1. Objectifs

Intentions :
«The contributions of this study are manifold. First, to our knowledge, this is the first study to explore, at the organizational level, the relationship between management policies concerning vacations and parental leave and the employee turnover rate. Most prior authors have instead investigated turnover at the individual level in focusing on intent to quit. Second, this study responds to a need, expressed by several authors, to use a contingent approach in analyzing the turnover phenomenon.» (p. 1225)

Questions/Hypothèses :
«[T]he following two research hypotheses are advanced: [First, the] number of annual vacation days offered by the employer is negatively associated with an organization’s voluntary turnover rate. [Second, the] salary reimbursement provided by the employer during employee parental leave is negatively associated with an organization’s voluntary turnover rate.» (p. 1228)

2. Méthode

Échantillon/Matériau :
«Data were gathered through a compensation survey conducted between January and April 2016 by Normandin Beaudry, a consulting firm specialized in compensation management. The questionnaire was completed by 125 human resources managers working in ICT [Information and Communications Technology] organizations, mainly in the province of Quebec. […] The sample contains organizations of different sizes [and] from different ICT sub-sectors.» (p. 1229)

Type de traitement des données :
Analyse statistique

3. Résumé

«The correlations between the variables under study, presented in the correlation matrix […], support the two research hypotheses. The percentage of salary reimbursement during parental leave and the mean number of annual vacation days are both significantly and negatively associated with voluntary turnover rate.» (p. 1230) «When testing the hypotheses through the use of a linear regression analysis […], however, the results support Hypothesis 1 but not Hypothesis 2. As hypothesized, the mean number of annual vacations is negatively and significantly associated with the voluntary turnover rate of the ICT organizations surveyed […]. The percentage of salary reimbursement during parental leave, however, does not significantly reduce voluntary turnover in the ICT organizations surveyed […]. Finally, the results revealed that voluntary turnover rate is not significantly associated with the control variables of annual payroll per employee […], percentage of unionized employees […] and the mean number of hours worked per week […]. [Authors] might explain the absence of an association between salary reimbursement during parental leave and voluntary turnover by the fact that only a small proportion of employees take advantage of such a benefit and only in an inconsistent way over time.» (p. 1231)