Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Mar. 31, 2009). PDF text: ix, 256 p. : ill. ; 1 Mb. UMI publication number: AAT 3336788. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (M.S.)--Rochester Institute of Technology, 1991. / Typescript. Includes bibliographical references (leaves 73-78).

Thesis (M.S.)--University of Wisconsin--Madison. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves [38-39]).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1969. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M. Nurs.)--University of Hong Kong, 2006.

本研究以吉林省四平市三个民营企业共计249份配对样本为基础，以组织承诺理论、自我决定理论以及动机理论为基础，从内在动机角度，对员工感知的高承诺工作实践影响员工离职倾向的内在机理及其情境因素进行了研究。结果发现，员工感知的高承诺工作实践对离职倾向的影响是通过内在动机实现的。内在动机在员工感知的高承诺工作实践与离职倾向的关系构建中起到间接效应。研究表明，员工感知的高承诺工作实践与内在动机之间存在显著正向关系，内在动机与离职倾向之间存在显著负向关系。即员工感知的高承诺工作实践通过影响员工的内在动机，进而影响员工的离职倾向。同时，本研究也发现员工的个体特征，如情绪智力与竞争人格具有调节效应。即在高情绪智力与高竞争人格情境下，员工感知的高承诺工作实践与内在动机的正向关系得到加强，从而提高员工保留，减少员工离职倾向。This study focuses on the internal mechanism and situational factors that Employee Perceived High Commitment Work Practices influence Employee Turnover Intention from the perspective of Intrinsic Motivation based on a total of 249 paired samples from three private enterprises in Siping City of Jilin Province. This research is based on theories including organizational commitment theory，self-determination theory and motivation theory. It was found that the influence of Employee Perceived High Commitment Work Practices implemented on Turnover Intention was realized through Intrinsic Motivation. Intrinsic Motivation plays an indirect effect in the relationship building between Employee Perceived High Commitment Work Practices and Turnover Intention. The study shows that there is a significant positive correlation between Employee Perceived High Commitment Work Practices and Intrinsic Motivation, and, by contrast, there is a significant negative correlation between Intrinsic Motivation and Turnover Intention. That is, Employee Perceived High Commitment Work Practices influence Turnover Intention by influencing Intrinsic Motivation. Meanwhile, this study also found that the individual characteristics of employees, such as Emotional Intelligence and Trait Competitiveness, have the moderating effect. That is, in the context of High Emotional Intelligence and High Trait Competitiveness, the positive correlation between High Commitment Work Practices and Intrinsic Motivation is strengthened，and thereby reduce turnover intention so as to promote employee retention.

M.B.A. / This study focuses on the impact of staff turnover on the level of service provided to customers. Understanding your customers' service requirements and .meeting or exceeding these needs and requirements and requests are key success areas for any business. There is, however, various factors that can have an impact on a business's understanding ofwhat the customer requires, and it is here that the customer relationship plays an important role. These relationships are built by people - staff. Staffturnover can be seen as the number ofstaff members that moved into, and out of, a position over a given time period, and can influence a business and customer relationships in different ways. A secondary study was embarked upon to determine what staff turnover and customer service entails. This focussed on defining the concepts, causes and possible effects thereof. A primary study was undertaken in the Bulk Cryogenic Gasses industry to determine if there is a link between the two variables. A questionnaire was sent out to various respondents to gather primary data to record customers perceptions of the impact regarding stafftumover on the level ofservice provided to them. Based on the responses received from the questionnaires, the majority ofcustomers were not impacted by staff turnover. The minority of customers who stated that they were impacted by stafftumover experienced a positive change. It is clear from this study that staff turnover does not impact negatively on the level of service provided to customers

M.Comm. / In today's business environment client service can lead to the success or failure of any business. The client is "king" and should be treated as such. In the employee benefits industry a relationship is created between the employee of the company and that person's clients. This study will investigate if there is a link between the services rendered to client and staff turnover in the employee benefits in this try in South Africa. The question this study aimed to answer is what happens if that person decides to leave the organisation or company. Does this have any impact on clients and the level of service the clients receive from the company or organisation.

Thesis (MIHM) -- Auckland University of Technology, 2004. / Also held in print (62 leaves, 30 cm.) in Wellesley Theses Collection (T 658.314 THE)

Thesis (MBus) -- Auckland University of Technology, 2004. / Also held in print (83 leaves, 30 cm.) in Wellesley Theses Collection (T 658.314 YAN)