The retention of talents has been one of the crucial topics for enterprises. No matter how renowned the enterprise is, its employees might choose to resign. The causes or reasons of resignation could be many, either unsatisfied with current workplace or other factors, such as leadership of supervisors, job satisfaction, the recognition of incentives or motivation and so forth. Through career transition survey and the research of related thesis, we discovered that employees¡¦ job satisfaction was profoundly involved with leadership. In the meantime, employees¡¦ recognition toward motivators will influence their job satisfaction as well. From the result of questionnaire survey and analysis, we understand what motivators can motivate employees to the most and what type of leadership can make employees feel more satisfied their jobs. The samples of this research were from indirect production employees of six manufactures in Kaohsiung that were listed as top 1000 manufactures on Business Weekly magazine. 296 copies completed and returned from 350 questionnaires in total sent out. Through differential analysis, correctional analysis, regression analysis, the empirical findings of the present study are as the following: 1. The difference of job satisfaction will be occurred because of different leadership types. The positive effect from transformational leadership is stronger than from transactional leadership. 2. The difference of Job satisfaction will be resulted from employees¡¦ recognition toward incentive measures and motivation. The positive effect from internal motivation is more significant than from external motivation. 3. The tendency of resignation is heavily impacted by job satisfaction. Keywords: leadership, incentives, motivation, job satisfaction, tendency of resignation.

Abstract The employee left no matter voluntarily non-voluntarily from any organization, high turnover rate means increasing the time and cost of recruiting, selecting and training employee. Further more, it will reduce the competitiveness for any industry leading to non-effective operation, difficult to remain intellectual property as well. It surely is impairment to an organization. As critical employee left with preventable reason such as sensed with any political problem within the organization then it¡¦s not a good situation to any firm. Hence, the Company should try to reduce the bad impact from conception of organizational politics would improve the high turnover rate. This researcher intends to see the relationships between perceptions of organizational politics and employees¡¦ resignation inclinations and compare the difference of private organizations. The perceptions of organizational politics scale was translated by An-ming Lee according to Kacmar K. M., Carlson D. S. (1997), and resignation inclinations scale was modified by Chin-ming Ho according to Kai-yi Huang (1984). To analyze 948 effective examples by SPSS program of Correlation Analysis, One-way Anova analysis, Scheffe multiple comparisons, Regression Analysis, etc. and try to get the variables and the result of the research, 1. Different personal attributes variables of different industries have significant difference in perceptions of general political behavior. (1) For general service industry, people who have high-level manager would have the less perceptive for general political behavior than any position. And for high-tech manufacturer , technical staffs have the significant difference for general political behavior than middle-level manager. (2) For general service industry and high-tech manufacturer, different period of getting along with the supervisors have different significant. (3) For general service industry, different working period have significant difference than other industries. (4) For high-tech manufacturer, staffs¡¦ age has significant difference than other industries. 2. Different personal attributes variables of different industries have significant difference in perceptions of the difference between policy and enforcement. (1) For all of the researching industries, different positions have significant different. (2) For financial service industry and general service industry, different periods of getting along with their supervisors have different significant. (3) For high-tech manufacturer and traditional manufacturer industries, the marriage status have different significant. (4) For financial service industry, staffs¡¦ age have significant difference than other industries. 3. Different personal attributes variables of different industries have significant difference in perceptions of communication problem. (1) For financial service industry and high-tech manufacturer, different positions have significant different. (2) For general service industry and traditional manufacturer industry, different periods of getting along with their supervisors have different significant. (3) For high-tech manufacturer, staffs¡¦ marriage sttatus have significant difference than other industries. (4) For traditional manufacturer, staffs¡¦ age have significant difference than other industries. 4. Different personal attributes variables of different industries have significant difference in perceptions of organizational politics. (1) For all of the researching industries, different positions have significant different. People who has lower position would have the more perceptive of organizational politics. (2) For any service industry, different periods of getting along with their supervisors have different significant. (3) For high-tech manufacturer, staffs¡¦ marriage sttatus and age have significant difference than other industries. 5. The influence resignation inclinations while people have perceptions of organizational politics between the researching industries. (1) For all of the researching industries, excluded high-tech manufacturer, while people have higher perceptions of organizational politics will have higher resignation inclinations. (2) The personal attributes variables won¡¦t have any influence for resignation inclinations. (3) For all of the researching industries, while people have higher perceptions of the difference between policy and enforcement will have influence for resignation inclinations. (4) For financial service industry and general service industry, while people have higher perceptions of general political behavior will have higher resignation inclinations. (5) For all of the researching industries, excluded traditional manufacturer industry, while people have higher perceptions of communication problem will have higher resignation inclinations.

For an enterprise, the appropriate flow rate of employees helps the metabolism of an organization and prevents an organization from becoming rigid. The appropriate flow of employees helps the enhancement of management efficiency of an enterprise. If the flow rate is too high, however, it will cause the loss of employees, the high expense of recruiting and training, and the low morale of employees. Moreover, it will cause the deficiency of human resource. In addition to general resignation mentioned in the above, another phenomenon of collective-resignation is arising. Collective-resignation has caused the crisis of management. Therefore, how to avoid collective-resignation is an important issue of an enterprise. This research discusses how the organizational commitment influences the initiative collective-resignation intention and passive collective-resignation intention. The object of this research is mainly on the employees in enterprises. The number of issued questionnaires is 750, and finally the number of returned questionnaires is 406. The rate of returning is 54.1 percent. The statistics results in the analysis as the following: 1.Governmental commitment has great influence on collective-resignation intention. Among them, the regulative commitment has positive effect on initiative collective-resignation and negative effect on passive collective-resignation (following the supervisor). The emotional commitment has negative effect on passive collective-resignation (following the supervisor). The sustained commitment has positive effect on passive collective-resignation (following the colleague). 2.The loyalty to supervisor has remarkable effect on collective-resignation. Among them, the dimension of recognition internalization is the most remarkable. 3.The effect of the loyalty to supervisor has more influence on passive collective-resignation than organizational commitment. 4.The collective-resignation intentions are divided into three dimensions: initiative collective-resignation intention, passive collective-resignation intention (following the supervisor) and passive collective-resignation intention (following the colleague).

by Tam Wing Wah, Michael. / Bibliography: leaves 35-37 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1984

Following the prosperity and economic growth of society, the people in Taiwan start to pay attention to the quality of hospitalization and personal health care. There are numerous new types of medical care business start to grow to meet these demands; hence the pressure of the competition in the medical care market becomes more serious ever. An immediate and important task is to utilize the knowledge and experience of the medical care workers to improve the quality of medical care service hence to create a long-term competitiveness. However, to enhance the quality of medical service, it needs to satisfy its internal customers (employees) to provide a high quality products and service. Then with high quality products and service, it will produce the satisfactory outside customers. This study focuses on the relationship between medical care industry knowledge employee¡¦s work values, motivation equality and resignation inclination. The actual survey objects are the employees of the hospitals, the pharmaceutical manufacturing and biotech related industry. This research adopts the random selection methodology for questionnaire. A total of 338 questionnaires were collected to perform the statistic analysis. The results are emphasizing the individual attributes of medical care knowledge worker to his work values, motivation equality, and resignation inclination. In summary: 1. Different individual attributes of medical care knowledge worker have significant difference in work values. 2. Different individual attributes of medical care knowledge worker have significant difference in resignation inclination. 3. Medical care knowledge workers¡¦ work values in different level have significant impact on resignation inclination. 4. Interaction between medical care knowledge workers¡¦ individual attributes and motivation equality has significant impact on resignation inclination. 5. Interaction between medical care knowledge workers¡¦ work values and motivation equality has significant impact on resignation inclination. Based on the results mentioned above, this study recommends the following suggestions to the medical care industry: (1) establish an equal and justice decision process and a transparent employee salary system, (2) enhance the mutual trust between the medical care industry and medical care workers, (3) pay attention to workers¡¦ career and development, and increase the human capital, (4) create an excellent working environment, and to allow the growth for both business and workers, (5) remove any blocks in the communication channels to create a win-win situation between medical care employer and workers. To future researchers on this topic, the author suggests that the research objectives should be expanded to the whole medical care industry. The statistical methodology should adopt the Stratified Random Sampling method. Data collection uses questionnaire mainly but complements with other observation method and in-depth interview method. There are many factors to affect the employee¡¦s resignation inclination, but only the worker¡¦s work values, motivation equality, and individual attributes to be selected as the variables. Other variables, such as organization climate, behavior of leadership, and etc.., are not included in this research. The author recommends that the future study can concentrate on the actual case study for the resignation inclination problems by using multi-variable analysis method.

Mémoire (M.Th.)--Université du Québec, 1994. / Document électronique également accessible en format PDF. CaQCU

Orientador: Nelson Luís Ramos / Resumo: A tese que se pretende defender, na comparação entre as obras (Cemitério dos vivos (1956), de Lima Barreto e Recordações da casa dos mortos (1862), de Fiódor Dostoievski, é a de que os diferentes lugares de onde narram os narradores protagonistas têm idêntica função procedimental: são lugares onde vozes dissonantes e contraditórias têm liberdade de se expressar apesar da repressão; a liberdade acaba sendo a característica fundamental e basilar nesses ambientes, a saber: o hospício e a prisão. Considera-se que, neste contexto, “cemitério dos vivos” e “casa dos mortos” são expressões sinonímicas: representam, ambos, o lugar onde os indesejados são postos para que fiquem separados e esquecidos do restante da sociedade. Entretanto, nestes locais, os narradores encontram espaço para expressar suas opiniões, tornando-se vozes discordantes e fazendo de seus claustros, lugares de existência do contraditório. Em Cemitério dos vivos prevalece a angústia, a culpa, a dor, o sofrimento, decorrentes da introspecção do protagonista Vicente Mascarenhas. É de grande pertinência a comparação entre ambas pois, pelo título, já demonstram interessante diálogo: quem são estas pessoas que habitam a “casa dos mortos” e o “cemitério dos vivos”? Por que estão mortas em vida? Trata-se da morte pelo ostracismo, silêncio como punição para os diferentes e os contraditórios. A busca pela homogeneidade pede lugares como estes. Importante estar atento para estes protagonistas narrando o horror do “inenarráve... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The thesis that is intended to defend, in the comparison between the works (Cemetery of the Living (1956), by Lima Barreto and Memories of the House of the Dead (1862), by Fiódor Dostoievski, is that the different places from which the narrator-protagonists narrate have the same procedural function: they are places where dissonant and contradictory voices are free to express themselves in spite of repression; freedom ends up being the fundamental and basic characteristic in these environments, namely: the hospice and the prison. It is considered that, in this context, "cemetery of the living" and "house of the dead" are synonymous expressions: both represent the place where the unwanted are placed so that they are separated and forgotten from the rest of society. However, in these places, narrators find space to express their opinions, becoming discordant voices and making their cloisters places of existence of the contradictory. In the Cemetery of the Living, the anguish, the guilt, the pain, the suffering, arising from the introspection of the protagonist Vicente Mascarenhas, prevails. The comparison between the two is of great relevance because, by the title, they already show an interesting dialogue: who are these people who inhabit the "house of the dead" and the "cemetery of the living"? Why are they dead in life? It is death by ostracism, silence as a punishment for those who are different and contradictory. The search for homogeneity asks for places like these. It is ... (Complete abstract click electronic access below) / Doutor

The purpose of this study was to examine the rate and reasons for turnover among Virginia elementary school principals over a five year period. Principals responded to a mailed questionnaire examining categories of continuing and departing principals and the factors that influenced their decisions. Personal and professional demographics, extrinsic and intrinsic factors found to be significant in previous mobility studies were compared to those cited by Virginia principals. The five year turnover rate was found to be consistent with earlier predictions, even with the impact of early retirement discounted. Factors contributing to turnover were pressure and stress, financial factors, work demands and factors beyond the principals' control. Although the same factors operate on all principals, departing principals appear to be more influenced by a combination of these factors than continuing principals, who may remain because they feel that they can continue to exert a positive influence. / Ed. D.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Talent retention is currently an international challenge across industries, and especially for academic staff at higher education institutions (HEIs) in South Africa. It may be argued that HEIs are more dependent on the intellectual and creative abilities and commitment of their academic staff than most other organisations. For an HEI to maintain a long-term trajectory of excellence in terms of both research outputs and teaching, a strong focus on retaining a younger generation of skilled academics is needed. Unfortunately, in many fields HEIs have to compete with industry to retain these employees. At the same time, the academic profession has increasingly fallen behind the private sector in terms of remuneration, amongst others, resulting in a shortage of young academics in South African HEIs. An investigation into the intention to quit amongst Generation Y academics at HEIs therefore is justifiable. A mixed-method research design, including both qualitative (focus groups and blog) and quantitative phases (a self-administered questionnaire), was applied. Academics (n = 189) at six HEIs in South Africa were sampled. The Pearson product-moment correlation coefficients indicate that employee engagement, transformational leadership, job satisfaction, and remuneration, reward and recognition have a significant negative impact on intention to quit. Based on the multiple regression and partial least square (PLS) path modelling results, it was found that only employee engagement and job satisfaction have a significant negative impact on intention to quit. Therefore, the latter variables have the most significant impact on intention to quit amongst the sampled population. However, the PLS path modelling results suggest that, by including employee engagement, transformational leadership, job satisfaction, and remuneration, reward and recognition in the prediction of intention to quit, 45% of the variance will be explained. Relationships between the independent variables were also found: between employee engagement and job satisfaction; between transformational leadership and employee engagement; between transformational leadership and job satisfaction; and between remuneration, reward and recognition and job satisfaction. This study contributes to the body of knowledge on intention to quit among academics, and specifically the sought-after Generation Y academics. The findings serve as input for the development of efficacious retention strategies and mechanisms to retain Generation Y academics at HEIs in South Africa. / AFRIKAANSE OPSOMMING: Talentretensie is tans 'n internasionale uitdaging in verskeie industrieë en veral vir akademiese personeel in hoëronderwysinstansies (HOI's) in Suid-Afrika. Dit kan aangevoer word dat HOI's meer afhanklik is van die intellektuele en kreatiewe vermoëns en toewyding van hulle akademiese personeel as diemeeste ander organisasies. Vir 'n HOI om 'n langtermyn-bestaan van uitnemendheid in terme van navorsingsuitsette en onderrig te handhaaf, is 'n sterk fokus op die behoud van 'n jonger generasie van vaardige akademici nodig. Ongelukkig moet HOI's met die bedryf kompeteer om hierdie werknemers te behou. Terselfdertyd het die akademiese professie toenemend agter geraak met onder andere vergoeding, wat ‘n tekort aan jong akademici in Suid-Afrikaanse HOI's tot gevolg het. 'n Ondersoek na die intensie om te bedank onder Generasie Y akademici by HOI’s is gevolglik regverdigbaar. 'n Gemengde-metodenavorsingsontwerp wat beide kwalitatiewe (fokusgroepe en blog) en kwantitatiewe fases ('n self-geadministreerde vraelys) ingesluit het, is gebruik. Die steekproef het akademici (n = 189) verteenwoordig van ses HOI's in Suid-Afrika. Die Pearson produkmomentkorrelasies dui daarop dat werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding, beloning en erkenning 'n beduidende negatiewe impak het op die intensie om te bedank. Die resultate van die meervoudige regressie en PLS modellering dui daarop dat slegs werknemertoewyding en werkstevredenheid 'n beduidende negatiewe impak op die intensie om te bedank het. Hierdie twee veranderlikes het die betekenisvolste impak gehad op die intensie om te bedank onder respondente in hierdie studie. Dit is belangrik om daarop te let dat die resultate van die PLS modellering daarop dui dat 45% van die variansie in die voorspelling van intensie om te bedank verduidelik word deur werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding, beloning en erkenning. Statistiese verhoudings tussen die onderskeie onafhanklike veranderlikes is bevestig, naamlik tussen werknemertoewyding en werkstevredenheid; tussen transformasionele leierskap en werknemertoewyding; tussen transformasionele leierskap en werkstevredenheid; en tussen vergoeding, beloning en erkenning en werkstevredenheid. Hierdie studie dra by tot die uitbou van kennis oor die intensie om te bedank onder akademici, en spesifiek die gesogte Generasie Y akademici. Die bevindings dien as insette vir die ontwikkeling van doeltreffende retensiestrategieë vir die behoud van generasie Y akademici by HOI's in Suid-Afrika.

Šiame darbe „Subjektyvybė anapus etikos: S. Kierkegaardas“ autorius pamėgins aptarti individo, atsidūrusio anapus etikos, būties fenomeną. Mes gyvename pasaulyje, vadovaudamiesi ir laikydamiesi tam tikrų nustatytų normų, taisyklių, reikalavimų, kurie reglamentuoja žmonių bendrabūvį. Kitais žodžiais tariant, individo santykį su kitais žmonėmis ir pasauliu reglamentuoja etika. Etika yra žmonių socialinių santykių stabilumo, harmonijos ir tvarkos garantas. Tačiau pastebime, kad dažnai yra kalbama, kad vienas ar kitas žmogus pasielgė neetiškai. Arba žmogus susiduria su tokiomis ribinėmis situacijomis, kuomet pasiremti etika arba elgtis etiškai nebegali. Tai reiškia, kad žmoguje glūdi kažkokios tai jėgos, kurios neleidžia individui būti „išverstam“ į „etikos kalbą“, jėgos, kurios laiko individą ne-etikos arba anapus etikos plotmės. Taigi šitų klausimų ir problemų sprendimo būdų bus pamėginta ieškoti šiame darbe, nuolatos remiantis S. Kierkegaardu. / In the work "Subjectivity beyond ethics: S. Kierkegaard" it is trying to describe the individual who has fallen out beyond ethics and his phenomenon of being. We live in the world having some common norms, rules, requirements, that regulate the common being of people. In other words, the relationship of individual with other people and the world is regulated by ethics. Ethics is the ensurance of people's stability, harmony and order. But we notice, that it is often spoken, that one or another man behaves not ethically. That means, that a man possesses powers, that don't allow for individuality to be "translated" into ethical language. These powers keep the individual not in the ethics, but behind ethical sphere. So, these problems and questions are trying to solve in this work, all the time refering to the philosophy of Kierkegaard.