The Impact of Geographical Area and Sectors of Activity on the Occurrence of Human Resource Churning

Olga Alexandra Chinita Pirrolas, Pedro Miguel Alves Ribeiro Correia


Purpose: Given the relevance of operationalizing the concept of churning in the area of human resources, a concept related to the costs resulting from the replacement of workers who have voluntarily decided to leave the organization, and given that this concept is associated with various contexts, the aim of this literature review was to analyse the influence that geographical location and sectors of activity have on the churning, as well as their influence on society.

Methodology: As far as methodology is concerned, a narrative review was used, as it provides an overview of the topics covered, in order to combine perspectives and synthesise articles that have already been published.

Results: After analysing the literature, it was found that the highest percentage of human resource churning occurs in organisations located in large cities, as there is a greater concentration of population, which is more likely to have to compete with several organisations, increasing the likelihood of churning occurring. As for the sector of activity most susceptible to human resource churning, this is centred on the services sector, which is due to this particular sector being mostly located in large cities. In view of the above, it can be predicted that the sectors of activity are implemented by geographical area, given the volume of population, the existing labour force and the available resources, which have a different impact on the rate of human resource churning.

Research limitations: The scarcity of relevant literature on the subject, as well as empirical studies. Another limitation is that an empirical methodology was not chosen, through which it would have been possible to analyse the relationship between different variables, formulate hypotheses and test their veracity, which would certainly have contributed to a more robust enrichment of the literature.

Originality: Addressing the issue of human resource churning, a multifaceted concept that is still little applied and developed by organisations in terms of human resources. It is therefore pertinent to discuss its occurrence at various levels and in various contexts, in this review specifically in terms of geographical location and sectors of activity, thus emphasising the need for organisations to take measures to optimise human resources and minimise unnecessary costs with human resource replacements resulting from voluntary departures.

Keywords: Churning; Human Resources; Geographical Area; Sector of Activity; Replacements.



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