Nonprofit Employee Turnover by rxx67851

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Nonprofit Employee Turnover document sample

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									       Dr Cameron Newton
          Emma Pelling
        Michael Hennessy
Queensland University of Technology
         Dylys Bertelsen
       Windsor Recruitment
   Overview of survey and results for employees
    and volunteers
   Descriptive summary and driver analyses
   Key issues to emerge
   Table-based discussions focussing on a key
    issue
   Report back interventions related to key
    issues
   Different organisational sub-sectors
   Indicators of performance
     Learning and development, participation
     Availability of supervision, rewards and recognition for
      performance
     Change perceptions
     Role characteristics
 Issues of employee job satisfaction, turnover and
  retention
 Employees’ identification with various aspects of their
  organisation and profession
 Perceptions of organisational culture
 Organisational strengths and areas for improvement
                 Category                  Description
Participants                348 employees
Organisations               22 nonprofit organisations
                            Youth, animal, disability, aged care,
                            foundations, research
Participants (Avg.)         38 years old
                            Female (80%)
                            Full time employment (67%)
                            Worked in sector for 5 years
                            Worked in role for 2 – 3 years
                            Degree/certificate/diploma (80%)
Positions Held              Clerical/Line Worker (50%)
                            Management (43%)
                Category                  Description
Participants               102 volunteers (trimmed)
Organisations              8 nonprofit organisations
                           Youth, animal, disability, aged care,
                           foundations, medical research
Participants (Avg.)        49 years old
                           46% Male; 49% Female
                           9.57 hours per week
                           5% episodic
                           Worked in sector for 5 years
                           Worked in role for 2 – 3 years
                           Degree/certificate/diploma (70%)
Position                   Clerical/Line Worker (67%)
                           Management (20%)
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                                                                                  Employees
                                                                                  Volunteers


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    Supervisor   Supervisor   Recognition and   Learning and   Participation in
     feedback     support        rewards        development      workplace
                                                                 decisions
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3                                                             Employees
                                                              Volunteers


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       Change       Openness to   Small scale   Large scale
    communication     change       change         change
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                                                                            Employees
                                                                            Volunteers

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       Team       Organisational Organisational      Inrole     Volunteer
    citizenship    citizenship   commitment       performance   employee
    behaviours     behaviours                                   relations
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3                                                                Employees
                                                                 Volunteers

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    Corporate   Humanistic   Program    Work unit   Profession
     identity    identity    identity   identity     identity
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                                                   Employees
3
                                                   Volunteers



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    Role clarity   Role conflict   Role overload
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3                                                                     Employees
                                                                      Volunteers


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    Job satisfaction   Intentions to leave   Morale   Psychological
                                                         health
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3                                                                      Employees
                                                                       Volunteers

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     Human      Open Systems   Rational Goal   Internal   Altruistic
    Relations                                  Process
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3                                                                      Employees
                                                                       Volunteers

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     Human      Open Systems   Rational Goal   Internal   Altruistic
    Relations                                  Process
  Lower       Lower Psychological Health
Volunteer –   Lower Helping
Employee      Lower Job Satisfaction
 Relations    Higher Turnover
  Lower       Lower Psychological Health
Recognition   Lower Job Satisfaction
and Reward    Higher Turnover
               Lower Org Commitment
  Lower        Lower Helping (Org)
Role Clarity   Lower Psychological Health
               Lower Job Satisfaction
     Lower
Human Relations   Lower Psychological Health
    Culture       Higher Turnover
  (concern for    Lower Job Satisfaction
  employees)      Lower Openness to Change
   Happy, satisfied, keen to stay
   Help the team and the
    organisation
   Good in-role performance
   Psychologically healthy
   Clear Roles
   Altruistic values
   Recognition and rewards
   Learning and development
   Participation in decisions
   Change communication
   Volunteer Employee Relations
   Employee concern values
   One topic per table with 15 minutes to
    discuss ways to improve these indicators
   Spokesperson to report back
     Recognition and rewards
     Learning and development
     Participation in decisions and change
      communication
     Volunteer-employee relations
     Employee concern values
   Participants
     Organisation leaders
     Employees and volunteers
     You, here today
   Dylys Bertelsen and the Windsor
    team
   Emma Pelling and Michael
    Hennessy (QUT)

								
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