Retention of experienced workers is an ongoing challenge in child protection social work. The purpose of this study is to understand more about the permanence of frontline child protection workers, where permanence is defined as ten or more consecutive years of frontline practice. Using a qualitative narrative methodology, supported by anti-oppressive theory, conversational interviews were conducted with experienced frontline child protection workers. Through narrative analysis of these interviews, I uncover some of the impacts and influence on worker permanence. / Graduate / 0452 / 0700 / 0630 / 0628

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This research studied not only the Millennial Generation teachers who have entered the workforce in recent years, but it also compared the perceptions of Black Millennial Generation teachers to those of White Millennial Generation teachers. The intent of this study was to discover whether Black and White Millennial Generation teachers feel prepared to work with diverse groups of students and to reveal additional factors influencing their decisions to remain in education. This study also examined whether there were differences between the perceptions of Black and White Millennial Generation teachers regarding their work/life balance, the amount of support they receive from their administrative team, professional learning opportunities, and other components of their teaching careers. This agenda is relevant because the impact of Millennials on the field of education has only begun to be realized and the percentage of Millennials in the classroom continues to rise. Interviewing six Millennial Generation teachers utilizing a semi-structured interview protocol allowed the researcher to gather data about their perceptions of their ability to work with diverse groups of students and the teaching profession. To make sense of the raw data, a prior-research-driven method was used for data analysis. The Millennial Generation is touted to be the most diverse generation to date. This study found that both Black and White Millennial Generation teachers feel they are able to successfully reach ethnically and socioeconomically diverse groups of students. The subjects for this study reported a high tolerance for and appreciation of ethnic, socioeconomic, and religious diversity.

A considerable number of modeling studies for the investigation of sulfur retention in atmospheric bubbling fluidized bed combustors have been carried out and well documented in the literature. Despite 30 years of intensive study of sulfation process in fluidized bed combustors and numerous laboratory studies, there are still many uncertainties and disagreements on the subject. In addition, modeling sulfur retention performance of Turkish lignites with high sulfur, volatile matter and ash contents has not drawn much attention to date. Recent trend in utilization of indigenous lignites in fluidized bed boilers necessitated investigation of pollutant emissions and adaptation of fluidized bed combustion technology to these lignites. In an attempt to achieve this objective, a system model, previously developed and tested for the prediction of the combustion behavior of fluidized bed combustors was extended to incorporate sulfur retention. The predictive accuracy of the model was assessed by applying it to the prediction of the behavior of METU 0.3 MWt ABFBC test rig burning indigenous lignites in their own ashes, and comparing its predictions with measurements taken on the same rig. Sulfur dioxide concentration predictions throughout the combustor were found to be in good agreement with the experimental data except for the small discrepancy between predictions and measurements in the bed section. Measurements and model predictions revealed that recyling enhances calcium utilization significantly by increasing the sorbent residence time leading to higher sulfur retention efficiencies. The system model proposed in this study proves to be a useful tool in qualitatively and quantitatively simulating the processes taking place in an atmospheric fluidized bed combustor.

The hotel industry in Taiwan has suffered from high turnover rates for many years. High turnover rates reduce productivity and drain hotel profits. Though the hotel industry tends to live with high levels of employee turnover, high turnover need not be accepted as an inherent characteristic of the industry. Hotel managers should learn why employees leave hotels and take effective actions to retain them. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

Employee turnover is not a new phenomenon. The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. While most studies had focused their attention on the financial costs of employee turnover, in retailing, the non-financial costs of employee turnover can also be substantial. These non-financial costs include lower morale among remaining employees and losses in expertise and experience. / While there are already many studies on employee turnover, there is a lack of studies of the phenomenon in the retail industry. This study will attempt to close the gap in the literature by studying employee turnover in the retail industry more closely. More importantly, the study will adopt a social constructivist approach to the study of the phenomenon. This approach is not commonly used in employee turnover studies and is likely to add a different perspective to the phenomenon. The aim of the study is to establish the causes of employee turnover in the retail industry and to suggest ways in which retailers can attempt to retain their employees. / The study was conducted with 29 respondents with a major bookstore chain operating in Singapore. The findings suggests that factors that affect employees' decision to quit can be categorised into push and pull factors. Push factors include the level of relationship the employee has with the supervisor and colleagues, the presence of career advancement opportunities and the presence of work-family conflict. Pull factors is the presence of other job opportunities. In addition, a consistent finding in the research show that strong and positive relationships with colleagues can reduce turnover intentions of employees in the retail industry. However, these factors are moderated by personal factors like demographics and personality of the employee. / The study concluded with a discussion of the implications of the research findings and suggests how retailers can adopt policies that can reduce the employee turnover rate. In addition, the study also suggests areas for further research. / Thesis (PhDBusinessandManagement)--University of South Australia, 2005

Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2004.

Thesis (Master of Engineering)--University of South Australia, 1991

Employee turnover is not a new phenomenon. The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. While most studies had focused their attention on the financial costs of employee turnover, in retailing, the non-financial costs of employee turnover can also be substantial. These non-financial costs include lower morale among remaining employees and losses in expertise and experience. / While there are already many studies on employee turnover, there is a lack of studies of the phenomenon in the retail industry. This study will attempt to close the gap in the literature by studying employee turnover in the retail industry more closely. More importantly, the study will adopt a social constructivist approach to the study of the phenomenon. This approach is not commonly used in employee turnover studies and is likely to add a different perspective to the phenomenon. The aim of the study is to establish the causes of employee turnover in the retail industry and to suggest ways in which retailers can attempt to retain their employees. / The study was conducted with 29 respondents with a major bookstore chain operating in Singapore. The findings suggests that factors that affect employees' decision to quit can be categorised into push and pull factors. Push factors include the level of relationship the employee has with the supervisor and colleagues, the presence of career advancement opportunities and the presence of work-family conflict. Pull factors is the presence of other job opportunities. In addition, a consistent finding in the research show that strong and positive relationships with colleagues can reduce turnover intentions of employees in the retail industry. However, these factors are moderated by personal factors like demographics and personality of the employee. / The study concluded with a discussion of the implications of the research findings and suggests how retailers can adopt policies that can reduce the employee turnover rate. In addition, the study also suggests areas for further research. / Thesis (PhDBusinessandManagement)--University of South Australia, 2005