Strategies For Mitigating High Employee Turnover In Aged Care Nursing Homes: An Essay.

People were not forced to pay these expenses. These expenses were calculated on people's ability to pay the expenses. For example, if people having a lot of assets, they have to pay their full fee. If a person is not having any kind of assets or a few ones, he has to pay for the bed only. He can pay for his bed by the income he gets from age pension. Others should pay for the everyday expense, which is balanced in view of your assets; and the Refundable Accommodation Deposit (RAD) which can be paid as a refundable singular amount installment or a non-refundable Daily Accommodation Payment (DAP).  The normal RAD is currently around $320,000, while the normal DAP is presently about $60 (in view of $300,000 RAD.

If you want an aged care bed, you have to fulfill government requirement and their test. An agent will be sent to you by the Aged care company which will access your assets and ask you to fill the required forms. This can take up to 12 weeks when you can have a bed from the aged care company. The Commonwealth government is insisting people hire aged care services at their home which will not cost them much and also it will not out pressure on their system. When you have gotten a letter to state that you are cleared to be enrolled into the center, you have to follow these instructions for further services.

Challenges in the Aged Care Industry

This study will analyse the various reasons for increasing employee turnover in the aged care nursing homes and develop strategies for mitigating the issues faced by the companies.  It has been seen the poor job satisfaction and lack of motivation is something which creeps in to the employees in such organization. The high rate of turnover in the field of care giver industry has been prevalent for the past three decade. This industry is highly dependent on their workforce as majority of the role is played by the caregivers. Therefore, solving this prevalent issue existing for such a long time is crucial and the study will try to accommodate the gaps of the past researches.

The amount of skilled workers in the care giver industry is low and lack of long term workers has been creating challenges for the nursing homes.  The long term care giving population have increased significantly and the pool of skilled workers in this field has been decreasing rapidly.  The success of the organizations in this field is highly dependent on their ability of retaining the workforce and the leaders of various organizations have been facing issues in dealing with the challenges arising from the high turnover rate. Therefore, hiring of skilled employees and retaining them is a major concern in the industry. The working environment for this care givers along with their compensation and other factors such as abuse within the facility is a concern which arises due to the shortage of employees with right mind set and ability to work in such an environment. Therefore, this study will conduct the research to develop strategies for mitigating the issues faced by the care giver industry.

The study aims to identify the different factors responsible for high turnover rates in the care giver industry and nursing. The research will develop mitigation strategies based on the findings in the study.

The objectives of the study are as follows:

• To identify the different factors affecting the employee turnover in aged care organization
• To investigate the impact of high turnover rate in the aged care industry
• To recommend suitable strategies to mitigate the issues faced by the employees in the aged care industry

H₀₁: Employee turnover does not have any impact on the operations of the age care industry

H₁₁: Employee turnover does have any impact on the operations of the age care industry

H₀₂: Job satisfaction and Job alternatives affects the employee turnover

H₁₂: Job satisfaction and Job alternatives affects the employee turnover

Aged care is the organizations in Australia for people who are dependent on others. These people are needy having mostly old age and cannot work to earn their livelihood. These people need help in their homes because they got no one who can look after them. So the aged care companies make sure these people get full attention and what they need in their own homes and nursing centers.

Mitigation Strategies for Employee Turnover

We can define the employees turn over as the number of employees who left the organization after offering a short service in the organization. Sometimes, it costs a lot of time and cost to an organization in order to train and prepare the new staff.

In Australia, these type of organizations falls under the duty of the Commonwealth Government and under the Health Department of the country. The Government gives the financing to help the administrations, of these organizations and controls the expenses and accreditation for nursing homes. It was all started in 2012 when the Commonwealth Government launched a 10-year program which had a purpose to look for the aged care companies and to make sure these companies are working properly for the aged people.

It was decided in 2014 that the people in their homes getting the services of nursing have to pay the following expenses.

1- An ordinary fee was to be paid by people on daily basis.

2- Fee for their health tests.

3- Any extra fee if you are having extra nursing services which are not the part of the daily fee package.

People were not forced to pay these expenses. These expenses were calculated on people's ability to pay the expenses. For example, if people having a lot of assets, they have to pay their full fee. If a person is not having any kind of assets or a few ones, he has to pay for the bed only. He can pay for his bed by the income he gets from age pension. Others should pay for the everyday expense, which is balanced in view of your assets; and the Refundable Accommodation Deposit (RAD) which can be paid as a refundable singular amount installment or a non-refundable Daily Accommodation Payment (DAP).  The normal RAD is currently around $320,000, while the normal DAP is presently about $60 (in view of $300,000 RAD) (Agedcare101.com.au 2018).

If you want an aged care bed, you have to fulfill government requirement and their test. An agent will be sent to you by the Aged care company which will access your assets and ask you to fill the required forms. This can take up to 12 weeks when you can have a bed from the aged care company. The Commonwealth government is insisting people hire aged care services at their home which will not cost them much and also it will not out pressure on their system. When you have gotten a letter to state that you are cleared to be enrolled into the center, you have to follow these instructions for further services.

Objectives of the Study

This is a very challenging task for a leader to maintain its team in an organization. In the aged care companies, the employee turnover is comparatively high (Myagedcare.gov.au 2018).

Employee turnover more than a specific limit can hurt an organization in a bad way. According to the company experts, hiring a new employee with the replacement of the previous one can cost a company a double salary which is spent on the training of the new employee. People in the twentieth century, including Douglas (1918) and Lescohier (1919), led the early analysis of the turnover. Douglas discovered that the organization with the high turnover suffers from the monetary losses while another organization with a lower turnover of employees suffers from fewer losses. The study of employee turnover the role in an organization continues in the 21st century and ask more researchers to do studies on it. Many researchers come up with their theories about the employee turnover. Maertz extends the results of employee turnover mentioning the costs and budget of a company can increase by the high percentage of employee turnover and also it lowers the organization's productivity. The two-factor theory was developed by the Herzberg which focused on the aspects which can affect the employee turnover and employee’s dissatisfaction with their jobs. The theory was presented in 1959. The two-factor theory came up with the consequences which increased the retention of the employees. Gupta and Shaw presented their theory in 2014. They focused on the employee leadership and mentioned that a motivate leader is necessary for a successful staff of an organization (Douglas Magazine 2018).

Firth and colleagues is an organization which conducted a research and found that 52% of the reasons which caused the employees to leave the aged care was the stress over the workplace, the quarrel between employees, company commitment, and the supervisor behavior. The aged care companies are all about to take care of their people and most of the staff is female. They have to take care of all of the aged people which is not an easy task to do. Most of these employees fed up with it due to the strict timing and duty.

For the aged care jobs, they need to attract the younger staff who can bear the hard work of their duties. Since 90% of the aged care companies staff are females, female workers age from 18 to 60 are enrolled. Workers above 50 are although mature and experienced enough to handle the work yet they cannot fulfill the job because sometimes they have to travel with people and aged care staff. When an employee left a job in daycare, they have to enroll a new staff and the new staff requires at least a month for their training. There are a lot of theories and strategies available which can be followed to attract the aged care employees. They should be offered a monthly payment which is attracted to them and multiple societal facilities which can be helpful to them and their family (Guides.wsj.com 2018).

Aged Care Homes in Australia

The rational way of identifying the different method that will be used for data collection and analysis is defined in research methodology. The methods, design, approaches and philosophies will be discussed to outline and portray the clear picture of the appropriate methods to be used in the study. Specific dogmatic assumptions will be made throughout for ideal execution of the data collection and analysis. Nature of the study, purpose of the research, research design and general classification are the different factors which will have to be taken into account while choosing the appropriate methodology (Flick 2015). Fundamental research and applied research are the two types that are considered while taking the nature of the study into account.  This particular study is an applied research as it will address particular problems and issues by the aged care centers due to their high turnover rate (Mertens 2014). The findings of the study can be used by the managers of the nursing homes and the different age care centers to mitigate the issued faced by them.

Research philosophy shows the different methods that will be used by the organization for data collection and analysis. Research philosophy is chosen based on the practical implication of the research topic. The different types of research philosophies are positivism, pragmatism, intepretivism and realism and in this current study, positivism is the research philosophy that will be used (Edson, Henning and Sankaran 2016). Research philosophy provides the knowledge about the chosen data collection type of method and reason for choosing it. Positivism has been chosen as the philosophy for the research as it promotes quantitative analysis of data. Positivism accepts only values that have been gained through facts and observations. Therefore, in this chosen philosophy the research will collect data and interpret it based on the objectives of the study. Positivism will collect data that is quantifiable and can be used to analyze the data statistically. There is no place for human interest in this kind of study and in this current study the findings and analysis will be based on facts derived from observed data.

Positivism has been chosen as the current research philosophy as it facilitates in conducting quantitative data analysis and is objective in nature. The facts that are hidden in the study can be identified using this research philosophy and will improve the scope of observation of the research. In this research, the premises and conclusion are known so positivism is the ideal philosophy for the research.

Factors Affecting Employee Turnover

Deductive, inductive and abductive are the three types of research approaches used in academic studies.  The difference between the inductive and the deductive approach can be identified by the relevance of hypothesis in the study (Sekaran and Bougie 2016). In abductive approach, initially shocking facts are presented and these are validated by providing relevant justifications. Deductive approach is used to prove the existing theories by developing hypothesis based on the literature review. In inductive approach, the literature review and data collection is explored to develop tentative hypothesis. This means that new theories and generalizations are formed by using the inductive approach. However, in this current study the chosen and appropriate research is deductive approach.

 Deductive approach will be able to validate the existing theories in the study where the developed hypothesis will be tested using statistical methods.  The deductive approach as the time taken for conductive deductive study is less and there is no of deriving irrelevant conclusions.

 There are types of research design used in the research projects, one is conclusive and the second is exploratory.  The present study is conclusive in nature as it facilitate in generate findings that will assist in decision making. The findings of the exploratory study are quantified and verified using conclusive research design (Meyers, Gamst and Guarino 2016). This will be used to test hypothesis and relationships between variables and recommend suitable strategies to mitigate the issues. This will ensure that the research design is formal and structured due to the large sample size. There are two types of conclusive study, one is descriptive and other is causal research. However, in this current study causal research will be used to identify strategies for decreasing the turnover rate in aged care institutions.

 In this current study, mono method will be used which means that the research will constitute a single design. The study will collect primary data from different nursing homes across the country where the employees will be asked close ended questions (Palinkas et al. 2015). The study will use close ended questionnaire that is structured to derive the various reasons that will affects the turnover rate in aged care centers.  

 The study will conduct quantitative analysis of data where the initial data will be converted into meaningful data using different statistical techniques. In this current study, quantitative analysis will consist of calculating the mean, mode and median. The collected data will converted into graphs, charts and frequency tables (Treiman 2014). The study will use regression analysis to identify the nature and degree of association between the variables in the study. The relationship between the variables will determine the strategies that can be used by the nursing homes to make improvements to the turnover rate.

Theories on Employee Turnover

In research, taking the whole population into account to derive findings is difficult and it is difficult to calculate these findings effectively. Moreover, analysing large number of data variables increases the time span and the cost of the research. Sampling will select population from the total population. Probabilistic and non-probabilistic sampling are the two methods used to select respondents for the study. In this current study, probabilistic sampling will be used which is based on randomization of the data and simple random sampling will be used to collect respondents (Dobson, Woller-Skar and Green 2017). This will provide the opportunity to the overall population of being chosen for the study. In this present study, initially data have been collected from 300 respondents and simple random sampling has been used to narrow down the respondents to 150. The employees from the different nursing centres has been taken as the respondents for the study.

Reliability is ability of the study to replicate the result by using different dataset.  Initially the study had developed the questionnaire and has sent the questionnaire to 20 respondents to check whether relevant answers are obtained or not. This method is known as pilot testing. The study has also used test rated reliability to use different data set to check whether same result in obtained or not (LoBiondo-Wood and Haber 2014). Validity checks the appropriateness of the methods and techniques used for developing the findings. Therefore, the precision of the different instruments used in the study has been measured to check the reliability of the study. The study has used construct validity to check the suitability of the measurement tools and the different methods in the study.

 The data protection act has been followed in the research where the study has kept the anonymity of the respondents in order to maintain their privacy. The data has not been used in other journal and articles and has been collected for the sole purpose of conducting this study. The respondents have been made aware of the objective of the research and purpose of conducting the survey (Wallace and Sheldon 2015). The respondents have not been forced to take part and they have done so on their own. The research data has not been manipulated to develop the desired result and data authenticity has been maintained in the study.

Category	Count of no of respondent
Male	86
Female	64
Grand Total	150

This question addresses the gender of the respondents in the study and the findings of the research shows that 57% of the respondents are male and remaining percentage are female.

2. Your age?

Category	Count of no of respondent
Less than 25	30
25-30	38
31-40	35
41 and above	47
Grand Total	150

Attraction and Retention Strategies for Aged Care Employees

This question has addressed the age of the respondents and findings of the study shows that majority of the respondents belong to the age category of 41 and above. However, considerable amount of respondents who fall within the remaining category. Therefore, there is almost even distribution among the respondents and it is expected to derive relevant findings.

Category	Count of no of respondent
Less than a year	41
1-2 years	37
2-5 years	32
More than 5 years	40
Grand Total	150

This question highlights the tenure of the respondents and the findings of the study shows that 41 respondents have been in their respective organizations for less than a year, 37 respondents have in the organization in between 1-2 years, 32 respondents have been in the organization between 2-5 years and 40 respondents have been in the organization for more than 5 years.  The findings show a mixed group of respondents having both experienced and non-experienced respondents in the group. 

4. How far are you agree that lack of skilled employees affects the operations of care giving organizations?

Category	Count of no of respondent
Strongly agree	60
Agree	55
Indifferent	10
Disagree	13
Strongly disagree	12
Grand Total	150

This question has depicted the impact of lack of skilled employees on the operation of the care giving organizations. The findings of the study shows that 60 respondents have strongly agreed to the majority of the respondents and 55 respondents have agreed to the majority. On the other hand, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. Therefore, without skilled employee the aged care nursing institutions face issue in managing their day to day operations.

5. How far do you agree that lack of experience among the employees affects the operation of the organization?

Category	Count of no of respondent
Strongly agree	59
Agree	56
Indifferent	10
Disagree	12
Strongly disagree	13
Grand Total	150

This question has portrayed the effect of lack of experience employees on the operation of the aged care nursing institutions. The findings of the study shows that 59 respondents have strongly agreed to the majority of the respondents and 56 respondents have agreed to the majority. On the other hand, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. Experience is a key factor in this industry where theoretical knowledge has no meaning to dealing with patients on a day to day basis. Therefore, experience play a greater role in dealing with patients at difficult situations.

6. How far do you agree that collaborative working environment affects the operations of the organization?

Category	Count of no of respondent
Strongly agree	56
Agree	59
Indifferent	10
Disagree	14
Strongly disagree	11
Grand Total	150

This question has represented the influence of lack of skilled employees on the operation of the care giving organizations. The results of the study shows that 56 respondents have strongly agreed to the majority of the respondents and 59 respondents have agreed to the majority. On the other hand, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. Collaboration among the workforce is essential for smooth operations and the respondents think that cooperation between the workforces will make their easier.

7. How far do you agree that high job satisfaction is essential for managing turnover?

Category	Count of no of respondent
Strongly agree	69
Agree	46
Indifferent	10
Disagree	16
Strongly disagree	9
Grand Total	150

Research Methodology

This question has analysed the effect of job satisfaction on turnover rate in care giving organizations. The findings of the study shows that 69 respondents have strongly agreed to the majority of the respondents and 46 respondents have agreed to the majority. On the other hand, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. Job satisfaction is the one of the key components of employee motivation among the employees and increase in job satisfaction will definitely reduce the turnover rate.  

8. How far do you agree that more job alternatives increases the chances of employee turnover?

Category	Count of no of respondent
Strongly agree	53
Agree	62
Indifferent	10
Disagree	9
Strongly disagree	16
Grand Total	150

This question has addressed the effect of job alteration on turnover rate in care giving organizations. The findings of the study shows that 53 respondents have strongly agreed to the majority of the respondents and 62 respondents have agreed to the majority. On the other hand, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. The higher the qualification and skill level of the employees higher will be their job alternatives.

9. How far do you agree that employee engagement is essential for improving the turnover rate in an organization?

Category	Count of no of respondent
Strongly agree	56
Agree	59
Indifferent	10
Disagree	13
Strongly disagree	12
Grand Total	150

This question has highlighted the importance of employee engagement in care giving organizations. The results of the study show that 56 respondents have strongly agreed to the majority of the respondents and 59 respondents have agreed to the majority. However, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. Employee engagement increases the motivation level of the employees and constant communication with the management level employees assist in reducing the issues faced by them. Therefore, taking regular feedbacks from the employees reduces the stress level of the employees and makes the management aware of the issues faced by them.

10. How far do you agree that career growth enhances the possibility of reducing the turnover in the care giving organizations?

Category	Count of no of respondent
Strongly agree	52
Agree	63
Indifferent	10
Disagree	12
Strongly disagree	13
Grand Total	150

This question has portrayed the significance of career growth in care giving organizations. The results of the study show that 52 respondents have strongly agreed to the majority of the respondents and 63 respondents have agreed to the majority. On the contrary, it has been seen that 10 respondents are neutral to this specific research question and 25 employees have disagreed to the majority. The workforce in the modern organizations require something more than just reward and recognition. They are not bound by compensation like the previous workforces and they desire career growth. Therefore, providing them with the opportunity to grow at both personal and organization is essential for retaining the employees. The employees feeling stagnated in an organization is bound to leave the organization for better opportunities where they are appreciated and they have the opportunity of growing at both levels.

SUMMARY OUTPUT
Regression Statistics
Multiple R	0.941773758
R Square	0.886937811
Adjusted R Square	0.886173878
Standard Error	0.3912911
Observations	150
ANOVA
	df	SS	MS	F	Significance F
Regression	1	177.7613901	177.7613901	1161.014108	6.12699E-72
Residual	148	22.66009135	0.153108725
Total	149	200.4214815
	Coefficients	Standard Error	t Stat	P-value	Lower 95%	Upper 95%	Lower 95.0%	Upper 95.0%
Intercept	0.111299495	0.066308261	1.678516269	0.095356596	-0.019733751	0.242332741	-0.019733751	0.242332741
X Variable 1	0.932407355	0.027364464	34.0736571	6.12699E-72	0.878331822	0.986482887	0.878331822	0.986482887

Regression analysis is conducted to identify the relationship or degree of association between two variables, one is the independent variable and the other is the dependent variable. In this current study, the independent variable is employee turnover and the dependent variable is operations. Multiple R indicates the correlation between employee turnover and operations in this research. The multiple R has a value of 0.941773758, which is quite close to 1. This means that we can consider that there is strong positive correlation between employee turnover and operations. This signifies that increase in employee turnover will highly affect the operations of any care giving organization. This has already been derived the literature review of the study but still we will have to check the other factors to completely validate this hypothesis.

R square is the coefficients of determination which shows the degree of closeness of the data points that have been plotted into the regression line. It will also determine the goodness of fit of the developed regression model and if the value of R square is greater than 0.8 it can be confirmed that goodness of fit is high and data points are close to each other. In this study the value of R² = 0.8869, which means that it is more than 0.8 and goodness of fit is high. Similarly, it can also be deduced that the data points are quite close to each other. Moreover, the coefficient of determination is also used to determine the capability of the independent variable to explain the capability of the dependent variable. In this current study, it can be seen that employee turnover can explain the characteristics of the dependent variable by 88.69% and there is variability of 11.31% which shows the appropriateness of the model. However, the F value will have to be analyzed to completely validate the fact that reduction in employee turnover eases the operations of care giving organizations.

F value determines the significance of the derived values in the study and whether the collected data is statistically significant. The F value in the study is 6.12699E-72, which is less than 0.05 which signifies that the null hypothesis 1 can be rejected and the alternative hypothesis 1 can be accepted. The regression line shows the relationship between the independent and the dependent variable and the regression line is y = 0.9512x + 0.1342. When we put the value of x as 1 unit, it can be seen that the value of y becomes 1.0854 which shows the positive relationship. This means that with `1 unit increase in the value of x there is 1.0854 unit increase in the value of y.

However, even though the R² value it is not necessary the model is a fit and we have to check the residuals to identify the data has been underpredicted at different points in the regression line.  The residual plot shows that all the data points are fitted closely and thus, it can be concluded from the residual analysis that is there is minimum randomness between the variables. It is expected to have high randomness as it is difficult to predict human behaviour but this regression line shows positive and significant results.

SUMMARY OUTPUT
Regression Statistics
Multiple R	0.938483415
R Square	0.88075112
Adjusted R Square	0.879945385
Standard Error	0.413170515
Observations	150
ANOVA
	df	SS	MS	F	Significance F
Regression	1	186.6032719	186.6032719	1093.101805	3.16867E-70
Residual	148	25.26506142	0.170709874
Total	149	211.8683333
	Coefficients	Standard Error	t Stat	P-value	Lower 95%	Upper 95%	Lower 95.0%	Upper 95.0%
Intercept	0.048214475	0.070015951	0.688621301	0.492139646	-0.09014562	0.186575	-0.09015	0.186575
X Variable 1	0.955315004	0.028894574	33.06209015	3.16867E-70	0.898215787	1.012414	0.898216	1.012414

The second regression analysis is conducted to evaluate the relationship between employee turnover and job satisfaction and job alternatives. Multiple R indicates the correlation between employee turnover and job satisfaction and job alternatives in this research. The multiple R has a value of 0.938483415, which is quite close to 1. This means that we can consider that there is strong positive correlation between employee turnover and job satisfaction and job alternatives. This signifies that job satisfaction and increase in alternatives in jobs effect the turnover rate of any organization. The literature review already shows that decrease in job satisfaction causes the employees to search for alternatives where they can grow and be motivated to work.

R square is the coefficients of determination which shows the degree of closeness of the data points that have been plotted into the regression line. It will also determine the goodness of fit of the developed regression model and if the value of R square is greater than 0.8 it can be confirmed that goodness of fit is high and data points are close to each other. In this study the value of R² = 0.88075112, which means that it is more than 0.8 and goodness of fit is high. Similarly, it can also be deduced that the data points are quite close to each other. Moreover, the coefficient of determination is also used to determine the capability of the independent variable to explain the capability of the dependent variable. In this current study, it can be seen that job satisfaction and job alternatives can explain the characteristics of the employee turnover by 88.07% and there is variability of 11.93% which shows the appropriateness of the model. However, the F value will have to be analyzed to completely validate the fact that reduction in employee turnover eases the operations of care giving organizations.

F value determines the significance of the derived values in the study and whether the collected data is statistically significant. The F value in the study is 3.16867E-70, which is less than 0.05 which signifies that the null hypothesis 2 can be rejected and the alternative hypothesis 2 can be accepted. The regression line shows the relationship between the independent and the dependent variable and the regression line is y ==0.9219x + 0.2088. When we put the value of x as 1 unit, it can be seen that the value of y becomes 1.1307 which shows the positive relationship. This means that with `1 unit increase in the value of x there is 1.1307 unit increase in the value of y.

However, even though the R² value it is not necessary the model is a fit and we have to check the residuals to identify the data has been underpredicted at different points in the regression line.  The residual plot shows that all the data points are fitted closely and thus, it can be concluded from the residual analysis that is there is minimum randomness between the variables. It is expected to have high randomness as it is difficult to predict human behaviour but this regression line shows positive and significant results.

Conclusion 

In this part of the study, the findings will be linked with the objectives to provide suitable conclusions and recommendations. The data analysis has provided significant results and this will be explained using the respondent data and statistical analysis.

To identify the different factors affecting the employee turnover in aged care organization

The different factors effecting employee turnover in aged care organizations are job satisfaction, job alternatives, career growth, reward, recognition, employee engagement and communication. The modern workforce has changed significantly and employees are much more bothered about job satisfaction and engagement. They want to communicate to the management level whenever they want to and this is the reason effective two-way communication is another key factor in this scenario. The employees do not want to work meaninglessly without any goal and purpose. They want to be apart of the organization where they are treated with respect and they have the opportunity to learn new things and grow at organizational level and personal level.  Recognition and reward is another aspect which has to be taken into consideration as they the employees want their efforts to be acknowledged as managing aged people needing constant help is challenges and comes newer challenges every day. The organizational culture is another factor which defines the values and beliefs of the people working in it especially where the main purpose of the organization is help the aged people that are helpless and need help. Therefore, the organization only focusing on the goals of the stakeholders that is profit maximization will always face these issues as the employees in the 21^st century want to contribute to the society and have a meaning and purpose to the work they do.

To investigate the impact of high turnover rate in the aged care industry

The findings and analysis have proved that high turnover rate affects the operations of the aged care institutions. Similarly, motivation level of the workforce also gets affected when they witness their colleagues leaving their jobs for better opportunities or satisfaction level. The F value in the second regression analysis is 3.16867E-70, which is less than 0.05 which signifies that the null hypothesis 2 can be rejected and the alternative hypothesis 2 can be accepted. The F value in the first regression analysis is 6.12699E-72, which is less than 0.05 which signifies that the null hypothesis 1 can be rejected and the alternative hypothesis 1 can be accepted. This shows the directly proportional relationship between these variables.  High turnover rate increases the cost of the organization as they have to hire new employees and train them to work effectively. Moreover, the new employees will not have the same skill level as the tenured employees.  Therefore, the organization will have to spend their resources unnecessarily while making recruitments and training. Therefore, this is an extra cost for the employees in the organization. Therefore, overall operation cost increases and moreover, the operation of the organization does not run smoothly due to lack of experienced employees.

To recommend suitable strategies to mitigate the issues faced by the employees in the aged care industry

The research has concluded that proper working conditions, support and organizational culture are the focus for the organizations in the care giving industry. The supervisors and managers will have to support the employees so that they intend to stay and provide them with help at all times so that they can share their issues. This consist of holding regular meetings where the different issues and challenges faced by the employees in the organization will be discussed. Moreover, employers should invest in training employees including leadership programs which provides them with the opportunity of changing their roles in the same organization without any change of organizational setting. The organization will have to give importance to the feelings of the employees and develop an organizational culture which is diverse and helps in nurturing a better environment for the workforce. Moreover, the above factors such as career growth, rewards and recognition are other factors which has to be focused on as retaining younger workers requires focus on these factors.

References 

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Myagedcare.gov.au 2018. Find an aged care home. [online] Myagedcare.gov.au. Available at: https://www.myagedcare.gov.au/aged-care-homes/find-an-aged-care-home [Accessed 29 Jun. 2018].

Douglas Magazine 2018. Employee Turnover: How To Stop Worrying — Douglas Magazine. [online] Douglas Magazine. Available at: https://www.douglasmagazine.com/employee-turnover-how-to-stop-worrying/ [Accessed 29 Jun. 2018].

Guides.wsj.com 2018. How to Reduce Employee Turnover - Management - WSJ.com. [online] Guides.wsj.com. Available at: https://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/. [Accessed 29 Jun. 2018].

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