Dissertations / Theses on the topic 'Voluntary labour turnover'

This paper will demonstrate the relevance of employee demographics as extended factors in the voluntary turnover process as these models currently do not sufficiently explain the factors impacting the turnover decision. Over 1000 managers and knowledge workers were surveyed by making use of a cross-sectional questionnaire to identify potential similarities in demographics when deciding on leaving the organization. Findings indicated that various demographic factors (age, race and gender) influence whether pull- or push factors are cited in the turnover process. In addition, it was also found that the level of education has a stronger relationship to employee mobility than race, which contradicts current sentiment of the labour market. Furthermore, it is concluded that demographic factors of employees should be considered in the extension of contemporary turnover models. The findings have implications for human resource management practices in organisations which are more dependent on knowledge workers. In addition the findings have implications on current prevailing theory on voluntary turnover research. Copyright
Dissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted

As a multiracial country, Malaysia's most crucial problem toward national unity is the glaring economic imbalance and racial tension among the races. Several policies have been carried out to eliminate the economic and racial disparities that exist. Amongst them is by expanding the manufacturing sector employing all ethnic groups. However, with the rapid expansion in this sector, a relatively high rate of voluntary labour turnover among blue-collar workers has developed with potentially serious consequences for the process of expansion. Even though the economic and racial disparities in Peninsular Malaysia are mul ti -dimensional, the present study focusses exclusively upon the ever-increasing rate of voluntary labour turnover amongst blue-collar workers. Unlike previous studies on labour turnover, the focus of this study is the comparison of labour turnover issues amongst different races in Peninsular Malaysia. This coverage is important because of the scarcity of comparative studies of labour turnover in the country. The three major races are chosen for this study; they are the Malays, the Chinese and the Indians. The purposes of this study are threefold: To discover the general characteristics of blue-collar voluntary labour turnover in Peninsular Malaysia; To ascertain correlate and determinant factors which influence blue-collar workers' decisions to discover factors and voluntarily leave the underlying in each of the their employment; and finally, reasons associated with these three cases to compare the experiences of the different races. The findings of this study highlight similarities and di fferences between the Malays, Chinese and Indians' decisions to voluntarily leave their job. The organisational and external factors results of this study on are consistent with the findings of research in other Third world countries. However, the present findings differ in terms of personal factors. It is concluded that the "racial background" and "cui ture" of the three races are amongst the important elements in understanding the factors influencing their decisions to voluntarily change employment in Peninsular Malaysia.

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.

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.

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.

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.

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.

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.

As with most human responses in life, voluntary turnover is also based on cause and effect. If an event or chains of events happen certain responses are triggered. In the case of voluntary turnover these responses form part of human psychological decision logic that end in a termination of employment. Each person, given their context, will display a different psychological response to similar events. A theoretical model published by Lee and Mitchell (1994) map these psychological responses into specific decision paths. This unfolding model of voluntary turnover proposes that people decide to leave an organisation through one of five distinct psychological decision pathways. An artisan shortage in South Africa is limiting growth and organisational performance within the manufacturing industry. Organisations are willing to pay a premium for skills and this is driving turnover at the artisan level. It is therefore important for managers, in this environment, to understand the drivers of artisan turnover and limit the turnover rate. This research presents results of classifying 64 artisan leavers from the South African manufacturing industry. The classification develops an artisan voluntary turnover profile as described by the unfolding model of voluntary turnover. The data used to develop this classification is extracted using quantitative techniques. The impact of the economic downturn on this voluntary turnover profile is discussed. Further analysis is also made regarding differences in voluntary turnover decisions between artisans that have experienced organizational downsizing and those that have not. Implications regarding these findings are discussed.
Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted

Research Doctorate - Doctor of Philosophy (PhD)
The huge volume of research on labour turnover displays four features that are especially relevant to the present study: most studies use the individual employee as the unit of analysis; few focus on the organisation as the unit of analysis; most apply quantitative methods and only a few have employed qualitative methods; and most are conducted in Western and/or developed countries, with relatively few in developing countries. The current research project is therefore distinctive because it: focuses on the organisation as the unit of analysis; applies qualitative case study research methods; and it is located in the developing country of Bangladesh. The Ready Made Garment (RMG) industry in Bangladesh has played an impressive role in the transformation of the national economy from one based on agriculture to one increasingly based on export-oriented manufacturing. In the process, this industry has provided significant opportunities for employment and contributed towards the improvement of living standards, particularly of women. Despite the incredible growth, however, the RMG industry continues to confront serious challenges, one of which is high labour turnover. In order to understand better the manifestations and causes of the labour turnover problem – as well as its potential solutions – the research project reported in this thesis studies eight companies in the Bangladeshi RMG industry, differentiated by their size, ownership, geographical location and role in the supply chain. The findings provide unusually rich empirical data on the quite different patterns of labour turnover in these eight case studies, including overall organisational rates of turnover ranging from 11 percent to 33 percent, differences in turnover rates between occupational groups and diverse consequences of high labour turnover. The explanation offered of the differences in turnover rates between the case organisations in this industry focuses on the interaction between factors internal to the organisations, and therefore under the control of management, and external factors, beyond management’s immediate control. With respect to the former, a large number of individual human resource management and workplace safety policies and practices are found to be associated with turnover rates, but more important is the finding that these multiple internal factors are best considered as part of a package or system of practices. With respect to the latter, key external explanatory factors include local labour markets and the operation of government regulations. By studying labour turnover in a way that differs to the dominant approach – that is, offering a more holistic analysis of organisational turnover rates using qualitative methods in a developing country context – this thesis is able to offer not only novel empirical data but also theoretical insights and practical recommendations to both mangers and governments.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008.
Title from title screen (site viewed Mar. 31, 2009). PDF text: ix, 256 p. : ill. ; 1 Mb. UMI publication number: AAT 3336788. Includes bibliographical references. Also available in microfilm and microfiche formats.

近年来员工工作嵌入性在人员离职研究中受到广泛关注，虽然职内嵌入的效用在不同的文化环境和职业领域内得到了验证，职外嵌入性对人员自动离职的缓冲作用并没有得到一致的实证支持。基于认同理论和工作-家庭冲突的研究文献，本文提出假设，认为职外嵌入性对职内嵌入性与自动离职的关系起调节作用。与此同时，虽然员工离职的文献中涉及决策机制，决策机制的效用在实证中却甚少被验证。基于决策过程模型，作者假设员工的最大化或者满意化的倾向解释了职内嵌入减少人员离职的原因，同时假设冒险倾向调节职内嵌入与最大化倾向之间的关系，工作搜寻自我效能对职内嵌入与最大化倾向之间的关系产生抑制效应。本文采用实验和调查对假设进行了验证。
结果显示，职外嵌入性低的情形下，职内嵌入与人员离职意向负相关；职外嵌入性高时，职内嵌入与人员离职意向仍呈负相关，但关系较弱。职内嵌入与最大化倾向负相关，工作搜寻自我效能对最大化倾向产生影响，最大化倾向作为中介变量解释了职内嵌入对员工离职意向的影响。文章的结论部分对以上结果进行了解释，并探讨了本文在理论上与实践上的意义。
Job embeddedness is a retention construct, which has received considerable amount of attention in turnover research. While the utility of on-the-job embeddedness has been extensively validated across different cultures and occupations, the buffering effect of off-the-job embeddedness has not been consistently supported. Drawing from identity theory and work-family conflict literature, the current study proposes an interaction effect of off-the-job embeddedness on the relationship between on-the-job embeddedness and turnover intention. Meanwhile, although the decision making mechanism has been identified in the turnover literature, it has not been adequately tested empirically. Based on the generalized decision process, I propose that employees’ maximizing/satisficing tendency explains why on-the-job embeddedness reduces turnover, and the process is moderated by risk propensity and suppressed by job search self-efficacy.
Hypotheses were generated on the relationships and tested, using data collected from an experiment using the student sample and a survey from employees working in IT companies. Results showed that the negative relationship between on-the-job embeddedness and turnover intention was weaker when off-the-job embeddedness was high, compared with the negative relationship in the condition that off-the-job embeddedness was low. Meanwhile, on-the-job embeddedness was negatively related to individual maximizing tendency, and the maximizing tendency mediated the relationship between on-the-job embeddedness and turnover intention. Job search self-efficacy also influenced individual maximizing tendency. The practical and theoretical implications, limitations and future research were discussed.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Gong, Yuanyuan.
Thesis (Ph.D.)--Chinese University of Hong Kong, 2012.
Includes bibliographical references (leaves 89-103).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstract also in Chinese; appendix B in Chinese.
List of Figures --- p.iii
List of Tables --- p.iv
Abstract (English) --- p.v
ABSTRACT (CHINESE) --- p.vi
Acknowledgement --- p.vii
Chapter Chapter 1 --- Introduction --- p.1
Chapter 1.1 --- Problem Statement --- p.2
Chapter 1.2 --- Research Questions --- p.4
Chapter CHAPTER 2 --- LIterature review and Theoretical Framework --- p.8
Chapter 2.1 --- Turnover Studies --- p.11
Chapter 2.1.1 --- Antecedents --- p.12
Chapter 2.1.2 --- Turnover Studies - Processes --- p.15
Chapter 2.1.3 --- Summary of turnover studies --- p.18
Chapter 2.2 --- Definition of Job Embeddedness --- p.19
Chapter 2.2.2 --- Fit --- p.20
Chapter 2.2.3 --- Sacrifice --- p.20
Chapter 2.3 --- Empirical Evidence of On-the-job Embeddedness --- p.22
Chapter 2.4 --- Off-the-job Embeddedness and Turnover --- p.23
Chapter 2.5 --- On-the-job Embeddedness and Turnover Process --- p.28
Chapter 2.5.1 --- Job choice models --- p.29
Chapter 2.5.2 --- Maximizing and satisficing --- p.31
Chapter 2.6 --- Job Choice Tendency in Turnover --- p.32
Chapter 2.6.1 --- On-the-job embeddedness and maximizing tendency --- p.33
Chapter 2.6.2 --- Job search tendency and employee turnover --- p.35
Chapter 2.6.3 --- The mediating role of maximizing tendency --- p.37
Chapter 2.7 --- Moderating Role of Risk Propensity --- p.38
Chapter 2.8 --- Job Search Self-efficacy - An Alternative Perspective --- p.40
Chapter 2.9 --- Summary of Hypotheses --- p.42
Chapter Chapter 3 --- Methods --- p.43
Chapter 3.1 --- Study 1 The Experiment --- p.43
Chapter 3.1.1 --- Participants --- p.43
Chapter 3.1.2 --- Experimental design and procedures --- p.43
Chapter 3.1.3 --- Results --- p.45
Chapter 3.2 --- Study 2 The Survey --- p.47
Chapter 3.2.1 --- Participants and procedure --- p.47
Chapter 3.2.2 --- Measures --- p.48
Chapter CHAPTER 4 --- RESULTS --- p.52
Chapter 4.1 --- Correlations --- p.52
Chapter 4.2 --- Factor Analysis --- p.54
Chapter 4.3 --- Hypotheses Testing --- p.59
Chapter 4.4 --- Post Hoc Analysis --- p.67
Chapter Chapter 5 --- Discussion and conclusion --- p.73
Chapter 5.1 --- Key Findings --- p.74
Chapter 5.1.1 --- Off-the job embeddedness as a moderator --- p.74
Chapter 5.1.2 --- The mediating role of maximizing tendency --- p.77
Chapter 5.1.3 --- The moderating role of risk propensity --- p.79
Chapter 5.2 --- Theoretical Implications --- p.80
Chapter 5.3 --- Practical Implications --- p.83
Chapter 5.4 --- Limitations --- p.84
Chapter 5.5 --- Future Research --- p.86
Chapter 5.6 --- Conclusion --- p.88
REFERENCES --- p.89
Chapter APPENDIX A --- Scenarios used in the experiment --- p.104
Chapter APPENDIX B --- Questionnaire used in the survey (Chinese version) --- p.106

碩士
東海大學
高階經營管理碩士在職專班
104
The current thesis is based on the research of relative organizational management structure of human resource management in project organizational structures, voluntary turn over rate and performance reviews. Regarding the causes of turnover rate in a project organizational structures such as job options, job skills, and job characteristics models, they are also based on the results of literature reviews of the same subject matter. The main objective of the current thesis hopes to investigate, analyze and verify companies that exemplify distinctive characteristics of project organizational structures by ways of theoretical researches and questionnaire interviews. The result of the research proves the basic theory applied in this research is suitable for the case study companies regardless the distinctiveness of their organizational structures. The current research focuses on performance review, given that the case study company had shown remarkable records in such strategic practice and provided proven results of the effects on the interactions of such structures. An additional contribution of the research on the selected organizational structure is to help case study companies become aware of possible risks and understand the positive and negative impacts those relative measures have on turnover rate, in order to provide suggestions and solutions for the potential threats.

The present study explored the relationships between pay satisfaction, affective organisational commitment, voluntary turnover intention, and attitudes to money in a South African context, as well as whether attitudes to money acted as a moderator and affective organisational commitment as a mediator in the relationship between pay satisfaction and voluntary turnover intention. All participants received a web link to an online survey host in which a questionnaire was presented. The questionnaire included a self-constructed demographic questionnaire, the Pay Satisfaction Questionnaire (Heneman & Schwab, 1985), the Organisational Commitment Questionnaire (Mowday, Steers, & Porter, 1979), an adapted six-item questionnaire assessing voluntary turnover intention, and the Money Ethics Scale (Tang, 1992). The final sample (n = 190) consisted of respondents from a corporate company, as well as a snowball sample from social networks (Facebook, Twitter, and LinkedIn). The results suggested that pay satisfaction may best be viewed as a multi-dimensional construct both internationally and within a South African context. The study provides further support that this is robust across different types of samples and contexts and in different organisational fields. Furthermore, pay satisfaction was positively related to affective organisational commitment and negatively related to voluntary turnover intention. Voluntary turnover intention was also significantly and very strongly negatively related to affective organisational commitment. Moreover, affective organisational commitment mediated the relationship between pay satisfaction and voluntary turnover intention. This supported international findings regarding these relationships. Although one of the subscales of pay satisfaction, pay benefits, was significantly and negatively related to ‘good’ attitude to money, overall pay satisfaction and the other subscales did not significantly relate to money being seen as ‘good’. Pay satisfaction and all its subscales were also not related to money being seen as ‘evil’, an ‘achievement’, ‘respect’ for money, ‘budget’, ‘freedom’, or overall attitude to money. Furthermore, overall attitude to money and all of the subscales were not significantly related to either organisational commitment or voluntary turnover intention. In addition, further analyses found no moderating effect for attitudes to money in terms of the relationship between pay satisfaction and voluntary turnover intention. These results were unexpected given the limited theory available and further research is required.

The objectives of this study were to determine whether job embeddedness and organisational commitment significantly predict voluntary turnover, and whether people from different gender, race and age groups differ significantly in their job embeddedness, organisational commitment and voluntary turnover. The Job Embeddedness Scale (JES), Organisational Commitment Scale (OCS) and Voluntary Turnover Scale (VTS) were used as measuring instruments. A stratified random sample of 102 full-time employed higher education academics participated in the study. Multiple regression analyses showed that organisation fit and community links and normative commitment significantly and positively predicted the participants’ intentions to stay at the institution. Significant differences were observed between the job embeddedness and intention to stay of the gender and race groups. The findings of the current study add to the knowledge base on the turnover intentions of academic staff, contributing to the field of career psychology. In conclusion, the study makes recommendations for retention practices and future research.
Industrial & Organisational Psychology
M. Com. (Industrial and Organisational Psychology)

Ce mémoire a pour objectif d’étudier les liens entre les composantes de la rémunération tangible et le roulement volontaire dans le secteur des TIC au Canada. Pour étudier cette question, des hypothèses ont été formulées. À partir de la revue de la littérature et de certaines théories, 2 hypothèses générales ainsi que 7 sous-hypothèses ont été émises. La première hypothèse générale indique que la rémunération tangible est associée à un roulement volontaire plus faible dans le secteur des TIC au Canada. Les 7 sous-hypothèses découlent de cette première hypothèse générale. Celles-ci concernent les 7 composantes de la rémunération tangible qui sont étudiées dans ce mémoire, c’est-à-dire, le salaire par employé, le nombre de jours de vacances annuelles, les congés payés pour raisons personnelles, les programmes de commissions, les bonis à la performance, le paiement des heures supplémentaires et les régimes de retraite à prestations déterminées. La deuxième hypothèse générale stipule que le nombre offert de pratiques de rémunération tangible est associé à un roulement volontaire plus faible dans le secteur des TIC au Canada. Les données de nature transversale utilisées dans le cadre de ce mémoire ont été colligées dans le cadre d’une enquête par questionnaire réalisée par une équipe de recherche dirigée par Stéphane Renaud, professeur à l’Université de Montréal. L’équipe de recherche est composée de Sylvie St-Onge, professeure au HEC Montréal, de Denis Morin, professeur à l’Université du Québec à Montréal, de Lucie Morin, professeure à l’Université du Québec à Montréal et de Jacques Forest, professeur à l’Université du Québec à Montréal. Afin de réaliser cette enquête salariale, l’équipe de recherche a collaboré avec TECHNOcompétences, qui est le comité sectoriel de la main-d’œuvre en technologies de l’information et des communications. La collecte de données a été effectuée par la firme Normandin-Beaudry entre les mois de janvier et d’avril 2016. Cent-vingt-cinq organisations ont répondu à l’enquête. Dix d’entre elles n’ont pas rapporté de données quant au roulement volontaire. Ainsi, cent-quinze questionnaires ayant été complétés par des organisations du secteur des TIC au Canada ont été utilisés pour fin d’analyse dans cette étude. Parmi les deux hypothèses générales de recherche, seule l’Hypothèse 1 est confirmée partiellement, puisqu’une seule des variables s’est avérée significative. Autrement dit, une seule des sous-hypothèses découlant de l’Hypothèse 1 a été confirmée. Il s’agit de l’Hypothèse 1b qui traite de la relation entre les vacances annuelles payées et le roulement volontaire. Ainsi, plus une entreprise offrira un nombre élevé de jours de vacances annuellement, plus cette organisation verra son roulement volontaire diminuer. Les autres sous-hypothèses ainsi que l’Hypothèse 2 sont infirmées. En conclusion, ce mémoire rappelle aux gestionnaires l’importance qu’il faut accorder aux pratiques de rémunération tangible. Mais, il réitère aussi l’impact et la nécessité d’accorder une grande importance à l’offre de rémunération dans son ensemble, c’est-à-dire, autant aux composantes tangibles qu’intangibles.
The purpose of this thesis is to study the links between the tangible reward and voluntary turnover components in the information and communications technology sector in Canada. To study this question, hypotheses were formulated. Based on empirical literature and certain theories, 2 general hypotheses, as well as 7 sub-hypotheses were formulated. The first hypothesis suggests that tangible reward is associated with lower voluntary turnover. The 7 sub-hypotheses stem from this first general hypothesis. These relate to the 7 components of tangible reward that are studied in this thesis, that is, the salary per employee, the number of annual vacation days, paid time off for personal reasons, commission programs, performance bonuses, payment for overtime and defined benefit pension plans. The second general hypothesis suggests that the number of tangible reward practices offered is associated with lower voluntary turnover. The cross-sectional data used in this thesis was collected in a survey conducted by a research team under the supervision of Stéphane Renaud, professor at the University of Montréal. The research team is made up of Sylvie St-Onge, professor at HEC Montreal, Denis Morin, professor at the University du Québec à Montreal, Lucie Morin, professor at the University du Québec à Montreal and Jacques Forest, professor at the University du Québec à Montreal. In order to carry out this salary survey, the research team collaborated with TECHNOcompétences, which is the sectoral committee for the workforce in information and communications technologies. The data collection was carried out by Normandin-Beaudry between January and April 2016. One hundred and twenty-five organizations responded to the survey. Ten of them did not report data on voluntary turnover. Thus, one hundred and fifteen questionnaires that were completed by organizations from the information and communications sector in Canada were used for analysis in this study. Of the two general research hypotheses, only Hypothesis 1 is partially confirmed, since only one of the variables was found to be significant. In other words, only one of the sub-hypotheses steming from Hypothesis 1 was confirmed. This is Hypothesis 1b which suggests that there is a significant relationship between annual paid vacation and voluntary turnover. Thus, the more a company will offer a high number of annual vacation days, the more this organization will see its voluntary turnover decrease. The other sub-hypotheses, as well as Hypothesis 2 are invalidated. In conclusion, this thesis serves to remind managers of the importance that must be attributed to tangible reward practices. However, it also reiterates the impact and the need to grant significant importance to the compensation package as a whole, that is, both the tangible and the intangible components.

Atualmente, o mercado de trabalho está a enfrentar uma Guerra por Talento, uma vez que a retenção dos colaboradores e atração de talento está-se a tornar cada vez mais difícil para a maior parte das empresas. A abordagem do "Employer Branding" tem vindo a emergir substancialmente, como uma ferramenta efetiva para ganhar esta Guerra por Talento. O objetivo desta dissertação é identificar os antecedentes organizacionais que contribuem para o aumento do "turnover" voluntário dos colaboradores e de que forma estes estão a influenciar o enfraquecimento da "Employer Brand" da empresa em análise. Através de um estudo qualitativo, aplicado numa PME no setor da Saúde e Ciências de Vida, o investigador recolheu informação através de entrevistas, onde os participantes foram convidados a partilhar as suas experiências de trabalho e as suas perceções sobre a empresa. Recorrendo também a arquivos organizacionais, o investigador desenvolveu um quadro conceptual, organizado em 4 dimensões (Interesse, Social, Económica e Desenvolvimento), salientando os principais responsáveis pelo "turnover" voluntário dos colaboradores, bem como as suas consequentes implicações no enfraquecimento da "Employer Brand".

The research focused on constructing a psychological wellbeing profile for employee wellness and talent retention practices by investigating employees’ psychological wellbeing-related attributes (constituting self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing), and whether these significantly mediate the relation between their experiences of bullying and their intention to leave the organisation when controlling for bullying, age, gender, race, tenure and job level. A quantitative survey was conducted on a convenience sample of employed adults (N = 373) of different age, gender, race, tenure and job level groups from various South African organisations. The canonical statistical procedures indicated work engagement (vigour, dedication and absorption) and hardiness (commitment-alienation) as the strongest psychological wellbeing-related dispositional attributes in the workplace bullying and turnover intention relationship. The mediation modelling results showed that workplace bullying significantly predicted turnover intention, which in turn, significantly predicted either high/low levels of work engagement (vigour and dedication) in one’s work. Self-esteem, emotional intelligence or hardiness did not seem likely to influence the relationship between workplace bullying and turnover intention. The multiple regression analysis indicated that participants’ biographical variables (age, gender, race and job level) significantly predicted workplace bullying, self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing, and turnover intention. The tests for significant mean differences indicated that participants from various biographical groups (age, gender, race, tenure and job level) statistically significantly differed regarding workplace bullying (independent variable), the psychological wellbeing-related variables, namely self-esteem, emotional intelligence, hardiness, employee engagement, psychosocial flourishing (mediating variables) and turnover intention (dependent variable). On a theoretical level, the study deepened understanding of the cognitive, affective and conative behavioural dimensions of the hypothesised psychological wellbeing profile. On an empirical level, the main findings were reported and interpreted in terms of an empirically derived psychological wellbeing profile based on the work engagement of the participants. On a practical level, the findings provided valuable guidelines for the development of talent retention and wellness interventions, which might add to the body of knowledge relating to psychological wellbeing-related dispositional attributes that influenced workplace bullying and talent retention
Industrial and Organisational Psychology
D. Com. (Industrial and Organisational Psychology)

Ce mémoire a pour objectif d’étudier les liens entre les composantes de la rémunération intangible et le roulement volontaire dans le secteur des technologies de l’information et des communications (TIC) au Canada. À l’aide de de la théorie de l’échange social de Blau (1964) et de la théorie de la dépendance à l’égard des ressources de Balkin et Bannister (1994), puis suite à une revue de la littérature, ce mémoire propose deux hypothèses générales ainsi que sept sous-hypothèses. La première hypothèse générale stipule que la rémunération intangible est associée à un roulement volontaire plus faible. En ce qui concerne les sept sous-hypothèses, elles proviennent de cette première hypothèse générale. Il s’agit des sept composantes de rémunération intangible qui sont analysées dans le cadre de cette recherche, soient le nombre d’heures travaillées par semaine, en moyenne, la possibilité d’un horaire de travail à temps partiel, le nombre d’heures moyens dans la semaine normale de travail, la présence de semaine comprimée de travail, la présence d’un horaire d’été, la possibilité de télétravail et la présence de programmes de formation structurés. La seconde hypothèse générale indique que le nombre offert de pratiques de rémunération intangible est associé à un roulement volontaire plus faible. Les données de nature transversales utilisées dans cette étude proviennent d’entreprises œuvrant dans le secteur des TIC au Canada. En partenariat avec TECHNOcompétences, la collecte de données a été réalisée par la firme Normandin-Beaudry, et ce, de janvier à avril 2016. Cent vingt-cinq questionnaires ont été distribués à autant d’organisations. Ces questionnaires ont été complétés par les directeurs et directrices des ressources humaines des organisations. Dix de ces organisations n’ont rapporté aucune donnée en ce qui a trait au roulement volontaire. Ainsi, les données de 115 questionnaires ont été utilisées et analysées dans le cadre de cette étude. Les deux hypothèses générales de recherche sont infirmées. En effet, dans le cadre de la première hypothèse, aucune des sept sous-hypothèses (1a à 1g) n’ont pu être confirmées. L’ensemble des résultats n’étaient pas significatifs. Pour ce qui est de la deuxième hypothèse, la relation n’est pas significative, infirmant également l’Hypothèse 2. En conclusion, ce mémoire réitère l’importance pour les gestionnaires en ressources humaines et leurs organisations d’offrir des pratiques de rémunération intangible qui sont diversifiées et adaptées à la réalité de la main d’œuvre qui compose le marché du travail. Il vise également à rappeler la nécessité d’avoir une offre de rémunération globale complète, où la rémunération intangible et tangible sont complémentaires.
The purpose of this thesis is to study the links between the intangible reward and voluntary turnover components in the information and communications technology (ICT) sector in Canada. Using Blau’s social exchange theory (1964) and Balkin and Bannister’s resource dependance theory (1994), and the empirical-literature, this thesis proposes two general hypotheses as well as seven sub-hypotheses. The first general hypothesis suggests that intangible reward is associated with lower voluntary turnover. Regarding the seven sub-hypotheses, they come from this first general hypothesis. These are the seven components of intangible reward that are analyzed in this thesis, which are the number of hours worked per week, on average, the possibility of a part-time work schedule, the average number of hours in the normal work week, the presence of a compressed work week, the presence of a summer schedule, the possibility of teleworking and the presence of structured training programs. The second general hypothesis suggests that the number of intangible reward practices offered is associated with a lower voluntary turnover. The cross-sectional data used in this study come from companies operating in the ICT sector in Canada. In partnership with TECHNOcompétences, data collection was carried by Normandin Beaudry’s firm, from January to April 2016. One hundred twenty five surveys were distributed to as many organizations. These surveys were completed by human resources directors from these organizations. Ten of the organizations did not report any data regarding voluntary turnover. Thus, the data of 115 questionnaires were used and analyzed within the framework of this study. The two general research hypotheses are invalidated. Indeed, for the first hypothesis, none of the seven sub-hypotheses (1a to 1g) could be confirmed. The results were not significant. Regarding the second hypothesis, the relationship is not significant, also invalidating the Hypothesis 2. In conclusion, this thesis reiterates the importance for human resources managers and their organizations to offer diversified intangible reward practices that are adapted to the workforce reality that makes up the labor market. It also aims to recall the need to have a complete global compensation offer, where intangible and tangible rewards are complementary.

Les milieux de travail canadiens présentent des visages diversifiés et en pleine mutation. En raison de facteurs tels que les nouvelles technologies, la mondialisation, l’économie du savoir ou encore l’évolution démographique, la transformation des entreprises canadiennes passe par une main-d’œuvre qualifiée, adaptable et de qualité. Notre recherche s’inscrit dans le cadre des études s’intéressant aux comportements des entreprises en matière d’investissement en capital humain au Canada. Nous avons retenu un cadre théorique qui est constitué principalement de la théorie du capital humain, de celle des ressources internes et de l’approche des coûts et des bénéfices. Pour les fins de notre recherche, nous retenons une approche quantitative longitudinale, en utilisant des données secondaires issues du questionnaire des employeurs de l’Enquête sur le milieu de travail et les employés pour les années 1999 à 2005 inclusivement. La nature longitudinale de l’EMTE permet de corriger pour les biais liés à l’hétérogénéité non observée des firmes et à l’endogénéité possible de la variable de formation. Notre étude se divise globalement en trois articles. Dans les deux premiers cas, les dépenses en formation sont considérées comme une variable explicative de la productivité et du taux de roulement des employés. Dans le troisième cas, les dépenses de formation constituent la variable dépendante à l’étude. Le premier article examine l’effet des investissements en formation sur la productivité des entreprises canadiennes. La littérature scientifique traitant de l’impact de la formation sur la performance des entreprises continue de s’accroître dû aux nouvelles techniques d’estimations, à la disponibilité des données, et à l’intérêt grandissant pour le capital humain. Les résultats partiels des études antérieures montrent la possibilité que les retours des investissements réalisés en formation puissent avoir des effets au-delà de l’année courante. Sur le plan théorique, cette hypothèse a du sens, mais au niveau empirique il semble que les liens formels entre la formation et la productivité des entreprises ne sont pas clairement identifiés. Nos résultats montrent que les investissements en formation réalisés avec trois années de retard engendrent des effets positifs et significatifs sur la productivité à court et à moyen termes. L’interaction entre les différents types d’investissements permet de vérifier l’hypothèse à l’effet que les investissements en capital physique et en capital humain soient complémentaires et se supportent mutuellement. Après avoir procédé à l’estimation de l’effet des dépenses en formation structurée sur la productivité des entreprises, nous nous demandons pour quelles raisons les employeurs demeurent réticents quant aux retours des investissements en formation ? Dans le cadre de cette seconde réflexion, nous nous intéressons à deux dimensions de l’estimation du roulement, à savoir le roulement de nature volontaire et une mesure de l’optimum. Les résultats obtenus quant à l’effet des dépenses en formation structurée par employé sur les taux de roulement volontaire et optimal montrent que la relation est positive dans les deux cas. Cet article vise également à vérifier si différents outils organisationnels associés aux relations industrielles peuvent avoir un effet sur la réduction du taux de roulement volontaire des employés. Nos résultats montrent aussi que la présence syndicale et la perception d’un bon climat de travail traduisent dans un sens, un environnement dans lequel l’employeur et les employés ont des intérêts communs pour la poursuite de mêmes objectifs. Dans le cadre du troisième article, nous examinons certains déterminants des investissements en formation structurée au sein des milieux de travail. Nos résultats montrent qu’une entreprise de grande taille, qui investit davantage en capital physique par employé par rapport à la moyenne, au sein de laquelle un grand pourcentage de travailleurs utilisent un ordinateur, où il y a une proportion élevée de nouvelles embauches et pour laquelle l’employeur introduit un système cohérent de pratiques dépense davantage en formation structurée qu’une entreprise qui ne possède pas ces caractéristiques, toutes choses égales par ailleurs. Ces résultats permettent de discuter également de la complémentarité des facteurs faisant partie d’un cercle vertueux de croissance des entreprises pouvant déterminer les investissements en formation.
Canadian workplaces face diversified and new challenges. Globalization, technological change, knowledge-based economy, demographic trends and all levels of government initiatives significantly affect our workplaces. As a result, the transformations of the work environment are based on skilled and flexible labour. Our research summarizes the literature on job-related training and the effects of these investments on different workplaces. Our research also elaborates empirical explanations and policy implications based on the outcome of these existing studies. The proposed theoretical framework is based on the human capital theory, the resource-based theory of the firm, and the cost-benefit approach. The longitudinal panel data used in this research are drawn from the Statistics Canada’s Workplace and Employee Survey (WES) over the years 1999 to 2005 inclusively. The longitudinal nature of the WES allows us to address issues of endogeneity of inputs including human capital and unobserved heterogeneity of establishments as well as omitted variable bias. Our study is divided into three articles. In the first two articles, expenses in training are considered to be an explanatory variable of both productivity and the rate of employee turnover. In the third article, an empirical model is developed using training expenditures within the firm as the dependent variable. Among consulted studies dealing with the possible impact of the training on the productivity, several treat longitudinal character of the data, but few consider the lagged effects of the training. Partial results of the previous studies show that returns of investments in training could have effects beyond the common year. As part of the first article, we examine the impact of training on productivity which is estimated through a Cobb-Douglas production function with a distributed lags on training expenditures and capital investments. We take advantage of the longitudinal data by estimating a model that considers the impact on productivity of both of training expenditures and the investments in physical capital. Because of the interaction between investments in training and physical capital, the assumption that, investments in physical capital and human capital are complementary and support themselves mutually can be tested. Our results show that investments in training have positive effects on productivity which are spread out over a three years period. After completing the above estimates, we wondered why some employers hesitate before investing in training. As part of this reflexion, we analyse the incidence of training expenditures on labour turnover. We are interested in two dimensions, namely: the voluntary turnover and a measure of the optimal level of employee turnover. Our main finding is that training expenditures increase voluntary turnover as well as the gap between observed and estimated optimal level of employee turnover. Our findings also show that the presence of a union and the perception of a good working climate that result into an environment in which both employer and employees achieve common objectives help to reduce turnover. Finally, in the third article, we examine some determinants of the training investments in the Canadian workplaces. We focus on the intensity of on-the-job training where intensity refers to the training expenditures. We find that a larger firm size, who invests more in physical capital by employee than the average, within which a great percentage of workers use a computer, where there is a high proportion of new recruiting and for which the employer introduces a consistent system of practices, invests more in on-the-job training than a firm without the above characteristics, other things being equal. Our findings also suggest the existence of a «virtuous circle». In other words, these factors act as a self-reinforcing mechanism which futher boosts investments in training.