What happened to women who are former athletic directors of intercollegiate athletic programs during each of the four stages of the departing experience was the problem of this study. A qualitative design using personal interviews for data collection and ethnoscientific explanation for analysis of the data were used to study thirty-one women who were athletic directors between 1975 and 1986. Analytical tasks performed for each of the four levels of analysis helped answer research questions directed toward finding patterns among women in the following areas: what happened to them within and throughout the four stages of the departing experience, reasons they left the position of athletic director, and satisfaction in their subsequent job. Analysis of the data established that the departing experience occurred in four stages. How the subjects responded to the way that opportunities for female student-athletes were offered during each st3ge of the departing experience determined whether they were in positive or negative circumstances. Sixteen subjects either were in positive circumstances throughout the departing experience or ended it in positive circumstances. Fifteen subjects were either in negative circumstances throughout the departing experience or ended it in negative circumstances. The ability to reevaluate their beliefs and values, adapt to changes in their programs, make rational decisions, and influence others to support their decisions determined whether they were in positive or negative circumstances in each stage of the departing experience. In general, the findings of this study support literature on women in administrative positions and literature on the effects of job loss and job change.

This research was aimed at investigating the management of teacher attrition in Sekgosese East Circuit. Teacher attrition is an on-going problem experienced by various countries, including South Africa. Although teacher attrition was always part of the departmental policy of age retirement, schools suffer as a result of it. In this study, ‘attrition’ refers to the number of teachers leaving the profession due to resignation, retirement, death, medical incapacity and retrenchment for operational reasons. Teacher attrition is regarded as a voluntary, involuntary and a continuous phenomenon. The current study focused on answering questions based on the nature of teacher attrition, the causes of attrition, the effects of attrition on learners, staying teachers and management, how attrition was managed by principals as well as the statutory bodies that may be involved in retaining teachers. The study used the qualitative method to investigate the management of teacher attrition in schools. The qualitative method was selected because it deals with participants in their natural setting, which was exactly what was done in this study. Both convenient and snowball sampling were used to sample six principals in the area under study. Semi-structured interviews were used to collect data from the participants in their natural setting. The interviews were recorded and later transcribed, analysed and categorised into themes. The findings revealed that teacher attrition in Sekgosese East Circuit occurs in the form of death, retirement and resignation. Teachers resign due to a number of reasons. It was found that resignation occurred as a result of the low salaries they are paid, loans which accumulated into more debts and because teachers seek greener pastures. The findings revealed that attrition was detrimental to learners’ performance. In schools that were affected by teacher attrition, learners spent three to four months without a teacher due to the slow pace of the Department of Education in replacing teachers. Principals revealed that they liaise with the Department of Education for replacement of teachers. Principals also revealed that attrition is not good for them as school managers. They rely on sourcing teachers from elsewhere and overloading remaining teachers who even have to teach those subjects in which they did not specialise. The recommendation was that the Department of Education speed up the replacement of teachers by introducing on-line application for resignation or retirement so that the two processes may run concurrently. / Educational Management and Leadership / M. Ed. (Education Management)

This paper discusses the relationship between hardiness personality and workers’ voluntary resignation from call center jobs. The aim is to understand the decision to leave through a subject’s personality. The hardiness personality questionnaire developed by Moreno, Garrosa and Gonzalez (2000) was administered to a sample of 81 telemarketers. A higher probability of voluntary resignation was found in those with low hardiness personality as well as in those with higher levels of education. The greater permanence of workers with a high level of hardiness personality shows that there are individual traits that facilitate the way in which the worker deals with the demands and the perception of the work setting, which influences the voluntary resignation decision in this type of organizations. / En el presente trabajo se analiza la relación entre la personalidad resistente, y el egreso voluntario de los trabajadores en call centers. Se pretende entender la decisión de egreso, a través de la personalidad. Se aplicó el cuestionario de personalidad resistente desarrollado por Moreno, Garrosa y Gonzalez (2000) a una muestra de 81 teleoperadores. Se encontró una probabilidad mayor de egreso voluntario en las personas con baja personalidad resistente así como las que cuentan con mayores niveles de escolaridad. Esto nos permite señalar que existen rasgos individuales que facilitan la gestión de las demandas y la percepción sobre el contexto laboral que influye en la decisión de egreso en este tipo de organizaciones. / Dans le présent travail, la relation entre la personnalité résistante et le départ volontaire des travailleurs dans les centres d’appels est analysée. Il est destiné à comprendre la décision de sortir, à travers la personnalité. Le questionnaire sur la personnalité résistante développé par Moreno, Garrosa et Gonzalez (2000) a été appliqué à un échantillon de 81 télévendeurs. Nous avons trouvé une probabilité plus élevée de départ volontaire chez les personnes à faible personnalité résistante ainsi que chez celles ayant un niveau de scolarité plus élevé. Cela nous permet de souligner qu’il existe des caractéristiques individuelles qui facilitent la gestion des demandes et la perception du contexte de travail qui influence la décision de quitter ce type d’organisation. / Neste trabalho se analisa, a relação entre a personalidade resistente e a saída voluntária dos trabalhadores em centros de chamada. Pretende-se compreender a decisão de saída, através da personalidade. Foi aplicado o questionário de personalidade resistente desenvolvido por Moreno, Garrosa e Gonzalez (2000) em uma mostra de 81 teleoperadores. Uma maior probabilidade de retirada voluntária foi encontrada em pessoas com baixa personalidade resistente assim como aqueles com níveis mais elevados de escolaridade. Isso nos permite apontar que existem traços individuais que facilitam o gerenciamento das demandas e a percepção sobre o contexto de trabalho que influencia a decisão de saída neste tipo de organizações

[pt] Com o objetivo de modernizar a gestão e o gerenciamento dos resíduos sólidos o Estado brasileiro em seus diversos níveis federativos de atuação, vem adotando novas formas e concepções de coleta, manejo e disposição final de resíduos, incluindo nessa cadeia os princípios de sustentabilidade e de parceria entre diversas esferas do poder público e da iniciativa privada. Assim, o Rio de Janeiro vem experimentando uma nova organização logística implementada nas escalas municipal e estadual, impactando o conceito de qualidade de vida na cidade, já que tal sistema afeta o bem estar ambiental e a saúde dos cidadãos, principalmente os localizados próximos à importantes vias de circulação entre o município e sua região metropolitana. Nesse sentido é importante refletir sobre os equívocos presentes nessas políticas públicas sobre esse serviço, já que a gestão tem gerado poluição e produzido corpos doentes às populações do entorno pela natureza prejudicial dessas atividades. O bairro de Honório Gurgel é a área de estudo dos problemas oriundos da instalação da Estação de Transferência de Resíduos da concessionária Ciclus e como essa estação materializa os impactos negativos na qualidade de vida dessa parcela do território da cidade. Na pesquisa, buscou-se compreender os limites enfrentados pelos moradores para pressionar o empreendimento a assumir responsabilidade para com a qualidade ambiental e a defesa da saúde da população, e como o grau de participação política de quem é afetado pela estação é capaz de revelar as posturas de insurgência e conformismo entre os habitantes, entendidas neste trabalho como de resistência e resignação . / [en] In order to modernize the general management and the management of solid waste, the Brazilian government in its various federal levels of activity has taken on new methods and conceptions for the collection, handling and disposal of waste, including in this chain the principles of sustainability and partnership between different spheres of government and the private sector. Thus, Rio de Janeiro is experiencing a new implemented logistical organization at municipal and state scales, affecting the concept of quality of life in the city, as this system affects the well-being and environmental health of citizens, especially those located near important traffic routes between the city and its metropolitan area. Therefore, it is important to reflect on the existing mistakes in the public policies on this service, as the management has generated pollution and produced sick bodies within the surrounding population by the damaging nature of these activities. The Honório Gurgel neighborhood is the area of study for the problems arising from the installation of the Estação de Transferência de Resíduos (Waste Transfer Station) of the Ciclus enterprise and how this station materializes the negative impacts on the quality of life of this part of the territory of the city. In this work, we sought to understand the limits faced by the local residents to press the enterprise to take responsibility for environmental quality and protect the health of the population, and how the degree of political participation of those who are affected by the station is capable of revealing the insurgency poses and conformism among people, understood in this study as resistance and resignation .

Made available in DSpace on 2014-06-11T19:29:52Z (GMT). No. of bitstreams: 0 Previous issue date: 2006-02-09Bitstream added on 2014-06-13T20:20:24Z : No. of bitstreams: 1 montanha_lcp_me_mar.pdf: 428741 bytes, checksum: c81f4765832a4e924d0d5b239472ab6d (MD5) / O objeto de estudo deste trabalho encontra-se na análise do Programa de Desligamento Voluntário - PDV implementado no Banco do Estado de São Paulo após a privatização da instituição ocorrida em 20 de Novembro de 2000, e nas implicações deste programa para o mundo do trabalho bancário. Trata-se de refletir sobre as formas contemporâneas de exploração do trabalho bancário e sobre as formas complexas de estranhamento social na etapa de mundialização do capital sob predominância do capital financeiro. Tomando como referência a reestruturação produtiva do trabalho bancário ocorrida no bojo do processo de reestruturação produtiva do sistema financeiro nacional nas últimas décadas do século XX, esta investigação analisa, a partir de dados bibliográficos, documentais e empíricos, a origem, a forma de ser e a lógica do PDV, e ainda, os impactos que este programa causa na subjetividade bancária. Parte-se da hipótese que o PDV é um instrumento fetichizado de gestão do trabalho utilizado como medida de redução de pessoal que, em seus desdobramentos, exerce forte efeito sobre a subjetividade bancária, ocasionando crise e rupturas e contribuindo para o desmonte do setor bancário estatal no país. A pesquisa concluiu que o PDV emergiu como uma importante ferramenta de gerenciamento do trabalho no bojo do processo de ofensiva do capital nos anos 1980 e foi amplamente utilizado por empresas públicas e privadas para demitir trabalhadores. Nesse contexto, o PDV apresenta-se como um instrumento fetichizado que impacta sobre os bancários causando a degradação de suas condições de vida e trabalho, complixificando o quadro de exploração e de estranhamento no ambiente laboral. / The purpose of this work is the analysis of the Voluntary Resignation Program - VRP implanted in the Banco do Estado de São Paulo (State of São Paulo Bank) after the privatization of the institution in November 20th, 2000, and the consequences arising out of it to the banking labor world. It intends to ponder on the contemporary ways of exploiting the banking work as well as on the intricate ways of social strangeness in the stage of the worldwide capital spreading submitted to the preponderance of the financial capital. Upon the reference of the productive restructuring of the banking labor occurred during the process of productive restructuring of the national financial system in the last decades of the XX Century, this research analyses, from bibliographic, documental and empiric data, the VRP origin, way of being and its logic, and also the impacts this program causes on the bank subjectivity. The starting point of this work is the hypothesis that the VRP is a fetishistic tool of the work management, used as a means of cutting staff that, by its consequences, has a strong effect on the bank subjectivity, causing some crises and disruptions and collaborating for the dismantling of the state bank branch in the country. This research concluded that the VRP arose as an important tool of work management used by public and private enterprises aiming to workers dismissal. In this context, the VRP is presented as a fetishistic tool that causes impact on banking workers, motivating the degeneration of labor and life conditions, the exploitation panorama and strangeness in the labor environment becoming more intricate.

Submitted by Geandra Rodrigues (geandrar@gmail.com) on 2018-06-29T14:41:57Z No. of bitstreams: 1 nilzamariapachecoborges.pdf: 14257662 bytes, checksum: 500a988faf629e5b83f99b1fc1d7bb01 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2018-07-03T14:07:24Z (GMT) No. of bitstreams: 1 nilzamariapachecoborges.pdf: 14257662 bytes, checksum: 500a988faf629e5b83f99b1fc1d7bb01 (MD5) / Made available in DSpace on 2018-07-03T14:07:24Z (GMT). No. of bitstreams: 1 nilzamariapachecoborges.pdf: 14257662 bytes, checksum: 500a988faf629e5b83f99b1fc1d7bb01 (MD5) Previous issue date: 2018-02-27 / Essa pesquisa tratou de conhecer as realizações artístico-culturais das mulheres quilombolas de Coronel Xavier Chaves, que reunidas numa associação denominada COSNEC (Grupo de Consciência Negra de Coronel Xavier Chaves) buscam o perpetuamento, a divulgação, e a cultura do negro pelas manifestações culturais visando a manutenção de uma tradição religiosa e popular, que ressignifica, no presente, os valores dos seus antepassados escravos e a valorização da mulher. Os integrantes se destacam, em sua estrutura e atividades pelas suas manifestações artísticas: as danças, do maculelê e do bate-paus, as heranças congadeiras, e a realização da Missa Inculturada, mesmo que na prática haja a integração com outras manifestações culturais. Tais ações foram estimuladas pela promulgação da Constituição Federal de 1988, que, por meio do artigo 68, forneceu aos negros novo status, ou seja, as comunidades remanescentes passaram a ser matéria de Lei. Os objetivos da pesquisa qualitativa, observação participante e análise dos dadosatravés do método da análise do discurso, se pautaram na verificação das formas pelas quais essas mulheres recriam seus significados nas práticas religiosas e artísticas que exercem, envoltas pela estética e performance oriundas das suas heranças afro-brasileiras. A pesquisa também propôs conhecer como é constituída a relação entre arte e religiosidade nos fazeres das mulheres quilombolas além de apontar os pormenores dessas práticas, religiosas e artísticas, vivenciadas pelo grupo estudado. O entrelace da arte, religião e fé, das atividades inter-religiosas e das trocas culturais do grupo inserido no sistema interno de relações de poder dentro da comunidade da Vila Fátima e como mediador das relações da comunidade com o exterior, trouxe para essas mulheres as ressignificações dos símbolos religiosos e a busca das suas heranças culturais em novo contexto, caracterizado pela conquista da consciência política e do tornar-se negro, nos quais a identidade do grupo, por entre tensões e dicotomias, se refaz através das suas práticas culturais envoltas pela emoção e sensibilidade. / This research sought to know the artistic and cultural achievements of the quilombola women of Coronel Xavier Chaves, who, together in an association called COSNEC (Black Consciousness Group of Coronel Xavier Chaves), seek to perpetuate, disseminate, and culture the Negro through cultural manifestations aimed at the maintenance of a religious and popular tradition, which at the present time means the values of their slave ancestors and the valorization of women. The integrates stand out, in their structure and activities for their artistic manifestations: dances, maculelê and bate-paus, congadeiras legacies, and the accomplishment of the Incentive Mass, even if in practice there is integration with other cultural manifestations. These actions were stimulated by the promulgation of the Federal Constitution of 1988, which, through article 68, provided the blacks with new status, that is, the remaining communities became a matter of Law. The objectives of qualitative research, participant observation and data analysis through the method of discourse analysis were based on the verification of the ways in which these women recreate their meanings in the religious and artistic practices they carry out, surrounded by aesthetics and performance derived from their inheritances Afro-Brazilian women. The research also proposed to know how the relationship between art and religiosity is constituted in the activities of quilombola women, besides pointing out the details of these practices, religious and artistic, experienced by the group studied. The interweaving of art, religion and faith, of interreligious activities and cultural exchanges of the group inserted in the internal system of power relations within the Vila Fátima community and as mediator of community relations with the outside, re-significances of religious symbols and the search for their cultural inheritances in a new context, characterized by the conquest of political consciousness and becoming black, in which the identity of the group, through tensions and dichotomies, is rebuilt through its cultural practices enveloped by emotion and sensitivity.

University of Fort Hare Human Resource Department reports show evidence relating to high labour turnover. Between 2009 and 2012 there was a high degree of labour turnover. A total 1127 staff left the University. This study investigated the relationship between job satisfaction, organisational commitment and intention to quit among academics and administrative employees at the University of Fort Hare. Data was collected from a random sample of 289 employees of the University staff. To obtain data in this study a questionnaire was utilised. This questionnaire was divided into four sections viz, biographical information, measured ten-items which range from age to condition of employment, Halpern’s (1966) seven-level evaluation scale was utilised to measure job satisfaction, to measure organisational commitment, Meyer, and Allen (1984) 24-item rating point scale was applied and Canmann, Fichman, Jenkins and Klesh’s questionnaire was used to measure intention to quit. Data analysis was performed by way of several statistical techniques, including the Pearson Product Moment Correlation Technique and Multiple Regression analysis. The results obtained revealed that job satisfaction has a significant positive correlation with intention to leave while organisational commitment showed no substantial correlation with intention to quit work.

M.Cur. (Nursing Education) / There is a shortage of nurses in the country and worldwide, and the problem is compounded by the resignation of nurse educators. These nurse educators leave with their expertise and skills, thus compromising the provision of quality teaching and learning. Despite the mandate by the Gauteng Department of Health to increase the student nurse intake by 25% each year, there are currently no retention strategies for nurse educators who may want to resign from a Johannesburg nursing college. It is thus imperative that a study to determine the factors leading to the resignation of nurse educators be conducted. The following research questions gave direction to the research study:  What are the factors that lead nurse educators to resign from a nursing college in Johannesburg?  What can be done to retain nurse educators at a nursing college in Johannesburg? The purpose of the study was to explore and describe the factors that led to the resignation of nurse educators at a Johannesburg nursing college and to describe strategies to retain them. A qualitative, exploratory, descriptive and contextual research design was used to provide an in-depth description of factors leading to nurse educators resigning from a Johannesburg nursing college. A purposive sampling method was used. When the sample was insufficient, snowball sampling was also used to identify other nurse educators who have resigned from the nursing college under study within the specified period between year 2000 to 2008. Fifteen (15) voluntarily agreed to take part in the study after they were invited. A pilot study was conducted with one (1) participant, who has resigned but was not involved in the actual research, and it assisted in determining the feasibility of the research question. Individual face-to-face semi-structured interviews were used to gather information from the nurse educators who resigned from the nursing college in question. The responses from the nurse educators were recorded on an audiotape recorder and field notes with the permission of the participants. An open coding, qualitative data analysis method was used. Trustworthiness was accomplished using the strategies as outlined by Lincoln & Guba (1985: 301–328). Ethical standards for nurse researchers were adhered to as outlined by DENOSA (in Brink et al., 2012: 48–51). The results of the data analysis that emerged were three (3) main categories, seven (7) subcategories and their related themes. The findings on factors leading to nurse educators resigning from a Johannesburg nursing college included factors related to management of the nursing college; emotional and attitudinal factors; and factors related to cultural diversity. Through conceptualisation, the themes identified from the research were supported or refuted by the relevant existing literature and interpreted by the researcher. Conclusions drawn from the conceptualization formed the basis for the description of strategies to retain nurse educators at a Johannesburg nursing college. The strategies identified through conceptualization were described in order to assist the nursing college under study to retain its nurse educators. It is recommended that the strategies be implemented in nursing education, management and research.

The purpose of this multiple case study was to explore strategies that managers in the retail grocery industry use in reducing short-tenured employee attrition in the West Midland states in the United Kingdom. Participants were 4 store managers who had managerial experience in the retail grocery industry, worked as a retail store manager in the West Midlands, and had experience implementing effective strategies to reduce employee attrition. The Herzberg 2-factor theory was the conceptual framework. Semistructured interviews were used to collect data. Data were analyzed using Yin's 5-step data analysis process. The major themes were: training and development, enriched job responsibility, human resources intervention, and employee recognition. Participants relied on training and development, enriched job responsibility, human resources intervention and, employee recognition to reduce employee attrition. The results may provide retail grocery leaders with strategies for reducing short-tenured employee attrition in grocery stores, which may reduce adverse effects on the industry's profitability. Implications for positive social change include improving the quality of life of the community and citizens; improved levels of satisfaction in quality of life translate into developing and maintaining positive relationships with family and friends, as well as helping the local communities and the economy.

El objetivo del presente estudio fue relacionar mobbing e intención de renuncia en trabajadores de una institución educativa pública de Lima - Perú. Asimismo, comparar el mobbing y la intención de renuncia según sexo y el área donde trabajan. El estudio se realizó con 114 participantes, 64.9% de mujeres. Se utilizaron como instrumentos, el cuestionario de Estrategias de Acoso en el Trabajo y el Cuestionario de Intención de Renuncia al Trabajo. Se encontró que las seis dimensiones de acoso en el trabajo correlacionan positiva y significativamente con intención de renuncia (p= .31, .41, .26, .16, .39 y .36). Asimismo, se realizó un análisis comparativo de ambos constructos según el sexo, encontrándose diferencias únicamente en la dimensión de desprestigio personal de la escala de acoso laboral, donde los hombres puntúan más alto que las mujeres; Al comparar los datos según el área de trabajo, se encontró que los trabajadores administrativos tenían puntaciones más altas en comparación a los docentes, auxiliares y personal de servicio en intención de renuncia y en cinco dimensiones del mobbing, con la excepción de desprestigio personal. / The objective of this study was to relate mobbing and the intention to quit in employees of a public educational institution in Lima – Peru. However, compare mobbing and intention to quit according to sex and the area where they work. The study had 114 participants, 64.9% of whom were women. The Harassment Strategies at Work questionnaires and the Intention to Quit Work Questionnaire were used as instruments. It was found that all six dimensions of harassment at work correlate positively and significantly with intent to quit (p= .31, .41, .26, .16, .39 y .36). However, a comparative analysis of both constructs according to sex was carried out, finding differences only in the dimension of personal discredit of the scale of harassment at work, where men score higher than women; When comparing the data according to the area of work, it was found that administrative workers had higher scores compared to teachers, assistants and service personnel in intention to quit and in five dimensions of mobbing, with the exception of personal discredit. / Tesis