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Dissertations / Theses on the topic 'Labor turnover'

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Published: 4 June 2021
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1

Pinto, Rafael de Carvalho Cayres. "Three essays on labor market institutions and labor turnover in Brazil." reponame:Repositório Institucional do BNDES, 2015. https://web.bndes.gov.br/bib/jspui/handle/1408/7024.

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This thesis consists of three papers about labor market institutions and labor turnover. The first paper deals with the effects of enforcement of labor laws on turnover among formal workers. Examining data from RAIS, the paper discusses a previously undocumented discontinuous reduction in the layoffs at one year tenure. The analysis suggest that this results from the requirement of homologation for termination of those contracts, which works as a firing cost. Firms subject to low inspection frequency respond to stricter enforcement by increasing turnover during the first year, thus avoiding the payment of evaded benefits. The second paper analyses two distortions potentially present in Brazilian labor market institutions: collusion between workers and firms to withdraw funds from unemployment insurance and FGTS, and the incentive for termination of employment contracts before one year, to avoid the homologation. The effect of these distortions on firms' turnover strategy is quantified by a model. The results indicate that both distortions have effects on the distribution of layoffs over the employment duration, but little effect on the overall turnover, productivity and efficiency. The conclusion is that the distortions are relatively unimportant when compared to the selection of suitable employees for the job positions as a driver for turnover rates. In the third and last paper, we assess the impact of these distortions on the turnover and productivity through their influence on incentives for investment in labor relationships. A new model is proposed, in which labor productivity depends on investment in human capital by the worker. The model shows that distortions leading to high turnover decrease the investment in labor relationships. The lower investment, in turn, reduces relationships' values, inducing more turnover. Thus, the existence of rents associated with turnover can reduce investment in human capital and labor productivity.
Esta tese é composta por três artigos sobre instituições do mercado de trabalho e rotatividade da mão-de-obra. O primeiro artigo aborda os efeitos o monitoramento das leis trabalhistas sobre a rotatividade dos trabalhadores formais. A partir dos dados da RAIS, o artigo documenta de forma inédita, uma redução descontínua das demissões quando os contratos completam um ano. A análise sugere que isto se deve a exigência de homologação para a rescisão desses contratos, que funciona como um custo de demissão. Firmas pouco sujeitas a inspeções pelo MTE respondem a aumentos da fiscalização com mais rotatividade durante o primeiro ano, evitando o pagamento de d´dívidas trabalhistas. O segundo artigo analisa duas possíveis distorções presentes nas instituições do mercado de trabalho no Brasil: o conluio entre trabalhador e firma para a apropriação do seguro desemprego e do FGTS; e o t´término dos contratos de trabalho antes de completarem um ano, visando evitar a homologação. O efeito dessas distorções sobre as decisões de demissão e quantificado através de um modelo. Os resultados indicam que as distorções têm efeitos sobre a distribuição das demissões ao longo da duração do emprego, mas com pequeno impacto sobre rotatividade total, produtividade e eficiência. Conclui-se que a principal motivação para a rotatividade e a seleção de trabalhadores adequados. No terceiro artigo, procura-se identificar os efeitos das mesmas distorções sobre os incentivos ao investimento nas relações de trabalho. Elabora-se um novo modelo em que a produtividade depende de investimento em capital humano pelo trabalhador. O modelo evidencia que distorções que induzem a rotatividade diminuem o investimento nos vínculos de emprego. O menor investimento, por sua vez, reduz o valor da relação, induzindo mais rotatividade. Assim, a existência de rendas associadas à rotatividade pode resultar em baixos investimentos em capital humano e produtividade.
Tese (doutorado) - Pontifícia Universidade Católica do Rio de Janeiro. Departamento de Economia, Rio de Janeiro, 2015.
Bibliografia: p. [86]-89.
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2

Minagawa, Tadashi, and Koji Yoneda. "Job Destruction and Coordination Failures in Labor Turnover." 名古屋大学大学院経済学研究科附属国際経済政策研究センター, 2014. http://hdl.handle.net/2237/21070.

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3

FARIAS, ALISON ROCHA DE. "UNEMPLOYMENT INSURANCE AND LABOR TURNOVER: EVIDENCE FROM BRAZIL." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2018. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=36200@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
Estudos recentes estimam que a elegibilidade ao programa de seguro desemprego aumenta a probabilidade de demissão em 12 por cento no Brasil. Esse artigo desenvolve um modelo de equilíbrio parcial onde trabalhadores buscam por emprego e podem se demitir para coletar benefícios do seguro desemprego. Calibramo-lo usando dados do Brasil e o utilizamos para medir as consequências desse comportamento sobre o acúmulo de capital humano específico à firma e sobre a produtividade do trabalho na economia. Por meio de exercícios contrafactuais, descobrimos que tornar a elegibilidade ao seguro desemprego mais estrita aumentaria o salário médio, a estabilidade no emprego, mas também a taxa de rotatividade. Discutimos esse último resultado e concluímos que isso depende de como a política modifica a fração de trabalhadores empregados que voluntariamente se separam de seus empregos. Em outro exercício, encontramos uma relação negativa entre a mudança na taxa de reposição do programa de seguro desemprego e a duração média do emprego.
Recent studies estimate that eligibility for unemployment insurance program raises layoff probability by 12 per cent in Brazil. This paper develops a partial equilibrium model where workers search for jobs and might quit them in order to collect UI benefits. We calibrate it using data from Brazil and use it to assess the consequences of this behavior on firmspecific human capital accumulation and labor productivity in the economy. Through counterfactual exercises, we find that a stricter job tenure eligibility threshold would raise the average wage, the job tenure, but also the turnover rate. We discuss this last result and conclude that it depends on how the policy modifies the fraction of employed workers who voluntarily separate from their jobs. In another exercise, we find a negative relationship between the change in the UI replacement rate and the average employment duration.
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4

Banks, Tamara D. "Turnover and training /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17735.pdf.

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5

Gaddam, Rajesh. "An analysis of employee turnover at XYZ company." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009gaddamr.pdf.

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6

Hammerberg, Jason H. "Reasons given for employee turnover in a full priced department store." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002hammerbergj.pdf.

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7

Besich, John. "Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4977/.

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Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
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8

Lee, Myung Ja. "Job satisfaction, labor turnover : implications for the foodservice industry." Kansas State University, 1987. http://hdl.handle.net/2097/18415.

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9

Cribbin-Creegan, Maureen. "Outcomes of managerial turnover in nursing /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10858295.

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Thesis (Ed.D.) -- Teachers College, Columbia University, 1989.
Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Peter C. Cairo. Bibliography: leaves 72-79.
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10

Vera, Ricardo J. "The correlation of employees involvement (EI) and turnover." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001verar.pdf.

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11

Tembi, Monica Nyamusa. "Employee turnover : housekeeping department of Rochester hotels /." Online version of thesis, 1991. http://hdl.handle.net/1850/10716.

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12

Chen, Jing. "Three essays on entrepreneurial entry, serial entrepreneurship, and labor turnover." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/2132.

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This study explores two important aspects of entrepreneurship - liquidity constraints and serial entrepreneurs, with an additional analysis of occupational choice among wage workers. In the first essay, I revisit the question of whether entrepreneurs face liquidity constraints in business formation. The principle challenge is that wealth is correlated with unobserved ability, and adequate instruments are often difficult to identify. This paper uses the son’s birth order as an instrument for household wealth. I exploit the data available in the Korean Labor and Income Panel Study, and find evidence of liquidity constraints associated with self-employment in South Korea. The second essay develops and tests a model that explains entry into serial entrepreneurship and the performance of serial entrepreneurs as the result of selection on innate ability. The model supposes that agents establish businesses with imperfect information about their entrepreneurial ability and the profitability of business ideas. Agents continually observe signals with which they update their beliefs, and this process eventually determines their next business choice. Selection on ability induces a positive correlation between entrepreneurial experience (measured by previous business earnings and founding experience) and serial business formation, as well as its subsequent performance. The predictions in the model are tested using panel data from the NLSY79. The analysis permits a distinction to be made between selection on innate ability and learning by doing. Motivated by previous empirical findings that white-collar workers had higher turnover rates than blue-collar workers during firm expansion, the third essay further examines job turnover among workers with or without specific skills. I present a search-matching model, which predicts that when firm growth is driven by technological advance, workers whose skills are specific to the obsolete technology show a higher tendency to separate from their jobs. This hypothesis is tested with data from the PSID. I find supportive evidence that in the context of technological change, having an occupation requiring specific skills, such as computer specialists or engineers, increases the odds of job separation by nearly eight percent.
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Tai, Wing-chi. "Systematic review : the relationship of job satisfaction and turnover among nurses /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36397039.

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Lau, Wan-ling Elaine. "Factors influencing turnover of medical doctors in the public hospitals in Hong Kong." View the Table of Contents & Abstract, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38479199.

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15

鞠学思. "高承諾工作實踐與員工離職傾向的關係 : 內在機理與情境因素探究 = The relationship between high commitment work practices and turnover intention : an investigation into the mechanism and the contextual factors." HKBU Institutional Repository, 2017. https://repository.hkbu.edu.hk/etd_oa/580.

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本研究以吉林省四平市三个民营企业共计249份配对样本为基础，以组织承诺理论、自我决定理论以及动机理论为基础，从内在动机角度，对员工感知的高承诺工作实践影响员工离职倾向的内在机理及其情境因素进行了研究。结果发现，员工感知的高承诺工作实践对离职倾向的影响是通过内在动机实现的。内在动机在员工感知的高承诺工作实践与离职倾向的关系构建中起到间接效应。研究表明，员工感知的高承诺工作实践与内在动机之间存在显著正向关系，内在动机与离职倾向之间存在显著负向关系。即员工感知的高承诺工作实践通过影响员工的内在动机，进而影响员工的离职倾向。同时，本研究也发现员工的个体特征，如情绪智力与竞争人格具有调节效应。即在高情绪智力与高竞争人格情境下，员工感知的高承诺工作实践与内在动机的正向关系得到加强，从而提高员工保留，减少员工离职倾向。This study focuses on the internal mechanism and situational factors that Employee Perceived High Commitment Work Practices influence Employee Turnover Intention from the perspective of Intrinsic Motivation based on a total of 249 paired samples from three private enterprises in Siping City of Jilin Province. This research is based on theories including organizational commitment theory，self-determination theory and motivation theory. It was found that the influence of Employee Perceived High Commitment Work Practices implemented on Turnover Intention was realized through Intrinsic Motivation. Intrinsic Motivation plays an indirect effect in the relationship building between Employee Perceived High Commitment Work Practices and Turnover Intention. The study shows that there is a significant positive correlation between Employee Perceived High Commitment Work Practices and Intrinsic Motivation, and, by contrast, there is a significant negative correlation between Intrinsic Motivation and Turnover Intention. That is, Employee Perceived High Commitment Work Practices influence Turnover Intention by influencing Intrinsic Motivation. Meanwhile, this study also found that the individual characteristics of employees, such as Emotional Intelligence and Trait Competitiveness, have the moderating effect. That is, in the context of High Emotional Intelligence and High Trait Competitiveness, the positive correlation between High Commitment Work Practices and Intrinsic Motivation is strengthened，and thereby reduce turnover intention so as to promote employee retention.
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16

Crandall, Susan R. "Turnover in the high-tech industry : shocks and sensemaking in the unfolding model of turnover /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8813.

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17

Charpia, Jill. "Employee Turnover Intentions in the Construction Industry| A Quantitative Correlational Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10976474.

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Construction companies are able to show an increased bottom line by developing strategies to retain employees. However, the cost to develop and implement strategies that can decrease employee turnover is a substantial investment. As costs continue to rise in most business functions, strategies to facilitate cost savings must be identified and implemented to become or remain profitable. The Herzberg Two-Factor Theory served as the conceptual framework was chosen for this study and provided a baseline for developing retention strategies within the construction industry. The purpose of this single quantitative exploratory case study was to identify the retention factors that provided the greatest impact to retain construction employees. There was a sample of 68 individuals selected for this study, consisting of laborers within the U.S. construction industry. An online survey was used to collect the data, and the findings are intended to add to the current body of knowledge by identifying the impact that job satisfaction factors in the construction industry. A correlational analysis as well as a multiple linear regression analysis was conducted to reveal the relationships between job satisfaction and employee turnover intention. The findings of this study results revealed a moderate negative relationship between job satisfaction, both intrinsic and extrinsic and employee turnover intention. Additionally, the study found that by implementing developed retention strategies using factors of job satisfaction, organizational leadership can understand the drivers for employee retention, and increase overall job satisfaction, profitability, and productivity. The study limitations, implication, recommendations for practice and future research are also discussed in detail. Lastly, the study shows that the nature of the association between job satisfaction and employee turnover intention is significant to industrial psychological practices.

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18

Campbell, Ross. "Human capital, incentives and the earnings function." Thesis, Available from the University of Aberdeen Library and Historic Collections Digital Resources. Restricted: no access until Feb. 7, 2012, 2009. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?application=DIGITOOL-3&owner=resourcediscovery&custom_att_2=simple_viewer&pid=66969.

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19

Li, Chui-po Peter. "Managing staff turnover effectively : a study on Cathay Pacific Airways' passenger handling services at Kai Tak airport /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17983666.

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Nickinovich, David G. "Male and female differences in the pattern of occupational persistence /." Thesis, Connect to this title online; UW restricted, 1996. http://hdl.handle.net/1773/8870.

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21

Jeffers, Dina T. "Contract specialist turnover rate and contract management maturity in the National Capital Region Contracting Center an analysis /." Monterey, Calif. : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/JAP/2009/Dec/09Dec%5FJeffers.pdf.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Science in Contract Management from the Naval Postgraduate School, December 2009."
Advisor(s): Rendon, Rene G. ; Sears, George A. "December 2009." "Joint applied project"--Cover. Description based on title screen as viewed on January 28, 2010. Author(s) subject terms: Turnover, Contract Management, Contract Management Maturity Model, Procurement Planning, Solicitation Planning, Solicitation, Source Selection, Contract Administration, Contract Closeout, National Capital Region Contracting Center. Includes bibliographical references (p. 61-65). Also available in print.
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22

Rossano, Emmalou. "Factors associated with the turnover intentions of Ohio Cooperative Extension county agents /." Connect to resource, 1985. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1260642090.

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23

West, Lindsey Straka. "Examining the relationship between employee-superior conflict and voluntary turnover in the workplace: A comparison of companies across industries." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3904/.

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Employee turnover is a topic of concern for a multitude of organizations. A variety of work-related factors play into why an individual chooses to change jobs, but these are often symptoms of underlying issues, such as conflict. This study set out to determine if conflict between employees and their superiors has an impact on the level of turnover in an organization, and if manufacturing versus non-manufacturing industry type makes a difference. The generated data were based on 141 selected cases from the ethnographic cases in the Workplace Ethnography Project. Linear and logistic regressions were performed, finding that there is a significant relationship between conflict with superiors and the level of turnover.
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Besich, John S. "Job Embeddedness as a Predictor of Voluntary Turnover: Validation of a New Instrument." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4370/.

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Voluntary turnover has become a problem for many organizations in today's society. The cost of this turnover reaches beyond organizational impact, but also affects the employees themselves. For this reason, there has been a plethora of research conducted by both academicians and practitioners on the causes and consequences of voluntary turnover. The purpose of this study is to test the validity and generalizability of the job embeddedness model of voluntary turnover to the information technology (IT) industry. The IT field has been plagued with high turnover rates in recent years. In this study, the job embeddedness model (Mitchell et al., 2001) is applied to a population sample consisting of health care information technology employees.
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Mkwananzi, Nokuphumula. "Factors impacting on engineering professionals' decision to seek alternative employment." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1011335.

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The purpose of this study was to determine factors that impacted on engineering professionals’ decision to seek alternative employment, as well as to determine the decision making processes applied by engineering professionals when seeking alternative employment. A conceptual model was developed to illustrate the impact of various factors on labour turnover and the decision making processes that could be followed by engineering professionals when seeking alternative employment. The factors impacting on labour turnover were organised into four categories, namely external, internal, expectations and personal trait factors. The theoretical study revealed that employees were more likely to leave their present organisations if they perceived that there was ample opportunity for acceptable alternative employment (Bigliardi, Petroni & Dormio, 2005). Zimmerman (2008) stated that employee turnover was a problem faced by all organisations globally. In their study they mentioned that high labour turnover rates have been associated with decreased customer satisfaction, productivity, future revenue growth and profitability. A sense of instability and frustration can also cause work backlogs and slow productivity. At times employees lose faith in their organisations as more individuals seek alternative employment (Drake International, 2010). When the organisation experiences high turnover, burnout also increases and could possibly lead to stayers also seeking alternative employment. Previous studies contain evidence of an extensive poaching of South African engineering professionals (technologists and engineers) by overseas companies (Du Toit & Roodt, 2009). As a result of this mobility and the lack of significant engineering graduates entering the industry, companies competed for a limited number of engineering professionals. This challenge resulted in a higher labour turnover rate among engineers as the demand for engineering professionals was higher than the supply. The skills shortage of engineering professionals in South Africa was one of the perceived contributing factors impacting engineering professionals’ decision to seek alternative employment. Apart from the shortage of skills there were other factors that impacted on engineering professionals’ decision to seek alternative employment. External factors, such as slow recruitment due to the low economy, have been identified as having an impact on labour turnover rates. Bigliardi et al (2005) stated that external factors, also referred to as push factors, such as changes in economic, social and technological conditions,created challenges for retaining engineering professionals. Through developing multivariate models that combine a number of factors contributing to labour turnover and empirically testing these models, researchers have attempted to predict why individuals decide to seek alternative employment (MINTRAC, 2010). The job search process was evaluated and referred to as the process of looking for alternatives to a current job, and the evaluation of those alternatives (Brown, 2009). Various decision making models, including the rational decision making model, Steers and Mowday’s model, image theory and the unfolding path model were studied to provide an understanding of how engineering professionals decided whether to seek alternative employment. Donnell and Quirin (2006) explained two decision making models. These are the image theory and Lee and Mitchell’s unfolding model. According to Zimmerman (2008), the studies carried out did not clearly reflect the impact of individual characteristic factors. An empirical study, by means of a survey and a questionnaire as a data collecting tool, was conducted to determine the factors that impacted on engineering professionals at GIBB to seek alternative employment and the decision making process they applied in seeking alternative employment. This study reflected that personal traits such as openness to new experiences, high levels of competency, the ability to form relationships at work, a general level of commitment, ability to incorporate other people’s views at work and a general positive attitude towards work itself influenced the decision to seek alternative employment. The external, internal, expectancy and personal trait factors that were perceived to be the most influential in impacting on engineering professionals’ decision to seek alternative employment were presented in a revised concept model. This model could be valuable for developing retention strategies at GIBB. Future research that could be beneficial to GIBB and the engineering industry was also identified.
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Theresa, Zaina. "An investigation into the high turnover rate in the housekeeping department a case study of an international hotel in Auckland : this dissertation [thesis] is submitted to Auckland University of Technology in partial fulfilment of the degree of Masters in International Hospitality Management, December 2004." Full thesis. Abstract, 2004.

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Yang, Kun. "The relationship between Chinese expatriates job satisfaction and turnover intentions an empirical study : a dissertation submitted to Faculty of Business, Auckland University of Technology in partial fulfilment of the requirements for the degree of Master of Business, 2004." Full thesis. Abstract, 2004. http://puka2.aut.ac.nz/ait/theses/YangK.pdf.

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Simonini, Scott L. "Investigating the Relationship Between Integrity and Job Turnover." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc277925/.

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Integrity tests have become a widely used tool in modern-day selection systems. These instruments are generally designed to predict dishonest and counterproductive attitudes/behavior. A group of participants who had quit a job without notice was found to have higher scores on an Integrity/Pessimism scale (indicating low integrity and highly pessimistic attitudes) than an involuntary turnover group of those who had been fired or laid off. Post hoc analyses also found supporting evidence in that the quit without notice group also had higher expressed exit intentions scores (indicating negative attitudes toward current occupation/industry) and shorter average tenure than the involuntary (fired and laid off) group. The potential benefits of developing a predictive Integrity/Pessimism scale are discussed.
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Mustre-del-Rio, Jose. "Lessons for the Aggregate Labor Market from Employment and Turnover Patterns Across Workers." UNIVERSITY OF ROCHESTER, 2012. http://pqdtopen.proquest.com/#viewpdf?dispub=3478340.

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Zhazykpayeva, Saltanat. "The Interplay between Voluntary Labor Turnover and Performance Appraisal in Project-Based Organizations." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-71052.

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The research made in the current master thesis uses theoretical framework from the area of project management, voluntary labor turnover and performance appraisal. Prior research based on existing literary sources allows assuming that the following factors, such as job alternatives, knowledge intensity and nature of work have specific relevance for the emergence of voluntary labor turnover in project-based organizations. Employees of the case study company-AGR Field Operations´ Maintenance Engineering department were interviewed and surveyed in order to determine the relevance of those factors on the example of a concrete project-based organization. The obtained results indicate that the nature of work is more significantly related to the emergence of the voluntary labor turnover in the given case study department. Whereas availability of more job alternatives due to being close to the client or knowledge intensity factor of becoming more generalist do not have the same influence. During the course of the research it was discovered that the department uses outcome-based type of performance appraisal which is proved to be unsuitable in the given organizational settings. To that matter there were provided further suggestions in the field of performance appraisal. The current research will attempt to identify specific factors contributing to the emergence of the voluntary labor turnover specifically for project-based organizations. As well as it will attempt to give suggestions for improvement of the concrete case study department´s performance appraisal tools and thus supplement turnover reduction actions already put in place by the department management.
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Han, Xiaotang. "Factors driving staff turnover within micro retail businesses." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1692.

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Dissertation submitted in fulfilment of the requirements for the degree Master of Technology: Office Management and Technology in the Faculty of Business at the Cape Peninsula University of Technology 2013
Employees are important to any business and without them businesses could be unsuccessful. This is particularly the case with micro retail businesses where employees are in direct contact with customers and more often than not, generate most of the revenue. Staff turnover on the other hand, may play a significant role and have an impact on business performance especially, in micro retail businesses. The success of micro retail businesses may be in understanding the possible causes of staff turnover and explored in this research. The aim of this research is to ascertain what causes staff turnover within micro retail businesses in Cape Town, South Africa, and how this can be reduced or prevented. To satisfy this goal, the research problem formulated as: It is unknown what interventions are needed for micro retail businesses to retain their staff The researcher conducted extensive literature analysis to understand the theoretical background and the possible factors that cause high staff turnover in micro retail businesses. Thereafter, the researcher uncovers the drivers causing staff turnover in micro retail businesses using a survey study. The research population is micro retail businesses in Cape Town, South Africa. Due to the nature of this research, a purposive sampling method is found to be the most appropriate. Questionnaires are used to collect primary data, whereas literature analysis assists with obtaining secondary data. The researcher found that remuneration, physical and employment working conditions and working hours are the top three most likely causes of staff turnover in micro retail businesses in Cape Town, South Africa. The researcher recommended that businesses should offer relevant and competitive remuneration packages, provide safe and secure working environments and arrange fair shift patterns. These would assist micro retail businesses to prevent or at least reduce high staff turnover.
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32

Bansak, Cynthia Anderson. "Essays on labor market discrimination and job stability /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 1999. http://wwwlib.umi.com/cr/ucsd/fullcit?p9938593.

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33

Erdheim, Jesse. "The Development of Normative Commitment Through Team Processes: Implications for Foci of Commitment and Turnover." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1126631495.

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34

Robinson, Nicole Dianne. "The relationship between organisational commitment, work engagement and turnover intentions." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/6582.

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“The question of employee turnover has come to gain greater attention especially in the 21st century where organisations all over the world, in various industries, have faced this problem at some stages of their evolution” (Zahra et al, 2013:78). Turnover intentions have further become a vital study for organisations and researchers as research has found that once an employee has actually implemented the behaviour to quit, it is highly unlikely that an employer will be able to “gain access to them to understand their prior situation” (Darroux, Johnathan & Thibeli, 2013:78). Several studies have been devoted to examine the impact of various factors such as organisational commitment, work engagement, age, gender and tenure on turnover intentions in an attempt to assist organisations in alleviating the challenges associated with turnover (Darroux, Johnathan & Thibeli, 2013). The results of these studies have continually shown that both work engagement and organisational commitment have a significant effect on turnover intentions (Yin & Yang, 2002; Meyer, Stanley, Herscovitch & Topolnytsky, 2002 and Tett & Meyer, 1993).
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35

Impelman, Kevin Beyerlein Michael Martin. "How does personality relate to contextual performance, turnover, and customer service?" [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5163.

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36

Wiita, Nathan Ellis. "Voluntary turnover prediction comparing the utility of implicit and explicit personality measures /." Thesis, Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/31786.

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Thesis (M. S.)--Psychology, Georgia Institute of Technology, 2010.
Committee Chair: Lawrence R. James; Committee Member: Jack Feldman; Committee Member: Richard Catrambone. Part of the SMARTech Electronic Thesis and Dissertation Collection.
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37

Mitchell, J. Brooks. "A Three-Year Weighted Application Blank Criterion Study to Predict Tenure." Thesis, North Texas State University, 1986. https://digital.library.unt.edu/ark:/67531/metadc935583/.

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The purpose of this research was to develop an empirical model which could be used to predict job tenure for sewing machine operators in a large garment factory. Although the model did accurately predict tenure in each of five scoring ranges, the results did not meet the level of significance set forth in the hypothesis. It can be fairly stated that the results were trending in the right direction, but were not statistically significant.
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38

Vanhala, Sinikka. "Labor flows in the corporate context : a case study of the managerial use of human resources and employee mobility /." Helsinki : Helsinki School of Economics and Business Administration, 1991. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=005909727&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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39

Lin, Yi-Chen. "Essays on sectoral shifts and input reallocation /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 1998. http://wwwlib.umi.com/cr/ucsd/fullcit?p9901436.

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40

Jang, Jichul Tas Richard Francis. "The impact of career motivation and polychronicity on job satisfaction and turnover intention among hotel industry employees." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9081.

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41

Wong, Ho. "Middle managers' trust in supervisors and turnover intention during organizational socialization period." HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/892.

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Empirical studies have shown that employees' trust in their direct supervisors has a negative correlation with voluntary employee turnover. This thesis examines this effect among new managers in organizations. I propose a model in which trust in direct supervisors influences new managers' turnover intention during the organizational socialization period. Drawing on attachment theory and person-environment correspondence theory, I predict that job insecurity and person-organization fit are the key mechanisms through which cognition-based and affect-based trust in supervisors affect new managers' voluntary turnover. A three-phase longitudinal quantitative research is proposed to test the research model. The results from 162 participants in Hong Kong support the model, showing that job insecurity and person-organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the organizational socialization period and middle manager stage moderate the relationship between trust in supervisors and person-organization fit. The implications of the findings for future research and management practice are also discussed
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42

Gaballa, Refaat M. A. "A Multivariate Investigation of Youth Voluntary Turnover." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc330988/.

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The purposes of this study were twofold. The first was to construct a modified model of the voluntary turnover process that clarifies the antecedents of turnover intentions and turnover behavior. The second was to investigate empirically the proposed model's validity by assessing the influences of nine variables of job satisfaction, organizational commitment, job search, intention to stay in the organization, and six demographic variables as potential predictors of employee voluntary turnover.
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43

Baker, W. Kevin. "The role of organizational commitment and job satisfaction in progressive withdrawal behaviors : testing a comprehensive model with integrated methodology /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-10032007-171731/.

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44

Xuan, Lei. "Governance in the Mutual Fund Industry." Diss., Georgia Institute of Technology, 2006. http://hdl.handle.net/1853/14124.

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The first essay examines how board structure affects manager dismissal decisions in mutual funds. We first find some evidence suggesting that the likelihood of managerial replacement is higher when fund boards are more independent and receive lower levels of compensation. Manager turnover is more likely when funds underperform the objective average. We then investigate the manager turnover decision conditional on the funds experiencing a merger. We find that funds with more independent boards are more likely to employ target managers with a track record of superior performance. Overall, these results suggest that more independent boards make manager retention/replacement decisions in the interests of their shareholders. The second essay studies the relationship between managerial ownership and mutual fund performance. We first document that almost half of the mutual fund managers own shares in their funds, though the absolute amount of investment is modest. Fund future performance is positively related to the level of manager ownership. Manager ownership is higher in equity funds than bond funds, in funds with better past performance, smaller sizes, and where managers have been in charge for a longer time period. When we decompose manager ownership into predicted and residual parts, we find that both components are significant in explaining fund future performance. Our findings suggest that managerial ownership has desirable incentive attributes for mutual fund investors. The third essay investigates how managerial ownership affects the investment behavior of portfolio managers. We first examine the disposition effect exhibited by different fund managers, and find that those with positive ownership show significantly less disposition effect. Specifically, they sell losers faster and hold on to winner stocks for a longer period. Disposition effect is less pronounced in bigger funds, funds with smaller boards, and funds with higher percentage of board independence. We then test the relation between managerial ownership and the tournament behavior, investigating how the degree of managers manipulation of fund volatilities in the latter part of a year is related to their personal stakes in the funds. However, we do not find evidence suggesting the existence of such a relationship.
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Blough, Krista. "Tackling the turnover tailspin a rural application of an urban mentorship program /." Laramie, Wyo. : University of Wyoming, 2006. http://proquest.umi.com/pqdweb?did=1283963661&sid=4&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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46

Chau, Samantha Le. "Examining the Emotional Labor Process: A Moderated Model of Emotional Labor and Its Effects on Job Performance." University of Akron / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=akron1183057863.

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47

Noland, Jodi C. "Generational Differences in Emotional Labor in Nurses: The Impact on Depressed Mood and Turnover Intentions." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590230182736092.

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48

Impelman, Kevin. "How does personality relate to contextual performance, turnover, and customer service?" Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5163/.

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Personality measures are often used by organizations to select and develop employees in a way that maximizes their performance. Studies examining the relationship between personality and job performance have found some evidence for their utility in a variety of situations. Data was collected from a large restaurant company (N=9,800) in which hourly employees took a personality test for selection. Supervisory performance ratings and turnover data were also included for some employees. A three factor model of contextual performance consisting of personal support, organizational support, and conscientiousness initiative was tested and supported. The personality scales with the strongest relationship to performance, included drive and energy, friendliness, and emotional consistency. Effect sizes were relatively similar to previous meta-analytic studies, with the exception of a facet of conscientiousness which revealed a lower correlation with performance than expected. A differential pattern of correlations between the personality scales and performance dimensions was observed that supported some of the theoretically aligned constructs. The correlations between the personality variables and performance were unexpectedly higher among customer facing employees than team-based employees. No hypothesized interaction effects were supported, but some nonlinear relationships were found among some of the personality scales and performance. Drive and energy was a statistically significant predictor in decreasing the rate of turnover, however no support was found for any personality scale predicting job abandonment or involuntary turnover. Finally, a path model was tested that provided marginal support for performance mediating the relationship between personality and customer service ratings at the store level. Implications for human resource practices and recommendations for future research are discussed.
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49

Tuggle, Tamara K. (Tamara Kay). "Commitment as an Indicator of Turnover in First Line Manufacturing Supervision." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279065/.

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Organizational commitment is most commonly defined as a measure of an employee's commitment to the company or larger organization. In a longitudinal study, the Organizational Commitment Questionnaire was administered to 123 first line manufacturing supervisors in a defense contracting firm. After a one year check, subjects were grouped into categories of voluntary and involuntary turnover. The results suggest that significant relationships exist among the variables of departmental commitment, turnover and tenure. However, the study failed to show any relationship between organizational commitment and turnover.
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50

Miller, Robert. "An Empirical Study on CEO Turnover and Compensation." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/424.

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This paper studies a sample of CEOs from companies listed in the Dow Jones Industrial Average from 1992 to 2010, and confirms the theory that board members rely more heavily on firm performance measures for turnover and compensation decisions when less is known about the CEO’s ability. In this paper, I make two contributions to the literature. First, I confirm the empirical findings of literature with a new data set showing that the effect of firm performance on CEO turnover declines over a CEO's tenure. Second, I introduce a new tool, the relationship between CEO compensation and firm performance, for testing the effects of CEO tenure on board member decisions. The evidence indicates that the relationship between firm performance and CEO compensation declines over a CEO's tenure. Collectively, the results of this paper support the theory that board members gradually learn the CEO's ability over his tenure, therefore their decisions for turnover and compensation depend more on firm performance for a new CEO.
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