The Research Methodology

Employee attrition rate in an organisation can also be known as the employee churn rate, Employee turnover rate etc., when considered on a broader perspective Employee retention and Employee loyalty seem to be the closest study topics with the suggested research topic. The primary ways that makes these topics scientific study topics, is that they satisfy a criteria as mentioned by Nick and Ian, for a topic to be scientific it should be guided by natural law and also should be explanatory by reference to natural law. In this case natural law can be considered a discovery which of course comes through the induction process of the hypothetic-deductive scientific method, where the data is collected and analysed to interpret a currently applicable situation (which seems to be a natural law within).  Authors[i] in various articles have considered a realist philosophy for the whole research process as although components like loyalty and attrition are actually not observable but are true (Nick Lee, 2008)[ii]. Once these criteria had satisfied, since both the topics belong to a social science discipline (principally management) the topics tend to be satisfying all the other criteria like the theory developed in the research is testable in the empirical world and at the same time the conclusions that are drawn in any research project in this topics tend to have an idea that the conclusion drawn is not a final word that there might be a chance of the project conclusion being falsifiable.

The best way to study these topics would be a research process involving a Literature review, developed using sources like academic journals. This is because Literature review enables to study these topics from different perspective and to observe and develop a particular pattern within in the research area. Preferably the researcher for this project should be proceeding with the research process considering a realist philosophy. This is mainly because although the result of employee retention and employee loyalty can be measured studies the actual entities are not observable yet they are ‘true’ and effective.  Although academic journals make a greater share of the literature review, business reports, organisation strategy plans articles by HR managers and various books available also make a greater contribution to the knowledge gathering and understanding.

To analyse and answer this question different articles have been used. Although they are not the only available source of information in their topics of study the mentioned articles make a greater contribution within their individual study topics

---

 

[i] Bhatnagar, J. (2008). Keeping employees in Indian call centres : How to address poor rates of retention. HUMAN RESOURCE MANAGEMENT INTERNATIONAL DIGEST , 17-18.

Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations , 640-663.

Branham, L. (2001). Keeping the People Who Keep You in Business : 24 Ways to Hang On to Your Most Valuable Talent. AMACOM Div American Mgmt Assn.

Deery S, I. R. (2002). Work relationships in telephone call centres: understanding emotional exhaustion and employee withdrawal. Journal of Management Studies , 471-96.

Don Sanders, D. A. (2001). Retain or Retrain: How to Keep the Good Ones from Leaving. Midpoint Trade Books Inc.

Stephen Taylor, Chartered Institute of Personnel and Development. (2002). Employee Retention Handbook. CIPD Publishing.

[ii] Nick Lee, I. L. (2008). Doing Business Research. Sage Publications.