Withdrawal behaviors such as absenteeism, tardiness, turnover intention, and employee disengagement adversely affect organizations, costing billions of dollars annually. However, there is limited research on the best practices for minimizing the effects of employee withdrawal. The purpose of this qualitative case study was to explore best practices leaders need to mitigate the effects of withdrawal behaviors on organizations. The social learning theory (SLT) served as the conceptual framework for this study. Ten participants were interviewed, including 4 healthcare leaders and 6 health service workers from a correctional facility nursing department in the Southeastern United States. Scholars have indicated that correctional healthcare personnel exhibit high levels of employee withdrawal including absenteeism and turnover. Data from semistructured interviews were analyzed and compared with training and disciplinary policy statements for methodological triangulation. Several themes emerged including a need for leadership engagement, staff accountability, and an organizational culture that discourages withdrawal behaviors. The findings may contribute to the body of knowledge regarding best practices that leaders can utilize to diminish adverse effects withdrawal behaviors have on organizations. Information derived from this study might contribute to social change by decreasing the expense of employee withdrawal behaviors on citizens and reallocate taxpayer resources to appropriations necessary for public inpatient mental health treatment facilities.

Studien har haft som mål att undersöka och analysera vad som är viktigt för att en ingenjör ska vilja stanna inom ett företag. Datainsamlingen har skett via en kvalitativ ansats med semistrukturerade intervjuer som insamlingsmetod. Studien har tagit plats på ett anonymiserat företag i norra Sverige där sammanlagt nio intervjuer med ingenjörer från olika avdelningar hölls. I studien framkom det att ledarskap, psykisk arbetsmiljö, utvecklingsmöjligheter och en väl fungerande organisation var viktiga faktorer. Utifrån resultatet blev det också tydligt att kontexten företaget befann sig i starkt påverkade vad ingenjörerna uppfattade som viktigt då det var företagsspecifika problem som till stor del påverkade ingenjörernas vilja att stanna.

The purpose of this thesis is to study the current status and past trend of nursing turnover in Taiwan. The factors affecting nursing turnover are investigated. The research adopts longitudinal methodology and is based on the Medical Staff Database of the Department of Health, from which 420,183 samples between 1999 and 2005 are analyzed. The study results show that: 1. The registered nurses are more than non-registered ones. The average age and seniority of the nursing turnover personnel are 26 and 4.73, respectively. In hospitals, nursing turnover is higher in regional and district hospitals. In non-hospitals, the percentage of nursing turnover in home health care and nursing home is higher and increasing year by year. 2. The nursing turnover rate is closely related with economic growth rate. That is, the more the economic growth, the higher the nursing turnover. 3. With reference point in 1999, the growth rate of nursing turnover is negative from 2000 to 2001 and positive from 2002 to 2005, though a drop of 8.67% happened in 2005 when compared with 2004. Besides, the growth rate of nursing turnover in hospitals is inversely proportional to that in non-hospitals. 4. The policy of Global Budget Payment System has noticeable impact on nursing turnover. The phenomenon is most significant in clinics of the hospital organizations and home health care, nursing home and nursing school of the non-hospital organizations.

Despite decades of policy innovation aimed at improving school performance, the number of public schools defined as low performing in the U.S. continues to grow. Yet, most explanations of low performance do not consider the fact that many of the country’s lowest performing schools share high rates of turnover among both staff and students, or organizational instability. The purpose of this dissertation was to develop the theoretical underpinnings of both the concept of organizational stability and its relationship with school contextual factors and performance, and to assess the relationship quantitatively. I hypothesized that teacher turnover, principal turnover, and student mobility partially mediate the impact of a school’s socioeconomic context on its academic performance. In order to test the proposed partial mediation model, I conducted a quantitative analysis using path analysis and data from North Carolina public schools. I constructed several samples, including one that included all schools, and five others that focused in on high instability, high poverty, and urban schools. The results of the analyses depended in large part on the type of school under investigation. Specifically, I found that the relationships between the context variables varied according to the sample being examined. Similarly, the presence of direct and mediating effects between the organizational stability variables was contingent on the kind of school. The results of these analyses support previous findings and contribute a new understanding of the role of instability in helping to explain low school performance. This dissertation engages the ongoing debate about the effects of teacher and principal turnover on school performance, suggesting that both do indeed have a deleterious effect on performance. Finally, I make several methodological contributions to the literature on both turnover and school performance by utilizing path analysis, which allows for the prioritization of effects and the testing of indirect effects. / text

Idag krävs det av organisationer en kunskap om vad som får medarbetare att stanna och nya medarbetare att börja. Tidigare forskning har inriktats på området ”employee turnover” som fokuserar på vad som får den anställde att säga upp sig. Syftet med den här studien är att titta på vilka faktorer som anses viktiga i valet av arbete för att på det sättet belysa för arbetsgivare vad som kan komma att motivera människor att söka sig till en viss arbetsplats. Genom kvantitativ webbenkätundersökning samlades data in. Respondenterna var mellan 23år till 65år. Resultatet visade att det finns faktorer som ansågs som mer viktiga i valet av arbete, och faktorerna var bra kollegor, bra chef, god kommunikation och goda rutiner och strukturer. / Today 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.

The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

Thesis (M.H.A.)--University of Michigan, 1963.

Thesis (M.H.A.)--University of Michigan, 1963.

Typescript. Includes vita and abstract. Includes bibliographical references (leaves 102-110). Also available online in Scholars' Bank; and in ProQuest, free to University of Oregon users.