Global ETD Search

51	Labor flows in the corporate context : a case study of the managerial use of human resources and employee mobility / Vanhala, Sinikka. January 1991 (has links) Thesis (Ph. D.)--Helsinki School of Economics and Business Administration, 1991. / Thesis statement taken from added t.p. tipped in. Includes bibliographical references (p. 210-232).
52	The development of labor turnover costs among selected hospital personnel : Hunter-Dane, John. January 1971 (has links) Thesis equivalent (M.H.A.)--University of Michigan, 1971.
53	A method for predicting length of service including analysis of certain factors designed to aid in vocational guidance / Cawl, Franklin Robert, January 1926 (has links) Thesis (Ph. D.)--University of Pennsylvania, 1926. / Includes bibliographical references (p. 140-146).
54	The development of labor turnover costs among selected hospital personnel : Hunter-Dane, John. January 1971 (has links) Thesis equivalent (M.H.A.)--University of Michigan, 1971.
55	Male and female differences in the pattern of occupational persistence / Nickinovich, David G. January 1996 (has links) Thesis (Ph. D.)--University of Washington, 1996. / Vita. Includes bibliographical references (leaves [288]-304). Men Women Labor turnover Labor mobility
56	Ownership, boards of directors and executive turnover in Japan Johnson, Steven J. January 2003 (has links) Thesis (Ph. D.)--David S. Eccles School of Business, University of Utah, 2003. / Includes bibliographical references (leaves [174]-178).
57	The development of normative commitment through team processes implications for foci of commitment and turnover / Erdheim, Jesse. January 2005 (has links) Thesis (M.A.)--Bowling Green State University, 2005. / Document formatted into pages; contains x, 107 p. Includes bibliographical references.
58	Turnover and training / Banks, Tamara D. January 2004 (has links) (PDF) Thesis (M.Psych.Org.) - University of Queensland, 2004. / Includes bibliography.
59	Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions / Phillips, Lisa. January 2007 (has links) (PDF) Thesis (M.Psych.Org.) - University of Queensland, 2007. / Includes bibliography.
60	The relationship between organisational commitment, work engagement and turnover intentions Robinson, Nicole Dianne January 2015 (has links) “The question of employee turnover has come to gain greater attention especially in the 21st century where organisations all over the world, in various industries, have faced this problem at some stages of their evolution” (Zahra et al, 2013:78). Turnover intentions have further become a vital study for organisations and researchers as research has found that once an employee has actually implemented the behaviour to quit, it is highly unlikely that an employer will be able to “gain access to them to understand their prior situation” (Darroux, Johnathan & Thibeli, 2013:78). Several studies have been devoted to examine the impact of various factors such as organisational commitment, work engagement, age, gender and tenure on turnover intentions in an attempt to assist organisations in alleviating the challenges associated with turnover (Darroux, Johnathan & Thibeli, 2013). The results of these studies have continually shown that both work engagement and organisational commitment have a significant effect on turnover intentions (Yin & Yang, 2002; Meyer, Stanley, Herscovitch & Topolnytsky, 2002 and Tett & Meyer, 1993). Social responsibility of business Organizational commitment Labor turnover

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