In 2012, more than 25 million U.S. employees voluntarily terminated their employment with their respective organizations. Demographic characteristics of age, education, gender, income, and length of tenure are significant factors in employee turnover intentions. The purpose of this study was to determine if a relationship existed between age, education, gender, income, length of tenure, and employee turnover intention among full-time employees in Texas. The population consisted of Survey Monkey-® Audience members who were full-time employees, residents of Texas, over the age of 18, not self-employed, and not limited to a specific employment industry. For this study, a sample of 187 Survey Monkey-® Audience members completed the electronic survey. Through the proximal similarity model, the results of this study are generalizable to the United States. The human capital theory was the theoretical framework. The results of the multiple regression analysis indicated a significant relationship between age, income, and turnover intentions; however, the relationship between education, gender, and length of tenure was not statistically significant. As the Baby Boomer cohort prepares to transition into retirement, organizational leaders must develop retention strategies to retain Millennial employees. To reduce turnover intentions, organizational leaders should use pay-for-performance initiatives to reward top performers with additional pay and incentives. The social implications of these findings may reduce turnover, which may reduce employee stress, encourage family well-being, and increase participation in civic and social events.

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As to a private enterprise, the leaving of outstanding staff is undoubtedly the losses of a kind of intangible assets to the company. For a company which has encountered the merged and acquisition¡]M¡®A¡^, a reorganization of the company is definitely needed . How to avoid the leaving of outstanding staffs and how to keep them? This question has turned into an major concern for the been-merged company. In Chinese society, the interpersonal relation is crucial in one¡¦s life , therefore, it has become unavoidable to concern about the impact of some staff¡¦s leaving. This research probes into the issue that how the employees in the been-merged company been influenced when making a decision to leave or stay in the company concerning the personal relationship in Chinese society. Find in the result of the research, the factors which account for the staying or leaving of the merged company staffs could be concluded as the following four points: 1¡BWhen after enterprise is merged, a staff could have the idea of keep staying contributed to a sense of fellowship among co-workers and vice versa. 2¡BWhen after enterprise is merged, in the bad contact relationship among the colleagues, a person among them could have the idea of keep staying because of the leaving of other colleagues in the office and vice versa. 3¡BWhen after enterprise is merged, in the good fellowship among the colleagues, a person among them could have the idea of leaving owing to not be accompanied by other remaining friends in the office and vice versa. 4¡BWhen after enterprise is merged, in the bad relationship among the colleagues, a person among them could have the idea of leaving owing to the staying of other colleagues in the office and vice versa.

Teacher attrition is a major topic of discussion and concern in this country. With the growth in the school-age population, the need to attract and retain quality teachers will become even greater. The purpose of this narrative inquiry was to explore factors that influenced teachers’ decisions to remain in an urban school. A qualitative research design was used by conducting one interview with 13 teachers in an intermediate school (5th & 6th grades) in an urban school district near Houston, Texas. The participants’ years of experience in this study ranged from 5-33 years. They presented a diverse range of age, career experiences, and cultural/ethnic backgrounds. Data were collected through audio-taped interviews that lasted 45-90 minutes conducted in their classrooms before or after school. Additional follow-up questions and clarification statements were obtained from the participants where it was warranted. The transcribed interviews and the follow-up questions were analyzed using the Labov method of structuring narratives into stories. This method was used in order to compare participants’ narratives to identify emergentthemes among the rich stories that the participants shared with me. The findings are presented as three emerging themes on why teachers choose to remain in an urban school. These themes were recurrent and dominant throughout the narratives. Participants generally felt that there were three main reasons why they remained to teach in this urban school. Those three reasons manifested themselves in the form of themes. Those three dominant themes were: (a) making a difference in the lives of young people, (b) having no reason to leave, and (c) having administrative support, which was the leading factor that influenced teachers to remain in an urban school. Each theme had several supporting themes that were explored also. Implications for practice and recommendations for further study were also discussed.

"Submitted in partial fulfillment of the requirements for the degree of Master of Science in Contract Management from the Naval Postgraduate School, December 2009." / Advisor(s): Rendon, Rene G. ; Sears, George A. "December 2009." "Joint applied project"--Cover. Description based on title screen as viewed on January 28, 2010. Author(s) subject terms: Turnover, Contract Management, Contract Management Maturity Model, Procurement Planning, Solicitation Planning, Solicitation, Source Selection, Contract Administration, Contract Closeout, National Capital Region Contracting Center. Includes bibliographical references (p. 61-65). Also available in print.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.

No description available.

This thesis reports the first independent test of an influential model of employee turnover (Lee, Mitchell, Holtom, McDaniel and Hill 1999). The context for this test is the case of nurse turnover in the National Health Service (NHS). There have been many hundreds of turnover studies in the last fifty years, and many ways of understanding the turnover phenomenon. The thesis organises this literature, by selectively analysing and discussing the more influential of these studies. This selective, critical review allows for the model tested here to be placed in a theoretical and historical context. A critique of the model signalled the need for theoretical development prior to operationalisation. However, the relative paucity of empirical evidence in support of the model suggested that replicating the basic findings of the authors would also be desirable. Accordingly, the case for a critical test was clear, and an outline of the role of this type of replication facilitated this. The research involved eight NHS trusts, in three regions. In total, 352 full-time nurse leavers participated. Data relating to their decision to leave was collected via an eight page survey, which comprised both closed and open items. Analysis and interpretation of these data challenge the current formulation of the model tested, as well as contributing to the understanding of employee turnover and nursing turnover. Note: The term model is defined here as 'conceptual framework'.

This portfolio is concerned with ascertaining the factors which are most important in determining employee turnover of high performing employees in the Electronics industry in Thailand. / Paper One represents the Literature Review on employee turnover. As would be expected, most of the literature is from Western sources and concerns studies undertaken in the West, especially in the USA. There are relatively few studies which are concerned with employee turnover in Thailand. It is interesting to note that virtually all past studies, wherever they have been located, have been concerned with employee turnover as a general phenomenon. No studies were able to be identified, which specifically examined the turnover of identified high performers. / In Paper Two, a case study is presented of the turnover of high performing employees in one Electronics company in Thailand. This is a qualitative research study. Fifty high performing employees, who had left the company over the previous period of five years (1999-2003), for the purposes of this study, were identified and were able to be contacted by telephone for telephone interviews based on a research framework or model of the turnover of high performing employees. In this model, a number of variable likely to singly or jointly cause employee turnover were identified. As indicated, these former high performing employees were interviewed by telephone interviews and their responses tested against the model's components. The results of the information obtained from these interviews were then analysed, summarised and presented in three staffing categories, managerial staff, technical staff and supporting staff. Various measures are then presented as recommendations which could lead to lower turnover levels of performing employees. / Paper Three then performs a further qualitative analysis study of a group of senior managers from the industry, CEOs and Personnel or HR Directors/Managers to test their reactions to the established model and if necessary, to further modify the model, taking these views of senior managers into account. As a result of these interviews, a number of changes were made to the turnover model, even though most of these changes represented 'fine tuning' of the model rather than fundamental disagreements or changes required to the model. The model is seen as relevant especially to the Electronics industry in Thailand but may also serve as an investigatory model for investigating the turnover of high performing employees, in other Thai companies and industries and even possibly for companies and industries located outside Thailand. It represents a substantial study for, as indicated, no other study of the turnover of high performing employees has been identified from the literature. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.