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Rozprawy doktorskie na temat „Employees in organizations”

Autor: Grafiati

Data publikacji: 11 września 2023

Data aktualizacji: 25 lipca 2025

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1

McManus, Sylvia. "Using Transformational Leadership to Reduce Employee Turnover in Hospital Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7940.

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Employee turnovers have been challenging and costly for most organizations. Organization leaders are concerned with employee turnover due to the high cost of training replacements. Grounded in Burns's model of transformational leadership, the purpose of this qualitative multiple case study was to identify strategies hospital managers used to reduce Environmental Services (EVS) employee turnover. The participants consisted of 5 EVS managers with recruiting and hiring responsibilities from the Piedmont Triad and Research Triangle Park of North Carolina who experienced EVS turnover, yet implement

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Gallagher, Erin Beth. "The flip side of organizational encounter deveoping [sic] and testing a model of veteran employee uncertainty and information seeking about new employees /." Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Dissertations/Summer2010/e_gallagher_052710.pdf.

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Thesis (Ph. D.)--Washington State University, August 2010.<br>Title from PDF title page (viewed on July 23, 2010). "Edward R. Murrow College of Communication." Includes bibliographical references (p. 127-130).

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

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

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Hall, Christopher Aaron 1964. "Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279218/.

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The purpose of this study was to examine relationships between organizational support and Effectiveness, Empowerment, and team characteristics. Support was operationalized by nine systems: Executive Management, Direct Supervision, Group Design, Performance Definition, Performance Review, Training, Rewards, Information, and Integration. Support was rated in two ways: how important is support for performing work (Importance scales), and how does support describe work environments (Presence scales).

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Mitchell, Marie. "UNDERSTANDING EMPLOYEES' BEHAVIORAL REACTIONS TO AGGRESSION IN ORGANIZATIONS." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3951.

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The purpose of this dissertation is to explore employees' behavioral reactions to the perceived aggression of others. Perceived aggression is defined as behavior that is perceived to be intentionally harmful by the intended target. A typology is developed that identifies two primary dimensions of behavioral reaction: (1) the form of the behavior (aggression/non-aggression) and (2) the direction of the behavior (toward the source of the harm/not toward the source of the harm). Based on these dimensions, the typology produces four categories of behavioral reactions: retaliatory aggression, displ

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Erwee, Andries. "Influence of restructuring on surviving employees." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/18150.

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Thesis (MBA)--Stellenbosch University, 2007.<br>ENGLISH ABSTRACT: Restructuring is a fact of modem day life and has a huge impact on the employees of organisations who follow such strategies. It is critical that the change process as well as the surviving employees are managed effectively to ensure a committed and productive workforce. The purpose of the research study was the measure employee perception on the change process and the current environment in the organisation. Background to the organisation was provided to give perspective to the reader. Led by literature a unique questionn

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Christian, Jody L. "An analysis of the methods utilized in business and industrial organizations by West Virginia training professionals to identify organizational training needs and evaluate training effectiveness." Huntington, WV : [Marshall University Libraries], 2001. http://www.marshall.edu/etd/descript.asp?ref=46.

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Bernes, Kerry B. "A synergistic model of organizational career development, bridging the gap between employees and organizations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ31013.pdf.

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Nikoi, Ephraim Kotey. "Liminal Selves: The Negotiation of Organizational Identification by Grant-funded Employees in Nonprofit Organizations." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273190914.

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Wan, Mohd Noor Wan Shakizah. "Reward program influences : employees perceptions in Malaysian private organizations." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/1905.

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Previous researches on non-monetary rewards have explored ways in which psychological phenomena can enhance the motivational power which may reduce or eliminate any inherent advantage of cash as an incentive to employees. However research on reward program influences in Malaysian private organizations is almost non-existent. Literature also suggests that non-monetary rewards alone do not motivate. This study focuses on the antecedents of cultural orientation, Islam Hadhari’s principles and environmental factors (internal and external) that may influence the perception held by exempt employees

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Al-Raisi, A. A. N. "E-performance assessment system in governmental organizations in the United Arab Emirates." Thesis, Coventry University, 2011. http://curve.coventry.ac.uk/open/items/037d44df-9c0f-478b-aa99-ced82ec23a0d/1.

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This research examines the introduction of e-performance assessment systems in governmental organizations in the United Arab Emirates. The research also examines the influence of cultural forces in accepting the implementation of technology systems that deal with assessment and evaluation of government employees to facilitate the transitional process from manual to e-performance assessment. The methodology used in this research can be described as follows: first a descriptive method to explain the main management theories underlying employee e-performance, followed by an illustration of the co

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Johnson, Edsel J. "Exploration of training needs assessment methodologies employed by ISO 9000 registered organizations." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999johnsone.pdf.

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Milne, Stuart H. "Employer adoption of an HMO option for employees : an integrated institutional and resource dependence perspective." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28972.

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CAPART, Célia. "How do employees of multinational textile industry organizations implement the sustainability of an organization in line with the sustainable vision of the organization itself. : How do employees of multinational textile industry organizations implement the sustainability of an organization in line with the sustainable vision of the organization itself?" Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-97867.

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Purpose : The purpose of this article is to describe how do employees of multinational textile industry organizations implement the sustainability of an organization in accordance with the sustainability vision of the organization itself. Theoretical Framework : The theoretical framework will be based on sustainability development which will be used to give an understanding of the implementation of sustainability in an organization by the employees following the vision of the organization and which will function as a framework to then be able to analyze the data empirical evidence from this st

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15

Liang, Jian. "Voice behavior in organizations : scale development, psychological mechanisms, and cross-level modeling /." View abstract or full-text, 2007. http://library.ust.hk/cgi/db/thesis.pl?MGTO%202007%20LIANG.

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Stewart, Jennifer K. "An Investigation of an Intrapreneurial Orientation Among Employees in Service Organizations." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1259109608.

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Toscano, Nancy A. "Understanding the Impact of Leadership and Organizational Culture on Nonprofit Employees’ Commitment and Turnover Intention." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3904.

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Child and family nonprofit organizations are essential for the implementation of United States public policy in their role as service providers. Human service nonprofit organizations held approximately 20,000 government contracts, totaling more than $100 billion in 2009 (Boris, deLeon, Roeger, & Nikolva, 2010). Almost 33,000 human service nonprofit organizations contract with the government to deliver services (Boris, et al., 2010). The services provided by these organizations are critical to the lives of vulnerable American citizens. These organizations depend on committed employees to se

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18

Haugen, Jenna. "Green Employees: Organizational Identification in an Environmentally Friendly Company." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/107/.

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Bailey, Clark Denise. "Employee Commitment and Other Factors That Affect Attraction and Retention of Employees in Organizations| The Examination of Research and OPM Practices." Thesis, University of Maryland University College, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3596008.

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<p> It has become increasingly more difficult for organizations to hire and retain qualified staff. In order to satisfy this need and meet the competition for talented staff, organizations will be required to develop effective employee attraction and retention strategies. The ability to compete for and retain talented staff will depend in part on the organizations ability to identify this need and successfully develop and implement a plan. Further intensifying this talent acquisition need is the current workforce demographics comprising a large number of baby boomers that are eligible to retir

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20

Habib, Najibullah. "Analysis of occupational health travel policies for employees of international organizations working abroad." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408400.

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Cantu, Cassandra A. "A comprehensive study and critical analysis of diversity management in organizations." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008cantuca.pdf.

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Kitchen, Michaelle L. (Michaelle Lynn). "Role of Selected Variables on Organizational Commitment in Selected Organizations in a North Texas Metropolitan Area." Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc331255/.

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This study investigated the role of selected variables on organizational commitment in selected organizations in a North Texas metropolitan area. The selected (independent) variables were orientation attendance, unit size, educational level, gender, age, and length of service. Organizational commitment score was the dependent variable. The Organizational Commitment Questionnaire and a demographic questionnaire were administered to 1,055 employees. The Organizational Commitment Questionnaire contained fifteen statements which measured employees' feelings about their organization. Multiple regre

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Chung, Pui-ling Leanne. "Interactional effects of superiors' personality and leadership styles on immediate subordinates in Chinese organizations /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20716692.

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Ghairat, Noorullah, and Wenlu Lu. "Cultural diversity from perspective of individual employees : On which organizational level is cultural diversity advantageous for an organization." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95778.

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Economic globalization has greatly increased opportunities, but also requires the organizations to be more open and constantly try to create a new working environment. Organizations today are composed of people of different races, ages, languages, religions, and lifestyles. Organizational management's work tends to use a coordinated approach to bring people from different backgrounds together and maximize the ability and talent through multicultural teams. If managed properly, diversity can bring a competitive advantage to the organizations, but if poorly managed, workforce diversity can have

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Cavalier, Elizabeth S. "Working it "Out": Employee Negotiations of Sexual Identity in Sport Organizations." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/sociology_diss/47.

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This project examines the experiences of 37 gay, lesbian, and bisexual employees of professional, collegiate, and club sport. Using intensive, non-directive interviews and Grounded Theory Methodology (GTM), I explore how employees negotiate the near-total sport institution, perceive the environment for sexual minorities in sport, manage their sexual identities, and identify potential allies at work. Participants informed their beliefs about the sport workplace by the totality of their direct and indirect experiences, their observation of others, and their accumulated experiences in sport as at

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Grue, Eeva-Leena Petrelius. "Emotional intelligence in organizational development : A q methodological study on what employees in learning organizations think of their emotional intelligence." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for voksnes læring og rådgivningsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-23179.

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The main purpose for this thesis was to look at organizations in development. The motivation for this is that there is an increasing amount of organizations that are focusing on developing their employees. The theory sets out to see what these employees think of their emotional intelligence, where the research question was: How do employees experience their own emotional intelligence in an environment of change? The research method applied was q method, which looks for its participant’s subjective opinion. 18 participants partook in the study, where they sorted among 36 statements and placed

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Zakharova, Maria, and Tim Kruisman. "Shop employees as a source of innovation : A study of Dutch franchise retail organizations." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-21569.

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Background: These days in uncertain circumstances and economic downturn, innovation is very important for organizations. This applies also on Dutch franchise retail organizations (DFRO’s) and its suppliers, which are in focus in this thesis. The authors argue that shop employees working in the physical shops are a valuable source of innovation and can function as a pass-through of consumer information to the management of a DFRO and its suppliers.The main question is, if and how DFRO’s and its supplier use shop employees as a source of innovation? Purpose: To describe and explore the involveme

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Van, Jaarsveld Johanna Petronella. "The impact of change communication on the relationship between employees and the organisation during the implementation of organisational change in Transnet and Transnet housing." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/2311.

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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2007.<br>In the twenty first century, companies are forced to transform and adapt continually to ensure their survival and to stay competitive in a demanding and challenging business environment. Yet, 70 per cent of all change initiatives fail and 28 per cent of the variance of change successes is directly linked to employees. Research shows that one quarter to one third of the reasons why change fails or succeeds, is directly linked to employee communication. Change implementation failures come at a hig

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Soil, Christophe. "Essays on organizations and technological progress." Doctoral thesis, Universite Libre de Bruxelles, 2004. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211096.

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Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.<br>Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape

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Korns, Michael T. "Organizational change, restructuring, and downsizing the experience of employees in the electric utility industry /." Open access to IUP's electronic theses and dissertations, 2009. http://hdl.handle.net/2069/147.

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Lam, Wai-shan Jovi. "An analysis of the role of non-government organizations (NGOs) in the implementation of the employees retraining policy in Hong Kong." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21038107.

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Mason, Ebony Irene. "Strategies for Retaining Qualified and Experienced Employees in the Nonprofit Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5101.

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Retention of qualified and experienced employees is the greatest challenge faced by nonprofit organizations. Using transformational leadership theory, the purpose of this single-case study was to explore strategies used by managers of nonprofit organizations to increase employee retention. The population for this study included 3 managers of one nonprofit organization in Texarkana, Texas, with tenure of at least 2 years. These managers had successfully implemented retention strategies to retain qualified and experienced employees for more than 2 years. Collected data included semistructured, f

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Ulvenfalk, Edman Joel, Kinga Jeleniewska, and Edouard Bourgeois. "A study on re-organizations in the Swedish public sector : Are employees in on change?" Thesis, Växjö University, School of Management and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2277.

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<p>Master thesis in Business Administration - Management in Dynamic Organizations</p><p>School of Management and Economics, Växjö University, spring 2008</p><p>Introduction: The constantly evolving external environment forces organizations to realise organizational change to stay competitive. This kind of change now also occurs to a wider extent in public organizations which are becoming more business oriented. To make changes successful organizations need to consider employee behaviour in terms of acceptance and commitment to new situations.</p><p>Objective(s): Our aim is to examine how emplo

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Ross, Garret Alexander. "Attitudes towards the disabled in destination marketing organizations." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40123.

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Appiah, Benjamin Odei, and Ravi Maharjan. "Developing and Maintaining Trust Within Organizations: Tech One Global in Nepal." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32713.

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ABSTRACT Aim: This study aims to ascertain how firms develop and maintain trust and the influences trust have in organizations. Method: This study was conducted through a qualitative research method with an inductive approach by using semi‐structured in‐depth interviews. Interviews were gathered from employees of an IT company in Nepal, Tech One Global Nepal Pvt Ltd. Furthermore, the content analysis method was used for the analysis of data collated. Findings and Conclusion: Trust is mainly gained through the combinatory effort of the trustor and the trustee. The six cues identified to develop

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Aliti, Admirim, and Deniz Akkaya. "Employees' Role in Improving Information Systems Security." Thesis, Linnéuniversitetet, Institutionen för datavetenskap, fysik och matematik, DFM, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-13769.

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Information security is one of the most essential concerns in today’s organizations. IT departments in larger organizations are tasked to implement security, by both ensuring to have pertinent hardware and software, and likewise enlighten, teach and educate organization’s employees about security issues. The aim of this research is to focus on the human factor of the organization, which impacts the security of the information, since technological solutions of technical problems become incomprehensible without human recognition about security. If the security is not addressed in firms, this mig

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鍾佩玲 and Pui-ling Leanne Chung. "Interactional effects of superiors' personality and leadership styles on immediate subordinates in Chinese organizations." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31220733.

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Madlock, Paul E. "The development of technological management model a conceptualization of computer technology in the workplace /." Morgantown, W. Va. : [West Virginia University Libraries], 2009. http://hdl.handle.net/10450/10455.

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Thesis (Ph. D.)--West Virginia University, 2009.<br>Title from document title page. Document formatted into pages; contains vi, 167 p. : ill. Includes abstract. Includes bibliographical references (p. 106-134).

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Covarrubias, Patricia Olivia. "Pronominally speaking : Mexican enactments of tú and usted as interpersonal components of organizational networks of cooperation /." Thesis, Connect to this title online; UW restricted, 1999. http://hdl.handle.net/1773/8225.

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Stincelli, Elizabeth. "A Grounded Theory Exploration of Informal Leadership Qualities as Perceived by Employees and Managers in Small Organizations." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3572919.

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<p> The purpose of this study was to identify the qualities that characterize informal leadership in small organizations in the Greater Salt Lake City, Utah area and to develop a grounded theory regarding qualities that characterize informal leadership. The study involved 28 employees and 13 managers from three small organizations in the Greater Salt Lake City, Utah area. As a result of analyzing the data acquired from responses to an open-ended questionnaire and a review of peer-reviewed literature, a grounded theory and model of informal leadership were developed. The grounded theory identif

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Lam, Wai-shan Jovi, and 林偉珊. "An analysis of the role of non-government organizations (NGOs) in the implementation of the employees retraining policy in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965891.

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Potts, Helen. "The Role of Social Capital in Organizations: The Precursors and Effects of Social Capital among Certified Nurse Aides in Nursing Homes." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3627/.

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The role of social capital in forming organizational commitment is the focus of this research. Organizational social capital is the idea that social relationships have value in the organization. The theoretical framework is based on Kanter's (1993) structure of organizational commitment. This research views the structure within organizations based on global empowerment, job satisfaction, organizational commitment, and social capital. In addition, the role that race, income, and education affect the organizational structure is also taken into account. The organizational configuration was assemb

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Ide, Michael Carl. "GRADUATE EMPLOYEES’ WORK AND ORGANIZING IN TODAY’S UNIVERSITY: A NEW SOCIAL MOVEMENT THEORY APPROACH TO INTERNAL AND EXTERNAL STRUGGLES." UKnowledge, 2012. http://uknowledge.uky.edu/sociology_etds/8.

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This is a mixed-methods comparative study of union and non-union graduate employees’ work experiences, following Wicken’s (2008) call for additional research into the graduate union movement. I used focus group interviews, finding that nonunionized participants had significantly more negative views of their work and faculty members than unionized participants. Non-unionized participants were also more likely to display greater internalization of neoliberal views and neoliberal subjectivity, and were more likely to see their problems in fatalistic terms. I found increased activity with the unio

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Karaca, Hasan. "The effects of transformational leadership on employees' perceived leadership effectiveness in public organizations Federal Emergency Management Agency case." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4664.

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As the capacity of public leaders to bring about change is increasingly questioned, public agencies have come under pressure to transform and innovate. More research is needed to identify how leaders who promote innovation, creativity, and adaptability affect the performance of public organizations. Constant improvement of organizations and individuals encourages leaders to innovate, evaluate risks as opportunities, and tackle the status quo. This raises the significance of how transformational leadership contributes to organizational performance and reacts to public agencies' environment, and

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46

Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.

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Kellersohn, Keith B. "Other Identities As Assumed: Job Descriptions Among Classified Employees in a Public School System." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804914/.

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The aim of this thesis is to investigate the current status of job descriptions at a Public School System, in [City], [State], USA, and to make recommendations for improvement in terms of job description content, format, and the creation and updated processes. This work covers job descriptions among classified employees and does not cover job descriptions for instructional staff (teachers, principals, etc.) or Executive Administrative Staff. The work begins by introducing the reader to the client and the current status of the client's job descriptions. The demographics of the subject populatio

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Paek, Jeeyon. "A study of training program characteristics and training effectiveness among organizations receiving services from external training providers." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1118351733.

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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xiv, 177 p.; also includes graphics (some col.) Includes bibliographical references (p. 145-153). Available online via OhioLINK's ETD Center

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Salessi, Solana, and Alicia Omar. "Validation of the organizational cynicism scale: A study with Argentinean workers." Pontificia Universidad Católica del Perú, 2014. http://repositorio.pucp.edu.pe/index/handle/123456789/102662.

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The aim of this study was to validate the Brandes´s Organizational Cynicism Scale in orderto use it with Argentinean workers. Functional equivalence of the instrument was analyzed. The adapted version was administered to a sample of 396 workers; who also answered a selection of instruments to explore organizational trust, organizational commitment and job satisfaction. Exploratory factor analysis showed a three-factor structure that explained 68.8% of the total variance. Confirmatory factor analysis led to re-specification of the model, eliminating three items. Construct validity was demonstra

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Zhou, Talent. "The influence of organisational culture on organizational commitment and intention to quit among employees at selected retail organizations in the Western Cape province of South Africa." University of the Western Cape, 2017. http://hdl.handle.net/11394/6063.

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Magister Commercii (Industrial Psychology) - MCom (IPS)<br>The economies of many countries in the world have been characterised by exponential growth in the past few decades. The rapid and continuous growth has brought about numerous changes in the business world which have demanded a high level of management practices as organisations fight for the required resources. Amongst the resources being sought after is human capital, employees have become one of the major resources that an organisation would want to retain. The turnover of employees to other organisations results in decreased p

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