Journal of CENTRUM Cathedra. Vol. 02, Issue 01

URI permanente para esta colecciónhttp://54.81.141.168/handle/123456789/194726

Tabla de Contenido
JCC Volume 2 - Issue 1 - 2009
  • Equity Market Risk Premium and Global Integration Johnson, Robert; Soenen, Luc; 1
  • Using Random Forests and Logistic Regression for Performance Prediction of Latin American ADRS and Banks Creamer, Germán G; 2
  • Entrepreneurs, Intuition, and Small-Business Performance Chaston, Ian; 3
  • Evaluation of Market Readiness of Medium and Small-Scale Nonprofit Organizations in Northern India: An Empirical Study Madan, Pankaj; 4
  • Understanding Employee Turnover Patterns in Mexican Maquiladoras Romero, Eric; Cruthirds, Kevin W; 5
  • Productivity Growth as The Predictor of Shareholders' Wealth Maximization: An Empirical Investigation Kumar, Mukesh; Charles, Dr Vincent; 6

    • Doctoral Research Proposal
  • Competitive Advantage of Operational and Dynamic Information Technology Capabilities Bullon, Luis A; 1
  • Managerial Capabilities in Peruvian Family Companies: An Exploratory Study Salomon, Jaime O; 2

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      Understanding Employee Turnover Patterns in Mexican Maquiladoras
      (Pontificia Universidad Católica del Perú. CENTRUM, 2009) Romero, Eric; Cruthirds, Kevin W.
      Thousands of manufacturing jobs have left the United States for Mexico because of lower labor costs in relatively close proximity to the United States. Despite lower labor costs, high employee turnover can be a major problem for maquiladoras, particularly for firms focusing on quality and high value services and products. We used quantitative and qualitative data to explore turnover patterns and seek an explanation for the high turnover in maquiladoras. Analysis of exit data from 2,714 line workers over a 4-year period revealed two major yearly peaks in turnover. Additionally, results from interviews of current hourly wage personnel and management revealed several major causes of turnover. Overall, we provide an explanation for yearly patterns in turnover and other reasons for turnover that are not found in other papers about this issue. Methods are suggested to reduce turnover, and ideas for future research are discussed.