ТЕКУЧЕСТВОТО НА ПЕРСОНАЛА ПРЕДИЗВИКАТЕЛСТВО ИЛИ НЕ ЗА БЪЛГАРСКИТЕ ФИРМИ В СЪВРЕМЕННАТА ДИНАМИЧНА СРЕДА
STAFF TURNOVER: CHALLENGE OR NOT FOR BULGARIAN COMPANIES IN THE MODERN DYNAMIC ENVIRONMENT

Summary/Abstract: In today's global and dynamic world, the problem of staff turnover research is gaining more and more popularity because it is an important organizational phenomenon, a major tool for development and a corrective for the stability of an enterprise / company. There are many different definitions of the term "fluidity" in the scientific literature. In the context of this report, we will adhere to the following accepted definition, according to which ―turnover is an organizational phenomenon, which means leaving, reducing or releasing the position held in a certain company. Given the complexity and multifaceted nature of this phenomenon, this phenomenon is the subject of research from different points of view: the economic approach focuses on individual choice and labor market variables; the sociological approach focuses on the characteristics and content of the work environment, and the psychological approach focuses on personal characteristics. The importance of the researched issues is evidenced by the works of hundreds of foreign authors, including W. Cascio, R. Mathis, E. Neumann, K. Farrell, E. Welltington, S. Bevan and others. In Bulgaria, publications in the field of staff turnover have B. Slavyanska, St. Borisova, Sv. Tsvetkova, G. Zaharieva and others. In this report, research interest will focus more on the socio-psychological approach to its study. It focuses mainly on employees in the context of the company and their individual decisions to leave a job voluntarily. A review of previous surveys on the subject shows that national statistics do not have official data on the relative share of turnover, as well as on the main reasons that give rise to it. This report will be based on the results of nationally representative sociological surveys among employees, employers, industry organizations, social partners and labor offices, conducted within the project "Sustainable employment and prevention of labor turnover" funded by OPHRD (2014 -2020). Based on the received and analyzed information, the main determinants of turnover in Bulgarian enterprises will be derived, depending on the economic sectors and planning regions. Without claiming to be exhaustive, the report will substantiate the importance of turnover as an organizational phenomenon, as well as the leading factors that contribute to job change. Special emphasis will be placed on some individual characteristics of employees. As such, the influence of age, length of service in the company, level of education and marital status will be considered.

• Details
• Contents