TDNet Discover

The purpose of this predictive quantitative correlational study is to examine the correlation of employee engagement scores with associated turnover rates by conducting a causal-comparative analysis of employee engagement survey data and comparing the engagement scores to turnover rates by the department with a focus on investigating the effect of employee engagement on turnover in the healthcare revenue cycle. Human capital is the necessary component that brings life to an organization, and research suggests that the individual is the most critical element in the survival of an organization. With an aging and changing healthcare workforce and more jobs than candidates, organizations must find ways to retain top talent to reduce human resource management costs and drive operational performance excellence. This quantitative study will compare the independent variables of the employee engagement scores and the dependent variable of turnover rates for the revenue cycle population based on employee engagement survey data collected at a health system in the Southeastern region in January and February 2022 to test the hypothesis that employee engagement scores influence turnover. This quantitative research study did not produce a statistically significant relationship between employee engagement scores and turnover rates but does support the hypothesis that those revenue cycle departments with lower employee engagement scores have higher turnover rates. It is recommended that additional data be collected and evaluated to analyze trends and measure statistical significance in a less-turbulent period of survey participation.