No description available.

Integrity tests have become a widely used tool in modern-day selection systems. These instruments are generally designed to predict dishonest and counterproductive attitudes/behavior. A group of participants who had quit a job without notice was found to have higher scores on an Integrity/Pessimism scale (indicating low integrity and highly pessimistic attitudes) than an involuntary turnover group of those who had been fired or laid off. Post hoc analyses also found supporting evidence in that the quit without notice group also had higher expressed exit intentions scores (indicating negative attitudes toward current occupation/industry) and shorter average tenure than the involuntary (fired and laid off) group. The potential benefits of developing a predictive Integrity/Pessimism scale are discussed.

Studiens syfte var att undersöka huruvida ”Corporate Social Responsibility” (CSR) påverkar de anställdas organisatoriska engagemang och ”Organizational Citizenship Behavior” (OCB) positivt samt huruvida CSR-aktiviteterna minskar de anställdas vilja att säga upp sig. Forskningsstrategin har utgått ifrån en deduktiv ansats och grundades i en kvantitativ design där en webbaserad enkätstudie skickades ut till de anställda på ett medelstort kooperativt företag inom fastighetsbranschen under april 2016. Ett klusterurval genomfördes vilket genererade 62 enkätsvar med en svarsfrekvens på 36%. För att säkerställa mätinstrumentets reliabilitet användes Cronbachs alfa reliabilitetskoefficient där samtliga värden låg mellan α=0,81 och α=0,89. Pearsons korrelationsanalys och flera stegvisa regressionsanalyser utfördes för att analysera data. En signifikansnivå på p=0,05 tillämpades och studiens resultat visade att CSR predicerar de anställdas organisatoriska engagemang (p <0,001) och OCB (p <0,001). Slutsatsen av resultatet indikerade på att företagets CSR-arbete är relevant och har en positiv påverkan på de anställdas attityder och beteenden.

Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from full- or part-time employees in the U.S. retail sales industry. The theoretical framework was based on Herzberg's motivation-hygiene theory. The results of a multiple regression analysis indicated that a combination of intrinsic and extrinsic job satisfaction, F (2, 87) = 3.51, p = .034, R2 = .08), significantly predicted employees' VTIs. However, extrinsic job satisfaction (t = 2.05, p = .034) was the only statistically significant predictor. Business leaders, who understand the factors that increase extrinsic job satisfaction, may increase retention within the organization, provide workforce stability, improve organizational and economic growth, and decrease costs related to job satisfaction and VTIs. The implications for social change include helping to reduce the economy's unemployment rate and improve relationships between the employees, their families, and their communities include (a) improving employees' and stakeholders' perceptions of their organization in the community and (b) improving employees' well-being by understanding the job satisfaction factors that improve their morale.

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.

No description available.

Retaining IT employees help them finding a path to entrepreneurship or even investing in spin-offs created by their employees (i.e. future entrepreneurs) is essential for the vitality of the economy. The objective of this thesis is to answer the following research question: “why and how do IT professionals3 decide to quit their salaried employment to start a business?” We do so by proposing a theory related to the under researched area of IT entrepreneurial turnover. The first chapter clarifies the unfolding model (Lee et al., 1999), so that it could be used with confidence (e.g. shock and image violation). The second chapter proposes one new core category, i.e. the Readiness to Quit (RTQ) which is divided into two types, the current RTQ and the Necessary Configuration to Quit (NCQ). We integrate them in a conceptual framework including the context, a chronology and the compatibility test between the current RTQ and the NCQs indicating that the IT professional is ready to quit. The last chapter proposes a second core category, IT Entrepreneurial Epiphany, which connect the shock and the image violations with the current RTQ. The IT Entrepreneurial Epiphany is composed of five lower-level concepts: Business, playing the game; Risk reduction; Timing; Context and opportunity; and finally long-term reason for becoming an entrepreneur. Finally, we discuss the enrichment of the conceptual framework resulting from these new core categories. In sum, we contribute to the research by proposing two core categories embedded in a rich conceptual framework.

Submitted by Maria Creuza Silva (mariakreuza@yahoo.com.br) on 2016-04-14T17:15:18Z No. of bitstreams: 1 Tese. Cleber Souza de Jesus. 2015.pdf: 2337242 bytes, checksum: bab24b22993157113734c77182819fe2 (MD5) / Approved for entry into archive by Maria Creuza Silva (mariakreuza@yahoo.com.br) on 2016-04-18T12:39:07Z (GMT) No. of bitstreams: 1 Tese. Cleber Souza de Jesus. 2015.pdf: 2337242 bytes, checksum: bab24b22993157113734c77182819fe2 (MD5) / Made available in DSpace on 2016-04-18T12:39:07Z (GMT). No. of bitstreams: 1 Tese. Cleber Souza de Jesus. 2015.pdf: 2337242 bytes, checksum: bab24b22993157113734c77182819fe2 (MD5) / Introdução: A rotatividade no trabalho consiste na movimentação de entrada e saída de uma empresa, organização ou condição de ocupação em um determinado intervalo de tempo. Representa, portanto, a dinâmica de participação dos indivíduos no mercado de trabalho. A rotatividade pode ocorrer por iniciativa do trabalhador, o qual se reinsere em um novo emprego rapidamente, ou por término de contrato ou demissão, neste caso é comum o acúmulo de períodos de desemprego. A qualidade do emprego e a qualificação dos trabalhadores são apontados como determinantes para a rotatividade e autopercepção da saúde, independentemente. As condições de emprego e trabalho têm sido reconhecidos como determinantes sociais da saúde, entretanto, as relações entre estes e a saúde ainda são inconclusivas. Objetivos: Esta tese teve por objetivos: 1) identificar fatores sociodemográficos, de saúde e trabalho associados à rotatividade no trabalho; 2) identificar fatores associados à autopercepção negativa da saúde, considerando a rotatividade no trabalho, condições de emprego e trabalho e analisando homens e mulheres separadamente; e 3)verificar a existência de mediação da rotatividade para associação entre a qualidade do emprego e a autopercepção negativa da saúde. Métodos: Estudo transversal realizado com amostra probabilística domiciliar por conglomerado, de estágio único, com residentes da cidade de Salvador, Bahia, em 2000. A população elegível para o estudo foi de trabalhadores ativos e ocupados com idade entre 18 e 64 anos. Os dados foram obtidos por meio de questionários individuais. A rotatividade no trabalho nos últimos 12 meses foi categorizada em: sem rotatividade; rotatividade tipo 1, com uma ou mais mudanças e período curto de desemprego; e tipo 2, pelo menos uma e tempo de desemprego acima de seis meses. Foram realizadas análises descritivas com frequências simples e relativa, estimaram-se as medidas de associação entre as covariáveis e a rotatividade no trabalho. Em seguida, realizou-se análise para identificação dos preditores potenciais para autopercepção negativa da saúde. Para verificação do efeito de mediação da rotatividade na associação entre a qualidade do emprego e a autopercepção da saúde foi elaborado um modelo teórico e realizadas análises com equações estruturais. Resultados: A população do estudo compreendeu 3.227 trabalhadores, dentre os quais a prevalência geral de autopercepção negativa da saúde foi de 11,1%. A proporção de trabalhadores com rotatividade tipo 1 foi de 13,4% e do tipo 2 de 11,4%. A proporção de trabalhadores com rotatividade diminuiu com o aumento da idade. Trabalhadores que tiveram rotatividade do tipo 2 foram os que receberam salário abaixo do mínimo (ORadj = 2,24; IC 95%: 1,63 – 3,07), não tinham carteira assinada (ORadj= 2,24; IC 95%: 1,62 – 3,10) e seguro de acidente de trabalho (ORadj= 2,38; IC 95%: 1,52 – 3,73), ajustados por sexo, idade e ter filhos menores de 6 anos. Os principais preditores para a autopercepção negativa da saúde foram sexo feminino, idade ente 44 e 64 anos, ausência de apoio social, ter faltado ao trabalho por doença e possuir uma baixa qualificação ocupacional. Na análise separada por sexo, apenas entre as mulheres, ter idade acima de 44 anos (ORadj = 1,43; IC95%: 1,06 – 1,94) e a ausência de apoio social da família (ORadj = 1,71; IC95%: 1,29 – 2,27) foram preditores de autopercepção negativa da saúde. Por fim, a rotatividade, independentemente do tipo, não foi mediadora da associação entre a baixa qualidade do emprego e a autopercepção negativa da saúde. Todavia, emprego de menor qualidade foi diretamente associado com a rotatividade tipo 2 (β= 0,641) e também com a autopercepção negativa da saúde (β= 0,241). A baixa qualificação do trabalhador se associou diretamente com emprego de menor qualidade e também com a autopercepção negativa da saúde. Conclusões: A rotatividade no trabalho, do Brasil, é uma das maiores do mundo, pode ser decorrente das condições de precariedade do emprego e também da saúde do trabalhador. Dentre os fatores ocupacionais, a baixa qualidade do emprego e a pouca qualificação ocupacional foram mais importantes que a rotatividade para predizer a autopercepção negativa da saúde, em ambos os sexos. Para as mulheres, acrescenta-se a falta de apoio no cuidado da família, o que pode representar sobrecarga de trabalho. Os trabalhadores inseridos em empregos de baixa qualidade apresentaram mais comumente rotatividade com episódios de desemprego prolongado. Entretanto, esta não apresentou papel de mediação no efeito sobre a autopercepção negativa da saúde. A redução de rotatividade no trabalho, sobretudo do tipo 2, requer investimentos na melhoria da qualidade do emprego e aumento da qualificação dos trabalhadores, iniciativas nesse sentido poderão repercutir em melhores condições de vida, trabalho e saúde.

This study investigated the relationship between turnover and personality measures through the application of discriminant analysis in a split sample cross validation design. Four personality tests measuring 34 dimensions of personality were administered to 300 Caucasian male job applicants. The tests were the Fundamental Interpersonal Relations Orientation-Behavior, the Vocational Preference Inventory, a shortened version of the DF-Opinion Survey, and the Guilford Zimmerman Temperament Survey. Ten of the dimensions were initially found to be significantly related to turnover. The shrinkage of the coefficient after cross validation was enough for the loss of statistical significance. It is suggested that personality measures are moderately associated with turnover and that investigations examining methods to reduce turnover should focus on other variables.

This dissertation tries to gain insight on the possible impact of information and communication technologies (ICT) in economic and social relationships. Can we really talk about a revolution?. It is probably too early to conclude so. In any case, the social impact of ICT seems evident: the daily life of most individuals, firms and public administrations in developed countries is nowadays linked to new technologies. Regarding their economic impact, this dissertation has investigated the role played by ICT in explaining some of the stylized facts that have characterized European economies over the last 25 years. Using Spanish data, chapter 1 shows that capital accumulation, and especially ICT introduction over the last 20 years, has led firms to internally reorganize themselves. Furthermore, the implemented organizational changes have been skill-biased and have, thus, stimulated the demand for high-skilled workers. Based on these results, in chapter 2 an inter-temporal general equilibrium model endogenizing the capital-skill complementarity relationship has been developed. The model distinguishes between two types of jobs, complex and simple, and two types of workers, high- and low-skilled. Complex jobs can only be occupied by high-skilled while simple jobs can be filled by both, high- and low-skilled workers. High-skilled workers in simple jobs continue to search for a job in the complex segment (on-the-job search). Matching processes are represented by matching functions à la Pissarides. Workers search intensities are endogenous. Calibrated on the Belgian economy, the model is able to reproduce the observed increase in unemployment rates and relative wage rigidity. Chapter 3 extends this theoretical setup to an endogenous growth framework, where embodied and disembodied technological progress are differentiated and endogenized through a learning-by-doing process based on capital accumulation. The new model also provides a realistic representation of the labor market and it considers growth issues. Chapter 4 analyzes the effects of technological and organizational changes within firms on the turnover of different professional categories. Empirical results, based on a unique French data set, suggest that ICT introduction increases labor flows of manual workers and employees, whereas most of the new workplace organizational practices raise the turnover of managers. / Cette dissertation cherche à déterminer le possible impact des nouvelles technologies de l'information et la communication (TIC) sur les relations économiques et sociales. Est-ce que c'est correct de parler d'une révolution ? Il est sûrement trop tôt pour en conclure. Pourtant l'impact social des TIC semble évident : la vie quotidienne des ménages, entreprises et administrations publiques dans les pays développés est aujourd'hui liée aux nouvelles technologies. Concernant son impact économique, cette dissertation a cherché à signaler leur rôle dans les faits stylisés qui ont caractérisé l'évolution des économies européennes sur les 30 dernières années. En se servant des données espagnols, le chapitre 1 montre que, sur les 20 dernières années, l'accumulation de capital, particulièrement de TIC, a mené aux entreprises a se réorganiser internement. D'ailleurs, ces changements organisationnels ont été biaisés en faveur des travailleurs qualifiés dont la demande s'est vue stimulée. En se basant sur ces résultats, le chapitre 2 développe un modèle inter-temporaire d'équilibre général endogéneisant la relation de complémentarité entre capital et travail qualifié. Le modèle distingue entre deux types de postes de travail, complexes et simple, et deux types de travailleurs, qualifiés et non qualifiés. Les postes de travail complexe peuvent être occupés seulement par les travailleurs qualifiés alors que les postes simples peuvent être occupés par les deux types de travailleurs. Les travailleurs qualifiés en postes simples continuent à chercher du travail dans le marché complexe pendant leur temps libre. Le procès de matching est représenté par des fonctions de matching à la Pissarides. Les intensités de recherche de l'emploi sont endogènes. Les modèle, calibré sur l'économie belge, reproduit de façon satisfaisante l'augmentation du chômage et la stabilité des salaires relatifs observés en Belgique pendant les dernières décades. Le chapitre 3 étend ce cadre théorique à un modèle de croissance endogène où le progrès technologique incorporé et désincorporé sont différenciés et endogèneisés à travers d'un procès de learning-by-doing fondé sur l'accumulation du capital. Le nouveau modèle fourni une représentation réaliste du marché de travail et il considère en même temps le sujet de la croissance. Le chapitre 4 analyse les effets des changements technologiques et organisationnels au sein des firmes sur les flux de travail de différentes catégories professionnelles. Les résultats empiriques, obtenus à partir d'une base de données française, suggèrent que l'introduction des TIC augmente les flux de travail des travailleurs manuels et les employés, alors que la plupart des nouvelles pratiques organisationnelles stimulent les flux de travail des cadres.