KNI AS experience a 30% turnover-rate among its shopkeepers in the Greenlandic settlements. The aim of this thesis, is to analyze how KNI AS retain staff due to high turnover-rates. No research about turnoverrates or retainment of employees in Greenland has previously been made. Three independent theoretic contributions about employee-turnover are analyzed and discussed in relation with the empirical casestudy of KNI AS and its shopkeepers in the Greenlandic settlements. Napier & Ferris’ (1993) theoretical model about dyadic distance, will be used to analyze structural, psychological and functional distance, and its impact on turnover. By using this model of various aspects of distance I can incorporate how both physical and psychological distance has an influence of turnover in KNI AS. Walsh & Gordon’s (2007) theory about personal work identity, will be used to analyze how individual’s creation of personal work identity and identification to the organization, has an impact on individuals turnover-intentions. This theory focus on the individuals turnover intentions, by suggesting that identification to an organization is necessary to retain staff. The theory will be used to see if that is applicable in the case of KNI AS. Maturana’s (2004) theory about a positive defined work environment and its influence on turnover, will be used to create and understanding of the existing work environment among shopkeepers and how it may contribute to turnover in KNI AS. This theory will be analyzed and discussed compared to the two other theories, and give a depth in the thesis of the lives of shopkeepers in the Greenlandic settlements. From the analysis and discussion covered in the thesis, it can be concluded that the distance between the headquarters of KNI and its shopkeepers in the settlements, creates a functional distance, primarily by psychological distances. This creates a work environment that makes life hard for even the most loyal and committed shopkeeper, which causes the turnover. All though the research shows that shopkeepers work environment might contribute to the turnover in KNI AS, the empirical evidence are based on the assumptions of leaders in the headquarters and limited surveys. This thesis can be used as an introduction to researching the field Human Resource Management in Greenland and apply for further research.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||75|