One technique being used to reduce employee turnover is the Weighted Application Blank. Data obtained from application blanks are analyzed and weights are assigned to each item. Utilizing these weights, predicted scores are derived and compared to each person's actual tenure to determine the effectiveness of the model. The present study analyzed application blank data from the files of 93 currently employed and 69 terminated female clerical workers. Twelve items were analyzed by means of a stepwise multiple linear regression procedure, with months of tenure being the dependent variable. The five most significant items yielded a multiple correlation of .54. The total sample also was divided randomly into two groups, and cross-group analyses resulted in simple correlations of .56 and .29.

A study to determine whether there is any relationship between teacher training and college training, between turnover of teachers and departmental training, and between grade point average, honor society students, and turnover of teachers.

This paper investigates  the factors  which influence  top management  turnover  in the Chinese real estate industry. The three main announced  reasons for top management turnover  are occupation  mobility 、 expiration  of the term and quit. In the empirical analysis, I find that three statistically  significant reasons for turnover are firm size 、 turnover  of first shareholder  and proportion  of independent  director.  Furthermore,  I study  how  firm performance  affect  top  management  turnover.  This  paper  uses  two different  firm  performance  indexes.  One  is financial  index-ROA  (Return  on  asset). The other is stock index-EPS  (Earnings per share). Significant  negative relations are found between total chairman turnover and earnings per share and lagged earnings per share.

Thesis(M.Com.(Human Resource Management)) -- University of Limpopo, 2019 / The general aim of this study is to determine the relationship between organisational culture, job satisfaction and turnover intention at an institution of higher education in South Africa. A quantitative, cross-sectional survey design was used in which self- administered questionnaires were utilised to collect data from a convenience sample of 198 participants. The respondents comprised mainly of the academic employees of the institution. Descriptive and inferential statistics including correlation and regression analyses were conducted. The data was collected using three different structured questionnaires. The findings indicated that there is a positive relationship between the dominant organisational culture and job satisfaction. There is a significant negative relationship between job satisfaction and turnover intention. This study recommended that every institution should figure out the effective retention strategies which may have the most impact on their employees and find ways to improve employee job satisfaction. / National Research Foundation (NRF)

Employee turnover is detrimental to organizational performance and profitability, leading to loss of diverse financial and intellectual resources and assets. Grounded in the motivation-hygiene theory, the purpose of this correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. The population consisted of low- to mid-level hospitality employees residing in Western Georgia, Central Mississippi, and North Central Texas, over the age of 18, and employed in the hospitality industry. A convenience sample of 156 participants completed the Compensation Scale, Job Satisfaction Scale, Utrecht Work Employee Engagement Scale, Work Extrinsic and Intrinsic Motivation Scale, Work Environment Scale, and Turnover Intention Scale via an online survey. Multiple linear regression analyses and Pearson-product correlation coefficients were used to predict employee turnover. The 5 predictors accounted for approximately 36% of the variance in turnover intention and the result was statistically significant, (R-² =.36, F (5, 105) = 11.57, p < .001). The correlation between motivation and turnover intention was not significant. The findings may contribute to positive social change by increasing the potential to provide hospitality leaders with a foundation for future research on job satisfaction, employee compensation, employee engagement, employee motivation, work environment, and turnover intentions. These improvements may lead to the formulation of strategies and policies of business practices to reduce turnover intentions.

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The purpose of this research was to develop an empirical model which could be used to predict job tenure for sewing machine operators in a large garment factory. Although the model did accurately predict tenure in each of five scoring ranges, the results did not meet the level of significance set forth in the hypothesis. It can be fairly stated that the results were trending in the right direction, but were not statistically significant.

No description available.

Countless research has identified that a good leader is crucial to the success of an organization. This is no different when looking in the school setting. Good leaders are paramount to the success of schools. In schools, the absence of good leadership, and more specifically a consistent leader itself, can be detrimental to the achievements of students, parents, teachers, and other stakeholders. Even though schools across the nation and the world are experiencing frequent principal turnover, there is little research into how this turnover is perceived by the stakeholders. This study focuses on the frequent turnover of leadership in one rural middle school where there had been eight principals in the past ten years, and how stakeholders made sense of this turnover. Framed by Turbulence Theory, this study details the importance for incoming leaders to recognize the impact that turnover has on stakeholders of the school. The study also identifies the need to identify and find ways to work with the stability factors present during a period of frequent turnover. / Educational Administration

The primary purpose of this study is to determine the turnover in the teaching profession the first five years after certification. Special attention will be given to the problems that prompted the change of work.