Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.789663
Title: The relationship between corporate social responsibility and voluntary turnover in a governmental sector organization of Qatar
Author: Al Thani, N.
Awarding Body: University of Liverpool
Current Institution: University of Liverpool
Date of Award: 2019
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Abstract:
High voluntary employee turnover is a costly phenomenon to organisations. It is associated with lower quality work, lower morale and higher workload for staying employees, higher separation costs and negative image for the organisation. The non-profit organization Qatar Museums Authority (QMA) is no exception as it has been suffering dearly from voluntary employee turnover at rates higher than twenty percent since its inception in 2005. While voluntary turnover is impacted by many factors, it was observed that it has increased since QMA's adoption of specific policies of corporate social responsibility (CSR). The aim of this study was to investigate the factors that affect voluntary employee turnover rate in QMA, especially after adoption of CSR strategies. More specifically, this research addressed these two questions: What the factors contribute to the high employee turnover rate in QMA, and how CSR implementation plays a role in this problem. Based on the literature review, a conceptual model of nine hypotheses was designed, and tested using mixed methods: quantitative, qualitative and action research approaches. The nine hypotheses were designed to capture the most relevant factors to QMA that contribute to high voluntary turnover rate. The hypothesized model was founded on the assumptions that employee environmental literacy and perceived organisational morality impact employees' perception of CSR and hence employee turnover rate. The model also hypothesizes that role ambiguity, organisational communication and work adaptability affect job satisfaction and hence employee turnover rate. The conceptual model also theorizes that QMA financial performance affects employee motivation and hence employee turnover rate. Regarding the quantitative methods that were followed, an online survey was designed and conducted, which included past and current QMA employees. Standardized open-ended interviews were conducted as well. The mixed method approach validated eight of the nine initial hypotheses. The findings of the survey and interviews demonstrated that employees' perception of CSR, job satisfaction and employee motivation are associated with the high voluntary turnover rate; QMA employees' perceived organisational morality is associated with their perception of CSR; role ambiguity, organisational communication and work adaptability are associated with job satisfaction; and QMA's financial performance is associated with employee motivation. The research methodology had an action research component as a supportive organisational learning measure. The survey and interviews were conducted in order to substantiate the three phases of action research: presentation, discussion and implementation. A discussion of the results with QMA senior management was conducted to reflect upon the conducted analyses and to examine the findings in light of relevant literature. More importantly, action research was conducted in order to establish organisational learning and actionable knowledge that is relevant and applicable. The outcomes of this study shed light on the aspects of CSR implementation within QMA that contribute to the issue of high voluntary turnover rate. This is the first study of its kind in the region especially with the focus on the relationship between CSR and voluntary turnover. Future research can be used to address its limitations and extend its benefits.
Supervisor: Greener, Susan Sponsor: Not available
Qualification Name: Thesis (D.B.A.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.789663  DOI: Not available
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