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Dissertations / Theses on the topic 'Employee retention'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Kaiser, Sally M. "An examination of new employee orientation and training programs in relation to employee retention rates." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006kaisers.pdf.

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2

Dixon, Sherry Ann. "Retention of Information Technology Employees." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3152.

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Business leaders often realize greater profitability when they have strategies to retain IT employees. However, the cost to replace IT employees creates significant challenges for business leaders. Given the growing impact of technology on operational costs, retention of IT employees is imperative. This exploratory single case study sought to identify the strategies that leaders use to increase IT employee retention. The population was 6 leaders from a military organization in Norfolk, Virginia, responsible for the retention of IT employees. Herzberg's two-factor theory was the conceptual fram

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3

Yadav, Nitin. "Effect of people process culture on the overall productivity and harmony of an organization." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008yadavn.pdf.

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4

Anderson, Sarah J. (Hovland). "A case study of employee training and retention at Company ABC." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009andersons.pdf.

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5

Shelton, Karen. "The effects of employee development programs on job satisfaction and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001sheltonk.pdf.

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6

Åberg, Lisa, and Jessica Henry. "Employee Retention : Utifrån ett generationsperspektiv." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15223.

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Bakgrund: Det finns idag en problematik för kunskapsintensiva företag i Sverige att lyckas bibehålla medarbetare. Detta då den svenska arbetsmarknadens utveckling har resulterat i fler högutbildade medarbetare, vilka generellt känner lite lojalitet gentemot arbetsgivaren. Företags önskan om att bibehålla medarbetare grundar sig i deras strävan att uppnå en låg personalomsättning då det anses positivt för företaget ur flera aspekter. För att studera denna problematik studeras Employee Retention-faktorer utifrån ett generationsperspektiv. Detta då medarbetares jobbvärderingar och därmed preferen

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7

Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).

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8

Karsnia, Elizabeth J. "Best practices for employee engagement." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009karsniae.pdf.

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9

Guma, Pendulwa Vuyokazi. "Organisational factors impacting on employee retention." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1530.

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Organisations must have a constant influx of candidates for potential employment. New employee positions are required as market areas are expanded. Recruitment occurs even in the face of limited growth or decline in service capacity, because individuals with specialised skills or training who leave the organisation must be replaced, and because services or technologies that have been revised or modified must be staffed. The recruitment of personnel plays an important role in assisting the organisation to adapt and remain competitive. The Eastern Cape Department of Economic Development and Envi

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10

Laing, Ann. "Employee Retention Strategies in Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7024.

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The nonprofit sector is faced with the business problem of low employee retention rates. Low employee retention rate presents various business challenges, which includes the inability to offer community members much needed social service programs as well as providing a competitive compensation package to their employees. The purpose of this descriptive phenomenological study was to explore the evidence-based best practice strategies in employee retention used in the nonprofit sector. The research included a conceptual framework focusing on Herzberg's Motivation - Hygiene Theory. The conceptual

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11

Essel, Bernard. "Employee Retention in Small Retail Businesses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7924.

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Retail small business leaders face the challenges of retaining their employees. Retail small business leaders are concerned with ineffective retention strategies, which can increase employee turnover and collapse their businesses. Grounded in Herzberg's two-factor theory the objective of this qualitative multiple case study was to explore small retail business leaders' strategies to retain employees. The participants comprised 5 small retail business leaders from Minneapolis, Minnesota, who had 5 to 10 years of employee retention experience. Data were collected from semistructured interviews a

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12

Shikongo, Johanna Nelago. "Staff attraction and retention : a model for a Namibian state-owned enterprise." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1739.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011<br>In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affec

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13

Lennie, Graeme Mark. "Retention strategies for skilled SARS customs employees." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/999.

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The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being expe

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Muir, Kate Rosemary. "Forest Industry Employees: training, safety and retention." Thesis, University of Canterbury. School of Forestry, 2014. http://hdl.handle.net/10092/10461.

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Forestry employees are the most valuable asset to forest operations. An analysis was completed to determine employee training status, how safe employees feel within their roles and identify major reasons of dissatisfaction. Through the development of job descriptions and person specifications, it was possible to identify the job requirements along with the personal attributes and qualifications required by employers, to ensure employees were capable of undertaking their role. There is an identifiable gap within the level of formal education among employees. Over half (55%) of the employees hav

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15

Singh, Alicia. "Employee Retention Strategies in Trinidadian Small Enterprises." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5782.

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Organizational leaders face obstacles stemming from the lack of employee retention. An ineffective retention strategy can result in the loss of employees and the loss of institutional knowledge. Lack of appropriate retention strategies can negatively impact the reputation of the organization and ultimately affect the financial standing of an organization. Grounded by Herzberg's 2-factor theory, the purpose of this multiple case study was to explore strategies small retail business managers in Trinidad used to retain employees. I collected data through face-to-face semistructured interviews wit

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Busch, Andrew. "A critical analysis of research related to workplace retention, satisfaction and motivation of the millennial generation." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005buscha.pdf.

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17

Schouten, Theresa Lynn. "The impact recognition has on employees in the Human Resource Department at Bemis Company, Inc." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006schoutent.pdf.

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18

Human, Ricardo Ronald. "Retention strategies of technical graded employees at Transnet." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/11080.

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The recruitment and retention of personnel plays an important role in assisting organisations to adapt and remain competitive, thus ensuring their financial sustainability and becoming a leader in the market. It is also a crucial element in assisting organisations in reaching their long and short term goals. The employment and retention of highly skilled employees is a costly exercise and staff turnover impacts negatively, not only on a financial level but also on the organisation as a whole. The immediate implementation of specific strategies that ensures the recruitment and retention of thes

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Panoch, Amber. "The relationship between diversity and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001panocha.pdf.

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20

Javed, Basit, and Muhammad Jaffar. "Impact of Succession Planning on Employee Retention." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43902.

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The rise in the employee turnover rates is increasing the concerns amongst the organizations in retaining the employees in the workplace. The higher turnover rates are threatening the business capability in earning higher profits. Grounded by the leadership and motivational theories, the following study aims explore that how the succession planning strategies could help in retaining the employees in the organization. Swedish organizations are chosen as the area of the study. In order to fulfill the purpose of the research, the data has been gathered from primary and secondary tools. The second

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21

Shaheen, Ahmad. "Successful Employee Retention Strategies in Childcare Centers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3005.

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Fifty percent of childcare employees leave their jobs by the close of their 5th year of experience. The purpose of this exploratory single case study was to explore what retention strategies some childcare center directors use to retain their employees in the Columbus, Ohio metropolitan area. The research population consisted of 5 childcare center directors who successfully implemented retention strategies in 5 different childcare centers. The conceptual framework for this study was the Herzberg, Mausner, and Snyderman motivation-hygiene theory. Data were collected via semistructured interview

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22

Edwards, Tiffany. "Relationship Between Self-Determination and Employee Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7136.

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Retention of registered nurses (RNs) is essential to the sustainability of quality health care services. More than 55% of hospitals in the United States have not translated retention initiatives into a formal retention strategy. The purpose of this study was to examine the relationship between training programs, new hire onboarding processes, frozen positions, and nurse retention. The self-determination theory was the theoretical framework for this study. Secondary data were collected from the 2016 Texas Hospital Nurse Staffing Survey. Data were analyzed using multiple linear regression. The r

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23

White, Gentri Mabelann. "Strategies for Employee Retention in Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7904.

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Low employee retention is one of the main challenges for managers and negatively impacts an organization's ability to survive and remain competitive. Using Herzberg's two-factor theory, the purpose of this multiple case study was to explore strategies nonprofit sector managers use to retain employees. The participants included 4 managers from 4 Illinois nonprofit organizations who implemented successful strategies for employee retention. Data were collected using semistructured, face-to-face interviews, company documents, and archival records. A thematic analysis was used to analyze the data,

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Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.

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Thesis (MPA)--University of Limpopo, 2011<br>The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the Univers

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Grobler, Elaine Maria. "Retention strategies for gold-collar employees in an institution of higher education." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/6126.

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Gold-collar employees are defined as key employees who have a discernible influence on the realisation of an organisation’s strategic goals and vision. These employees’ competitive advantage lies in their conceptual skills and specifically in their knowledge and creativity. However, because of their unique competencies, they are high in demand and it is more difficult for organisations to attract and retain them. The main research problem in this study was to investigate the concept of a gold-collar employee, the needs and expectations of these employees, as well as retention strategies that c

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Cooney, Katherine M. "Retention of child care staff understanding predictors of retention with survival analysis /." Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Spring2008/k_cooney_042108.pdf.

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Sete, Lerato Virginia. "Staff retention at an institution of higher learning." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/6564.

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The purpose of this study was to investigate staff retention at an institution of higher learning. The University of South Africa (UNISA) was the institution under scrutiny in this study. The reason for conducting the study was that employees at UNISA, and especially those at the College of Science, Engineering and Technology (CSET) with scarce skills, were difficult to attract and retain in their positions. It is thought that this scenario could create an increased workload and lead to stress and job dissatisfaction among remaining staff members in the college. This could resultantly influenc

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Ramsay, Mark J. "Comparing Five Empirical Biodata Scoring Methods for Personnel Selection." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3220/.

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A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all

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Moroko, Lara Marketing Australian School of Business UNSW. "New perspectives on employer branding: an empirical investigation of scope, nature and success drivers." Awarded by:University of New South Wales. Marketing, 2009. http://handle.unsw.edu.au/1959.4/44753.

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Employer branding is a strategic activity that has grown in popularity over the past two decades. Much progress has been made in investigating aspects of employer branding; however, many facets of the process, as it has been conceptualised in the research literature, remain empirically unexplored. The aim of this thesis is to get a deeper, more grounded understanding of employer branding based on an investigation of employer branding processes in practice. Four papers are presented, each providing a new perspective. In the first paper, industry experts??? perceptions of the characteristics of

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30

Anderson, Andrew. "Decreasing Voluntary Employee Turnover in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6508.

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The purpose of this qualitative multiple case study was to explore the strategies general managers of full-service hotels used to reduce voluntary frontline employee turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 3 participants were hotel general managers in the midwestern region of the United States. Data were collected through semistructured interviews with 3 purposefully selected hotel general managers and by reviewing company documents. Data analysis consisted of gathering the data, coding for emergent themes, compiling the data into common

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Tanton, S. N. "Talent management in the role of employee retention." Thesis, University of South Africa, 2007. http://hdl.handle.net/10500/142.

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Retention of key productive employees is a major challenge for all organisations locally and internationally because the resulting churn created by replacing employees that voluntarily leave the organisation costs the business both directly and indirectly. The purpose of this study is to determine whether lack of talent management of employees is one of the causes of job dissatisfaction, to determine whether lack of talent management of employees contributes to employees’ intentions to leave an organisation and to determine whether talent management plays a positive part in retaining em

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Harris, Corey. "Employee Retention Strategies in the Information Technology Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5559.

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Productivity declines when employees voluntarily leave an organization. The purpose of this case study was to explore strategies that business leaders use to reduce turnover among their skilled information technology (IT) professionals in the Dallas-Fort Worth area. Six business leaders were selected because they had implemented strategies to retain skilled IT professionals. Herzberg's 2-factor theory was the conceptual framework for this doctoral study. Data were collected from semistructured interviews and review of the organization's policies, procedures, and personnel handbook. Data analys

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Chaney, Serrita. "Strategies Used by Healthcare Supervisors for Employee Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6539.

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Healthcare supervisors who lack effective employee retention strategies could negatively affect patient well-being, employee performance, and organizational functions. The purpose of this single case study was to explore strategies that healthcare supervisors used to improve employee retention in 1 health care organization in southeast Georgia. Vroom expectancy theory was the conceptual framework for the study. Data were collected from semistructured interviews with 5 healthcare supervisors in a medium-sized healthcare organization who had hiring responsibilities and a history of implementing

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Cross, Darren. "Employee Retention Strategies in the Fast Food Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3936.

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Voluntary employee turnover in the fast-food industry is 50%. Employee turnover costs fast-food restaurants $10 billion annually. The purpose of this multiple case study was to examine the strategies of 5 fast-food restaurant managers in the Midwestern United States who achieved higher employee retention than did peers in their districts. The conceptual framework was the 8 motivational forces of voluntary employee turnover. Data were collected via semistructured, face-to-face interviews, recruiting materials, retention activities, policy manuals, and overall voluntary termination reports. Data

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Izard-Carroll, Michael D. "Public Sector Leaders' Strategies to Improve Employee Retention." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2157.

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The U.S. Department of Labor and Statistics consistently reports significant employee turnover in the public sector, including the federal, state, and local levels. High turnover results in compromised public goods and services provided to a community. The widespread nature of the problem and the scarcity of literature focusing on employee retention strategies in the public sector merited this case study. Public sector leaders from Western New York who had implemented employee retention strategies in a public organization comprised the population for the study. Cost-benefit theory, human capit

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Griner, Charles H. "Small Construction Business Owners' Strategies for Employee Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7871.

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Thirty-four percent of people in the United States of America work for businesses that employ fewer than 100 people. However, many small business owners lack the strategies necessary to retain their valuable employees. Businesses that fail to retain valuable employees are as much as 28% less efficient. The purpose of this qualitative multiple case study was to explore strategies small construction business owners use to retain their valuable employees. Contingency theory provided the conceptual framework. The participants were three owners of three small businesses in the construction industry

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Morton, Deborah. "The Relationship Between Authentic Leadership and Employee Retention: Measuring the Perceived Level of Authentic Leadership and the Effect on Employee Retention." Wright State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=wright1340722665.

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38

Mwanza, Besnat. "Retention strategies of key talent at the bank of Zambia." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1140.

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Finding and developing key talent is one of the toughest business challenges that executives face. The main problem of this study was to identify strategies that could be implemented by the Bank of Zambia (BoZ) in order to retain key talent. To achieve this objective the following procedure was followed: - Talent management strategies that were used at that time to improve retention at the BoZ were presented and discussed. Four main strategies were identified; professional scales, promotions, cash awards and flexible working hours. - Data regarding the turnover of people with key talent at the

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Ketye, Lungelo. "Retention strategies for knowledge workers at a consulting engineering firm." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/6247.

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The Consulting Engineering industry plays a very critical role in the construction industry. Its primary role is to plan and design projects before they go on to the construction phase. During the construction phase of a project, consulting engineers are responsible for supervising the works and ensuring that construction is done according to design specifications. The selected company, where this study was conducted, provides civil engineering consulting services. The main purpose of the research was to identify retention strategies that could be used by the company in order to reduce staff t

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Barcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.

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Gie, Liiza. "Theoretical and practical perspectives of employee wellness programmes at a selected South African university." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2600.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.<br>In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the

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Lassausaie, Claire, and Kyler Lotte. "Employees' Needs at Work : A case study of employee retention at a real estate firm." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151390.

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The intent of this study is to improve our understanding of employee behavior. Specifically, to understand why an employee would be motivated to seek a job somewhere other than their current place of employment. As well to understand the perspective of the employer with how they could retain these employees, considering the current job-hopping phenomenon and the high cost of employee turnover. The purpose of this study is to understand the needs of employees at work and apply them to retention strategies. The study focuses on the differences between organizational levels, as this has not been

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Padron, Thomas C. "Retention of employees in the Wisconsin restaurant industry." Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004padront.pdf.

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Rowan, Jeff. "Employee satisfaction and retention at Vigil Health Management Inc." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0020/MQ49215.pdf.

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Thompson, Nicholas W. "Managing the Millennials: Employee Retention Strategies for Generation Y." Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/240.

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This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.

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Nwabuzor, Nathaniel. "Exploring Employee Retention Strategies in the U.S. Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5388.

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Organizational managers and business leaders struggle to retain hotel employees. The purpose of this qualitative, multiple case study was to explore the strategies that hotel managers use to improve employee retention and reduce turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 4 cases were 4 different hotels in the midAtlantic region of the United States. Data were collected through semistructured interviews with 4 purposefully selected hotel managers (1 from each hotel) and document review. Data analysis consisted of compiling the data, coding fo

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Raz, Adi. "Leadership Strategies for Employee Retention in Small Lodging Establishments." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4249.

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In 2015, turnover in the lodging accommodations and food services industry was 72.1%, accounting for 6.5 million incidents of voluntary quits. The purpose of this correlational study was to examine the relationship between antecedent independent variables and employee turnover in bed and breakfasts (B&Bs) and inns. The independent variables were ethical leadership, organizational support, coworker support, work-family conflict, employee empowerment, employee voice, and work schedule. Organizational support theory provided the theoretical framework for the study. Survey data were collected from

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48

Quader, Kazi, and Sisi Jin. "Managing Selection and Retention of Employees : A Case Study on Länsförsäkringar Bergslagen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12939.

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Research Question: How can a firm such as Länsförsäkringar Bergslagen utilize selection and retention methods to find and keep employees that add value to the organisation? Purpose: The purpose of this thesis is to describe and analyse the process of selection and retention and how it can affect organisations’ ability to select and retain staff that perform well and are an asset to the organisation. Method: Primary information was gathered from a face-to-face interview with the chief of personnel at LFB, as well as from a follow-up e-mail interview. Secondary information was gathered from book

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Ntile, Zukiswa. "Assessing the personal development of employees in a municipal environment." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020420.

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Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees

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Bailey, Rachel. "Evaluating payment systems : the case of nurses in the National Health Service." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319904.

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