BPO (Business Process Outsourcing) is a term that refers to business model in which companies outsource some of their operations to third party (external) company. BPO industry performs the less important operations of large firms (Google) at low cost. It allows outsourcing firms to reduce their operational cost and increase profit margin. BPO industry is important for developing countries like Pakistan. The projected revenue generation by BPO industry of Pakistan in 2023 is almost US$1.00bn. The expected growth rate (CAGR 2023-2028) is 11.65% which will increase the volume of market up to US$1.78bn. Like every industry turnover is one of the vital issues in BPO industry. Most of the companies couldn’t last long enough just because of the high turnover rate. There are two types of turnover (1) Voluntary Turnover and (2) Involuntary Turnover. Voluntary turnover has further two types (a) Dysfunctional turnover and (b) Functional turnover. Dysfunctional turnover is when high performing employees leaves the company. The company’s financial health gets more effected when high performers leave it. Like every other company dysfunctional turnover is the one of most concerning issue for rapidly growing Medical Billing company (PRG) Rwp branch. That is why this study is mainly focusing on dysfunctional turnover and its impact on financial health of the organization. This study will also be addressing some factors (Toxic work Culture & Less Career Growth) that leads towards dysfunctional turnover in organization. It will help the organization to retain their high performers by working on these factors.
This study will find out effect of dysfunctional turnover and its contributing factors on the financial health of PRG situated in Rawalpindi.
Research Proposal: Impact of Dysfunctional Turnover on Financial Health of Organization
1. Research Proposal
Impact of Dysfunctional Turnover on Financial
Health
Presented by:
Fahad Farooq
Sania Younas
Muhammad Intisar
Supervisor: Dr. Sadia Saeed
2. Content:
• Introduction
• Rationale of the study & Theoretical Underpinning
• Problem Statement
• Practical Significance & Proposed Conceptual Model of the Study
• Research Gap
• Theoretical Framework
• Conceptual Framework
• Hypothesis
• Measurement Methodology & Population
• Sample & Sampling Technique
• Data Collection & Data Analysis
• Measurement scale & Delimitations of Study
3. Introduction
• BPO (Business Process Outsourcing)
• Projected revenue generation by BPO industry of Pakistan
in 2023 is almost US$1.00bn.
• Expected growth rate (CAGR 2023-2028) is 11.65%
• Voluntary Turnover and Involuntary Turnover.
• Dysfunctional turnover and Functional turnover.
• Medical Billing company (PRG) Rwp Branch.
4. Rational Of Study Theoretical Underpinning
Why this Study is important? What might be Causing Trouble?
5. Problem Statement
Objectives Questions
to know how less career growth and
toxic work culture is impacting
dysfunctional turnover in organization?
to measure impact of dysfunctional
turnover on financial health.
What are the impacts of the
factors: less career growth
and toxic work culture on
the organization’s
dysfunctional turnover?
What is the effect of
dysfunctional turnover of
organization on its financial
health? Is it negative?
6. Practical Significance
• This research may provide a ground base data
and analysis for the current situation
• Policy makers may consider this research for
making new polices
Proposed Conceptual Model of Study
• independent variable (Dysfunctional
turnover) and what change it is causing in
depending variable (Financial health)
• how two moderator variables (Toxic work
culture and Less Career growth) affect the
relationship between independent and
dependent variable?
7. Research Gap
We have doubts that toxic work
culture and less career growth
might be the factors affecting
the dysfunctional turnover.
Might have flaws in career
growth program and better
culture assurance policy.
8. Theoretical Framework
Dysfunctional
turnover
Oliver E. Williamson,
(1985) says “New
employees require
training and time to
become productive,
impacting output and
revenue generation”
Toxic work Culture
Patrick M. Wright
and Michael A. Hitt,
(1997) says “High-
performing employees
are more likely to leave
toxic environments,
taking their valuable
skills and knowledge with
them”
Less career growth
Denise M. Rousseau
(1995) says
“Dissatisfied
employees are
more likely to seek
opportunities
elsewhere that offer
better prospects for
advancement and
growth”
10. Hypothesis
Dysfunctional turnover negatively affect
the financial health
H1
higher toxic work culture strengthens
the relationship between dysfunctional
turnover and financial health.
H2
higher the less career growth strengthens the
relationship between dysfunctional turnover
and financial health.
H3
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