Since 2014
The Possibilities of Personnel Turnover Stabilization in Lithuanian Construction Sector
Business: Theory and Practice
View Archive Info| Field | Value | |
| Title |
The Possibilities of Personnel Turnover Stabilization in Lithuanian Construction Sector
Personalo kaitos stabilizavimo galimybės Lietuvos statybos sektoriuje |
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| Creator |
Stankevičienė, Asta
Liučvaitienė, Aušra Šimelytė, Agnė |
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| Subject |
personnel turnover; stabilization model; employee turnover; reasons of personnel turnover
personalo kaita; stabilizavimo modelis; darbo vietos keitimas; darbuotojų kaitos priežastys |
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| Description |
Personnel turnover is inevitable in any organization. However, the reasons of personnel turnover and influence on the organization are often not properly evaluated or even ignored. This situation occurred because the model, which could assess and explain the turnover of personnel in enterprises, has not been developed yet. The article analyses the reasons of personnel turnover as well as the main factors which determine the personnel turnover. In addition, the nine elements model of personnel turnover stabilization is proposed. Meanwhile, the survey of Lithuanian construction companies has helped to identify the most frequent reasons of the change of employees. Further, the major elements of the proposed model of personnel turnover stabilization are analysed: wage, workplace, team spirit, recognition, self-expression, possibilities of career, management style, and relationships with employers.
Personalo kaita neišvengiama bet kurioje organizacijoje. Tačiau dažnai personalo kaitos priežastys bei poveikis organizacijai nėra tinkamai įvertinamas ar net visai nenagrinėjamas. Tokia situacija susidarė dėl to, kad iki šiol nėra modelio, galinčio įvertinti ir paaiškinti personalo kaitą įmonėse. Straipsnyje analizuojamos personalo kaitos priežastys ir pagrindiniai veiksniai, lemiantys darbuotojų kaitą, siūlomas personalo kaitą stabilizuojantis devynių veiksnių modelis. Remiantis Lietuvos statybos bendrovių apklausa, nustatytos dažniausios darbuotojų kaitos priežastys. Pagrindiniai siūlomo personalo kaitos stabilizavimo modelio elementai yra: darbo užmokestis, darbo aplinka, pripažinimas, saviraiška, karjeros galimybės, vadovų valdymo stilius ir santykiai su darbdaviais. |
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| Publisher |
Verslas: Teorija ir Praktika / Business: Theory and Practice
Business: Theory and Practice / Verslas: Teorija ir Praktika |
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| Date |
2011-01-27
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| Type |
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion |
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| Format |
application/pdf
application/pdf |
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| Identifier |
http://www.btp.vgtu.lt/index.php/btp/article/view/btp.2010.17
10.3846/btp.2010.17 |
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| Source |
Verslas: Teorija ir Praktika / Business: Theory and Practice; Vol 11, No 2 (2010); 151-158
Business: Theory and Practice / Verslas: Teorija ir Praktika; Vol 11, No 2 (2010); 151-158 |
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| Relation |
http://www.btp.vgtu.lt/index.php/btp/article/view/btp.2010.17/17
http://www.btp.vgtu.lt/index.php/btp/article/view/btp.2010.17/pdf |
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| Rights |
Authors contributing to Business: Theory and Practice agree to publish their articles under the Creative Commons Attribution-NonCommercial 4.0 license, allowing third parties to share their work (copy, distribute, transmit) and to adapt it, under the condition that the authors are given credit, that the work is not used for commercial purposes, and that in the event of reuse or distribution, the terms of this license are made clear.Authors retain copyright of their work, with first publication rights granted to Vilnius Gediminas Technical University (VGTU) Press. However, authors are required to transfer copyrights associated with commercial use to the Publisher. Revenues from commercial sales are used to keep down the publication fees. Moreover, a major portion of the profits generated from commercial sales is placed in a fund to cover publication fees for researchers from developing nations and, in some cases, for young researchers.
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