Advanced SearchSearch Tips
A Study of Cause of Employee Turnover and Countermeasures against Turnover in Shipping and Port Logistics Firms
facebook(new window)  Pirnt(new window) E-mail(new window) Excel Download
 Title & Authors
A Study of Cause of Employee Turnover and Countermeasures against Turnover in Shipping and Port Logistics Firms
Kim, Jae-Hun; Shin, Yong-John;
  PDF(new window)
This study One of the key elements of corporate competitiveness in the modern world of unlimited competition is human resource management. The reason that the world's leading companies are devoting a lot of investment and effort for good human resource development and management is that human resource can impact firm survival. In particular, there is little research on the internal and external environmental stimuli and job stress in the employee of small business which are often led to turnover, while they have suffered from chronic shortage of manpower. The purpose of this study is to determine the turnover factors in the small logistics companies and contribute to stable maintenance of workforce, facilitating human resource management and minimizing turnover. This study empirically analyzed the factors of the turnover in the organization of logistics companies from Busan Port, South Korea, which became one of the national infrastructure and the fifth world largest harbor. The conclusion proposed the development and direction of the human resource management which could promote the job environment improving the turnover factors and creating sustainable work condition through conducting preventive measures. The results indicated that the highest turnover rates was found in the category of field work, and the highest turnover group was from the 'less than one year', which implies that high turnover rates after and during job training might be greater cost to the companies than early turnover. The most common reasons for the high employee turnover were 'excessive workload' and 'dissatisfaction with wages'. Followed reasons including 'troubles with managers' and 'failure in organizational adaptation' can be understood in line with worse working conditions of the small logistic companies. It turned out that the preventive programs of the logistic enterprises had little effect through 'incentives system' and 'improving wage system' which are mainly conducted. The human resource managers appreciated the importance of 'wage raise' and 'benefits improvement'. This study is aimed at contributing to efficient human resource management through understanding of the turnover causes and human resource managers applying preventive measures. In particular, this can benefit small port logistics companies securing competitiveness and promoting persistent growth and development.
Shipping and Port Logistics Industry;Small and Medium Sized Firms;Employee Turnover;Internal Customer Satisfaction;Causes of Turnover;Countermeasures against Turnover;
 Cited by
Chang, M(2006), " A Study on the Determinant Factors of Turnover Intention : Focusing on Effect of Job, Career, Empowerment Factors," Seoul Industry University, Graduate School.

Cotton, J. L. and J. M. Tuttle(1986), "Employee Turnover: A Meta-Analysis and Review with Implications for Research," Academy of Management Review, Vol. 11, pp. 55-70.

Flippo, E. B.(1986), Personnel Management, 5th edition, London, McGraw-Hill Book Co Ltd.

Kim, D.(2010), "A Study on the Sign of Pledge and The Progression Stage model of Turnover," University of Seoul, Graduate School.

Koch, J. and Steers, R.(1978), Job attachment, satisfaction, and turnover among public sector employees. Journal of Vocational Behavior, Vol. 12, pp. 119-128. crossref(new window)

Korea Maritime Institute(2008), The Study on the Competitiveness of Port Logistics Firms in Korea, KMI.

Korea Small Business Institute(2014), "Small businesses key staff turnover and long tenure status activation measures," KOSBI Focus, 서14-11. pp. 1-11.

March, J., & H. Simon(1958), Organizations, New York: Wiley.

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, Vol. 62, pp. 237-240. crossref(new window)

Mobley, W., S. Homer & A. Hollingsworth(1978), "An Evaluation of Precursors of Hospital Turnover," Journal of Applied Psychology, Vol. 63, pp. 408-414. crossref(new window)

Price, J. L. (1977), The study of turnover. Ames: Iowa State University Press.

Waters, L. K., & Roach, D.(1973), "A Factor analysis of need-fulfillment items designed to measure Maslow need categories," Personnel Psychology, Vol. 26, pp. 185-190. crossref(new window)

13., "Nine out of 10 salary man, want to move to another company!"