Leder-medarbejder relationens påvirkning på fratrædelser: En datadrevet tilgang til en HR-problematik i et casestudie

Abstract

As the group of citizens is changing following the next years, we will be looking into a situation of a more elderly caring-demanding population. Even now the healthcare is experiencing challenges with getting the right number of employees for this task. This thesis will investigate the area by using a case study of a concrete healthcare at X X. The purpose of the thesis is to assess expectations of what might cause the resignation problem from a leader at X X’s point of view – by looking into data.
This thesis will stand out from the typical HR-analysis method, as the focus will be on using data-driven, statistical tools for analyzing empirical problems while acknowledging the economic consequences of new hires. Using Davenports (2013) analytical process, the thesis will create a method which can be used on other cases. The theoretical position of the science will be critical realism which will acknowledge the complexity and contextuality while still believing ontological that the truth is available regardless of the observant (Ingemann, 2013). The rest of the thesis should be viewed through the eyes of critical realism for a better understanding.
The result of this exact case-study was both interesting and unexpected. Using the psychological contract as a theoretical tool and investigating breaks on the contract did not seem to be a reason for resignations in this case.
The leaders’ experience of the resignation problem is that leaders leave, creating less opportunity for attachment between employee-leader, and that leaders have too many employees as direct reports, creating less communication among employee-leader. Findings in the statistical analysis though found that there were no explanatory factors regarding the number of direct reports and resignations although leaders leaving turned out to be an explanatory factor for resignations. A general conclusion from this is that HR should always investigate data and assess their gut feeling.
This thesis is a contribute to the field of data driven HR with a concrete example of how data can be used. Although the thesis aims in on a specific topic it would be possible to have other assumptions being the focus of the analysis.