Coping Systems for Employee Turnover. A Case Study Research of Multinational Corporations in Singapore

Inhaltsverzeichnis (Table of Contents)

• Introduction
  • Human Resource Management in an International Context: Purpose and Scope of this Work
  • Outline and Structure of this Work
• Case Study Research in Singapore: National Context, Research Methodology and Results
  • Relevant Factors of the Singaporean Context
    • Resource-related Characteristics
    • Institutional Characteristics
    • Cultural Characteristics
  • The Methodological Framework
    • Case Study Research as Approach to Qualitative Investigation
    • The Research Design
  • Approaching the Case Data: Results of the Study
    • Major Challenges and Issues in the Singaporean Context
    • Cross-Case Analysis of Variables and Relationships
  • Summary: Employee Turnover as a Key Concern at Multinational Corporations in Singapore
• Employee Turnover - A Holistic Perspective on the Findings from Singapore
• Employee Turnover at Multinational Corporations - An Assessment of Derived Variables and Relationships
  • Research in the Field of Employee Turnover: An Overview
  • Multinational Corporations as Key Players in the Global Arena
    • Multinationals in the Face of Multiple Organizational Environments
    • The Role of Regional Headquarters
  • Conceptual and Empirical Perspectives on Employee Turnover at Multinational Corporations
    • Evaluation of Contextual Variables
    • Evaluation of Firm-Specific Variables
  • Toward a Framework for Contextual and Organization-Level Determinants of Employee Turnover at Multinational Corporations
  • Summary: Multinational Corporations Have to Cope with Multiple Determinants of Employee Turnover
• Managing Employee Turnover - An Analysis of Adequate Coping Systems for Multinational Corporations
  • The Function and Design of Organizational Coping Mechanisms in the Context of Employee Turnover
    • The Nature of Organizational Coping with Employee Turnover
    • A Typology of Turnover-Related Coping Mechanisms
    • Expanding the Scope: An International Perspective
  • Assessing Turnover-Oriented Coping Mechanisms at Multinational Corporations: The Impact of Country-of-Origin Effects
    • The Role of National Origin for Multinational Corporations
    • Implications for the Design of Turnover-Oriented Coping Strategies at Multinational Corporations
    • Limitations to Country-of-Origin Influences: The Issue of Transferring Human Resource Practices Across Cultures
  • Tackling Employee Turnover through International Staffing and Expatriation Policies
    • The Role and Design of International Staffing Systems
    • The Impact of Expatriation Policies on Host Country Nationals' Attachment to Multinational Corporations
    • Components of Expatriation-Related Coping Mechanisms for Employee Turnover at Multinational Corporations
  • A Comprehensive Coping System for Employee Turnover at Multinational Corporations
  • Summary: Multinationals' Effective Management of Turnover Is Subject to Diverse Influences and Coping Strategies
• Conclusion

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

This research explores the phenomenon of employee turnover at multinational corporations (MNCs) in Singapore. The objective is to analyze the factors influencing turnover and develop effective coping mechanisms within the context of international human resource management (IHRM). The work utilizes a qualitative case study approach to generate grounded theory. The key themes explored in the text include:

• The impact of the Singaporean context on employee turnover at MNCs, considering factors such as resources, institutions, and culture.
• The identification of key determinants of employee turnover at MNCs, analyzing both contextual and firm-specific variables.
• The development of a framework for understanding the complexities of employee turnover and the implications for IHRM.
• The exploration of various coping mechanisms for managing employee turnover at MNCs, including strategies for international staffing and expatriation policies.
• The impact of national origin and cultural differences on the design and implementation of effective turnover management strategies.

Zusammenfassung der Kapitel (Chapter Summaries)

The study begins with an introduction to the field of international human resource management (IHRM) and the specific focus on employee turnover at multinational corporations (MNCs) in Singapore. Chapter 2 delves into the national context of Singapore, examining resource-related, institutional, and cultural factors influencing employee turnover. It outlines the methodological framework employed, including the use of a case study research design and qualitative data collection through interviews with managerial employees at MNCs.

Chapter 3 provides a comprehensive overview of existing research on employee turnover, highlighting the unique challenges faced by MNCs in managing their globally dispersed workforce. It explores both contextual and firm-specific variables influencing turnover, ultimately presenting a framework for understanding the key determinants of this phenomenon.

Chapter 4 focuses on the development and implementation of effective coping mechanisms for managing employee turnover at MNCs. It examines the role of national origin and cultural differences in shaping turnover management strategies, analyzing various approaches such as international staffing and expatriation policies.

Schlüsselwörter (Keywords)

The research focuses on employee turnover, multinational corporations (MNCs), international human resource management (IHRM), Singapore, qualitative case study research, contextual variables, firm-specific variables, coping mechanisms, international staffing, expatriation policies, national origin, cultural differences, and grounded theory.