FACING THE CHALLENGE OF STAFF RETENTION IN FINANCIAL INSTITUTIONS IN CAMEROON: THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT PRACTICES’ DEGREE OF INTEGRATION
Abstract
Although human resource management (HRM) practices have proven fundamental to face staff retention issue, this does not indicate how leaders must take concrete action to be effective against employee turnover. Should they apply these practices to all staff and without discrimination? This study aims to contribute to this limitation of previous studies. The data used were collected through questionnaires from 73 managers and 292 employees of 73 financial institutions operating in Cameroon. The results matched from the Ordered Logistic Regressions show that in the context of Cameroonian financial institutions, recruitment, communication, performance appraisal, training and career management practices need to be highly integrated (that is to say applied to any staff) face with the retention’ challenge. Organisation of work and induction practices need to be sufficiently integrated (that is to say, applied to 2 or 3 professional categories). The study recommends to business leaders to integrate these practices in terms of their contribution to employee loyalty issue.
References
Abraham, S. E., Friedman, B. A., & Thomas, R. K. (2008). The Relationship among Union Membership, Facets of Satisfaction and Intent to Leave: Further Evidence on the Voice face of Unions. Employee Responsibilities and Rights Journal, 20 (1), 1-11. DOI: 10.1007/s10672-007-9061-z
Abraham, J., Renaud, S., & Saulquin, J-Y. (2015). Les liens entre le soutien organisationnel, l’engagement organisationnel et la rétention à court, moyen et long terme : le cas des hauts potentiels de la Région Centre Val de Loire en France [The Links between Organisational Support, Organisational Commitment and Retention in the Short, Medium and Long term: the Case of High Potentials in the Region Loire Valley in France]. In Audit Social et Gestion des ressources humaines, 33ème Université d’été de l’Audit Social, Montréal (Quebec) Canada, 27-28 Août 2015, 17-31. Retrieved from http://www.auditsocial.net/wp-content/uploads/2011/06/2015ActesCanada.pdf
Amah, O. E. (2009). Job Satisfaction and Turnover Intention Relationship: the Moderating Effect of Job Role Centrality and Life Satisfaction. Research and Practice in Human Resource Management, 17(1), 24-35. Retrieved from https://rphrm.curtin.edu.au/2009/issue1/moderating.html
Anvari, R., & Amin, S. M. (2011). Strategic Training Practices and Turnover Intention: The Mediating Role of Organizational Commitment. International Journal of Business and Management Studies, 3(2), 293-305. Retrieved from http://www.sobiad.org/ejournals/journal_IJBM/arhieves/2011_Vol_3_n_2/27roya_anvari.pdf
Arcand, M. (2000). L’effet des pratiques de gestion des ressources humaines sur l’efficacité des caisses populaires Desjardins du Québec. Doctoral Thesis, Université de Metz, France. Retrieved from http://docnum.univ-lorraine.fr/public/UPV-M/Theses/2001/Arcand.Michel.DMZ0101.pdf
Arthur, J. B. (1994). Effects of Human Resource Systems on Manufacturing Performance and Turnover. Academy of Management Journal, 37(3), 670-687. Stable URL: http://www.jstor.org/stable/256705
Asselin, L. M. (2002). Composite Indicator of Multidimensional Poverty. Poverty and Economic Policy Research Network, Gaus mathematic institute. Retrieved from https://www.researchgate.net/publication/265568282_Composite_Indicator_of_Multidimensional_Poverty
Balfour, D. L., & Neff, D. M. (1993). Predicting and Managing Turnover in Human Service Agencies: A case study of an Organization in Crisis. Public Personnel Management, 22(3), 473-486. doi: 10.1177/009102609302200310
Batt, R., Colvin, A. J. S., & Keefe, J. (2002). Employee Voice, Human Resource Practices and Quit Rates: Evidence from the Telecommunications Industry. Industrial and Labor Relations Review, 55, 573-594. Retrieved from http://digitalcommons.ilr.cornell.edu/hrpubs/4/
Becker, G. S. (1964). Human Capital, a Theoretical and Empirical Analysis with Special Reference to Education. University of Illinois at Urbana-Champaign's Academy for Entrepreneurial Leadership Historical Research Reference in Entrepreneurship. http://ssrn.com/abstract=1496221
Campbell III, C. M. (1997). The Determinants of Dismissals, Quits and Layoffs: A Multinomial Logit Approach. Southern Economic Journal, 63(4), 1066-1073. DOI: 10.2307/1061241 Stable URL: http://www.jstor.org/stable/1061241
Chrétien, L., Arcand, G., Tellier, G., & Arcand, M. (2005). Impacts des pratiques de gestion des ressources humaines sur la performance organisationnelle des entreprises de gestion des projets [Impacts of Human Resource Management Practices on Organisational Performance of Project Management Companies]. Revue Internationale sur le Travail et la Société, 3(1), 107-128. Retrieved from http://www.uqtr.ca/revue_travail/Articles/2005ChretienArcandTellierArcandVol3Num1pp107-128.pdf
Colle, R. (2006). L’influence de la GRH à la carte sur la fidélité des salariés : le rôle du sentiment d’auto-détermination [The Influence of HRM to the Map on Employee Loyalty: the Role of the Sense of Self-determination]. Doctoral thesis, Université PAUL CEZANNE. AIX-MARSEILLE III. Retrieved from http://passionrh.free.fr/these.pdf
Cotton, J. L., & Tuttle, J. M. (1986). Employee Turnover: a Meta-analysis and Review with Implications for Research. Academy of Management Review, 11(1), 55-70. Retrieved from https://www.jstor.org/stable/258331?seq=1#page_scan_tab_contents
Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived Organizational Support and Turnover Intention: the Mediating Effects of Personal Sacrifice and Job Fit. The Journal of Social Psychology, 150(3), 238-257. DOI: 10.1080/00224540903365463.
Delery, J. E. (1998). Issues of Fit in Strategic Human Resource Management: Implications for Research. Human Resource Management Review, 8(3), 289-309. DOI: 10.1016/S1053-4822(98)90006-7
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived Supervisor Support: Contribution to Perceived Organizational Support and Employee Retention. Journal of Applied Psychology, 87(3), 565-573. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/12090614
Fabi, B., Lacoursière, R., & Raymond, L. (2012). Processus de fidélisation des employés : une analyse structurelle de certaines variables sous-jacentes [Employee Retention Process: a Structural Analysis of some Underlying Variables]. Communication présentée au 47e congrès de l’ACRI, Université de Laval, Québec, Canada. Retrieved from https://oraprdnt.uqtr.uquebec.cq/pls/public/docs/FWG/GSC/Publication/781/21/838/1/50938/8/F524977699_010_02.pdf
Giraud, L., Roger, L. & Thomines, S. (2012). La fidélisation des ressources humaines en période de crise économique [Retention of Human Resources in times of Economic Crisis]. Revue de Gestion des Ressources Humaines, 84, 44-76. DOI : 10.3917/grhu.084.0044
Green, F. (2010). Well-being, Job Satisfaction and Labour Mobility. Labour Economics, 17, 897-903. http://dx.doi.org/10.1016/j.labeco.2010.04.002
Guthrie, J. P. (2001). High-involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand. Academy of Management Journal, 44(1), 180-190. Retrieved from https://www.jstor.org/stable/3069345?seq=1#page_scan_tab_contents
Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance. Academy of Management Journal, 38(3), 635-672. Retrieved from http://www.markhuselid.com/pdfs/articles/1995_AMJ_HPWS_Paper.pdf
Johnson, J. T., & DeConnick, J. B. (2009). The Effects of Perceived Supervisor Support, Perceived Organizational Support and Organizational Justice on Turnover among Salespeople. Journal of Personal Selling & Sales Management, 29(4), 333-351. Retrieved from http://connection.ebscohost.com/c/articles/44466188/effects-perceived-supervisor-support-perceived-organizational-support-organizational-justice-turnover-among-salespeople
Lacoursière, R., Fabi, B., St-Pierre, J., & Arcand, M. (2005). Impacts de certaines pratiques de GRH sur la performance des PME manufacturières : vérification de l’approche universaliste [Impacts of some HRM Practices on the Performance of Manufacturing SMEs: Audit the Universalistic Approach]. Revue Internationale PME, 18(2), 43-73. DOI : 10.7202/1008475ar
Lee, W-J., Phelps, J. R., & Beto, D. R. (2009). Turnover Intention among Probation Officers and Direct Care Staff: a Statewide Study. Federal Probation, 73(3), 28-39. Retrieved from https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=251927
Levinson, H. (1965). Reciprocation: The Relationship between Man and Organization. Administrative Science Quaterly, 9(4), 370-390. DOI: 10.2307/2391032 Stable URL: http://www.jstor.org/stable/2391032
Lincoln, J. R., & Kalleberg, A. L. (1996). Commitment, Quits and Work Organization in Japanese and U.S Plants. Industrial and Labor Relations Review, 50(1), 39-59. Retrieved from http://ssrn.com/abstract=3130
Liouville, J., & Bayad, M. (1998). Human Resource Management and Performances: Proposition and Test of a Causal Model. Human Systems Management, 17(3), 183-194.
Martory, B. (1992). Les tableaux de bord sociaux. Pilotage, Animation, Décisions [Social Dashboards. Steering, Animation, Decision]. Paris : Nathan.
Min, H. (2007). Examining Sources of Warehouse Employee Turnover. International Journal of Physical, 37(5), 375-388. DOI: http://dx.doi.org/10.1108/09600030710758437
Mobley, W. H. (1982). Employee Turnover: Causes, Consequences and Control. Don Mills, Ont.: Addison-Wesley.
Mudor, H., & Tooksoon, P. (2011). Conceptual Framework on the Relationship between Human Resource Management Practices, Job Satisfaction and Turnover. Journal of Economics and Behavioral Studies, 2(2), 41-49. Retrieved from http://ifrnd.org/Research%20Papers/J2(2)1.pdf
Neveu, J-P. (1994). A propos de l’intention de départ [About the Intention to Leave]. Revue de Gestion des Ressources Humaines, 12, 27-38.
Nwahanye, E. (2015). L’efficacité organisationnelle des pratiques de gestion des ressources humaines [Organisational Effectiveness of Human Resource Management Practices]. (Unpublished doctoral thesis), Faculty of Economics and Management, University of YAOUNDE II-SOA.
Paillé, P., Grima, F., & Bernardeau D. (2013). Quand les subalternes se sentent soutenus par leurs supérieurs : études des relations entre soutien, confiance, engagement et résultat [When subordinates feel supported by their superiors: Studies of Relations between Support, Trust, Commitment and Results]. Revue Internationale des Sciences Administratives, 79(4), 733-752. DOI : 10.3917/risa.794.0733
Peretti, J. M. (2001). Dictionnaire des Ressources Humaines [Dictionary of Human Resources], 2e édition. Paris :Vuibert.
Price, J. L. (1977). The Study of Turnover, Ames, The Iowa State University Press.
Renaud, S., & Morin, L. (2010). L’apport des pratiques de rémunération variable et de formation structurée à la fidélisation des talents [The contribution of variable compensation practices and formal training in retaining talent]. In Nouveaux comportements, Nouvelle GRH, XXIième congrès AGRH, du 17 au 19 Novembre 2010, Rennes/Saint Malo. Retrieved from http://www.reims-ms.fr/agrh/docs/actes-agrh/pdf-des-actes/2010renaud-morin.pdf
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: a Review of Literature. Journal of Applied Psychology, 87(4), 698-714. DOI: 10.1037//0021-9010.87.4.698
Shaw, J. D., Delery, J. E., Jenkins, Jr. G. D., & Gupta, N. (1998). An Organization-level Analysis of Voluntary Turnover and Involuntary Turnover. Academy of Management Journal, 41(5), 511-525. Retrieved from https://www.polyu.edu.hk/mm/jason/doc/Shaw-Delery-Jenkins-Gupta%201998%20AMJ.pdf
Steers, R. M., & Mowday, R. T. (1981). Employee Turnover and Post-decision Accommodation Processes. In L. Cummings. & B.W. Staw (3rd Eds), Research in Organizational Behavior: (pp. 235 – 381), Greenwich, conn: JAI Press.
Strolin-Goltzman, J., Kollar, S., & Trinkle, J. (2010). Listening to the Voices of children in Foster Care: Youths Speak out about Child Welfare Workforce Turnover and Selection. Social Work, 55(1), 47-53. Retrieved from http://sw.oxfordjournals.org/content/55/1/47.full.pdf
Wright, T. A., & Bonett, D. G. (2007). Job Satisfaction and Psychological Well-being as Nonadditive Predictors of Workplace Turnover. Journal of Management, 33(2), 141-160. doi: 10.1177/0149206306297582
Published
How to Cite
Issue
Section
License
Copyrights for articles published in Journal of Asian and African Social Science and Humanities are retained by the authors, with first publication rights granted to the journal. The journal/publisher is not responsible for subsequent uses of the work. It is the author's responsibility to bring an infringement action if so desired by the author.
Articles published in Journal of Asian and African Social Science and Humanities are published under the Creative Commons Attribution (CC-BY) license, which permits others to distribute, remix, tweak, and build upon your work as long as they credit you for the original creation.
Â