Dissertations / Theses on the topic 'Turnover'
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Ritter, Charles H. "Turnover Intentions and Turnover: The Moderating Role of Dispositional Affectivity." Ohio University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1354230434.
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Banks, Tamara D. "Turnover and training /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17735.pdf.
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Morrell, Kevin. "Modelling employee turnover." Thesis, Loughborough University, 2002. https://dspace.lboro.ac.uk/2134/6794.
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This thesis reports the first independent test of an influential model of employee turnover (Lee, Mitchell, Holtom, McDaniel and Hill 1999). The context for this test is the case of nurse turnover in the National Health Service (NHS). There have been many hundreds of turnover studies in the last fifty years, and many ways of understanding the turnover phenomenon. The thesis organises this literature, by selectively analysing and discussing the more influential of these studies. This selective, critical review allows for the model tested here to be placed in a theoretical and historical context. A critique of the model signalled the need for theoretical development prior to operationalisation. However, the relative paucity of empirical evidence in support of the model suggested that replicating the basic findings of the authors would also be desirable. Accordingly, the case for a critical test was clear, and an outline of the role of this type of replication facilitated this. The research involved eight NHS trusts, in three regions. In total, 352 full-time nurse leavers participated. Data relating to their decision to leave was collected via an eight page survey, which comprised both closed and open items. Analysis and interpretation of these data challenge the current formulation of the model tested, as well as contributing to the understanding of employee turnover and nursing turnover. Note: The term model is defined here as 'conceptual framework'.
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Kozlowski, Urszula Maria. "Ketone body turnover." Thesis, University of Newcastle Upon Tyne, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.346452.
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Mekonnen, Medhanie G. "Relationship between Mutual Fund Type, Portfolio Turnover, Longevity, Management Turnover, and Performance." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4158.
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Mutual fund portfolio managers do not always meet risk-adjusted performance expectations, resulting in loss of capital reserves. Out of 3,612 U.S. based open-ended mutual funds, the risk-adjusted performance of 2,890 (80%) failed to meet or beat the S&P 500 (index fund) performance between the year 2006 to 2016. Grounded in Markowitz's modern portfolio theory, the purpose of this correlational study was to examine the relationship between mutual fund class type, portfolio turnover, fund longevity, management turnover, and annual fund risk-adjusted performance. Archival data were collected from 88 U.S. based equity mutual funds companies. The results of the multiple regression analysis indicated the model as a whole was able to significantly predict annual fund risk-adjusted performance for the 5-year period ending 2016, F (4, 83) = 3.581, p =.043, R2 = .147. In the final model, mutual fund class type and portfolio turnover were statistically significant with mutual fund class type (Ã?= .249, t = 2.302, p = .024) accounting for a higher contribution to the model than portfolio turnover (Ã? = .238, t = 2.312, p = .023). Mutual fund longevity and management turnover did not explain any significant variance in annual fund risk-adjusted performance. Society can benefit from the results of this doctoral study because investors and mutual fund managers could better predict the return based on the information from the study, which may lead to higher families' confidence in the positive contribution of the mutual fund in their portfolio.
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Sanga, Alvin. "Superintendent Turnover in Guam." Thesis, Loyola Marymount University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10622159.
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Superintendent turnover has been rampant in the public school district in Guam, an unincorporated United States territory; there have been 18 superintendents since the 1981. This qualitative study aimed to identify and analyze potential factors affecting the superintendency in Guam. Social systems theory proposes a number of factors about the dynamics that define the relationship between an individual and a social system to help us understand the behavior of the individual within an organization. To triangulate the data, this study was comprised of individual interviews with Guam superintendents and content analysis of the Guam Public School Audit of 2009 and subsequent amendments made to board policies after the audit. Based on social systems theory, major findings suggest that superintendent turnover in Guam is influenced by the following: the Guam Education Board did not understand its roles and responsibilities and often micromanaged the superintendents; the budgetary process for the Guam Department of Education was stressful and problematic; and political pressures from the legislature and the governor encouraged superintendents to take other roles. Suggestions for improving stability within the superintendency of Guam were offered by former superintendents.
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Engström, Maria. "Seasonal turnover in groundwater." Licentiate thesis, Luleå tekniska universitet, Arkitektur och vatten, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-26664.
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This Licentiate Thesis presents a new approach of understanding leakage in agricultural land. Former studies concentrate on long term measurement of different pollutants in nearby watercourses and streams. The new approach is so far only numerically performed, but will soon be complemented by laboratory tests and field measurements. Our hypothesis is that nutrient leakage into groundwater is caused by thermally driven groundwater convection. The maximum density of water occurs at a temperature of near 4oC. Thus, a density increase of the groundwater occurs by heating from about 0oC in the north of Sweden (springtime) and by cooling from about 10oC in the south (autumn). The depth of the convection (leakage) depends on the size of the thermal gradient. This hypothesis consequently explains both why the nutrient leakage occurs during different seasons in the north and south of Sweden and also why the leakage reaches greater depths in the south. The numerical results show that convection is induced by a small horizontal groundwater flow. In the south of Sweden the lowest required permeability for convection to occur was K=6.7∙10-10m2. In this soil the convection cells reached to a maximum depth of 6 meters. The Rayleigh number (Ra) could be as low as 19 for convection to occur, the general critical Ra is 40 in porous media. In northern Sweden a permeability of K=6.1∙10-92 was required. In this soil and climate convection occurred to depths from 0.2 to 0.9 meters. Transient solutions showed that the required time for the convection pattern to fully develop was 22 days. The effect of frost lenses on the groundwater convection was also studied. Small lenses changed the convection rolls slightly, while large obstacles forced the convection rolls to change size and shape. The simulations showed that the required grain size for convection to occur was considerably greater than the grain size in typical agricultural soils. Still vertical groundwater movements exist. Other possible explanations to groundwater convection in agricultural soil in northern Sweden are to be investigated. Unstable groundwater convection or oscillating convection cells, infiltration of rain and melt water, pressure induced convection and the possibility that Coriolis force due to Earth´s rotation could cause secondary currents in groundwater flow.Godkänd; 2005; 20070102 (haneit)
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Singhvi, Meghna. "Audit Committee Director Turnover." FIU Digital Commons, 2011. http://digitalcommons.fiu.edu/etd/448.
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Actions by both private sector organizations and legislators in recent years have highlighted the importance of the audit committee of the board of directors of corporations in the financial reporting process. For example, the Sarbanes Oxley Act of 2002 has multiple sections that deal with the composition and functioning of audit committees. My dissertation examines multiple issues related to the composition of audit committees.
In the first two parts of my dissertation, I examine the stock market reactions to disclosures of audit committee appointments and departures in the 8-Ks filed with the SEC during 2008 and 2009. I find that there is a positive stock market reaction to the appointment of audit committee directors who are financial experts. The second essay investigates the cumulative abnormal return to departure of audit committee directors. I find that when an accounting expert leaves the audit committee, the market reaction is significantly negative. These results are consistent with regulators’ concerns related to having directors with audit, accounting and other financial expertise on corporate audit committees.
The third essay of my dissertation examines the changes in audit committee composition in the last decade. I find that while the increase in audit committee size is relatively modest, there has been a significant increase in the number of audit committee experts and the frequency of audit committee meetings over the past decade; interestingly, such increase in the number of meetings has persisted even after the media focus on the auditing profession, in the immediate aftermath of the Enron and Andersen failures, have waned. My results show that audit committee composition and its role continues to evolve with regulatory and other corporate governance related changes.
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Engström, Maria. "Seasonal turnover in groundwater /." Luleå, 2005. http://epubl.luth.se/1402-1757/2005/15.
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Patel, Annie. "Endocannabinoid turnover and function." Thesis, University of Nottingham, 2010. http://eprints.nottingham.ac.uk/12625/.
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The therapeutic benefits of cannabis have been known for centuries of years. Yet it has only been in the last 40 years that an understanding of the system by which its works in our bodies has begun to be defined. This has in turn led to the discovery and understanding of the endogenous cannabinoid (eCB) system, alongside its main synthesizing and hydrolysing enzymes as well as the endogenous ligands. The use of synthetic cannabinoid receptor (CBR) ligands for therapeutic use has provided problems regarding the natural endogenous regulatory tone of the eCBs, which in turn has resulted in unwanted side effects. Part of the reason of this is due to synthetic agonists producing the well documented psychotropic effects at CB t receptors. Alternative targets for the manipulation of the eCB system for therapeutic benefits have been explored. One remains to be the use of FAAH inhibitors, which in turn potentially increase levels of eCBs in the system, hence potentiating their effects at the CBRs, or at other receptor sites. Therefore we have developed two HTS assays for the identification of potential inhibitors of FAAH and MAGL. They prove to be robust, cheap and facile and provide a clear indication of inhibitable levels of FAAH and MAGL activity. The FAAH assay can be further used to establish concentration-response curves of initial `hit' compounds. Yet, the HTS MAGL assay requires further characterization for use in construction of concentration-response curves, as they are not assays specific for MAGL acitivity and include hydrolysis of the substrate 4-NPA by non-specific esterases. Z-factor scores were calculated for both assays, indicating excellent assays, which can potentially be applied to industrial lab robotics for screening of compound libraries.
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Dougherty, L. J. "Nitrogenase turnover in Gloeothece." Thesis, Swansea University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.636462.
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Batch cultures of Gloeothece completely turnover both proteins of nitrogenase when grown under alternating light: darkness. The main aims of this study were to identify factors that may regulate the degradation of nitrogenase and to partially characterise the proteolytic enzyme(s) involved. Cultures of Gloeothece incubated under modified environments degraded the Fe-protein of nitrogenase at different rates. Catabolism of both proteins of Gloeothece nitrogenase was found to be under tight regulatory control, manifested at two levels. Firstly, changes in the intracellular concentration of a proteolytic enzyme(s) or a factor associated with it occur during growth under alternating light: darkness. However, there was no evidence that degradation of the Fe-protein may be enhanced by its ligation to any targeting protein. Secondly, fluctuations in the intracellular concentrations of metabolites may regulate proteolysis. The marked stimulation of degradation of nitrogenase by ATP suggests that, at least, the initial proteinase may be ATP-dependent. Preliminary studies suggest that photosynthesis may be down-regulated during the dark period of a diurnal cycle; and effect mediated by light and events in Photosystem II. Environments that increased the access of O2 to nitrogenase promoted modification of the Fe-protein in vivo. As yet the nature of modification is unknown, though glycosylation seems unlikely. Investigation using matrix-assisted laser desorption/ionization time of flight mass spectrometry highlighted the potential of this technique for the characterisation of posttranslational modifications and their location. Preliminary studies suggest a modifying group(s) with a total Mr of 2361.
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Sheldon, Jonathan Gary. "Control of ATP turnover." Thesis, University of Cambridge, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.627507.
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Sardão, Carolina de Pinho Soares. "Turnover intention em auditores." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/21006.
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Mestrado em Contabilidade, Fiscalidade e Finanças EmpresariaisA intenção de saída (ou Turnover Intention - TI) é um fenómeno de grande relevância na gestão de recursos humanos, em particular, sentido nas firmas de auditoria que são marcadas pela existência de um elevado nível de rotação do seu staff. Desta forma, a identificação dos fatores indutores do TI torna-se um elemento fulcral no desenvolvimento de políticas ao nível do capital humano dessas empresas. O presente estudo analisa o efeito de cinco fatores (stress, suporte organizacional percecionado, sistema de incentivos, performance no trabalho e importância do cliente auditado) na TI dos colaboradores das firmas de auditoria portuguesas. Neste trabalho utilizámos o método PLS-SEM a uma amostra constituída por 83 individuos, cujos dados foram recolhidos através de um inquérito por questionário. Os resultados mostram que existe um efeito positivo do suporte organizacional na satisfação no trabalho e negativo da performance e satisfação no trabalho na TI. No entanto, os resultados sugerem uma relação negativa entre o stress e a satisfação no trabalho. Verificámos que o mesmo acontece dada a natureza jovem e pouco experiente da amostra, pelo que tarefas que induzem stress não são drivers de intenção de saída, mas sim oportunidades desafiantes e de crescimento para o jovem auditor. Concluímos também que não existem relações significativas entre a importância do cliente e satisfação no trabalho e TI.
Turnover intention (TI) is a phenomenon of great relevance in the management of human resources. Audit firms are marked by the existence of a high level of rotation of their staff. Thus, the identification of the factors that induce TI becomes a central element in the development of policies regarding the human capital of these companies. The present study analyzes the effect of five factors (stress, perceived organizational support, incentive system, job performance and client importance) on TI of employees of Portuguese audit firms. In this dissertation, we used the PLS-SEM method to a sample consisting of 83 individuals, whose data were collected through a questionnaire survey. The results show that there is a positive effect of organizational support on job satisfaction and a negative effect of performance and job satisfaction on TI. However, the results suggest a negative relationship between stress and job satisfaction. We found that the this happens due to the young and inexperienced nature of the sample. Therefore, tasks that induce stress are not drivers of intention to leave but challenging and growth opportunities for the young auditor. We also concluded that there are no significant relationships between client importance on job satisfaction and TI.
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Naylor, Kim Elizabeth. "Biochemical markers of bone turnover : evaluation of high bone turnover states, including pregnancy." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.286909.
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Hayes, Tracy Machelle. "Demographic Characteristics Predicting Employee Turnover Intentions." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1538.
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In 2012, more than 25 million U.S. employees voluntarily terminated their employment with their respective organizations. Demographic characteristics of age, education, gender, income, and length of tenure are significant factors in employee turnover intentions. The purpose of this study was to determine if a relationship existed between age, education, gender, income, length of tenure, and employee turnover intention among full-time employees in Texas. The population consisted of Survey Monkey-® Audience members who were full-time employees, residents of Texas, over the age of 18, not self-employed, and not limited to a specific employment industry. For this study, a sample of 187 Survey Monkey-® Audience members completed the electronic survey. Through the proximal similarity model, the results of this study are generalizable to the United States. The human capital theory was the theoretical framework. The results of the multiple regression analysis indicated a significant relationship between age, income, and turnover intentions; however, the relationship between education, gender, and length of tenure was not statistically significant. As the Baby Boomer cohort prepares to transition into retirement, organizational leaders must develop retention strategies to retain Millennial employees. To reduce turnover intentions, organizational leaders should use pay-for-performance initiatives to reward top performers with additional pay and incentives. The social implications of these findings may reduce turnover, which may reduce employee stress, encourage family well-being, and increase participation in civic and social events.
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Besich, John. "Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4977/.
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Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
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Nilsson, K. Sofia. "Modelling soil organic matter turnover /." Uppsala : Dept. of Ecology and Environmental Research, Swedish Univ. of Agricultural Sciences, 2004. http://epsilon.slu.se/s326.pdf.
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Wicki, Yvonne. "Knowledge and turnover in marketing /." [S.l. : s.n.], 2003. http://www.gbv.de/dms/zbw/363115935.pdf.
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Li, Qian. "CEO Turnover and Divisional Investment." Digital Archive @ GSU, 2005. http://digitalarchive.gsu.edu/finance_diss/2.
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This paper examines the impact of CEO turnover from an internal capital allocation perspective. We test whether new CEOs make different divisional investment decisions than their predecessors, and if yes, how would this difference affect firm performance. We find that segment investments respond to factors, such as segment investment opportunity, segment cash flow, and other segments’ cash flows, differently after CEO turnover. Evidence also indicates that new CEOs adjust the segments’ previous over-investment /under-investment status to match industry average investment level, and they adjust the relative investment preference among divisions. These findings support the argument that different CEOs have their own set of skills and incentives, which directly affect their internal capital allocation decisions after they take over the office. We also examine the affiliation relationship between certain divisions and new CEOs, and find that new CEOs do not make capital allocation in favor their affiliated divisions. Furthermore, the analyses on firm-level internal capital allocation sensitivity do not support the literature about positive relationship between firm performance and the “Q-sensitivity”. But, our analyses do find a positive and robust relationship between changes in firm performance and changes in the “cash flow-sensitivity”. This suggests that new CEOs making internal capital allocation in favor of their “cash cow” segments are more likely to improve firm performance after CEO turnover.
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Blackwell, Penelope J. "Bone turnover in hyperprolactinaemic states." Thesis, University of Nottingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366417.
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Cunningham, Heather. "Factors affecting copper metallothionein turnover." Thesis, University of Aberdeen, 1990. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU027830.
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Investigations concerning metallothionein (MT) have covered 4 main areas. Initial studies were carried out to develop an immunocytochemical technique for the detection of MT. An indirect peroxidase technique was used to localise MT within the livers and kidneys of rats injected with CuSO4. An increase in immunocytochemical staining was observed following Cu injection which was consistent with the increase in MT-I concentrations as detected by RIA. To establish whether degradation of MT in vitro is influenced by prior exposure of protein to oxygen free radicals. (Cu,Zn)-MT with Cu:Zn ratio 1:1, purified from pig liver following injection with diethylamine copper oxyquinoline sulphonate (Cujec), was found to be extensively degraded after incubation with a free radical generating system (xanthine/xanthine oxidase) and subsequently with trypsin. However proteins with Cu:Zn ratios of 2:1 or 5:1 were not greatly affected. This indicates that an oxidative step may be involved in the degradation pathway and/or aggregation of MT but the magnitude of the effect is ultimately determined by the ratio of metals present within MT. To establish whether the turnover rate of hepatic CuMT is increased in vivo in animals subjected to oxidant stress. Iron overload was used to initiate oxidant stress in rats prior to injection of Cu using a mixture of Cujec and CuSO4. It could not be concluded, however, if in vivo degradation of CuMT was influenced by the application of iron-induced oxidant stress. Subcellular localisation of MT by fractionation of liver and kidney homogenates using preformed Percoll gradients did, however, demonstrate that MT was not associated with the lysosomal fraction but within the nuclear fraction in correlation with previous studies. To identify specific chelators for selective removal of Cu from CuMT in vitro and to establish the effect of administration of such chelators on the turnover of CuMT in vivo. Ammonium terathiomolybdate [(NH4)2MoS4] was incubated with (Cu,Zn)-MT and Cd, resulting in the complete removal of Cu from protein and replacement with Cd. The effect of this chelating action for Cu was then studied in vivo by administration of (NH4)2MoS4 to rats following injection of Cu using a mixture of Cujec and CuSO4. The turnover and degradation of induced CuMT, however, could not be said to be increased by the addition of the Cu chelator, (NH4)2MoS4, conclusively.
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Intintoli, Vincent J., and Kathleen M. Kahle. "Cash Holdings and CEO Turnover." WORLD SCIENTIFIC PUBL CO PTE LTD, 2016. http://hdl.handle.net/10150/623458.
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Chief Executive Offier (CEO) characteristics, such as the level of risk aversion, are known to affect corporate financial policies, and therefore are likely to impact corporate liquidity decisions. We examine changes in cash holdings around CEO turnover events, a period in which discrete changes in managerial preferences and abilities are likely to have the most dramatic effect on cash holdings. Our results suggest that cash holdings increase significantly following forced departures. The increase is persistent over the successor's tenure and is robust to controls for the standard firm-level determinants of cash holdings and corporate governance characteristics. We find that higher cash holdings arise mainly through the management of net working capital, as opposed to asset sales or reductions in investment. This suggests that the changes are optimal for shareholders rather than an indication of serious agency problems. This conclusion is supported further by our finding that the marginal value of cash does not decrease following the turnover.
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Johnson, Cheryl J. "Employee Turnover at Community Banks." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4795.
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Some community bank managers do not possess the skills needed to retain employees, which increases employee turnover and decreases their competitive advantage. The purpose of this explanatory case study was to explore strategies community bank managers use to minimize employee turnover for their organization. The population consisted of 4 community bank managers in the Central Florida area who had at least 1-year of managerial experience evaluating employee retention. The conceptual framework was the jobs characteristics theory of Hackman and Oldham. Data were collected from semistructured face-to-face interviews and business documentation. Methodological triangulation was appropriate to validate the creditability and interpretation of the data. Three themes derived from analysis of coded of words and phrases: (a) employee compensation, (b) open communication, and (c) opportunities for growth and development. The implication of social change includes the potential for business managers to improve employee motivation and job satisfaction by implementing strategies to retain employees and reduce employee turnover for their organization leading to better customer service. The results from this study may also strengthen community wealth and knowledge by improving the standard of living for returning customers because of quality customer satisfaction.
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Merla, Diane Krzan. "Strategies to Reduce Employee Turnover." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5575.
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Businesses that fail to retain knowledgeable employees risk remaining competitive in the marketplace. Approximately 25 million people quit their jobs in 2016, overall. This single case study explored strategies business managers use to reduce employee turnover. The population for this study was 5 business managers from a business and technical personnel support organization in the information and solutions industry in the state of New Jersey who had experience with strategies to improve employee retention. The conceptual framework used in this study was systems theory. Data were collected from company archival documents and semistructured face-to-face interviews with 5 business managers. Moustakas' modified van Kaam method was used for data analysis. Member checking helped to ensure credibility and trustworthiness in the interpretation of interviewee responses. Three major themes emerged: workplace environment, safety, and training. Strategies ascertained in this study may be helpful for business managers who develop ways to reduce employee turnover. The implications for positive social change include retaining valuable employees in critical positions, reducing unemployment rates and unemployment compensation, and the potential to disencumber funds to support additional social services.
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Ochoa, Rolando Mario. "Voluntary Turnover: An Empirical Study of the Factors Influencing the High Turnover of Bank Tellers." NSUWorks, 2009. http://nsuworks.nova.edu/hsbe_etd/85.
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This study will focus on the critical problems encountered by banks due to voluntary turnover of tellers. Voluntary turnover of bank tellers is a past and present problem for bank management. Job satisfaction and its relationship to voluntary turnover has been extensively studied since the mid-1950's, and continues to be an important topic. This dissertation is based partly on the Job Enrichment (or Two-Factor) Theory (Herzberg, 1959), and also on many other seminal studies conducted since then. This study analyzes how pay satisfaction, job satisfaction, and organizational commitment influence the intention to quit among bank tellers.
The research question was: Does low pay satisfaction and low organizational commitment lead to high intention to quit among bank tellers? This study's results indicate that there was strong support for the relationship of these variables with intention to quit. The study was based on a representative sample and the results of the correlations rejected all four proposed null hypotheses. This study finds support for the hypotheses: pay satisfaction is negatively related to intention to quit; organizational commitment is negatively related to intention to quit; job satisfaction is negatively related to intention to quit; and job satisfaction is positively related to organizational commitment. At a confidence level of 99.99%, these results were highly significant.
The study results indicate that pay satisfaction and overall job satisfaction were not at a fully satisfied level. Meanwhile, organizational commitment was high, which explains why the overall intention to quit was low. The tellers responded that they would be "somewhat likely" to "actively look for a new job in the next year." They also responded to the statement "I often think about quitting" with slight disagreement. Overall, the tellers participating in this study are somewhat committed to their banks and not quite satisfied with their pay or their overall job.
The results of this study, one of a few involving more than one bank and with a statistically large sample, could also motivate management in banks and other industries to design and implement changes that will reduce voluntary turnover.
This study of bank tellers was conducted while the banking industry is experiencing very difficult and unprecedented market conditions. Most banks have not only implemented a hiring freeze, but some have also cut personnel to try to increase profitability. The results of the study could have been influenced by the market conditions.
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Crandall, Susan R. "Turnover in the high-tech industry : shocks and sensemaking in the unfolding model of turnover /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8813.
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Mazzola, Joseph J. "Moderating effect of negative affectivity on the job satisfaction-turnover intentions and justice-turnover intentions relationships." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001854.
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Al-A'Raj, Hussein Abdulla Hussein. "Labour turnover in the West Bank : an analysis of causes of turnover in the industrial sector." Thesis, University of Glasgow, 1989. http://theses.gla.ac.uk/2850/.
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The main objective of this study is to develop an understanding of the causes of turnover in manufacturing companies in the West Bank. Within this context, the study attempts to investigate the characteristics of ex-workers in relation to the causes of turnover which influence their decisions, the characteristics of short-term, medium-term and long-term quitters. In addition the way in which the reasons for turnover perceived by ex-workers, personnel managers and union leaders are examined. This study emphasises the differences between causes, conditions and correlates of turnover. Finally, the study relates the correlates to the causes of turnover rather than to the turnover rates as done by many previous studies. In order to achieve the main objective of the study, 306 ex-workers, 30 personnel managers and 10 union leaders were included in this study (questioned or interviewed). The result of the study showed that the major reasons for turnover which influenced the ex-workers were (i) inadequate salary (ii) poor supervision (iii) lack of autonomy at work. In addition availability of jobs in the neighbouring labour markets was a condition which also encouraged the workers to leave their work. Moreover, it was found that personal reasons were the least frequently cited reasons. But, personal characteristics were found to be the most important group of variables which discriminate between the responses of leavers.
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Dettman, Lynn. "NURSING TURNOVER, IS IT ALL ABOUT PAY? A QUALITATIVE ANALYSIS OF NURSING TURNOVER IN RURAL HEALTHCARE." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1561.
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This dissertation investigated the reason nurses (RNs, LPNs) stayed at one job for 20 years or longer and compared their responses to nurses (RNs, CMAs) who changed jobs more than four times in 20 years. The study divided their responses into two categories, hygiene factors or motivation factors, based on Herzberg’s two factor theory. The dissertation topic was chosen to determine if increased pay has a significant impact on the long-term employment of nurses, although quantitative research in the field heavily promoted pay as a solution to turnover. Healthcare companies incur costly consequences of turnover and this qualitative study adds information to the field on potential interventions to address and decrease turnover. This dissertation examined the real reasons these participants stayed at their jobs long-term and why these short-term employees left jobs frequently, with the results showing that pay would not decrease turnover of short-term employees. The long-term people stayed for motivation factors and the short-term people left to seek hygiene factors. The quantitative research in the field, focused on interventions to decrease turnover, was not supported in this research.
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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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Hultin, Magnus. "Turnover of chylomicrons in the rat." Doctoral thesis, Umeå universitet, Institutionen för medicinsk kemi och biofysik, 1995. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-102338.
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Mechanisms involved in the clearance of chylomicrons and aspects of the interactions at the vascular endothelium were studied in the rat. The poly-anion heparin, known to release lipoprotein lipase (LPL) from the vascular endothelium, enhanced the clearance of chylomicrons. Five minutes after heparin injection, the clearance of chylomicron triglycerides and retinyl esters was markedly accelerated. The rapid initial clearance was followed by a slower clearance of heavily lipolyzed chylomicrons. In contrast, one hour after heparin the clearance of both triglycerides and retinyl esters was retarded. This decreased removal of chylomicrons coincided with a decrease in the heparin releasable LPL activity, indicating that the previous release to plasma by heparin had resulted in net loss of functional LPL in the tissues. The poly-cation protamine released hepatic lipase and some LPL from their binding sites to plasma. One hour after protamine, plasma triglyceride levels were increased, indicating that chylomicron removal was impeded. It has been speculated that protamine inactivates LPL in vivo, but this was not the case. Ten minutes after injection of protamine normal amounts of LPL could be released by heparin. Thus, the accumulation of plasma triglycerides was not due to a rapid inactivation of LPL by protamine. LPL has specificity for sn-1,3-ester bonds. To investigate if this specificity is important in vivo, a lipid emulsion containing medium-chain fatty acids (MCFA) in the sn-1,3-position and long-chain fatty acids (LCFA) in the sn-2-position was synthesized, as well as an emulsion containing MCFA-TG mixed with LCFA-TGs (MMM/LLL). In vitro experiments showed large differences in the hydrolysis of the emulsions, but in vivo there were only small differences in the metabolism. To further study if lipid emulsions are cleared by the same mechanisms as chylomicrons, an emulsion was made by the same formulation as Intralipid® with addition of 3H-triolein and ,4C-cholesteryl ester. As measured by the removal of cholesteryl esters, the emulsion was cleared at the same rate as was chylomicrons. The triglyceride label was, however, removed more slowly from the emulsion droplets than from chylomicrons. Together with the lower recirculation of labeled free fatty acids (FFA) in plasma, this suggests that there was less lipolysis of the emulsion. The current view that removal of lipid emulsions in vivo is mainly dependent on LPL-mediated hydrolysis might thus not be correct. To further analyze the metabolism of chylomicrons, a compartmental model was developed. In this process, the distribution volume for chylomicrons was shown to be larger than the blood volume, a model for the metabolism of FFA in the rat was validated, and the full tissue distribution of injected chylomicrons was determined. According to the model, about half of the triglyceride label was removed from the circulation together with the core label while for the emulsion this number was about 80 %. In fasted rats all labeled fatty acids appeared to mix with the plasma FFA pool, while in fed rats about one-fifth of the fatty acids did not mix with the FFA but was apparently channeled directly to tissue metabolism.Diss. (sammanfattning) Umeå : Umeå universitet, 1995, härtill 5 uppsatser.
digitalisering@umu.se
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Cribbin-Creegan, Maureen. "Outcomes of managerial turnover in nursing /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10858295.
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Thesis (Ed.D.) -- Teachers College, Columbia University, 1989.Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Peter C. Cairo. Bibliography: leaves 72-79.
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Crooks, Kim Chantelle. "Turnover of plant plasma membrane proteins." Thesis, Oxford Brookes University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363720.
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Jeremy, Kris Patrick. "Mechanisms of red cell turnover (eryptosis)." Thesis, University of the West of England, Bristol, 2012. http://eprints.uwe.ac.uk/16679/.
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When CD47 is ligated with a specific ligand, phosphatidylserine exposure is observed on the surface of the erythrocyte in a process known as eryptosis, which is similar to apoptosis. The aim of this study was to identify new proteins within the CD47 receptor mediated phosphatidylserine pathway and to elucidate the functions of any newly identified proteins. Previous research had suggested a link between protein 4.1R and CD47. Therefore, diseased protein 4.1R deficient erythrocytes were used as a molecular tool to help explore the role of protein 4.1R in the CD47 pathway. To achieve this aim, flow cytometry to measure phosphatidylserine exposure, 1D and 2D protein immunoblotting, 1D and 2D electrophoresis, RS100 ProteinChips coupled to SELDI-TOF, Q-TOF and MALDI-TOF, calcium influx, 2D serine/threonine phosphoblots and protein kinase A and protein kinase C inhibition were employed. Results showed increased phosphatidylserine exposure in 4.1R deficient erythrocytes and protein immunoblots highlighted a novel interaction between CD44 and protein 4.1R. RS100 ProteinChip experiments also confirmed an interaction between CD44 and protein 4.1R. Phosphatidylserine exposure in normal erythrocytes was increased when protein kinase A was inhibited. Conversely phosphatidylserine exposure was decreased when protein kinase C was inhibited. In 4.1R deficient erythrocytes, protein kinase A inhibition further increased phosphatidylserine exposure and protein kinase C inhibition further decreased phosphatidylserine exposure. Phosphorylation of protein 4.1R and calcium influx was also observed in response to CD47 ligation. The study concludes that protein 4.1R, protein kinase A and protein kinase C have a direct effect on phosphatidylserine exposure and can therefore be assumed to be a part of the CD47 pathway. Calcium influx and phosphorylation of protein 4.1R also play a critical role in the CD47 pathway. The novel interaction between CD44 and protein 4.1R and the role that CD44 might play in the CD47 pathway is worthy of further research.
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Ashrafi, Ghazaleh. "Trafficking and Turnover in Neuronal Axons." Thesis, Harvard University, 2014. http://nrs.harvard.edu/urn-3:HUL.InstRepos:13070049.
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Neurons are metabolically active cells that depend on mitochondria for ATP production and calcium homeostasis. Within a single neuron, the demand for mitochondrial function is highly variable both spatially and temporally. This need-based distribution is reflected in high local density of mitochondria at presynaptic endings, post-synaptic densities, nodes of Ranvier, and in growth cones, where mitochondrial function is required to sustain neuronal activity. To meet local demand, mitochondria are mobile organelles that move along microtubule cytoskeleton in axons and dendrites. Due to their role in oxidative phosphorylation, mitochondria are prone to oxidative damage that can in turn jeopardize the cell. To minimize cellular damage, an autophagic process, known as mitophagy, has evolved to clear dysfunctional mitochondria. Defects in mitochondrial clearance are implicated in neurodegenerative diseases such as Parkinson's disease (PD). In neurons, it was thought that mitochondria with reduced membrane potential are retrogradely transported to the soma where they are degraded. In this dissertation, I present a new paradigm where damaged mitochondria are arrested and undergo mitophagy locally in axons.
In chapter 2 we report that mitochondrial damage causes arrest of mitochondrial motility in neuronal axons through the action of Parkin, an E3 ubiquitin ligase implicated in PD. Parkin accumulates on the surface of depolarized mitochondria and triggers proteosomal degradation of the mitochondrial motor adaptor protein, Miro, thereby detaching mitochondria from the kinesin and dynein motor complex. This arrest of mitochondria would serve to quarantine them in preparation for their subsequent degradation.
In chapter 3, I demonstrate that damage to a small population of axonal mitochondria triggers a pathway of mitophagy that occurs locally in distal axons. Two PD-associated proteins, PINK1, a mitochondrial kinase mutated, and Parkin are both required for axonal mitophagy.
In chapter 4, I present preliminary studies examining the turnover rate of neuronal PINK1 in order to characterize its mechanism of activation in distal axons. In conclusion, I have characterized a pathway for quality control of mitochondria in neuronal axons showing that clearance of defective mitochondria oocurs locally in distal axons without a need for their retrograde transport to the soma.
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Cheng, Mei-I. "The prediction of employee turnover behaviour." Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364661.
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Ahmad, Ramli Mohd Faizal. "Phosphorus turnover and dynamics in peatland." Thesis, University of Aberdeen, 2013. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=195801.
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Monteiro, Suse Filipa dos Santos. "Caracteristicas individuais do CEO e Turnover." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12439.
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Mestrado em Contabilidade, Fiscalidade e Finanças EmpresariaisO objetivo do presente estudo é a identificação dos fatores determinantes do turnover dos CEOs (Chief Executive Officers), focando nas suas características individuais, como idade, tempo de permanência no cargo, dualidade e género, tendo sido estas as variáveis analisadas. A análise foi efetuada para um período compreendido entre os anos 2000 e 2012, sendo a amostra do estudo composta por 2.508 CEOs pertencentes a 1.552 empresas cotadas europeias. Para a análise estatística destes dados usaram-se modelos de regressão logística, tendo-se concluído que as características individuais dos CEOs são efetivamente determinantes relevantes do seu turnover. De acordo com os resultados, são os CEOs mais velhos, com menor tempo de permanência no cargo, não sendo presidentes do conselho de administração, assim como os CEOs femininos, aqueles que têm maior propensão para o turnover.
This paper aims to identify the factors that determine CEO's (Chief Executive Officers) turnover, focusing on their individual characteristics such as age, tenure, duality and gender, that were the variables analyzed. The study covers the period between 2000 and 2012, covering 1.552 European listed companies, and 2.508 CEOS. Using a logistic regression models, the results show that the individual characteristics of the CEOs are in fact determinant for their turnover. According to the results the older CEOs, with shorter tenure, that are not presidents of the board, as well as the female CEOs, are the ones that are more likely to turnover.
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Santos, Pedro José Inácio da Costa. "Does CEO turnover influence dividend policy?" Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19397.
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Mestrado em FinançasNeste estudo pretendemos estudar se as mudanças de CEO influenciam a política de dividendos das empresas. Este trabalho é motivado pela extensiva conceptualização e análise empírica de que as mudanças de CEO e a política de dividendos têm sido alvo ao longo dos anos. No entanto, a nosso conhecimento, não existe até agora literatura empírica que relacione mudanças de CEO com política de dividendos. Por isso, com este estudo pretendemos contribuir para um tópico que ainda não foi estudado. Os dados usados neste estudo contêm 394 empresas cotadas no S&P 500 Index com um período de amostra entre 2004 e 2017. Os resultados da análise feita sugerem que mudanças de CEO aumentam o rendimento dos dividendos das empresas em 0.2%. Além disso, mudanças de CEO que ocorrem entre 2008 e 2012 têm um efeito positivo no rendimento dos dividendos de 0.5% e levam a uma diminuição dos dividendos pagos pelas empresas. Durante esta crise financeira, o preço por ação é mais volátil, por isso, quando uma empresa anuncia a mudança de CEO, os mercados vão reagir de uma forma mais drástica, resultando num preço por ação ainda mais baixo, aumentando, ainda mais, o rendimento dos dividendos. Os resultados também referem que a mudança de CEO tem um efeito positivo nos dividendos por ação e no rendimento dos dividendos depois da crise financeira. Assim, na prática este trabalho evidencia, pela primeira vez, que a mudança de CEO tem um impacto significativo na política de dividendos.
In this research, we aim to assess whether CEO turnover influences firms' dividend policy. This work is motivated by the extensive conceptualisation and empirical research that CEO turnover and dividend policy have been subject to throughout the years. However, to the best of our knowledge, there is no empirical literature that links CEO turnover and dividend policy, so far. Therefore, with this study we intend to contribute to an unexplored topic. The data used in this study contains 394 firms listed in the S&P 500 Index with a sample period between 2004 and 2017. The empirical evidence suggests that CEO turnover increases firms' dividend yield by 0.2%. Moreover, CEO turnover that occurs during 2008 and 2012 has a positive effect on the dividend yield of 0.5%, although it leads to a decrease in the dividends paid by firms. During the financial crisis stock prices are more volatile, therefore, when a firm announces a CEO turnover, the market reacts less smoothly and may lead to even lower stock prices, increasing, even more, the dividend yields. Evidence also indicates that CEO turnover has a positive effect on dividend per share and dividend yield after the financial crisis. Thus, this work contributes to practice since evidences, for the first time, that CEO turnover has a significant impact on dividend policy.
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Foster, Andrew R. "Growth and protein turnover in fish." Thesis, University of Aberdeen, 1990. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU031828.
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The aims of this thesis were to investigate the effects of the main abiotic and biotic factors on growth and protein turnover in fish. The first experiments were concerned with the effects of seasonal acclimatisation and temperature acclimatisation on tissue-somatic indices, nucleic acid concentrations/ratios and protein synthesis rates in cod. It was concluded that low water temperature resulted in an increase in tissue RNA concentration and reduced RNA (translational) activities. At the same time, protein synthesis rates were similar between cold and warm acclimated fish. Increased tissue RNA concentration at low water temperatures therefore appeared to be a thermal compensatory mechanism on protein synthesis rates in cod. The next experiment investigated the effects of ovine growth hormone administration on protein turnover and RNA concentration/activity in rainbow trout. Growth hormone administration generally stimulated protein synthesis rates resulting in larger fish; little effects on rates of protein degradation were observed. Stimulated protein synthesis rates were the result of both increased RNA/protein ratio and/or RNA activity. The final experiment investigated the effects of long-term nutritional regime and short-term alterations in nutrition on indices of growth rate in cod, with the aim of identifying the most sensitive indicator(s) of growth rate (nutritional status). Of all the indices examined, liver-somatic index, stomach and intestine nucleic acid concentrations/ratios and ventricle stomach and intestine cytochrome c oxidase activities were generally the best correlates of long-term growth rate as well as being sensitive to alterations in nutritional level. Whilst these data gave credence to the use of various correlates of growth rate under constant laboratory conditions, the use of these measurements as correlates of growth rate of wild fish may be limited under seasonally fluctuating environmental conditions.
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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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DeJesus, Xiomara. "Strategies for Reducing Voluntary Employee Turnover." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4436.
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The high costs associated with turnover and the loss of skilled employees have a significant adverse effect on organizational performance. The loss of one skilled worker can cost 25-500% of an employee's salary with respect to replacement, training, and productivity. The purpose of this descriptive multiple case study was to explore strategies for frontline managers and human resource managers to reduce voluntary employee turnover. The sample consisted of 5 frontline supervisors and 6 human resource leaders with successful experience designing and implementing strategies to reduce voluntary employee turnover in 8 organizations in Orange County, Florida. The conceptual framework for this study was the competing values framework, which researchers have used to explore turnover in different settings. Methodological triangulation occurred from individual interviews, a focus group, and companies' documents. Interview data were analyzed using the modified van Kaam method and the constant comparative method. Analysis resulted in 4 themes (a) knowledge of your workforce, including what motivates your employees; (b) communication, including addressing communication barriers; (c) employee engagement, including leadership development; and (d) performance evaluations, including using a 360-degree feedback system. Social change implications include the potential to help human resource leaders align employee values with the organizational culture, thus increasing job satisfaction and decreasing voluntary employee turnover, which may contribute to lowering unemployment and minimizing the need for social services due to the loss of income.
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Bonds, Andrea Annette. "Employees' Organizational Commitment and Turnover Intentions." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3983.
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Employees who want to leave their companies may exhibit low morale and commitment to organizations, which may affect the way employees interact with customers. The purpose of this correlational study was to examine the relationship between employees' affective, continuance, and normative commitment to their organizations and their turnover intentions. The target population consisted of individuals with 2 or more years of call center experience who resided in the United States. Meyer, Allen, and Smith's 3-component model of commitment provided the study's theoretical framework. A purposive sampling of participants, which included a targeted audience and individuals who accessed the survey from Facebook and LinkedIn, returned 81 usable surveys. Data were analyzed using multiple linear regression analysis. The overall regression model showed a statistically significant relationship between the 3 forms of commitment and turnover intentions, although normative commitment had the strongest relationship with turnover intentions. Study results provide additional evidence showing that employees' affective, continuance, and normative commitment to their organizations relate to their turnover intentions. These results may contribute to positive social change by helping leaders to better understand the relationship between employees' organizational affective, continuance, and normative commitment and turnover intentions. With this knowledge, leaders may be able to decrease turnover and turnover-related costs and increase firm performance. The money saved from turnover costs can be used to develop employees, invest in the company culture, or contribute to community-related 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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Sandqvist, Anna, and Robin Solem. "Skäl till personalomsättning : Varför vill personal lämna eller stanna i äldreomsorgen?" Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-28762.
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Organisatoriska, ekonomiska och individuella faktorer har betydelse för huruvida omsorgspersonalen har intentioner till att lämna sin arbetsplats eller faktiskt sluta på arbetsplatsen. Syftet med studien var att finna faktorer som påverkar omsorgspersonal att stanna eller lämna sin arbetsplats, samt hur vårdyrket inom äldreomsorgen kan göras mer attraktivt. Sexton kvinnor inom äldreomsorgen i Mellansverige intervjuades. Systematiska jämförelser mellan dem som hade för avsikt att stanna och dem som hade för avsikt att sluta på sin arbetsplats utfördes, även en eftersökning av faktorer som kunde göra yrket mer attraktivt genomfördes. Faktorer som att utvecklas var avgörande för de som hade för avsikt att lämna och kollegorna samt ett omväxlande arbete var viktigt för de som hade för avsikt att stanna. Medias negativa skildring av äldreomsorgen samt lönen rapporterades påverka vårdyrkets attraktionskraft. Framtida undersökningar bör fokusera på hur media påverkar möjligheten att attrahera ny personal inom vårdyrken.
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Nicholson, Kristina C. "Turnover Reconceptualized: An Exploration of the Proximal Withdrawal States' Relationship with Turnover Antecedents and the Act Itself." Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1370364634.
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Loomis, Frederick James. "An Investigation of the Relationship Between Turnover of Incumbent Board Members and Turnover of the District's Superintendent." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/1390.
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The purpose of this study was to investigate the relationship between the turnover of incumbent board members and turnover of the district's superintendent. Research questions asked were: 1.What are the turnover rates within five years for: a. superintendents? b. incumbent board members? c. superintendents when an incumbent board member fails to be reelected? 2. What are the factors associated with board member turnover? 3. What are the factors associated with superintendent turnover? 4. Are there variables which may be used together to discriminate between categories of superintendent turnover? 5. What is the relationship between district size and number of schools in the district to superintendent and board member turnover? 6. What is the relationship of geographic location of the districts to superintendent and board member turnover? 7. What is the relationship of the type of district, elementary, high school, or union high school, to superintendent and board member turnover? A questionnaire was sent to the superintendents of all school districts in Oregon governed by five-member school boards. The results obtained from the questionnaire were analyzed using frequency distributions, percentages, means, standard deviations, and content analysis. All hypotheses were tested at the .05 level of significance. The following conclusions were based upon the data collected and analyzed in the study. The total number of elections impacted both board member and superintendent longevity. The total number of changes on the board dramatically affected superintendent longevity. The superintendent's relationship with the board did not affect superintendent turnover until the political climate in the district became active. Political climate played a crucial role in both superintendent and board member turnover. Recommendations for further research include: (a) an in-depth study of what constitutes a contested election, (b) a study of the differences between large and small school districts that may impact superintendent and board member turnover is recommended, (c) a study of the role of the board chair in superintendent turnover, and (d) a study of the difference in superintendent turnover between superintendents who also serve as principals and those who do not.
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Davidsson, Joakim. "Improving job retention in the Call center context : Exploring important factors that induce employee’s turnover intentions and how to decrease it." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-137372.
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Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.
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YING, ZHAO. "AN EMPIRICAL STUDY OF TOP MANAGEMENT TURNOVER IN CHINESE REAL ESTATE INDUSTRY." Thesis, KTH, Entreprenörskap och Innovation, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-148952.
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This paper investigates the factors which influence top management turnover in the Chinese real estate industry. The three main announced reasons for top management turnover are occupation mobility 、 expiration of the term and quit. In the empirical analysis, I find that three statistically significant reasons for turnover are firm size 、 turnover of first shareholder and proportion of independent director. Furthermore, I study how firm performance affect top management turnover. This paper uses two different firm performance indexes. One is financial index-ROA (Return on asset). The other is stock index-EPS (Earnings per share). Significant negative relations are found between total chairman turnover and earnings per share and lagged earnings per share.
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Beato, Alexandro. "Effective Strategies Employed by Retail Store Leaders to Reduce Employee Turnover." Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10278363.
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Employee turnover affects retail organizations in the form of lower productivity, decreased profitability, and reduced sustainability. In 2014, organizations lost over $11 billion in tangible and intangible assets as the result of employee turnover. High employee turnover rates have an adverse effect on productivity, which lead to unsustainable business practices. The number of retail employees who quit their jobs each month increased from 432,000 in December 2016 to 464,000 in January 2017, which indicates that some managers lack strategies to reduce employee turnover. Using the transformational leadership theory, the purpose of this single case study was to explore effective strategies used by retail store managers from El Paso, Texas to decrease employee turnover. Participants were purposefully selected because of their experience implementing effective employee turnover reduction strategies; they reduced employee turnover from 24% in 2012 to 15% in 2016. Data were collected via face-to-face semistructured interviews with 10 managers and the review of organizational documents on employee turnover. Data were analyzed using inductive coding of phrases, word frequency searches, and theme interpretation. Three themes emerged: supportive leadership reduced employee turnover, managing personnel scheduling decreased employee turnover, and competitive compensation reduced employee turnover. Reducing employee turnover contributes to social change by providing retail store managers with valuable insight that can lead to enhanced sustainability, improved organizational growth, and increased profitability, which might promote prosperity for local families and the community.