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1
Mdindela, Sindiswa Victoria. "Staff turnover at selected government hospitals." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1191.
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The purpose of this study was to identify factors that impact on staff turnover and strategies that organisations can use to curtail staff turnover. To achieve this goal the following procedure was followed. An overview of theories related to staff turnover was conducted to identify what staff turnover is. Also the consequences of staff turnover, the classification and measurement of staff turnover and the broad theoretical explanation of staff turnover were investigated. The current brain drain experienced in the medical field was explored. A literature study was also conducted focusing on individual, job, organisational and environmental factors that influence staff turnover and strategies that managers can utilise to reduce staff turnover. Interviews were conducted with the chief executive officer and one doctor at Hewu hospital. Interviews were also conducted among senior nurses. An empirical study was undertaken to determine individual, job, organisational and environmental factors that impacted on staff turnover among doctors and nurses at Bisho and Hewu Hospitals. The strategies that were utilised at these hospitals to retain doctors and nurses were also investigated. Suggestions were made for addressing factors that could impact on staff turnover among doctors and nurses and strategies that could be utilised to retain staff. These strategies include: Getting people off to a good start, Create a great environment with bosses whom people respect, Share information, Give people as much autonomy as they can handle and Challenge people to stretch. iii Staff turnover is an issue that many South African organisations are currently facing and an issue that is especially affecting the medical field. Various factors, especially job and organisational factors, are not adequately addressed and these could lead to a high rate of staff turnover. It is clear that organisations should have a human resource strategic plan in order for them to effectively select, retain, train and develop employees. Health Care organisation could use the strategies identified in this study as a mechanism to benchmark how well they manage staff turnover. It is therefore important that the management of hospitals should strive to identify the underlying causes of labour turnover in their organisations and formulate strategies to address the problem.
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Wallace, Cristian Louise. "Turnover intentions of wilderness therapy staff." Thesis, University of Iowa, 2011. https://ir.uiowa.edu/etd/1274.
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Involuntary turnover among field staff at wilderness therapy programs can result in therapeutic and financial difficulties for the program. This study sought to examine what factors field staff attribute their intent to turnover to. The factors of organizational commitment, burnout, age, and length of days spent in the field were examined to identify if factors identified as predictors of turnover in previous literature were also true for field staff employed by wilderness therapy programs. Three programs agreed to participate by forwarding emails to their field staff containing a link to the survey, and were also emailed a program director survey that asked some basic demographic questions about their program. The field staff survey was comprised of the Maslach Burnout Inventory - General Survey, The TCM Employee Commitment Survey, the intent to leave scale, as well as general demographic questions. A total of 13 field staff participated in the study, and as a result the use of multiple regression models was not possible due to the sample size. Six simple linear regressions were conducted to test the predictive hypotheses, and findings suggest that none of the six factors predicted turnover intentions among field staff. Pearson's correlations were conducted to examine the relationship between factors, and suggested that age is negatively related to intent to turnover and that burnout was identified as a stronger contributing factor of intent to turnover than organizational commitment, and the sub factor of continuance commitment. Findings suggested that wilderness therapy programs may want to consider the costs and advantages associated with a workers age when hiring new staff, and to consider using burnout measurement tools to identify burnout in staff so they may employ preventative measures to reduce the number of voluntary turnover among field staff. Future researcher may want to explore additional predictors of turnover intentions not examined in previous literature to continue developing knowledge about programs and those who are employed by wilderness therapy programs.
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Wilson, Jeanne Lynn. "Employee Turnover in Frontline Hospital Staff." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3129.
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Employee turnover is costly in service-intensive organizations where employee-customer interactions directly affect the organization's success. The purpose of this multiple case study was to identify strategies community hospital leaders use to reduce frontline support employee turnover. The study population consisted of leaders of a community hospital in southeast Louisiana. The conceptual framework for this study is Kahn's model of employee engagement. Semistructured interviews were conducted with eight hospital leaders in southeast Louisiana who were selected through census sampling. Interview transcripts were analyzed and coded following Yin's case study analysis process. Methodological triangulation allowed for a comparison of the findings of the interviews with information derived from exit interviews and employee engagement survey results. Four themes emerged from the interviews and document review: leadership, hiring and onboarding strategies, pay and compensation, and organizational-related factors. Reducing turnover among frontline hospital support employees can positively affect the quality of care provided to patients, and improve the level of service provided by the hospital to the community it serves. Beyond increasing organizational efficiency, the findings of this study can contribute to social change benefits for employees as continued employment allows individuals to provide for themselves and their families.
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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
2013Employees 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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Slabbert, Marna. "An analysis of staff turnover in the optometric industry / by Marna Slabbert." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2331.
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Heymann, Marinus. "The impact of demographics on voluntary labour turnover in South Africa." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23746.
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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. CopyrightDissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
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Ebrahim, Saima. "The causes of high staff turnover within selected hotels in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1616.
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Thesis submitted in fulfilment of the requirements for the degree Master of Technology Tourism and Hospitality Management in the Faculty of Business and Management Sciences at the Cape Peninsula University of TechnologyThe human resource department in the hospitality industry has a reputation for high staff turnover and labour instability due to various reasons, such as staff members who are not motivated and are not recognised for hard work. Another problem is employing unskilled staff, low staff remuneration, staff members not being trained and long working hours. The main research problem was: What were the reasons for the high staff turnover in the selected hotels of this research study? From the main research problem three sub-problems emerged the first being, Why does the selected hotels not understand what actually motivates their employees to stay on in positions? The other two sub-problems are stated in chapter 1. The main objective was to research the reasons why the selected hotels were experiencing such high staff turnover. According to Amos, Ristow and Pearse (2008:172), staff turnover can be from a combination of factors such as what the organisation pays, the working conditions, opportunities for promotion, the quality of supervision, and poor group relations, which makes it more or less appealing as an employer. The research design utilised a multi-strategy approach whereby both quantitative and qualitative data were gathered. The questionnaires were a quantitative data-gathering tool that provided the researcher with information relating to why staff turnover is so high in the selected hotels. Questionnaires were completed by human resource managers, senior managers, managers, supervisors and staff members. The qualitative data were obtained from the interviews and the literature review. Interviews were conducted with human resource managers (HRM) in the selected hotels to find out what problems they face and to find solutions to reduce staff turnover. The main findings were that many of those associated with the selected hotels maintain that hotel positions do not offer creative and intellectual development. Once people have understood the needs and demands of their particular job, their cultural learning and intellectual stimulation comes to an end quickly, causing people to lose interest in their jobs and look elsewhere. The main recommendations were that management styles and human resource practices should be applied to stimulate, communicate with and recognise staff potential. Money was not the main reason why staff resigned from their positions; rather it was the fact that managers were not acknowledging them for their hard work and that there was no growth within the selected hotels.
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Thompson, Wendy Ann. "Staff Turnover in Juvenile Corrections: Predicting Intentions to Leave." Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/293945.
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Criminal JusticePh.D.
Hiring and maintaining quality staff members is crucial in juvenile correctional facilities. Unfortunately, staff turnover is much more common in correctional agencies than other areas of government work. Although several studies have looked at rates and predictors of employee turnover in adult correctional facilities, few have assessed the issue among juvenile correctional staff. Therefore, this study was guided by two main questions: (1) what are the current turnover rates among frontline staff members at Delaware's public juvenile correctional facilities, and (2) what are the main factors that lead to frontline staff leaving? To answer the above questions, this study used a mixed-methods approach consisting of three stages. In the first stage, total rates of voluntary turnover were provided by an administrator from Delaware State's Division of Youth Rehabilitative Services (DYRS) Personnel Department. The voluntary turnover rates for juvenile correctional officers in Delaware's public facilities for 2011 and 2012 were 7 percent and 13 percent, respectively. This is slightly less than voluntary turnover rates from previous studies on juvenile correctional staff. The next two stages of research were designed to assess the best predictors of intentions to leave for Delaware's frontline staff members. Specifically, the second stage consisted of interviews with 14 staff members from five residential facilities across Delaware. The interviews increased our understanding of how aspects of job satisfaction and organizational commitment apply to this particular sample of employees and provided greater insight into two recently developed aspects of employee turnover theory: Job Embeddedness and the Employment Opportunity Index (EOI). More importantly, three aspects of employee turnover for this sample were discovered: commitment to youth, career stepping stone and job expectations. The discovery of new variables supports the idea that it is important for researchers assessing employee turnover to conduct face-to-face interviews with employees prior to analyzing survey data. The final stage of research compared three models of employee turnover. The first was based on Lambert's 2001 model of correctional officer turnover which stemmed from employee turnover theory. The second model was designed to assess improvement in predicting intentions to leave by incorporating two concepts, Job Embeddedness and the Employment Opportunity Index (EOI), that have not been tested in many studies on employee turnover. The last model that was tested incorporated the three new variables that were created based on the interviews in stage two. Intentions to leave was used as the outcome variable in this study. It measures the extent to which a person desires to leave his or her job. It was chosen for two reasons: 1) Samples consisting of employees who have quit can take years to obtain and 2) Assessing employees intentions to leave could be more useful to administrators. The sample for the last stage of this study consisted of 102 frontline staff members from five of Delaware's six facilities. The data for the last portion of this study were analyzed using structural equation modeling (SEM). This method was appropriate because it could assess the impact of both direct and indirect measures. However, because the sample size for this study was not adequate to run any of the models in full, ordinary least squares (OLS) regression was also incorporated. Results from the quantitative portion of this study showed that there were several variables that predicted intentions to leave for this sample. Similar to most studies that look at intentions to leave, job satisfaction and organizational commitment were two of the strongest predictors of intentions to leave. In terms of individual characteristics, race/ethnicity was the only statistically significant predictor. What was especially interesting about this result was that when previous studies found a race effect, it was that African Americans had higher levels of intentions to leave. This was not the case for this sample. Along these lines, race/ethnicity was significantly associated with one of the factors from Job Embeddedness, organizational fit, which assesses if employees believe they are an appropriate match for their job. Interestingly, whites had lower levels of organizational fit which resulted in higher levels of intentions to leave. Findings from this study have implications for the correctional literature and employee turnover theory. This study supported a long history of employee turnover studies that have found job satisfaction and organizational commitment to be the best predictors of employee turnover. At the same time, this study also found a new predictor of employee turnover specific to juvenile correctional officers: commitment to youth. This stands to have a major impact on future research on employee turnover, not just for juvenile corrections but also studies in the larger body of employee turnover in that this study made it clear that one model does not fit all workers. The concept, commitment to youth, applies only to employees who work with youths. And, the particular way commitment to youth was measured in the present study would only apply to those who work with at-risk youths. Therefore, this study should be viewed as an important step towards understanding the relationship between commitment to youth and decisions made by juvenile correctional officers. This study also had important implications for administrators of juvenile correctional facilities. A major finding stemming from the interviews, which was subsequently confirmed by the quantitative analysis, was that support from coworkers is vital to the overall performance of staff. In fact, subjects reported that a lack of support from coworkers was the difference between a good day and a bad day, and that it was never the juveniles that created a bad day for staff; it was their coworkers. Based on this finding, it is vital that administrators stress the importance of not only working as a team, but also the importance of respecting fellow staff members, especially in front of youths. To do this, administrators should encourage supervisors to demonstrate this type of behavior every day and stress the importance of it during trainings, especially the impact it can have on the residents; several staff members discussed how the youthful offenders can easily detect bad feelings among staff.
Temple University--Theses
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Toni, Gladys Nosisana. "Accelerated staff turnover among professional nurses at a district hospital." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/620.
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The study emanated from the researcher’s experience and involvement in clinical nursing and nursing management. The researcher noted how heavy losses of recruited professional nurses might have had an influence on the quality of service delivery. It is a costly and time-consuming task to recruit enough nurses into the profession and retention of staff is especially difficult. There had been a significant increase in the number of professional nurses leaving the district hospitals either to primary health care service, private hospitals or other countries. Before the commencement of the study the turnover rate at the district hospital where the study was conducted, almost doubled the accepted norm, which was ten percent of the staff. For those reasons the researcher decided to conduct a study named, “Accelerated staff turnover among professional nurses at a district hospital.” The constant heavy losses of qualified nurses from the profession constitute one of the serious challenges for nursing managers. The researcher wanted answers to the following question: “What were your experiences of your job as a professional nurse at the district hospital?” The objectives of the study were: · to explore and describe factors leading to high staff turnover of professional nurses at a district hospital · to develop guidelines to help retain professional nurses. The design of this study, which was conducted in one of the district hospitals in the Makana Local Service Area in the Eastern Cape, is qualitative, descriptive and contextual. Informed permission for conducting the research was obtained from relevant authorities and participants were asked to sign a consent form before the researcher proceeded with the study. Participants that met the selection criteria were selected by means of purposive sampling. Data was obtained by means of semi-structured telephonic interviews that were audio-taped and later transcribed verbatim. To ensure trustworthiness of the study, the researcher applied the four strategies as proposed by Lincoln and Guba (De Vos, 2002:351) namely, credibility, transferability, dependability and confirmability. Collected data was analysed according to the descriptive method proposed by Tesch (in Creswell, 1994:154). The services of an independent coder, who was provided with transcripts and a protocol to guide data analysis, were utilised. A consensus meeting was held between the researcher and the independent coder to discuss the identified themes and sub-themes. Following the data analysis, a literature control was undertaken to highlight the similarities to and differences in comparison between this and previous studies. Four major themes and sub-themes were identified through analysis.
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Lindholm, Emil. "Stanna eller gå? : En kvalitativ studie om vad som får ingenjörer att vilja stanna inom ett företag." Thesis, Umeå universitet, Pedagogiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-163176.
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Studien har haft som mål att undersöka och analysera vad som är viktigt för att en ingenjör ska vilja stanna inom ett företag. Datainsamlingen har skett via en kvalitativ ansats med semistrukturerade intervjuer som insamlingsmetod. Studien har tagit plats på ett anonymiserat företag i norra Sverige där sammanlagt nio intervjuer med ingenjörer från olika avdelningar hölls. I studien framkom det att ledarskap, psykisk arbetsmiljö, utvecklingsmöjligheter och en väl fungerande organisation var viktiga faktorer. Utifrån resultatet blev det också tydligt att kontexten företaget befann sig i starkt påverkade vad ingenjörerna uppfattade som viktigt då det var företagsspecifika problem som till stor del påverkade ingenjörernas vilja att stanna.
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Birmingham, Carolyn. "Factors effecting turnover and retention of staff in outdoor adventure organizations." Connect to resource, 1989. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1243618488.
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Fransson, Sellgren Stina. "Nursing management at a Swedish University hospital : leadership and staff turnover /." Stockholm : Karolinska institutet, 2007. http://diss.kib.ki.se/2007/978-91-7357-330-6/.
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Alshareef, Abdullah Ghaleb S. "Identifying factors influencing Saudi Arabian nurses' turnover." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/130634/9/Abdullah%20Ghaleb%20S%20Alshareef%20Thesis.pdf.
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This study provides the most comprehensive information available, to date, about factors that influence nurses desire to leave their current job and provides evidence for better health workforce planning in Saudi Arabia. This study strongly indicates that the main factor related to turnover is unfair, unequal salaries for different nationalities in Saudi Arabia. The findings of the study will help inform the design of nurse education policy and programs to potentially encourage expatriate nurses to remain.
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Morison, Rebecca, and n/a. "The impact of electronic performance monitoring on staff turnover in a call centre environment." University of Canberra. Health Sciences, 2002. http://erl.canberra.edu.au./public/adt-AUC20050530.111117.
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Call Centres represent one of the fastest growing industries today. In a competitive
business environment the service delivered by Call Centre operators needs to be quantified
and this is achieved through Electronic Performance Monitoring (EPM). This study
considered the effects of EPM, and related factors such as job control, task complexity,
performance, goal-setting and feedback, on the job satisfaction, organisational commitment
and work stress, of Call Centre operators. The impact of these factors on staff turnover,
which media reports suggest is very high for many Call Centres, was also considered. A
total of 388 participants (265 females, 123 males) completed a voluntary self-report
questionnaire. All participants were Call Centre operators who were working in one of 27
call centres across Australia in a variety of industries, including Banking & Finance, IT,
Employment, Insurance and Telecommunications. All operators were working in an
electronically monitored environment. Regression and path analyses revealed age, that is
younger employees, and job dissatisfaction to be the only variables that predicted staff
turnover. A positive perception of EPM was predicted by a positive perception of both
goal-setting and feedback. It was concluded that while staff turnover was high in the
current sample, it was not associated with perceptions of EPM, and other factors appeared
to be more important.
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Khelekethe, Eric Phathisile. "Causes of staff turnover in selected departments: province of the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/8836.
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This research focused on the impact of staff turnover in selected departments of the Province of the Eastern Cape Province. High staff turnover rate may jeopardise efforts to attain organisational objectives. In addition, `when an organisation loses a critical employee, there is a negative impact, on innovation; consistency in providing service to guests may be jeopardised, and major delays in the delivery of services to customers may occur. The research design used in this study contained elements of both the quantitative and qualitative approaches, which allowed the researcher to use structured questionnaires in data collection, on which space was provided for comments. This study was influenced and shaped by the concerns raised by a number of General Managers in the course of various provincial meetings. The main purpose of this research was to identify retention strategies that could be used by selected departments to reduce the turnover of their talented staff. The research also investigated methods to retain knowledge within departments that could possibly be lost due to a high turnover rate among talented staff. The first step used to resolve the issues discussed above was to conduct a full literature study. The literature study sought to reveal what characteristics were required in the departments that ensured that staff would be happy in those departments and remain there for a long time. The literature study also covered what knowledge management methods could be used in managing valuable knowledge. Secondly, the views of current staff and management of the selected departments on staff and knowledge management strategies were solicited in an empirical study, which involved the completion of structured questionnaires. It is the researcher’s aim that this study will, firstly, contribute to the existing body of knowledge of staff turnover and that the Provincial Departments will take into cognisance the problems that lead to employee turnover. Secondly, that it will contribute to an improvement in employee working conditions in various Provincial Government departments.
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Harissis, K. "Staff turnover and wastage in the personal social services : A statistical approach." Thesis, University of Kent, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372767.
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Torres, Beth. "FRONTLINE NURSING LEADERS AND STAFF RETENTION IN AN ACUTE CARE COMMUNITY HOSPITAL." VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/1724.
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The current and projected nursing shortage makes it imperative for healthcare organizations to examine factors that promote staff retention. Previous studies identify nursing leadership as a key component influencing staff retention and turnover. This study supplements these studies by identifying key behaviors and attitudes of frontline nursing leaders that influence staff retention. Using a grounded theory qualitative approach, the researcher interviewed 19 frontline nursing leaders in an acute care community hospital. The researcher also explored the extent to which nursing leaders felt current leadership education and training programs support their practices that promote staff retention. The goal of the study was to create a theory or model of nursing leadership and staff retention grounded in the data. Five major themes emerged from the interview data analysis process using grounded theory strategies. These themes include organizational culture and policies, nursing leaders training and development, behaviors and attitudes, employee factors, and turnover. The researcher interpreted the data within a systems theory conceptual framework. Using this framework aided the researcher in creating a model of frontline nursing leaders and staff retention. This model illustrates the inter-relationship of the five major themes from a systems perspective. The usefulness of the data collected in this study is predicated on three major domains: competency identification; human resource management and development; and education. Competencies form the foundation for the education and practice of frontline nursing leaders (Barker et al., 2006). These role-specific, evidenced-based expectations should be clearly delineated in competency-based job descriptions, which in turn merge into performance evaluations. Explicitly defined competencies provide a conceptual framework for collegiate and hospital-based education and training programs to train current and future frontline nursing leaders.
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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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Sanders, Linda S. "Parental Perspectives of Permanency Planning and Staffing Barriers in Child Welfare." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7737.
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Caseworker turnover in child welfare agencies has been a problem for many years. The turnover negatively impacts the agency, and the staff left behind by their departing peers, and continuity of services provided to clients. The purpose of this basic qualitative study was to explore parental experiences with child welfare staff turnover to determine how clients perceived that turnover impacted their child welfare case. The research questions for this study focused on (a) how clients perceived that child welfare turnover impacted their case and (b) how the turnover impacted their case plan and (c) recommendations for child welfare to enhance services. Conceptually, ecological and general systems theories provided the framework for understanding perceptions of child welfare clients’ experiences. Data were collected using semistructured questions administered to the 8 former child welfare clients in individual interviews. The participants were recruited through purposeful and snowball sampling. The selection criteria for participants were previous clients who had experienced the loss of their caseworker at least 3 times due to turnover. The collected data were transcribed verbatim from an audio recording. Codes were assigned to the data and reliability checks were conducted. The themes that emerged from analysis of the data included (a) effect of turnover on the outcome of the case, (b) loss that comes with turnover, (c) different perspectives, (d) frustration with notification of change, (e) case plan changes, and (f) advice for child welfare agencies. The knowledge gained from this study can help child welfare agencies learn how clients are affected by turnover and what families need from the child welfare agency when facing turnover. The findings of this study could potentially contribute to positive social change by providing guidance for practice and a greater opportunity to help families who experience staff turnover in child welfare agencies.
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Iddrisu, Sulemana. "Contribution of Ghana's development of polytechnics to national prosperity and challenges to their sustainability : focusing on staff turnover." Thesis, University of Edinburgh, 2014. http://hdl.handle.net/1842/9867.
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This study examined the importance of polytechnics in Ghana’s development; its management and constraints-especially faculty turnover and how it impacts on sustainable polytechnic education. The sample comprised a total of 65 respondents drawn from six stakeholder groups: former polytechnic rectors, current polytechnic administrators’ current faculty; former polytechnic faculty, students, government officials as well as retired government officials. The study adopted a qualitative method to elicit data. However, the main study was preceded by a pilot study focusing on faculty turnover. Questionnaire informed by instruments used in earlier studies by Klass (2007) and Samuel (2008) were adapted and modified to suit the pilot study. An electronic questionnaire comprising 41 questions with a four (4) point scale (agree, uncertain, disagree and strongly disagree) on turnover and its consequences was hosted at Survey Monkey web site for administration by current polytechnic faculty. The link was emailed to 14 randomly selected current faculty members of seven polytechnics for administration and submission. These provided lead-in themes for the main qualitative study. Data for the main study was collected via interviews involving all six groups. Results indicate that polytechnics are important and contribute significantly to the sustenance of Ghana’s economy. Study further proved that polytechnics were mired in a number of constraints including turnover. The second portion examined the constraints of polytechnics with a focus on faculty turnover, causes and consequences on polytechnic sustenance vis-a-vis Ghana’s economy. This was supported by a semi structured interview schedules generated from the pilot study and administered on six case groups. The results showed a high rate of faculty turnover in polytechnics. Further, findings showed that turnover is caused by multiple factors (individual, institutional and environmental factors) which in turn interact with each other to influence turnover. Also, turnover was found to have impacted negatively on polytechnics, their clientele (students) and the national economy of Ghana. Findings of this study have a number of implications for policy especially higher education policy (polytechnics) management and education as well as some suggested strategies to help incentivize the academic staff and smoothen the management of the polytechnics.
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Mpofu, Malibongwe. "An assessment of factors influencing staff turnover at Walter Sisulu University: 2010-2012." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1020629.
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Staff turnover is a human resource management aspect which occurs in any organisation. It involves the replacement of incumbents who have vacated their posts and left the organisation by the appointment of new incumbents in those posts The purpose of the study was to investigate factors influencing the high staff turnover at Walter Sisulu University and to explore strategies which could be utilized to address it. Management has a responsibility of ensuring that staff turnover remains at acceptable levels within the organisation. Causes of labour turnover and their consequences were investigated. High staff turnover could have negative consequences for an organization. It can dent the image of the institution and also have a negative impact on the productivity, especially when it involves the loss of highly skilled and productive workers. Measurement of staff turnover and models of turnover are also discussed and analysed. Job dissatisfaction as a determinant of voluntary turnover is categorically discussed as well as its components. The relationships between management, job satisfaction, performance and turnover as well as the possibility of reducing staff turnover are also explored. An empirical study was undertaken to determine individual, job, organisational and environmental factors influencing staff turnover among staff at all levels at WSU. Interviews were used in gathering data and the findings include the fact that the high staff turnover at this university is attributed to, among others, job dissatisfaction, lack of job security, lack of development and promotion opportunities. Recommendations were made to address factors that may have an impact on staff turnover at WSU as well as strategies that could be utilised to retain staff.
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Guðmundsdóttir, Sunna, and Emeli Kammerland. "Assessing Staff Turnover: A View from Hotel Workers in Reykjavík : Causes and Impacts." Thesis, Högskolan Dalarna, Turismvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-28315.
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Staff turnover is an endemic issue in the hospitality industry, worldwide. Voluntary staff turnover has been the focus of many studies in the past decades and many researchers have constantly intended to connect a number of variables to it. This study deals with a human perspective of staff turnover and the aim was to add to the understanding of staff turnover within the hospitality industry. This was achieved by conducting in-depth interviews with hotel workers in three and four-star hotels in Reykjavík, Iceland. The causes and impacts of the turnover was examined with qualitative method. Investigation of the factors influencing employees’ intention to leave their current organization and the impact staff turnover causes to the remaining staff was carried out. The results revealed that professional advancement is a critical predictor for the employees to leave, along with factors such as work content, personal reasons, organizational factors and the nature of the tourism industry. Furthermore, the impact staff turnover causes on the staff are factors such as social connections, increased responsibilities and time and energy consumption.
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Mavuso, Mda Adele Madikoma. "Staff Turnover in the Information and Communication Technology (ICT) Sector in South Africa." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1263583671.
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Butler, Carolyn Maeve. "Two sides of the same coin : patient adherence and staff turnover in substance misuse settings." Thesis, University of Edinburgh, 2017. http://hdl.handle.net/1842/25927.
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This thesis portfolio includes two studies, a qualitative grounded theory of treatment adherence in people who inject drugs (PWID) and a systematic review of staff turnover in substance misuse services. The empirical paper is presented first, the findings of which led to the systematic review. The qualitative interview study arose from observations made within a clinical trial for the treatment of chronic Hepatitis C (HCV). The Chief Investigator of the ERADICATE trial team initially approached the Adult Psychological Therapies Service to investigate what seemed to be an anomaly – patient engagement with HCV treatment had far exceeded expectations. Indeed, positive treatment adherence is not common among PWID. What is more remarkable is participants continued the trial while experiencing the highly aversive side-effects of interferon, a medication known to mimic opioid withdrawal. It is important, if not crucial, to acknowledge the wider socio-cultural context in which this thesis portfolio was produced; the political landscape changed significantly over the course of writing. Divisive judgements about what characteristics make a person worthy and deserving of resources, became more dominant in public discourse and heightened the author’s awareness to these aspects in the data. PWID are among the most marginalised, and stigmatised groups in society. Several of the participants interviewed were homeless and all were at various points on a relapsing trajectory of injecting drug use. Perhaps positive treatment adherence in this population is counter-intuitive because intuition is often based on assumptions derived from implicit biases. Indeed, until 2008, Scottish policy systematically denied HCV treatment to PWID. Due to the assumption that re-infection was inevitable, treatment was seen to be wasteful. Epidemiological studies now show is that public health is significantly improved when PWID are treated, as population prevalence goes down. Completing this thesis led to an examination of fundamental assumptions, not just relating to the participants or the data, but also relating to the question of what Clinical Psychology is. What can we contribute to the science of human behaviour? How does a self-aware mind arise and become autonomous? What leads adults to mentalize and enact their intentionality through particular behaviours, like taking medication? In grappling with these questions, the reader will detect the influence of developmental theorists, Vygotsky, Erikson and Bowlby. Seminal experiments, such as Tronick’s still face (Tronick, 1989)1 and Harlow’s monkeys (Harlow and Zimmerman, 1958)2, alongside newer fields of interpersonal neurobiology and developmental trauma have supplied the soil in which to ground the data gathered in this study. From our earliest days we are designed to absorb stimuli and integrate our perception into a gestalt. When PWID are characterised as “chaotic”, there is a failure to appreciate what this may really reflect: difficulty making sense of internal experience resulting in the absence of order, coherence and meaning. Therefore, the ontological presupposition underlying both the empirical paper and systematic review, is that humans are resilient, relational beings. When the correct conditions and contingencies are in place, our innate propensity to learn and grow can manifest in positive, adaptive behaviour. Narratives are not only ways of seeing the world, but ways of constructing it; we live through and are created by the stories told by others and ourselves (Murray, 2003)3. The public narrative of scepticism that has emerged around scientific endeavour, makes it all the more incumbent upon researchers to carry out their work with personal conviction, integrity and transparency (Rea, 2017, February 22)4. This qualitative analysis was completed with a high level of scientific rigour. Indicators of quality were employed throughout, for example, particular attention was paid to preserving the colloquial expression of participants in transcription and substantiates the authentic representation of their voice. The resultant grounded theory shows that the interpersonal context is a key part of adherence behaviour among PWID. This finding precipitated another question, if good quality relationships are important for patient engagement, how do staff stay engaged in the task of providing consistent, sensitive care on a sustained basis? The current evidence base on supporting and preserving compassion did not substantiate a systematic review, however, the opposite phenomenon, people leaving their jobs has been explored. As Clinical Psychologists we are able to connect with and influence different audiences by skilfully adapting our language. In order to appeal to managers and team leaders, the most pragmatic way of framing staff disengagement, was to examine actual staff turnover as a ‘hard’, concrete outcome. The methodological quality of studies included for review was reasonable in the context of methodological limitations. Findings point to the importance of collective support, good quality relationships and job satisfaction in mitigating against turnover in substance misuse services. This thesis portfolio is a sensitive and pragmatic understanding of engagement in both PWID and staff with the respective systems within which they are embedded. The results are contextualised and oriented toward medical colleagues working in HCV treatment, service leaders and fellow applied psychologists.
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Phillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.
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Marshall, Stephanie. "Deconstructing child care, understanding the factors impacting upon staff turnover in child care centres." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ56348.pdf.
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Lightle, Kevin Eugene. "The perceived stress and turnover intention of direct-care staff of community residential facilities." Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/39406.
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This study examines turnover among direct-care staff of community residential facilities. Turnover is of concern as the projected rate indicated by direct-care staff is 34%. A review of personnel records project an annual turnover rate of 40%.
Stress is examined for its relationship to turnover. The Maslach Burnout Inventory is used to measure the perceived stress level of staff. Results indicate direct-care staff are not stressed to the point of burnout in two of the three subscales of the Maslach Inventory. Further analysis reveals no significant relationship between stress and turnover intention.
Role conflict, role ambiguity, and role overload are examined for any relationship to degree of stress and turnover. No relationships were found between these sources of stress.
Although no relationship exists between perceived stress, roles, and turnover, direct-care staff's reasons for leaving may be related to more money and better management. In order to reduce turnover, potential strategies for administrator's may to be to clearly define the job of direct-care staff and provide sufficient recognition.Ed. D.
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Chibba, Rajesh Chagan. "An empirical study on staff turnover and retention within Eskom : Eastern Cape Operating Unit." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017514.
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This research paper is broken up into three sections, namely an evaluation report, a literature review and a description of the research methodology. The evaluation report section is an assessment of the factors that could contribute to staff leaving the organisation and why staff would choose to remain with the organisation. The Distribution Division of Eskom is divided into nine separate Operating Units (OU's), in line with the nine Provinces. According to an Eskom Human Resource Manager (Mjali, 2013), as at March 2012 there were 2231 employees in the Easter Cape Operating Unit, while the staff turnover for the same period was 4.53%. Of the 101 staff that had resigned for the period 01 April 2011 to 31 March 2012, there were 27 transfers, 26 resignations and 30 retirements. The balance of 18 staff that left was due to dismissals and deaths. While the statistics suggest a healthy level of staff turnover at present, given the current pressures that Eskom employees are under, it is important to investigate their future intentions and to see what Eskom can do to continue to retain their services. The literature relating to staff turnover and retention was examined to determine the meaning of the terms retention and turnover and to review the relevant turnover topics that were emerging from the exit interview data. The research conducted was quantitative in nature, and a questionnaire was distributed to all managerial staff within the Eastern Cape Operating Unit of Eskom. The questionnaire was sent electronically to the participants via email with the link to the questionnaire. Participants were requested to respond on questions relating to factors on turnover and retention, and the responses were used to assess employee's intention to either remain with the organisation or to leave. The feedback received was analysed with the use of data analysis in Microsoft Excel (2010). The results of the research showed that there were two distinct themes related to employees' intention to remain with the organisation, namely job satisfaction and career development. On the other end of the scale, themes which would cause staff to want to leave the organisation were the performance management system of the organisation, not being listened to (i.e. to the ideas and views of staff) and leadership (i.e. the way the organisation was being led). Recommendations are made to management. The study also recommends future research that can be done to get greater insight into factors relating to staff turnover and retention. A detailed review of the literature is included in Section two of the report. Only essential components of the literature are included in Section one of report. Section three of the report provided a detailed description of the research design and the research procedure that was followed.
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Kuuyelleh, Esmond Naalu. "An Examination of Academic Staff Conditions of Employment and Turnover in Ghanaian Technical Universities." Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/79931.
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This thesis employed the theory of organisational equilibrium to examine academic staff turnover and retention in Ghanaian technical universities. The findings highlight three converging domains of factors underpinning academic staff turnover: personal factors, organisation-wide factors and external factors. The findings have significant implications for Ghana’s education policies, and for the human resource policies of technical universities, especially if Ghana’s goal is to improve the development of its human capital and build its vocational education sector.
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Svensson, Karin, and Joakim Svensson. "Paying peanut, gettin monkeys? : Recruit and Retain Local Staff in China." Thesis, Jönköping University, JIBS, Business Administration, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-335.
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Vidal, Burnette. "Stress and Burnout: Empathy, Engagement, and Retention in Healthcare Support Staff." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7090.
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Research on stress and burnout and their influence on empathy, engagement, and retention, in healthcare support staff is scarce in the literature. The theoretical framework for this study was the conservation of resources (COR) theory which claims that when people are stressed, emotionally exhausted, and experiencing burnout, they protect and preserve their physical and mental resources from becoming depleted by reducing their effort and withdrawing from work. The key research question was: Does burnout mediate the relationship between stress and empathy, engagement, and turnover intentions in healthcare support staff working in a Federally Qualified Health Center (FQHC)? This quantitative, non-experimental, mediation analysis included 83 female and 10 male healthcare support staff working in an FQHC. The variables were assessed using the Job Stress Survey (JSS), Oldenburg Burnout Inventory (OBI), Interpersonal Reactivity Index (IRI) – Brief Form, and the Behavioral Intentions to Withdraw Measure (BIWM). A path analysis was performed to estimate the magnitude of the relationships between the variables. The results indicate that burnout does not mediate the relationship between stress and empathy, but it does significantly predict engagement and turnover intentions. FQHCs serve vulnerable and medically complex patients in underserved communities, and when the negative impact of burnout in healthcare support staff is addressed, patients, providers, and staff can enable positive social change by achieving important clinical health outcomes for patients.
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Espinoza, Amy, Estefania Rojas, Jose Rojas, and Carlos Raymundo. "Methodology for reducing staff turnover in service companies based on employer branding and talent management." Springer Science and Business Media Deutschland GmbH, 2019. http://hdl.handle.net/10757/656352.
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El texto completo de este trabajo no está disponible en el Repositorio Académico UPC por restricciones de la casa editorial donde ha sido publicado.The turnover rate of personnel in companies in the service sector is approximately 10%. In Peru, this figure is above 15%, which generates high cost overruns for organizations. Companies with the highest turnover are the service companies, and the operational staff is regarded the key factor of these organizations. Previous research has been carried out on this issue, and the solutions are models with the objective of retaining employees, using Employer Branding, Endomarketing, and Talent Management techniques. However, for this study, a model based on the combination of these techniques was designed and applied. Thus, it is intended that the model managed to meet the concerns raised and to reduce costs in companies. The model was applied in a company in the fast food sector, aiming the frontline/operational personnel of the organization. The results showed that an agile recruitment process and development of personnel training significantly reduces high rates of personnel turnover and the costs presented by this. Additionally, it is proven that the leadership of store managers plays an important role in increasing employee satisfaction and commitment within the organization.
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Sidelinger, Tia. "The Problem of Burnout among Early Educators and How it May Lead to Staff Turnover." Fogler Library, University of Maine, 2008. http://www.library.umaine.edu/theses/pdf/SidelingerT2008.pdf.
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Atkins, Mark A. "Staff turnover in long-term care : an intervention study in a group of care homes." Thesis, University of Sheffield, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.538094.
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Törnqvist, Viktor. "Register based staff turnover statistics : An evaluation of the Employer declaration at the individual level." Thesis, Örebro universitet, Handelshögskolan vid Örebro Universitet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-91575.
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Li, Chui-po Peter, and 李聚坡. "Managing staff turnover effectively: a study on Cathay Pacific Airways' passenger handling services at Kai Takairport." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B3126749X.
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Geldenhuys, Ashley. "The influence of perceived supervisor support, psychological empowerment and affective commitment on turnover intention among support staff at a selected tertiary institution in the Western Cape." University of Western Cape, 2020. http://hdl.handle.net/11394/7841.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Literature on turnover intentions revealed that various factors predict employee turnover intention. For higher education, the ongoing transformation that has been taking place has posed many challenges, one of them being the recruitment and retention of staff in academia. However, there is the notion that employees who experience sufficient support and acknowledgement from their supervisors are more likely to develop a sense of empowerment, thus helping in either creating or increasing feelings of commitment which could decrease turnover intentions.
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Epp, Stephanie Ann Moss Rita Kay. "Conditions affecting Illinois National Board Certified Teachers' decisions to work in hard-to-staff schools." Normal, Ill. : Illinois State University, 2007. http://proquest.umi.com/pqdweb?index=0&did=1441197941&SrchMode=2&sid=9&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1216224113&clientId=43838.
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Thesis (Ed. D.)--Illinois State University, 2007.Title from title page screen, viewed on July 16, 2008. Dissertation Committee: Kay Moss (chair), Paul Vogt, Thomas Crumpler, Lara Handsfield, Barnett Berry. Includes bibliographical references (leaves 150-163) and abstract. Also available in print.
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Denson, Fabian Chad. "Knowledge worker motivation." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29557.
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Demand for knowledge workers has increased relative to the available supply. A further cause for concern is that the requirements for managing knowledge workers differ from those for managing lower qualified employees. Due to scarcity and different management requirements, attracting and retaining the best available knowledge workers poses a serious challenge.The purpose of this study was to to identify and understand the impact of some of the key factors that motivate knowledge workers.A quantitative research design was employed with knowledge workers the targeted sample through purposive sampling combined with an element of snowballing. The final sample consisted of 91 respondents from different industries, educational backgrounds and age groups, but who all indicated that they were knowledge workers in the survey. The survey data was tested for reliability, validity and factor analysis used to narrow down the elements for the statistical analysis of the hypotheses.Following the research, the initial five hypotheses were narrowed down to four of which three were correlated to knowledge worker motivation. Management relationships as well as independence and interpersonal relationships were positively correlated whilst staff turnover was negatively correlated to knowledge worker motivation. Based on the research outcomes, recommendations were made to both knowledge workers and management. Furthermore, suggested areas for future research were provided.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
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Thornton, Corinne. "DIRECT SUPPORT STAFF RETENTION AND TURNOVER IN THE FIELD OF APPLIED BEHAVIOR ANALYSIS: A NATIONAL SURVEY." Master's thesis, Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/531037.
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Applied Behavioral AnalysisEd.M.
This paper explores the current rates and correlates of turnover among direct support staff working with individuals with developmental disabilities. While the United State Department of Labor, Bureau of Labor Statistics collects data on annual separation rates by a variety of industry sectors, there is not a recognized sector for the field of Applied Behavior Analysis. Other data sources similarly do not include Applied Behavior Analysis as its own industry sector, which produces a gap in knowledge. This study uses data obtained from providers of services for individuals with developmental disabilities in a national online survey to obtain rates of turnover for the field of Applied Behavior Analysis. Results indicate a lower rate of turnover than what is reported in the fields of education, and social services in general. The results also indicate that pay rate and amount of supervision offered increase retention while training offered pre and post hire has little correlation to rate of turnover.
Temple University--Theses
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Hitchcock, Melanie J. "The Relationship Between Toxic Leadership, Organizational Citizenship, and Turnover Behaviors Among San Diego Nonprofit Paid Staff." Thesis, University of San Diego, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3713773.
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Toxic leadership is associated with a number of negative consequences to the long-term health and welfare of people in organizations. Destructive leader styles redirect employee efforts from mission accomplishment to self-protection and survival behaviors, undermining the organization. Increased demand and decreased funding are characteristic of the nonprofit sector. Therefore, successful nonprofit organizations tend to rely on creativity and innovation to ensure their communities are appropriately and sufficiently sustained. Supportive, not toxic, leadership helps foster organizational environments that encourage prudent risk-taking and innovation.
This concurrent mixed methods study explored the relationship between toxic leadership and organizational citizenship and turnover behaviors among 471 survey respondents from a sample of San Diego nonprofit paid staff, and considered the influence commitment has on those relationships. An open ended question for those who reported experiencing toxic leadership provided additional context and depth as to why employees stayed in an organization in spite of abusive supervision. The findings of the study are of interest to leaders and managers of nonprofit organizations to develop policies and training processes as they strive to recruit, retain and develop talented employees.
Toxic supervision was found to exist in San Diego nonprofit organizations. However, its effect on organizational citizenship (OCB) and turnover behaviors was inconclusive, as was the influencing effect of commitment, in this study. However, both commitment and OCB-like ideas emerged as stated reasons that participants did not leave the organization, as did career, resilience and opportunity concepts. These identified variables suggest complex relationships that act in concert to influence staff retention indicating possible important opportunities for future research.
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Msomi, Mzwandile William. "A survey of staff turnover and retention in the Eastern Cape Department of Agriculture, Ukhahlamba District." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003846.
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The aim of this research was to understand the main factors that explain turnover and retention at DOA Ukhahlamba District and to recommend to the District and Provincial management the appropriate strategy for retaining staff. To be able to achieve this aim, the following research objectives have been visited, namely: a) turnover trends, b) analysis of primary and external turnover factors and c) primarily retention factors. Data for analysing turnover trends was collected from the 2004 to 2007 DPSA and DOA annual reports. Primary data on labour turnover and retention factors was collected from 41 employees across different sections at DOA Ukhahlamba District by means of a questionnaire survey. The data was analysed using statistical methods, including frequency distribution, chi-square test and Pearson product-moment correlation. The findings have revealed that there is no clear pattern of turnover trends at DOA and DPSA, and DOA percentage turnover figures are low in comparison with those of the DPSA. In terms of organizational-specific factors, the top three primary turnover factors were identified, namely: a) communication within the organisation, b) leadership and the organisation and participation in decision making. The research results further revealed that communication within the organization had a significant impact with regard to race, but division, location, and grades did not. With regard to the external factors, research results identified the following most important external labour turnover factors arranged according to their importance, namely: lack of availability and quality of health care services and infrastructural development; lack of available sport and recreation facilities; crime in the area and people living in the neighbourhood; lack of educational opportunities available for the family, and geographic location of place of employment. The findings further revealed the top three retention factors, were strongly significantly correlated to each other, namely: resource availability, use of discretion in handling customer complaints, and the impact of the job on society. These are positively related to intention to stay. The implications these results to the management would require the review of the organisational Human Resource Management Policy and the introduction of Attraction and Retention Policy because at present its is non existence at DOA Eastern Cape. Research limitations: the study did not fully explore ethnicity when analysing the communication within the organisation as a labour turnover factor despite having an organisation that is diverse in nature, future academic research should focus more on labour turnover at management level and moderating variables to external labour turnover factors as there is little research done in this area. The factors identified for labour turnover and retention should be treated with caution as it may not be applicable to all sector Departments in the Eastern Cape and may be limited to Ukhahlamba District due to its geographic location. This study will contribute to the body of knowledge as it will serve as a guide to Eastern Cape DOA and other sector Departments in choosing factors to consider when designing their retention strategy in order to reduce labour turnover. To the academic researchers, the first three primary retention factors identified in the survey have not been seen before, grouped and rated amongst the top three retention factors which therefore means that the management support becomes more important than looking more on salary package as the first priority factor as revealed by most of the research literature consulted (Gustafson, 2002; Mobley, 1982; Mobley, 1979; Herzberg, 2003). This shows that labour turnover and retention factors will not be the same to all organisations, the location of the business and surrounding environment should be considered carefully when designing the appropriate policy and retention strategy of the organisation.
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Landu, Mzimkulu Christopher. "Job satisfaction, organisational justice in determining employee turnover among administrative staff at a university in South Africa." Thesis, University of Fort Hare, 2017. http://hdl.handle.net/10353/4784.
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The aim of this study explore the role of job satisfaction , organizational justice in determining employee turnover among administrative staff at Walter Sisulu University at Ibika campus in Butterworth , in the Eastern Cape Province. A sample of 70 administrative staff was drawn for the population of 170. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee turnover. Organizational justice was also found to be significantly positively correlated with employee turnover. Likewise, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study will assist Ibika campus management in reducing employee turnover and increase the retention of administrative staff at Ibika campus and the entire Walter Sisulu administrative staff at large.
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Mrara, Msibulele Theophilus. "An investigation of turnover and retention factors of health professional staff within the Eastern Cape Department of Health." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003875.
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Health Professionals are critical in the provision of health services, more especially when it comes to nurses who are next to the patient most of the time. It is critically important for the Eastern Cape Department of Health to ensure that skilled health professionals such as doctors, pharmacists, nurses and the like are retained and the staff turnover regarding this category of staff is appropriately managed. The difficulty to attract and retain health professionals is negatively affecting service delivery in the Eastern Cape department of Health and leaves the department with an unacceptably high vacancy rate. This often put more of a burden on to the health professionals who remain within the organization. Some of them will end up leaving the organization. There is a great shortage of health professionals in South Africa and it becomes easier for the health professionals to get employment elsewhere, particularly in the private sector which appears to have a competitive advantage as compared to the public sector. In this study, both quantitative and qualitative methods were used to gather information through the utilization of a questionnaire and interviews were conducted mainly to confirm the results obtained. The results of the study have assisted to reflect factors that could be influencing the health professionals to leave health facilities of the Eastern Cape Department of Health. The respondents were drawn from the two areas within the Health Department, and these are, Mthatha and Port Elizabeth areas. One hundred (100) questionnaires were issued to the health professionals and sixty three responded. Documents that were received from the department were helpful in determining the turnover rate. The study has revealed that the Eastern Cape Department of Health may succeed in retaining the health professionals if they can be made to feel that their job is important. It appears that health professionals would like to be given enough opportunity to perform their functions and participate in the decision making processes of the department. Some factors may be contributing to the staff turnover and these are, lack of career opportunities to develop, challenges in the workplace, conflict with the management and colleagues. It is always important for the organizations to recognize its employees by giving them space to practice their profession and create a comfortable workplace that could have an impact in influencing the employee to remain within the organization. Employee turnover can be minimized, if employees can be exposed to a healthy workplace environment that will assist if fostering happiness, and in the process, enhance their motivation. It is imperative for the Eastern Cape Department of Health to focus on the training and development of its employees in order to increase the efficiency and competitiveness. As the employees gain the necessary skills to perform their job, productivity may improve. The performance of the employees should be properly managed, and the resultant incentives and rewards must be fairly distributed. This could promote harmony in the workplace and that could help in building relationships among employees. If employees are satisfied, there is an increased chance that they will stay within the organization and it becomes difficult for other competitors to attract them. Employees must be given adequate space to participate in the decision making processes of the organization, and by doing so, their loyalty to the organization could be increased.
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Dong, Jun-Cheng, and 董峻成. "The Study of Nursing Staff Turnover Prediction Systems." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/47535119774986206533.
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碩士國立中正大學
資訊管理所
93
Nursing staff turnover had been a major problem to healthcare institutes. This study explored the issue and established models to predict nursing staff turnovers based on the data collected in the period between January 2001 and December 2004 at a major hospital in southern Taiwan. We first split the data into a training set and a test set, and then used the former to build a Logistic Regression (LR) model and refined and tested it with the latter. An Artificial Neural Networks (ANN) model was established in the same fashion. These models were further tested with the monthly data spanned from January to June of 2005. A cluster analysis was also conducted to identify the characteristics of the highly turnover employees. The outcomes of the study are as follows. 1. Age, position, length of employment, education level, salary, number of dependents, marital status, household register, full-/part-time employment, service unit, and work experience were potential factors that affected nursing staff turnovers. 2. Artificial Neural Networks outperformed Logistic Regression analysis in predicting accuracy of the nursing staff turnovers. The high prediction accuracy of the models (91.01% for LR and 93.82% for ANN) would improve the effectiveness of hospitals’ human resource management in recruiting and keeping loyal and talented personnel.
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Malunga, Chiku Watchman. "An investigation into factors affecting staff turnover amongst professional staff in NGO's in Malawi." Diss., 2003. http://hdl.handle.net/10500/2547.
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The study set out to investigate the factors influencing turnover among professional staff in some selected NGOs in Malawi. Using qualitative and participatory methods, the study used the levels of complexity model to analyse the factors leading to the problem of staff turnover in the selected NGOs.
The main findings were that:
· Professional staff turnover was 50% within a period of 18 months across all the NGOs interviewed.
· For the professional staff, the main factors contributing to staff turnover were: ineffective organisational policies, systems and procedures; poor relationships and communication; and poor organisational values and culture.
· In addressing the problem, NGO leaders tend to concentrate on efforts to improve salaries and other monetary benefits; and training opportunities.
In order to more comprehensively address the problem of staff turnover among the professional staff however, NGO leaders must adopt a process or an Organisation Development (OD) approach.Public Administration & Development Studies
M.A. (Development Studies)
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Brown, Craig. "Why South African engineers choose to leave companies : a replication in the developing world." Diss., 2010. http://hdl.handle.net/2263/23844.
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Despite extensive research spanning almost a century, no theory has yet been developed to adequately explain and predict voluntary turnover. This study replicated a relatively new approach to turnover theory, namely the unfolding model. Responses from 123 South African engineers, who had voluntarily left an organisation, to an electronic survey were used to test the validity of the model and its component parts, or decision paths. The data was also applied to the impact of sudden events, as well as relationships between the work-relatedness and negativity of these events, and the work-relatedness of the event and the resultant decision to quit. The model proved unsuccessful in describing the voluntary turnover of the respondents, and only one of the five component paths was successful in describing a proportional group of the respondents. Sudden events, when present, were found to play a significant role in the decision to quit, but no relationship was found between either of the workrelatedness and negativity of these events, or the work-relatedness of the events and the avoidability of the resultant decision to quit. Improvements to the model were suggested, and some suggestions were made as to possible actions companies might take to mitigate voluntary turnover and its effects.Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
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Katamba, Henry Stanley. "Factors affecting voluntary nursing staff turnover in Mengo Hospital." Diss., 2011. http://hdl.handle.net/10500/5590.
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The purpose of this study was to examine the relationship between perceived availability of opportunities for promotion, training, career progression, existing management style and voluntary staff turnover intention among the nurses working in Mengo Hospital. A quantitative, descriptive correlational design was used. Data collection was done using structured questionnaires. Full time staff nurses (N= 235) were surveyed. The findings revealed that all the four variables were significantly and negatively correlated to the intention to leave and predicted 16.8 percent of the variance in intention to leave scores. Management style was the strongest predictor of intent to leave (14.5%). Nurses perceiving their managers as participatory had lower intention to leave. To retain qualified personnel, hospital administrators should focus on participative management style and career development programs that address the needs of the staff and the hospitalPublic Health
M.A. (Public Health)
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Malinga, Khethukuthula. "Factors that influence the retention of middle managers in Company A." Thesis, 2011. http://hdl.handle.net/10500/4439.
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Company A has experienced high voluntary staff turnover at middle management level between 2007 and 2009. During this period 35% of middle managers have resigned and, this has resulted in significant financial costs being incurred. This research focused on understanding what factors would make the current middle managers stay in Company A’s employment and what the financial impact has been due to these resignations.
The research concluded that career development, people development by line manager, feedback of own work, a line manager who teaches and coaches subordinates, and working with a knowledgeable line manager, were the top five factors that would make the current middle managers stay in Company A’s employment. The research further concludes that there was a gap between Company A’s retention initiatives and what the middle managers actually value, thus the resignations. The research has also established that the middle managers’ resignations have had a significant financial impact on the organisation.
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Vather, Bremavishnu. "The factors driving staff turnover in the hardware retail industry." Diss., 2009. http://hdl.handle.net/2263/23299.
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The following quantitative study investigated staff turnover at Company H, a hardware retailer, where 174 former employees were telephonically interviewed via a questionnaire. The results showed that staff enjoyed various factors at Company H but found their present management better than that of Company H. The staff also viewed written and spoken English and PC skills as very important factors for their training in retail, their career advancement and their decisions to stay in retail. Issues of gender, age and further customer training was also found to be important factors. These findings were discussed in light of the literature review conducted and a detailed model of learning and turnover intentions was proposed. The study was concluded with a list of recommendations for company H and a list of areas for further research.Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted