Research Proposal: Impact of Dysfunctional Turnover on Financial Health of Organization
- 1. Research Proposal Impact of Dysfunctional Turnover on Financial Health Presented by: Fahad Farooq Sania Younas Muhammad Intisar Supervisor: Dr. Sadia Saeed
- 2. Content: • Introduction • Rationale of the study & Theoretical Underpinning • Problem Statement • Practical Significance & Proposed Conceptual Model of the Study • Research Gap • Theoretical Framework • Conceptual Framework • Hypothesis • Measurement Methodology & Population • Sample & Sampling Technique • Data Collection & Data Analysis • Measurement scale & Delimitations of Study
- 3. Introduction • BPO (Business Process Outsourcing) • Projected revenue generation by BPO industry of Pakistan in 2023 is almost US$1.00bn. • Expected growth rate (CAGR 2023-2028) is 11.65% • Voluntary Turnover and Involuntary Turnover. • Dysfunctional turnover and Functional turnover. • Medical Billing company (PRG) Rwp Branch.
- 4. Rational Of Study Theoretical Underpinning Why this Study is important? What might be Causing Trouble?
- 5. Problem Statement Objectives Questions to know how less career growth and toxic work culture is impacting dysfunctional turnover in organization? to measure impact of dysfunctional turnover on financial health. What are the impacts of the factors: less career growth and toxic work culture on the organization’s dysfunctional turnover? What is the effect of dysfunctional turnover of organization on its financial health? Is it negative?
- 6. Practical Significance • This research may provide a ground base data and analysis for the current situation • Policy makers may consider this research for making new polices Proposed Conceptual Model of Study • independent variable (Dysfunctional turnover) and what change it is causing in depending variable (Financial health) • how two moderator variables (Toxic work culture and Less Career growth) affect the relationship between independent and dependent variable?
- 7. Research Gap We have doubts that toxic work culture and less career growth might be the factors affecting the dysfunctional turnover. Might have flaws in career growth program and better culture assurance policy.
- 8. Theoretical Framework Dysfunctional turnover Oliver E. Williamson, (1985) says “New employees require training and time to become productive, impacting output and revenue generation” Toxic work Culture Patrick M. Wright and Michael A. Hitt, (1997) says “High- performing employees are more likely to leave toxic environments, taking their valuable skills and knowledge with them” Less career growth Denise M. Rousseau (1995) says “Dissatisfied employees are more likely to seek opportunities elsewhere that offer better prospects for advancement and growth”
- 9. Conceptual Framework a. Dysfunctional turnover Financial Health Less career Growth Toxic work culture
- 10. Hypothesis Dysfunctional turnover negatively affect the financial health H1 higher toxic work culture strengthens the relationship between dysfunctional turnover and financial health. H2 higher the less career growth strengthens the relationship between dysfunctional turnover and financial health. H3
- 11. Measurement Methodology Population Quantitative Explanatory Employees N= 800
- 13. Data Collection Method • Primary data • Secondary Data Data Analysis
- 14. Measurement Scale Delimitations of Study I feel unchallenged and bored due to the lack of career growth opportunities at this company.
- 15. Thank you
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