ANALYZING EMPLOYEE TURNOVER IN SEAPORT BUSINESS AND AN IMPLEMENTATION

Abstract

The rapid increase of commercial relationships with globalization has caused an increase of the importance of maritime industry. The ports, as the start and end of maritime transportation, have strategic importance. Even if technological improvements evolve, the technology substitutes for human resource on one hand and it increases the need for qualified seafarers and maritime businesses daily on the other. At this point, the importance of employee turnover, which is adopted as the efficiency and productivity indicator of seaports in services industry, arises. Employee turnover is adopted an concept which usually causes negative consequences. Low rates of employee turnover generally has positive aspects, however high rates of it refers to negative outcomes such as increasing costs, decreasing productivity, employee unrest and depression. The aim of this study is to determine the employee turnover and its main causes, furthermore it is aimed for measuring the employees’ loyalties to their companies, determining the factors that cause leave from their companies and presenting the findings for possible precautions. In this study a survey is adopted for data collection. The universe of the study is a large-scale port which serves to general cargo ships. According to the findings, the employees don’t have sufficient job satisfaction; inability to adapt the business environment is caused by low wages and promotion barriers; and leave the company can be prevented by increased wages, economic security, high morale and positive supervisor attitude. Based on those findings there are some recommendations presented in order to decrease the employee turnover rate in seaport businesses.

Keywords

• Seaport Businesses
• Employee Turnover
• Efficiency
• Turkey
• Port

References

1. Baysal, A.C. (1984). “İsletmelerde işgücü Devri Sorunu”, Erciyes Üniversitesi İİB.F. Dergisi, Vol. 6, pp. 81-95 (in Turkish).
2. Cheng, A. and Brown, A. (1998). “HRM strategies and labour tur¬nover in the hotel industry: a comparative study of Aust¬ralia and Singapore”, The International Journal of Human Resource Management, Vol. 9, No.1, pp. 136-154.
3. Croasdell, David T. (2001). “It’s Role In Organizational Memory and Learning”, Information System Management, Vol. Winter, pp. 8‐11.
4. Dai, K. and Quin, X. (2016). “Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice”, Open Journal of Social Sciences, Vol. 4, pp. 46-57.
5. Demir, M. (2002). “Konaklama İsletmelerinde İnsan Kaynakları Kapsamında İsgücü Devir Hızının Analizi; Muğla Bölgesi Örneği”, Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi, Sosyal Bilimler Enstitüsü, İzmir (in Turkish).
6. Igbaria, M. and Guımaraes, T. (1999). “Exploring Differences in Employee Turnover Intentions and its Determinants Among Telecommuters and Non Telecommuters”, Journal of Management Information Systems; JMIS, Vol. 16, No. 1, pp. 147-164.
7. İlkin Şimşek, N. and Derin, N. (2018). “Algılanan İş Güvencesizliği, İş Tatmini Ve Birey-Örgüt Uyumu Kavramları Arasındaki İlişkiler”, The Journal of Social Economic Research, Vol.18, No. 36, pp. 238-254.
8. Loi, R., Hang-Yue, N. and Foley, S. (2006). “Linking Employees’ Justice Perceptions to Organizational Commitment and Intention to Leave: The Mediating Role of Perceived Organizational Support”, Journal of Occupational and Organizational Psychology, Vol. 79, pp.101-120. http://dx.doi.org/10.1348/096317905X39657

9. Lui, J., He, X. and Yu, J. (2017). “The Relationship between Career Growth and Job Engagement among Young Employees: The Mediating Role of Normative Commitment and the Moderating Role of Organizational Justice”, Open Journal of Business and Management, Vol. 5, pp. 83-94
10. Mucuk, İ. (1998). “Modern İşletmecilik”, Türkmen Kitabevi, 9.Basım, İstanbul, pp.406 (in Turkish).
11. Probst, T. M. (2000). “Wedded to the job: Moderating effects of job involvement on the consequences of job insecurity”, Journal of Occupational Health Psychology, Vol.5, No.1, pp. 63-73.
12. Spector, P.E. (1997). “Job satisfaction: Application, assessment, causes, and consequences” U.S.A.: Sage Publishing.
13. Stejin, B. (2004). “Human resource management and job satisfaction in the Dutch public sector”, Review of Public Personnel Administration, Vol. 24, No.4, pp. 291-303.
14. Şimşek, M.S., Çelik, A. and Akgemici, T. (2001). “Davranış Bilimlerine Giriş ve Örgütlerde Davranış”, Nobel Yayın Dağıtım, 2. Baskı, Ankara, 353s (in Turkish).
15. Zaffane, R.M. (1994). “Understanding Employee Turnover: The Need For A Contingency Approach”, International Journal On Manpower, Vol. 15, No. (9-10), pp. 22-37.