BUSI710
Creating Research
Questions
Liberty University
BUSI710: Foundations of Applied Research
Methods
Creating Research
Questions
The general problem to be addressed is the impact of employee turnover on a business. It is
important for an organization's success to attract and retain high-performing employees. Employee
turnover costs a lot of money, both in terms of rehiring and educating new workers and in terms of
losing seasoned employees to future rivals. According to a report by the Hay Group, replacement costs in
the hospitality industry range from 50% to 60% of an employee's annual salary (Afsar et al., 2018).
Employee turnover has a detrimental impact on not only the business's performance, but also the
workers' morale, the organization's service levels, and customer interactions. High employee turnover
raises recruiting, training, and replacement costs from an administrative and financial perspective, and
team dynamics, organizational efficiency, and operations are often jeopardized from a sustainability
standpoint (Basnyat & Clarence, 2019). Reduced turnover, on the other hand, aids companies in
maintaining their productivity and achieving long-term growth goals. As a result, lowering employee
turnover has become a strategic priority for most businesses (Basnyat & Clarence, 2019).
The specific problem to be addressed is the high turnover rates in the hospitality industry. Based
on a study by Ezeuduji and Mbane (2017) conducted in Cape Town, South Africa, researchers correlate
the reason for high staff turnover in the hospitality sector with the following: workers seeing salaries as
being low when measured against their jobs, limited growth opportunities, insufficient work
commitment, weak labor relations and long working hours.
Creating Research
Questions
Liberty University
BUSI710: Foundations of Applied Research
Methods
Creating Research
Questions
The general problem to be addressed is the impact of employee turnover on a business. It is
important for an organization's success to attract and retain high-performing employees. Employee
turnover costs a lot of money, both in terms of rehiring and educating new workers and in terms of
losing seasoned employees to future rivals. According to a report by the Hay Group, replacement costs in
the hospitality industry range from 50% to 60% of an employee's annual salary (Afsar et al., 2018).
Employee turnover has a detrimental impact on not only the business's performance, but also the
workers' morale, the organization's service levels, and customer interactions. High employee turnover
raises recruiting, training, and replacement costs from an administrative and financial perspective, and
team dynamics, organizational efficiency, and operations are often jeopardized from a sustainability
standpoint (Basnyat & Clarence, 2019). Reduced turnover, on the other hand, aids companies in
maintaining their productivity and achieving long-term growth goals. As a result, lowering employee
turnover has become a strategic priority for most businesses (Basnyat & Clarence, 2019).
The specific problem to be addressed is the high turnover rates in the hospitality industry. Based
on a study by Ezeuduji and Mbane (2017) conducted in Cape Town, South Africa, researchers correlate
the reason for high staff turnover in the hospitality sector with the following: workers seeing salaries as
being low when measured against their jobs, limited growth opportunities, insufficient work
commitment, weak labor relations and long working hours.
