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Dissertations / Theses on the topic 'Intention to leave'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Khwela, Nonjabulo Pruttia Amanda. "Leadership expectations, engagement and intention to leave / Amanda Khwela." Thesis, North-West University, 2011. http://hdl.handle.net/10394/10286.

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Due to globalisation and resulting work mobility, organisations are forced to compete for talented people. As a result organisations are starting to realise the importance of their human capital, human capital is viewed as the greatest contributor to organisational success. This is evident through the war for talent throughout the world. All organisations are fighting to have the best people as it is believed that talented people add value to the bottom line of the business and give the business a competitive edge. In an attempt to retain talented people, the needs and expectations of these pe

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2

Ahmad, Azlinzuraini. "Predicting intention to leave among professional workers in Malaysia." Thesis, University of Leeds, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.589039.

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Research into employee turnover has been published in previous decades, although more empirical evidence and dissemination of practical information is needed to further illuminate the relationship between work-life balance and intention to leave. There is considerably less research on this topic as it has only been discussed in theoretical terms (i.e. Grzywacz & Carlson, 2007; Morris & Madsen, 2007; Peterson, 2004), particularly in the context of a developing country such as Malaysia. The present study provides empirical evidence and an exploration of these issues within the Malaysian context

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Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.

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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and manag

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4

Williams, Brendan Edward. "Job Satisfaction, Organizational Culture, and British Nurses' Intention to Leave Employment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1952.

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In spite of decades of research, concerning nurse's intention to leave their employer (ITL), in 2011, 31.2% of the British nurses surveyed indicated they had formed an ITL. Grounded in reasoned action theory as developed by Ajzen and Fishbein, the purpose of the correlational study was to provide hospital managers with information regarding the relationship among nurse's job satisfaction (JS), organizational culture (OC), and ITL. The archival data from the 2011 NHS Staff Survey included responses from nurses (n = 21,257) across the British National Health Service. The Spearman's rho correlate

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5

Bhatta, Sabitri. "Understanding the Intention to Leave the Job among U. S. Home Health Aides." Miami University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=miami1420581160.

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6

De, Vos Nele. "Generations and intention to leave current job : Belgian nurses in the workplace." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21704.

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This master thesis aims to identify work-related factors making Belgian nurses consider leaving their job voluntary and to compare the work-related factors across different generations. The purpose of this master thesis has a descriptive nature of research. The research approach chosen is a deductive approach and the research design chosen is a quantitative research design. Cluster sampling in combination with simple random sampling was used as sampling technique. 128 nurses were surveyed from April to May 2016. Nurses who reported to leave the organization due to retirement reasons, temporary

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7

com, psychologist@141, and Dawn Valerie van Loggerenberg. "Australian volunteers in the health sector: Antecedents to volunteers intention to leave." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20090409.113755.

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This study focused on the Australian health sector, examining the factors that influence the intention of volunteers to leave their employing organizations. There is a general scarcity of research concerning volunteer work, and understanding health sector volunteers is particularly important due to the significance of their contribution in Australia. In exploring volunteer work, this study has utilized a variant of the Mathieu and Zajac (1990) model of organizational commitment. In the health sector much of the work performed by volunteers is very similar to that done by paid employees. In add

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Van, Loggerenberg Valerie. "Australian volunteers in the health sector : antecedents to volunteers' intention to leave /." Murdoch University Digital Theses Program, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20090409.113755.

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9

Botsford, Whitney E. "Psychological contracts of mothers does breach explain intention to leave the workforce? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4526.

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Thesis (Ph.D.)--George Mason University, 2009.<br>Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.

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van, Loggerenberg Dawn Valerie. "Australian volunteers in the health sector: antecedents to volunteers' intention to leave." Thesis, van Loggerenberg, Dawn Valerie (2008) Australian volunteers in the health sector: antecedents to volunteers' intention to leave. Professional Doctorate thesis, Murdoch University, 2008. https://researchrepository.murdoch.edu.au/id/eprint/477/.

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This study focused on the Australian health sector, examining the factors that influence the intention of volunteers to leave their employing organizations. There is a general scarcity of research concerning volunteer work, and understanding health sector volunteers is particularly important due to the significance of their contribution in Australia. In exploring volunteer work, this study has utilized a variant of the Mathieu and Zajac (1990) model of organizational commitment. In the health sector much of the work performed by volunteers is very similar to that done by paid employees. In add

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11

Clancey, To Ling-chu Edith, and 屠凌珠. "Applying Fishbein's theory of reasoned action to assess intention to leave abusive relationships." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B43893454.

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12

Clancey, To Ling-chu Edith. "Applying Fishbein's theory of reasoned action to assess intention to leave abusive relationships." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13744525.

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13

Hilton, Paula Evangeline. "The influence of verbal abuse on intention to leave an organization among registered nurses." CSUSB ScholarWorks, 1989. https://scholarworks.lib.csusb.edu/etd-project/548.

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14

Alfred, Crystal M. "Bullying: The Impact on Intention to Leave of Generational Members in the Acute Healthcare Setting." The Ohio State University, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=osu1523948285771456.

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15

Giraud, Laurent. "L'intention de quitter l'entreprise : une approche par l'étape de carrière et l'appartenance générationnelle du salarié." Thesis, Lyon 3, 2012. http://www.theses.fr/2012LYO30044/document.

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Les nombreux modèles de turnover que l’on peut trouver dans la littérature en Gestion des Ressources Humaines illustrent l’importance de la fidélisation des salariés à l’entreprise.L’objectif de cette thèse est d’analyser l’effet de l’« étape de carrière » sur les facteurs de fidélisation et sur le niveau de fidélité des salariés. Ce travail est également l’occasion d’étudier les déterminants de l’étape de carrière et de débattre autour de l’impact de l’appartenance à la génération Y sur l’intention de quitter l’entreprise.Pour répondre à ces questions de recherche, une enquête par questionnai

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Pretorius, Wilmari. "The psychological contract : personal and job-related variables and the intention to leave / Mali Wilmari Pretorius." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10345.

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Globally, employees are experiencing extensive change in the workplace. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and imply that rationalising of jobs is inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs and seek alternative employment. This increases their intention to leave (Iyo & Brotheridge, 2004). The researcher is interested in determining how satisfied employees are with their life in general, in their jobs, and whether the constructs at hand can lead to an intent

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Bam, Lize. "Job insecurity, job satisfaction, social support and intention to leave of process controllers in a South African petro-chemical company / Lize Bam." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4803.

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With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The p

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18

Nisipeanu, Damar Sandbrand. "Psychometric properties of the Intentions to Leave the Organization Scale (ILOS): a cross-cultural study." Instituto de Psicologia, 2015. http://repositorio.ufba.br/ri/handle/ri/19025.

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Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-04-18T15:30:19Z No. of bitstreams: 1 Dissertação de Damar Sandbrand_Dissertacao.pdf: 1333601 bytes, checksum: aea739c283b100e40a4aa379e5b6e3dc (MD5)<br>Approved for entry into archive by Ana Portela (anapoli@ufba.br) on 2016-05-02T12:41:49Z (GMT) No. of bitstreams: 1 Dissertação de Damar Sandbrand_Dissertacao.pdf: 1333601 bytes, checksum: aea739c283b100e40a4aa379e5b6e3dc (MD5)<br>Made available in DSpace on 2016-05-02T12:41:50Z (GMT). No. of bitstreams: 1 Dissertação de Damar Sandbrand_Dissertacao.pdf: 1333601 bytes, chec

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Jordaan, Sonet. "Leadership empowerment behaviour, job insecurity, engagement and intention to leave in a petrochemical organisation / S. Jordaan." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2261.

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The significant change that organisations must endure in order to survive, let alone prosper, has grown tremendously in the past two decades. The lack of talent, especially amongst the previously disadvantaged groups, is one of numerous challenges South African organisations are confronted with. Organisations are therefore required to determine indicators of intention to leave as it is argued to be the single most important predictor of actual quitting behaviour. Variables found to relate to intention to leave include a sense of powerlessness and a lack of engagement. The objective of this stu

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Liu, Yufan. "Investigating turnover intention among emergency communication specialists." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001357.

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Sadien, Aaishah. "The effect of stress, burnout and emotional labour on intention to leave amongst call centre employees." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2428_1305262126.

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<p>Further findings of the current study are: there are significant differences in stress based on employees&rsquo<br>gender and tenure, a significant difference in burnout with regards to gender and employment type, and significant differences between emotional labour based on gender and tenure. However, no significant difference was found between burnout and tenure, nor was there a significant difference between emotional labour and employment type. Recommendations are made to alleviate the effects of stress on call centre employees which in turn, will minimise the effects of burnout and emo

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22

Ali, Abadi Hossein. "Job Satisfaction, Satisfaction with the Profession, and Intention to Leave the Profession: The Case of Educators." Thesis, Curtin University, 2017. http://hdl.handle.net/20.500.11937/68332.

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This Grounded Theory study aimed to investigate the role of job and profession satisfaction in the turnover intentions of former and current educators. Results revealed that dissatisfaction with features of the job and profession are co-determinants in educators’ intention to leave the profession. Multiple factors, notably contextual influences, contribute to pronounced work demands, prolonged stress and dissatisfaction. These findings have multiple implications for stemming the flow of educators from the profession.

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23

Christian, Katherine. "Challenges faced by early-career researchers in the sciences in Australia and the consequent effect of those challenges on their careers : a mixed methods project." Thesis, Federation University Australia, 2021. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/176285.

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The purpose of the study was to explore the challenges faced by early-career researchers (ECRs) in the sciences in Australia and the consequent effect of those challenges on their careers. Using a realist/postpositivist paradigm, an evaluative approach, and a framework of job satisfaction, this project has explored and compared the views of ECRs to evaluate the factors which shape the ECR experience and contribute to job satisfaction or dissatisfaction and intention to leave, and to define the features which are necessary to keep an ECR in research. Data collection for this mixed methods study

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Walters, Irma Elzette. "Intentions to leave the workplace : the role of unfulfilled promises / Irma Elzette Walters." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2043.

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25

Amanambu, Rochelle Aneeta. "An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011091.

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Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is

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26

Arebratt, Josefine, and Karin Jansson. "Faktorer som influerar sjuksköterskor att lämna sin arbetsplats– en litteraturöversikt." Thesis, Högskolan Dalarna, Institutionen för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-36901.

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Bakgrund: Sjuksköterskeyrket är ett av 22 yrken som kräver legitimation som bevis på att man genomgått erforderlig utbildning och har kompetens att arbeta inom yrket. Sjuksköterskan är ledare inom omvårdnad och bör besitta en mängd olika egenskaper för att kunna utföra sitt arbete. Efterfrågan av grundutbildade sjuksköterskor ökar i samband med ett ökat antal invånare i Sverige samt ökat antal äldre personer i samhället. Trots en ökning av utfärdade sjuksköterskelegitimationer uppger flertalet regioner i Sverige att det råder brist på grundutbildade sjuksköterskor. Sjuksköterskebristen ger neg

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Stander, Anna Sophia. "Leadership, empowerment and intention to leave of educators in selected schools in the Sedibeng West District of the Gauteng Province / Anna Sophia Stander." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4800.

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The teaching context in South Africa is continuously transforming. Consequently, there are numerous challenges that the educator has to face. Schools are challenged in ways that are different from private sector companies. Lack of resources and funds, teacher turnover, dealing with discipline, lack of learner motivation and self-esteem, racism, violence, antisocial behaviour, shortage of skilled personnel and educator strikes are some of the challenges in the educational environment. The education profession needs to re-think and re-design its existing management processes in order to retain

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Constância, Joana Alexandra Moreira. "O impacto do desenvolvimento de competências no engagement e na intenção de saída dos colaboradores." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20971.

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Mestrado em Gestão de Recursos Humanos<br>O presente estudo pretende analisar o impacto que o Desenvolvimento de Competências tem nos níveis de Engagement e na Intenção de Saída dos colaboradores. Pelo facto de este estudo ter sido realizado em contexto pandémico foi incluída uma variável relativa ao receio de contrair o vírus. Para a realização deste estudo recorreu-se à aplicação de um questionário online a profissionais de diferentes áreas no contexto organizacional português, tendo-se obtido uma amostra de 156 inquiridos. Os resultados demonstraram níveis elevados para todas as variáveis d

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Lane, Rachel Clare. "The mediating effect of locus of control between role overload, job satisfaction and turnover intention / Rachel Clare Lane." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1653.

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Du, Huimin. "Community sentiments and the stay-leave intention : a study of temporary migrants in villages-in-the-city in Guangzhou." HKBU Institutional Repository, 2011. https://repository.hkbu.edu.hk/etd_ra/1302.

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31

Wen, Li. "The perceived difficulties, training needs, job satisfaction, and intention to leave of expatriate hotel professionals working in mainland China." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5747.

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Thesis (M.S.)--University of Missouri-Columbia, 2008.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 17, 2009) Includes bibliographical references.

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Oldfield, Stuart. "Sense of belonging in workplace as a predictor of mental and physical health and intention to leave among university employees." Thesis, The Author [Mt. Helen. Vic.] :, 2003. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/61173.

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It is has been recognised that sense of belonging and related concepts are strongly associated with mental and physical health. Research to date, however, has focused on sense of belonging to the community in which one lives. The present research extended the work on sense ofbelonging by assessing the relationship between sense ofbelonging in the workplace and the mental and physical health ofstaff employed in a regional university. It was hypothesised that there would be a significant negative relationship between sense ofbelonging and stress. It was also hypothesised that those staff who ind

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Guchait, Priyanko. "Human resource management practices and organizational commitment and intention to leave the mediating role of perceived organizational support and psychological contracts /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4912.

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Thesis (M.S.)--University of Missouri-Columbia, 2007.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on January 3, 2008 ) Includes bibliographical references.

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Mendes, Fallen. "Positive organisation :|bthe role of leader behaviour in employee engagement and retention / Fallen Mendes." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4784.

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Organisations are constantly undergoing major changes. These changes can have negative consequences on organisational functioning and employee well-being. It is therefore vital for organisations to focus on the elements of a healthy organisation so that a positive organisation can be built and the negative consequences avoided. A healthy organisation pays attention to six intenelated dimensions namely; organisational attributes, organizational climate, job design, job future, psychological work adjustment and negative outcomes (like that of turnover, absenteeism, alcohol and substance abuse,

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Murashkin, Maxim, and Johanna Tyrväinen. "The black box of human resources: The effect of high performance work systems on organizational commitment, work engagement and intention to leave." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161375.

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Employee attrition is a critical issue for organizations as retaining the best professional talent and controlling the costs linked to losing and employing new employees is a costly process. This is especially true for small and medium-sized enterprises that have limited resources and where every individual employee is a big part of the collective effort of the company. It has been argued that in most organizations the utility of human resources is not maximized and that investments in the right human resource practices would provide returns that exceed the costs. The unclear relationship betw

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Czuly, Christophe. "Les effets de la pleine conscience sur la performance, la satisfaction au travail et l’intention de quitter des commerciaux : Une étude empirique." Thesis, Montpellier, 2020. http://www.theses.fr/2020MONTD012.

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Dans cette thèse, nous nous intéressons aux effets de la pleine conscience sur la performance, la satisfaction au travail et l’intention de quitter des commerciaux. La pleine conscience est un phénomène connu pour la pratique de la méditation. Elle fait référence à une stratégie de pensée métacognitive qui entraîne des effets positifs sur les comportements des individus. De nombreuses études ont montré ses bénéfices sur le bien-être, les comportements relationnels ou la satisfaction dans la vie. Préalablement à cette thèse, aucune étude n’a encore démontré de manière empirique l’effet positif

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Su, Hui-fang. "The relationship among management style, participation in decision making, organizational commitment, and intention to leave for staff nurses working in hospitals in Taiwan /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

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Fakhardzinava, Katsiaryna, and Åsa Olsson. "Sjuksköterskors uppfattningar om psykosocial arbetsmiljö : Vilka faktorer ligger till grund för bra eller dålig arbetsmiljö?" Thesis, Högskolan Väst, Avdelningen för omvårdnad - grundnivå, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9584.

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Background: We are facing a global lack of working nurses since nurses end their carrier earlier than their planned retirement. The psychosocial work environment is a big problem in the nursing field and affects the nurses´ health status, suffering and stress level. Aim: The aim with this study was to describe nurses´ perceptions of factors that affects their psychosocial working environment. Method: A literature overview Results: The collegial relationships, the workplace manager, the structure of the working hours and the organization and staffing makes the ground for however the nurses will

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Ghafoor, Muhammad. "Antecedents and consequences of job satisfaction : evidence from Pakistani universities." Thesis, University of Dundee, 2014. https://discovery.dundee.ac.uk/en/studentTheses/1d0082e1-42f2-42bb-9698-49ea2469660d.

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The study of human labour and its social organisation is central to our understanding of the development of human work and satisfaction. Within the developing parts of the world in the Twenty First century the question of organising work in order to facilitate growth and development is of great importance. Middle income economies, such as Pakistan, future lies with satisfying both the demands created by the basic needs of a large and growing unskilled urbanising population and the higher level needs generated by a small, yet growing, educated and skilled workforce. The current study briefly ex

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Kennedy, Shakira A. "Intention to leave and organizational commitment among child welfare workers." 2006. http://etd.utk.edu/2006/KennedyShakira.pdf.

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Wang, Jin-Lian, and 王金蓮. "Factors associated with intention to leave the organization or to leave the profession among clinical nurses in Taiwan." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/63746469022709066688.

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碩士<br>國立陽明大學<br>醫務管理研究所<br>103<br>Introduction: The widespread nursing shortage and nurses’ high turnover rate are multifaceted and complex factors a global issue. In Taiwan, The implementation of National Health Insurance (NIH) in 1995 changed the needs and demands of healthcare consumers. There has been an increasing demand for nurses. Taiwan healthcare settings face difficulties in recruitment and retention of nursing staff. Previous studies on turnover intentions among nurses were limited by small sample size or including only a few institutions. Purpose: The objectives of this study were

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Peterson, Jessica Zara. "Job Stress, Job Satisfaction and Intention to Leave Among New Nurses." Thesis, 2009. http://hdl.handle.net/1807/17817.

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer’s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses. The conceptual framework used in the study was Karasek’s (1979) J

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Chen, Tzu-Chun, and 陳姿君. "Physician’s Intention to Leave and Job Satisfaction Resulted from Hospital Strategies." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/41519065728487207360.

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碩士<br>國立成功大學<br>國際管理碩士在職專班<br>96<br>Background: In 2002 Hospital global budget had been implemented in Taiwan. The switch from retrospective to prospective reimbursement was intended to give hospitals the incentive to be more efficient and effective. Hospitals will adapt strategically in ways and cause physician job dissatisfaction and intention to leave. Method: Total number of 180 hospital-based physicians and are from 1 medical center and 4 regional hospitals in Tainan City. Applied 36-items survey questionnaire with 5-point Likert Scale to investigate physicians’ job satisfaction and inten

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Simelane, Nondumiso Yvonne, and 史依凡. "Midwives'' level of job satisfaction and intention to leave in Swaziland." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/30457057389955913480.

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碩士<br>臺北醫學大學<br>醫務管理學研究所<br>103<br>Abstract Background: Job satisfaction is one of the fundamental elements used to evaluate the quality of healthcare in institutions. Swaziland has been classified by the World Health Organization as a “human resource crisis” country, amongst 35 countries in Africa and 57 countries in the world. Poor working environment, lack of adequate supplies insufficient supervision, poor on the job training continue to drive health workers including midwives. Objectives: To determine the level of job satisfaction of midwives in Swaziland and their intention to quit their

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Guedes, Margarida Daniela Delgado. "Employees’ intention to leave their organization : a signal detection theory approach." Master's thesis, 2021. http://hdl.handle.net/10400.14/35188.

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Employee turnover represents a big problem for organizations. It generates huge costs for organizations and employees. Therefore, it is imperative to decrease turnover rates. The first sign of turnover is turnover intention. To prevent the actual turnover, it is necessary to know which aspects tend to raise turnover intention. There can be stated two main goals in this study, with signal detection theory as baseline: 1) determine which variables act as signals that determine the presence of employees´ turnover intention, 2) understand how much is the incremental risk of employees not disagreei

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Tran, Lan Huong, and 陳蘭香. "Employee Retention: A Quantitative Investigation of Various Factor Effects on Intention to Stay and Intention to Leave." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/fp63r8.

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碩士<br>國立虎尾科技大學<br>經營管理研究所<br>102<br>Employee retention is one of the biggest challenges of human resource management in various organizations especially manufacturing firms due to the high turnover rate and numerous disadvantages which cannot be eliminated. The purpose of this case study is to provide recommendations to enhance the employee retention of Dien Quang Company by investigating various factor effects on employees’ intention to stay and intention to leave. Therefore, demographic factors, recognition, career development, supervision, and interpersonal relationship were employed to cla

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Yen-LiangWu and 吳彥良. "The Determinants of Taiwan Emergency Physician Job Satisfaction and Intention to Leave." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/80497222125301200069.

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碩士<br>國立成功大學<br>高階管理碩士在職專班(EMBA)<br>104<br>The primary objective of this study was to develop a valid and reliable instrument to measure the job satisfaction of the Taiwan emergency physician (EP). The secondary objective was to investiagte factors associated with EP’s job satisfaction and intention to leave. The Canadian Emergency Physician Job Satisfaction Instrument (EPJS) was applied into this study. A total of 176 questionnaires were analyzed. We developed a reliable instrument with 65 items for further emergency physician job satisfaction investigation. The results of this study indicate

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Chao, Wan-Ching, and 趙婉青. "The Impact of Perceived Nursing Work Environment on Nurse’s Intention to Leave." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/08856104132639759695.

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碩士<br>國立台北護理學院<br>醫護管理研究所<br>95<br>Objective: To examine the impact of perceived nursing work environment on nurse’s intention to leave of regional teaching hospitals in Taipei County. Methods: A cross-sectional survey was conducted for collecting data from 1632 nurses who were met the criteria of selection. The respondents were 1461 with a response rate of 89.5%. Two measurements adapting from Aiken and Patrician’s Revised Nursing Work Index (NWI-R) and Price’s Intention to leave were used. Results: Seven factors were extracted and accounted for 45.2% variance of nursing work environment by f

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Lee, Chi-Shang, and 李吉上. "Examining Contract Worker’s Intention to Leave from the Perspective of Psychological Contract." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/79494b.

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碩士<br>國立高雄大學<br>亞太工商管理學系碩士班<br>103<br>This study discusses the relationship between contract workers’ promised working conditions and their intention to leave in semiconductor industry. Specifically, we investigated how contract worker’s future orientation, career identification, trust in supervisors and trust in management mediate the relationship between promised work conditions, and the intention to leave their jobs. Questions survey method was used for this investigation. After examining 204 dispatched individuals in questionnaire, this study has got the finding: Promised working condition

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Hsu, Wei-Fang, and 許維芳. "The Relationship among Interpretive Volunteer Motivation, Job Satisfaction and Intention to Leave." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/50554693309035698765.

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碩士<br>中國文化大學<br>觀光事業研究所<br>96<br>High turnover rate of volunteers had been pointed out in many studies. Volunteers come to serve people without expecting rewards. Why do volunteers choose to leave the organizations? Time and money could be saved if we know the factors that decide volunteers to leave beforehand. According to much research, motivation and job satisfaction could be two of the main factors for affecting volunteers to stay or to leave organizations. In comparison with employees, volunteers have dif-ferent expectation and goals to achieve. If the motivation of volunteers can be reve

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