Factors Influencing Employee Turnover in the Eldercare Industry in Invercargill, New Zealand
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Authors
Karunarathne, Upul Sanjeewa
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Degree
Master of Applied Management
Grantor
Southern Institute of Technology
Date
2025
Supervisors
Fields, Alison
Type
Masters Dissertation
Ngā Upoko Tukutuku (Māori subject headings)
Keyword
Employee turnover
Eldercare
Leadership
Retention
Invercargill
Eldercare
Leadership
Retention
Invercargill
ANZSRC Field of Research Code (2020)
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Abstract
The purpose of this research study is to identify the factors influencing employee turnover in the eldercare industry in Invercargill, New Zealand. The research highlighted the elevating pressure on workforce instability, increment of eldercare service demand, limited skilled staff supply and high staff burnout rates. Employed an interpretive paradigm followed with inductive qualitative approach, and the research used semi-structured interviews for data finding with eight participants. Participants including front-line care givers, care supervisors, registered nurses, leaders and HR professionals that is with more than five years of hands-on experience in the sector.
Thematical analysis been used to analyse the data gathered, and identified patterns and themes emerged from the participants experience elaborated. Identified six themes including 1). workload, burnout and pressures of staffing 2). wages, social and professional recognition and value of the job 3). organisational support and leadership style 4). organisational culture and workplace relationship 5). flexibility and work-life balance 6). career development, regional limitations and migrant visa issues.
Research findings explores that employee turnover is led by structural, personal, policy and legislative drivers that influenced by understaffing, low wages, lack of recognition, lack of career development, leadership issues and visa issues.
The research emphasised that transformational leadership style is ensure trust, inclusion and active engagement shall reduce the staff turnover. Further, recommended evidenced-based interventions including competitive wages, agile schedules, leadership development and career progression reduce the turnover.
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CC BY-NC Attribution-NonCommercial 4.0 International