that it covers only one area. The research has been conducted in Tehran-
Iran, exactly at “Sayeh Sabz Oloum Company” which is a consulting company for printing systems.
Implications / Contributions
The outcomes of this study may contribute to the enhancement of the managerial skills within organizations.
Similarities and differences
Majority of the research papers aimed to find out the causes of employee’s turnover in terms of job
satisfaction and employees’ emotional exhaustion.
All researchers used quantitative methods, such as survey, while some of them use qualitative methods,
such as interview and focus group.
All research papers have used statistical analysis approaches.
Four research papers discuss the causes of employee turnover, while one article discusses the impact of
employee’s turnover.
The only similar limitation in all research papers is that all studies have been conducted in a specific
area.
Different findings were found for the five research papers with different perspectives but all articles
integrate the topic.
All research papers have different implications and contributions, but all of them can contribute to
pushing managers and companies to give more attention to employee’s turnover and the reasons behind
it in some way.
Almost all research papers found out that turnover caused by internal and external causes.
Conclusion
In conclusion, almost all selected research papers discussed the causes of employee turnover as internal causes,
such as HR department or job satisfaction, but also some discussed there are external causes for employee
turnover, which is from customers. Article review can help in getting an idea about where research can go next,
getting knowledge about current debates on the specific topic, getting knowledge about recent important
advances and discovers and getting knowledge about significant limitation in a research.
Reference
1. Santhanam, N., T.J., K., Dyaram, L., & Ziegler, H. (2017). Impact of human resource management
practices on employee turnover intentions. Journal Of Indian Business Research, 9(3), 212-228. doi:
10.1108/jibr-10-2016-0116
2. Hurley, R. F., & Estelami, H. (2007). An exploratory study of employee turnover indicators as
predictors of customer satisfaction. The Journal of Services Marketing, 21(3), 186.
doi:http://dx.doi.org/10.1108/08876040710746543
3. Soleimani, A. G., & Einolahzadeh, H. (2017). The mediating effect of leader–member exchange in
relationship with emotional intelligence, job satisfaction, and turnover intention. Cogent Business &
Management, 4(1) doi:http://dx.doi.org/10.1080/23311975.2017.1419795
4. Li, X., & Zhou, E. (2013). Influence of customer verbal aggression on employee turnover
intention. Management Decision, 51(4), 890-912. doi:http://dx.doi.org/10.1108/00251741311326635
5. Lu, L., Allan Cheng, C. L., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction, and
turnover intentions. International Journal of Contemporary Hospitality Management, 28(4), 737-761.
doi:http://dx.doi.org/10.1108/IJCHM-07-2014-0360 [Show Less]