Teses / dissertações sobre o tema "Employee's Turnover"
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Boyd, Jesse J. "Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3931.
Texto completo da fonteLarkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.
Texto completo da fonteMcManus, Sylvia. "Using Transformational Leadership to Reduce Employee Turnover in Hospital Organizations". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7940.
Texto completo da fonteMorrell, Kevin. "Modelling employee turnover". Thesis, Loughborough University, 2002. https://dspace.lboro.ac.uk/2134/6794.
Texto completo da fonteBonds, Andrea Annette. "Employees' Organizational Commitment and Turnover Intentions". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3983.
Texto completo da fonteSuiter, Emily E. "The effect of education on employee turnover of apartment leasing consultants". Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1237763.
Texto completo da fonteDepartment of Family and Consumer Sciences
Hayes, Tracy Machelle. "Demographic Characteristics Predicting Employee Turnover Intentions". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1538.
Texto completo da fonteGoerz, Marilyn J. "The Effects of Realistic Job Previews on Turnover in a Financial Services Organization". Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc501253/.
Texto completo da fonteMwanza, Besnat. "Retention strategies of key talent at the bank of Zambia". Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1140.
Texto completo da fonteJohnson, Cheryl J. "Employee Turnover at Community Banks". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4795.
Texto completo da fonteMerla, Diane Krzan. "Strategies to Reduce Employee Turnover". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5575.
Texto completo da fonteHall, Marvin D. "Relationship between Employee Development, Employee Burnout, and Employee Turnover Intentions". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6571.
Texto completo da fonteJaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES". Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.
Texto completo da fonteJustus, Georgia. "Strategies to Reduce Voluntary Employee Turnover in Small Retail Businesses in Jamaica". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4641.
Texto completo da fonteBanks, Tamara D. "Turnover and training /". [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17735.pdf.
Texto completo da fonteVera, Ricardo J. "The correlation of employees involvement (EI) and turnover". Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001verar.pdf.
Texto completo da fonteCheng, Mei-I. "The prediction of employee turnover behaviour". Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364661.
Texto completo da fonteDeJesus, Xiomara. "Strategies for Reducing Voluntary Employee Turnover". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4436.
Texto completo da fonteWilson, Jeanne Lynn. "Employee Turnover in Frontline Hospital Staff". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3129.
Texto completo da fonteBrown, Robert. "Relationship Between Employee Wages, Number of Employee Referrals, and Employee Turnover Intention". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6178.
Texto completo da fonteParttimaa, Jenny, e Mathilda Bäckström. "The Pursuit of Motivating Employees : The connection between employee turnover and reward packages in the hotel – and insurance industry". Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-38227.
Texto completo da fontePaz, Jonathan. "Effective Strategies to Increase Employee Commitment and Reduce Employee Turnover". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7323.
Texto completo da fonteGaddam, Rajesh. "An analysis of employee turnover at XYZ company". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009gaddamr.pdf.
Texto completo da fonteBall, Robert. "Differences in Turnover Intentions Between Exempt and Nonexempt Employees". TopSCHOLAR®, 2000. http://digitalcommons.wku.edu/theses/711.
Texto completo da fonteGao, Ying. "using decision tree to analyze the turnover of employees". Thesis, Uppsala universitet, Institutionen för informatik och media, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325113.
Texto completo da fonteBennett, Marcia. "Leadership Satisfaction and Turnover Intention Among Public Sector Employees". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5826.
Texto completo da fonteBrewster, Tabitha. "Emotional Intelligence, Turnover Intention, and Commitment Among Nonprofit Employees". ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7857.
Texto completo da fonteTembi, Monica Nyamusa. "Employee turnover : housekeeping department of Rochester hotels /". Online version of thesis, 1991. http://hdl.handle.net/1850/10716.
Texto completo da fonteHolston-Okae, Bettye L. "Employee Turnover Intentions in the Hospitality Industry". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3780.
Texto completo da fonteSearight, Tamara Michelle. "Strategies for Reducing Nonprofit Organizations' Employee Turnover". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6808.
Texto completo da fonteHuffcutt, Allen Ivan. "Development of Biographical Predictors of Cashier Turnover at a Convenience Store Chain". Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc500851/.
Texto completo da fonteCronin, Brendan. "Strategies to Reduce Employee Turnover in the Hotel Industry". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6002.
Texto completo da fonteSwartz, Natasha Lizette. "The relationship between transformational leadership, employee engagement and intention to quit among employees at a selected organisation". University of the Western Cape, 2020. http://hdl.handle.net/11394/7996.
Texto completo da fonteOrganisations should focus their attention on strategies that mitigate the intention to quit of employees, this can be achieved through creating an environment that is favourably disposed to an efficient and engaged workforce and by driving transformational leadership approaches. Recognising the immense value of human capital and the devastating effects linked to the loss of valued employees, organisations should direct their focus on effective ways to deal with undesirable staff turnover issues. In the present challenging economic times, organisations and researchers are increasingly exploring factors that could contribute to retaining talent and improve leadership as well as employee engagement practices to optimise organisational outcomes through employees’ talent. The present study sought to contribute to existing research pertaining to transformational leadership, employee engagement and intention to quit, by observing the variables in a service sector environment. The main objective of the research study was to determine the nature of the relationships among the variables on a sample of employees at a selected organisation. An online questionnaire was sent to 296 possible respondents by means of an electronic link. Out of these, 206 questionnaires were used for analysis. Employees were selected to participate in the study by means of convenience sampling. Four questionnaires were used to gather data namely, a self-developed biographical questionnaire, the Multi-Factor Leadership Questionnaire developed by Avolio and Bass (1995), the Utrecht’s Work Engagement Scale developed by Schaufeli and Bakker (2003) and the Turnover Intention Scale developed by Roodt (2004). Statistical analysis of the data was performed by using the Statistical Package for Social Sciences (SPSS) version 26 and the LISREL 8.80 software program. Item and dimensional analyses were executed on the subscales to identify poor items and to ensure uni-dimensionality of the subscales. In order to test the hypotheses structural equation modelling was used. The multiple regression analytical technique was used to identify the variable that explains the most variance in intention to quit. The research results indicated that a positive relationship between transformational leadership and employee engagement exist. There were significant, negative relationships between transformational leadership and intention to quit and between employee engagement and intention to quit. Regression analysis indicated that employee engagement had a more significant impact on intention to quit than transformational leadership. The limitations of the study and future recommendations for the organisation are discussed.
Barcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /". [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.
Texto completo da fonteGalant, Sophie. "Building Organizational Culture and Selecting Employees Based on Values Congruence Person-Organization Fit: A Two Step Process for Lowering Employee Turnover Rates". Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/cmc_theses/998.
Texto completo da fonteBeato, Alexandro. "Effective Strategies Employed by Retail Store Leaders to Reduce Employee Turnover". Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10278363.
Texto completo da fonteEmployee 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.
Nilsson, Malin, e Malin Holmgren. "Där vill jag jobba! -de viktigaste faktorerna i valet av arbete". Thesis, Blekinge Tekniska Högskola, Sektionen för management, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-10481.
Texto completo da fonteToday it requires from organizations an understanding of what gets people to stay and new employees to start. Previous research has focused on the area of ”employee turnover” on what the employees get to resign. The purpose of this study is in contrast to ”employee turnover”, and look at what the factors rather considered as important in the choice of work and in that way highlight to employers what may come to motivate people to apply for a particular job. By a quantitative web survey, data was collected. The respondents were from 23 years to 65 years old. The results showed that there are certain factors that were considered in the choice of work, and those factors were good colleagues, a good boss, good communication, good practices and structure.
Barcus, Sydney Anne. "The impact of training and learning on three employee retention factors: Job satisfaction, commitment and turnover intent in technical professionals". Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9797/.
Texto completo da fonteWendel, Anna. "Employee mobility intentions within a regional industry : A study on high-tech employees' perceived opportunities and preferences for mobility within a regional industry". Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19669.
Texto completo da fonteCain, Lafaun. "Social Security Administration Employee Lived Experiences of Job Satisfaction and Employee Turnover". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5311.
Texto completo da fonteSyce, Chantal. "Predicting employee voluntary turnover using human resources data". Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/11711.
Texto completo da fonteThe current research attempted to answer the following question: Can voluntary employee turnover be predicted? The study made use of regression analyses to examine the relationship between employee turnover and a range of worker demographics. Data covering 2 592 employees in a South African general insurer formed the basis for the analysis. Several demographic variables (available in the HR management information system), were identified and investigated with the aim to develop a voluntary turnover prediction model. Fourteen variables were identified in the human resources information system to be included for analysis. From 14 potential predictors, the procedure selected only five variables, i.e. cost centre, years of service, performance, age and tenure - family size interaction for inclusion in the regression equation.
Nowocin, Thomas F. "Distinguishing Army Civilian Turnover Intentions Through Employee Engagement". Franklin University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=frank1623093807387987.
Texto completo da fonteWilson, Dewayne. "Strategies for Reducing Employee Turnover in Retail Outlets". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5961.
Texto completo da fonteHyson, Craig Michael. "Relationship Between Destructive Leadership Behaviors and Employee Turnover". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2830.
Texto completo da fonteKroeten, Christl Arwen. "Hotel Manager Strategies to Reduce Voluntary Employee Turnover". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5566.
Texto completo da fonteCarreno, Jason. "The Implications of Employee Turnover on Credit Unions". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2526.
Texto completo da fontePerev, Borislav. "Strategies Hospitality Leaders Use to Reduce Employee Turnover". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6091.
Texto completo da fonteBryant, Olalya Ayanna. "Employee Turnover in the Long-Term Care Industry". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3389.
Texto completo da fonteLove, Sharon Belinda. "Strategies Retail Managers Use to Reduce Employee Turnover". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7162.
Texto completo da fonteJenkins, Nelson Jamilla Jenkins. "Social Work Professionals' Strategies to Reduce Employee Turnover". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6589.
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