Stress, press och personalbrist är ett aktuellt ämne idag inom sjukvården mer än någonsin, synnerligen vad gäller sjuksköterskor. Tidigare studier har påvisat att hög stressnivå, press samt dålig arbetsmiljö leder till att sjuksköterskor slutar på sin arbetsplats samt att vissa även blir utbrända medan andra väljer att byta yrke helt. Syftet med undersökningen var att studera anledningar till att sjuksköterskor väljer att lämna sina fasta tjänster och istället börjar arbeta via bemanningsföretag. Resultaten påvisade att hyrsjuksköterskor upplevde ett bättre välmående eftersom de hade högre löner samt var friare med valet av schema och arbetspass. Sjuksköterskorna kände sig även mindre belastade då de inte behövde utföra extra uppgifter eller tänka på arbetsplatsens resurser, utan skulle endast tänka på sitt arbete samt patienterna under passet. Trots att resultaten stärks av tidigare forskning vore ett större urval där könsfördelningen speglade verkligheten mer samt även en större variation mellan arbetslivserfarenheten bättre för generaliserbarheten.

Thesis. 1975. M.S.--Massachusetts Institute of Technology. Alfred P. Sloan School of Management. / Bibliography: leaf 91. / by Edward H. Getchell. / M.S.

Company A has experienced high voluntary staff turnover at middle management level between 2007 and 2009. During this period 35% of middle managers have resigned and, this has resulted in significant financial costs being incurred. This research focused on understanding what factors would make the current middle managers stay in Company A’s employment and what the financial impact has been due to these resignations. The research concluded that career development, people development by line manager, feedback of own work, a line manager who teaches and coaches subordinates, and working with a knowledgeable line manager, were the top five factors that would make the current middle managers stay in Company A’s employment. The research further concludes that there was a gap between Company A’s retention initiatives and what the middle managers actually value, thus the resignations. The research has also established that the middle managers’ resignations have had a significant financial impact on the organisation.

Teachers are central to improving education quality and student learning. Yet, it is common that education systems short-pay teachers. Linking the occupational choice literature, this dissertation raises concern regarding potentially large adverse effects of holding teacher wages back from broader market levels, in terms of declining teacher aptitude and reduced student learning. Using a four-part analysis, I examine and contextualize theoretical stipulations using the case of Chinese teachers. Firstly, in Part I, I establish the causal link between teachers’ human capital level and student learning outcomes, by employing student fixed-effect models to relate differences in teachers across subjects to variations in student test scores. I find statistically significant impacts of teachers holding advanced tertiary degrees on improving student learning, at 0.033 standard deviations or adding about 1 additional month of learning over a typical 9-month academic year. Secondly, in Part II, I document relative pay gaps between teachers and comparable workers using Mincer earnings function. Between 1988 and 2013, I find sharp shifts in the relative wage attractiveness in the teaching sector, such that teachers’ mean wage levels experienced 24 percentage-points reversal, at 11 percent below the private sector levels in 2013. Also, returns to holding advanced tertiary degrees in teaching is about 11 to 15 percent less than that of the private sector in years 2007, 2008, and 2013, while this difference was statistically indistinguishable in the pre-2007 period. Thirdly, in Part III, I estimate the probability of entry to teaching by different human capital traits, and find declining trends for more educated individuals overall. In 2007 and 2013, new labor market entrants with advanced tertiary degrees are 4.7 and 5.8 percentage-points less likely than comparable workers in older cohorts to choose teaching. Similar patterns continue to hold when I use alternative human capital and skills proxies. Fourthly, in Part IV, using a national representative panel dataset containing 211 matched teachers, I track career destinations and relate it to opportunity wages and non-pecuniary outcomes. In general, I find that teacher turnover rates are high at about 35 percent, half of which are exits from the education sector entirely; there also exist positive associations between opportunity wage levels and turnover decisions, but there is no evidence of non-pecuniary gains from turnovers.

Chief Executive Offier (CEO) characteristics, such as the level of risk aversion, are known to affect corporate financial policies, and therefore are likely to impact corporate liquidity decisions. We examine changes in cash holdings around CEO turnover events, a period in which discrete changes in managerial preferences and abilities are likely to have the most dramatic effect on cash holdings. Our results suggest that cash holdings increase significantly following forced departures. The increase is persistent over the successor's tenure and is robust to controls for the standard firm-level determinants of cash holdings and corporate governance characteristics. We find that higher cash holdings arise mainly through the management of net working capital, as opposed to asset sales or reductions in investment. This suggests that the changes are optimal for shareholders rather than an indication of serious agency problems. This conclusion is supported further by our finding that the marginal value of cash does not decrease following the turnover.

In this paper we deal with employee turnover of call centre operators in one particular company. To understand various causes of call centre operators turnover we have executed a qualitative as well as quantitative research. In the qualitative research we have interviewed 16 call centre operators focusing on the turnover causes from the view of the operators. Furthermore we have also interviewed all 3 members of the human resources department. These interviews concerned the functionong of that department as a whole. Finally, we have interviewed a former HR manager of this company, who have shared with us his views about the work, aim and future of the HR department. All these interviews have enabled us to understand what the causes of employee turnover are, and what the members of HR department deal with. In addition, we have executed quantitative research, in which we examined the relation between the rate of employee turnover and age, gender, reaching financial performance goals and work performance. The results of our studies show that there is no statistically significant relationship between age and the operator's termination of employment; length of employment and gender; the time before the termination of the employment relationship on the financial performance goals; nor time effect before...

Essa dissertação apresenta uma análise dos temas de absenteísmo e rotatividade em uma Unidade de Tratamento de Sementes, de uma empresa multinacional, localizada em Primavera do Leste – MT. A pesquisa desenvolvida para a análise percorreu duas fases: na primeira fase foi conduzido um diagnóstico com base em pesquisa documental, entrevistas com os gestores da empresa e uma análise da literatura. O resultado desta fase foi a identificação de 13 Hipóteses sobre as possíveis causas segundo as fontes levantadas na etapa anterior. As Hipóteses foram verificadas por meio de dados históricos existentes na empresa e por uma pesquisa com dados primários coletados no estudo de caso. A partir dos resultados da primeira fase, conduziu-se uma pesquisa quantitativa junto aos funcionários da empresa para atestar sobre possíveis causas do absenteísmo e rotatividade. Os resultados para o absenteísmo empresarial apontam valores altos (4%) relativos aos índices considerados ideais pelo mercado nacional e internacional (2,5%) e, é mais predominante entre funcionários do sexo feminimo e indivíduos efetivos. Cada hipótese identificada na primeira fase foi testada a partir da pesquisa realizada e algumas conclusões puderam ser tecidas. O absenteismo é, principalmente, estimulado pela necessidade de cuidado com os filhos, oportunidades de emprego ou de aumento salarial. A rotatividade da empresa tem como causa o tipo de contrato por prazo determinado, a busca de empregos estáveis e melhores salários. O pacote de benefícios não se mostrou ineficiente para reduzir o absenteísmo mas, eficiente para a intenção de permanecer. Como diretrizes recomenda-se o alinhamento da estratégia organizacional às atividades táticas e operacionais e que se estabeleçam indicadores de desempenho para medir a efetividade do plano de benefícios. Destaca-se ainda, mais atenção em programas igualitários do trabalhador, reconhecimento pelo bom desempenho, possibilidade de crescimento profissional oportunizando a todos os empregados a participação em projetos de maior escopo produtivo e estreitamento do setor jurídico ao setor administrativo. / This thesis presents an analysis of the issues of absenteeism and turnover in a seeds treatment unit of a multinational company located in Primavera do Leste - MT. The research developed for the analysis had two phases: on the first phase we conducted a diagnosis based on file research, interviews with company managers and a review of literature. The result of this phase was the identification of 13 hypotheses about the possible causes raised according to sources in the previous step. The hypotheses have been verified by existing historical data in the company and a survey of primary data among the staff. From the results of the first phase, we conducted a quantitative survey of company employees to testify on possible causes of absenteeism and turnover. The results of corporate absenteeism indicate high values ( 4 % ) for the indices considered ideal in domestic and international markets ( 2.5 % ), and it is more prevalent among female employees and effective individuals. Each hypothesis identified in the first phase was tested from the survey and some conclusions could be taken. Absenteeism is mainly driven by the need for child care, job opportunities or salary increase. The turnover of the company is caused by the type of contract for a definite term, and the search for stable jobs and better wages. The benefits package was not efficient to absenteeism and turnover. As guidelines we recommend the alignment of organizational strategy to tactics and operational activities, and the establishment of performance indicators to measure the effectiveness of the benefit plan. What stands out even more is attention on egalitarian worker programs, recognition for good performance, possibility of professional growth providing opportunities for all employees to participate in projects of greater scope and productive connection of the legal and the administrative sector.

Yong, Chi King. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 58-62). / Abstract also in Chinese. / Abstract / English version --- p.i / Chinese version --- p.iii / Acknowledgement --- p.iv / Table of content --- p.V / Lists of tables --- p.vii / Lists of figures --- p.viii / Chapter Chapter 1: --- Introduction --- p.1 / Background --- p.1 / Overview of job and occupation embeddedness --- p.3 / Composite measure of job embeddedness and global measure of job embeddedness --- p.12 / Age as possible moderator of relations between embeddedness and intention to change --- p.13 / Literature review on socioemotional selectivity theory --- p.14 / "Super´ةs life-span, life-space model" --- p.15 / Change in intellectual abilities across age --- p.16 / Possible age differences in job and occupational embeddedness --- p.17 / Present study --- p.19 / Chapter Chapter 2: --- Method --- p.21 / Participants --- p.21 / Measures --- p.22 / Procedure --- p.27 / Chapter Chapter 3: --- Results --- p.28 / Evidence of construct validity of composite job and occupational embeddedness --- p.28 / Structural equation modeling analyses --- p.35 / Global job and occupational embeddedness --- p.39 / Age moderation effect --- p.40 / Age differences analysis --- p.47 / Chapter Chapter 4: --- Discussion --- p.51 / General findings --- p.51 / Limitations --- p.54 / Future research --- p.55 / Implications --- p.56 / References --- p.58 / Footnotes --- p.63

Gong, Yuanyuan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 80-93). / Abstract and some appendixes also in Chinese. / LIST OF TABLES --- p.ii / LIST OF FIGURES --- p.iii / ABSTRACT --- p.iv / ABSTRACT IN CHINESE --- p.vi / ACKNOWLEDGEMENT --- p.vii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.3 / Chapter 2.1 --- Turnover Study --- p.7 / Chapter 2.1.1 --- Antecedents --- p.8 / Chapter 2.1.2 --- Processes --- p.10 / Chapter 2.3 --- Five-Factor Model of Personality --- p.13 / Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14 / Chapter 2.2 --- Job Embeddedness --- p.18 / Chapter 2.2.1 --- Links --- p.18 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.21 / Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23 / Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23 / Chapter 2.4.2 --- Extraversion --- p.28 / Chapter 2.4.3 --- Conscientiousness --- p.30 / Chapter 2.4.4 --- Openness to Experience --- p.33 / Chapter 2.4.5 --- Agreeableness --- p.35 / Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38 / Chapter 4.1 --- Study 1 --- p.38 / Chapter 4.1.1 --- Participants and Procedure --- p.38 / Chapter 4.1.2 --- Measures --- p.40 / Chapter 4.1.3 --- Results --- p.43 / Chapter 4.2 --- Study 2 --- p.51 / Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51 / Chapter 4.2.2 --- Participants and Measures --- p.60 / Chapter 4.2.3 --- Results --- p.60 / Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71 / Chapter 5.1 --- Key Findings --- p.17 / Chapter 5.2 --- Implications --- p.76 / Chapter 5.3 --- Limitations and Future Directions --- p.77 / REFERENCES --- p.80 / APPENDIX A Questionnaire used in this study (English version) --- p.94 / APPENDIX B Questionnaire used in this study (Chinese version) --- p.97

The eukaryotic ribosome is a large molecular machine consisting of ~80 ribosomal proteins and 4 rRNAs. The 40S and 60S ribosomal subunits are assembled in the nucleolus by ~200 helper proteins then shipped into the cytoplasm or to the endoplasmic reticulum where protein translation takes place. Eventually ribosomes are removed from the cytoplasm and recycled through ribophagy, however, very is little is known about ribosomal protein exchange after assembly but before ribophagy. Using kinetic turnover measurements of ribosomal proteins and rRNA in vivo we determined ribosomal protein replacement rates are diverse suggesting ribosomal components may be replaced without destruction of the entire ribosome. Measurements from ad libitum fed and dietary restricted mice provide strong evidence that RPL10 exchanges rates are dramatically different between AL and DR while synthesis and degradation do not change. RPL10 turnover can be described using a two-pool kinetic model, which may be applied to many ribosomal proteins.