Much research has been conducted on what can be done to retain teachers in education. This study is an examination of what keeps teachers in high-poverty middle schools. The purpose of the study was to examine why teachers choose to stay in high poverty schools. According to Ed. Gov.(1999) high poverty schools are defined as schools that have 75% to 100% of students on free or reduced lunch. Eight teachers were interviewed from 2 high poverty schools located in the southeastern region of the United States. These teachers had been employed by their school for at least 5 years. Data were gathered and analyzed to reveal why teachers stay in high poverty schools even though the work can be extremely difficult. This study showed that the teachers interviewed feel working in a high poverty school can be more difficulty due to issues such as behavior and lack of parental involvement. However, rewards such as student growth and the love they develop for the students are worth the extra labor they put into their jobs. The good they find in their jobs seemed to outweigh the bad.

Research on stress and burnout and their influence on empathy, engagement, and retention, in healthcare support staff is scarce in the literature. The theoretical framework for this study was the conservation of resources (COR) theory which claims that when people are stressed, emotionally exhausted, and experiencing burnout, they protect and preserve their physical and mental resources from becoming depleted by reducing their effort and withdrawing from work. The key research question was: Does burnout mediate the relationship between stress and empathy, engagement, and turnover intentions in healthcare support staff working in a Federally Qualified Health Center (FQHC)? This quantitative, non-experimental, mediation analysis included 83 female and 10 male healthcare support staff working in an FQHC. The variables were assessed using the Job Stress Survey (JSS), Oldenburg Burnout Inventory (OBI), Interpersonal Reactivity Index (IRI) – Brief Form, and the Behavioral Intentions to Withdraw Measure (BIWM). A path analysis was performed to estimate the magnitude of the relationships between the variables. The results indicate that burnout does not mediate the relationship between stress and empathy, but it does significantly predict engagement and turnover intentions. FQHCs serve vulnerable and medically complex patients in underserved communities, and when the negative impact of burnout in healthcare support staff is addressed, patients, providers, and staff can enable positive social change by achieving important clinical health outcomes for patients.

Child welfare workers respond to human tragedy and the job stresses associated with their positions that may result in their own trauma, secondary traumatic stress, compassion fatigue, emotional exhaustion, and burnout. Workers continue to leave their positions at alarming rates, influencing service quality and the ability to meet the needs of vulnerable populations. Decades of research have attempted to solve this national crisis by identifying salient factors found to influence the child welfare worker's experience and intention to leave their position. However, the problem prevails. Addressing a major gap in the literature, this mixed methods study took a unique approach by exploring how the stress of working in public child welfare affects workers’ personal health. Using secondary data analysis from a statewide sample of public child welfare workers, qualitative thematic content analysis and binary logistic regression were used to explore what child welfare workers identified as unhealthy habits they have developed as a result of stress from their positions. Findings from this study provide clear evidence that the demands associated with working in this capacity negatively impact the health of the child welfare worker. Qualitatively, five self-reported themes emerged when workers were asked to describe the health consequences of their work. Workers described their affinity for unhealthy consumption (e.g., food, alcohol, tobacco) and the development of a number of unhealthy behaviors (e.g., disturbed sleep, lack of exercise, angry outbursts) as a result of the stress of their positions. Workers also provided descriptions of the physical and mental health implications of working, compounded by the poor work-life balances reported. Quantitatively, significant differences were found across all subscales of the Child Welfare Employee Feedback Scale (CWEFS) when examined by the current health status of the workforce. Workers reporting poorer health had worked at the agency longer and reported a greater intention to leave the agency in the next 12 months. Finally, a binary logistic regression identified Workload and Job Impact as factors predicting lower worker health outcomes. Although “marginally” significant, working outside of one’s home county and working in an urban area were factors contributing to the stress-induced health impact associated with respondents’ positions. The profession must recognize the health implications associated with working in public child welfare and organizational efforts to allow these employees to self-care seems to be an absolute necessity. Future research should integrate the use of biometric screening and multidisciplinary collaboration to investigate organizational, supervisory, and individual level efforts to improve the situation.

In this study, I examine whether firms hire new CFOs with improved qualifications following a financial reporting failure and subsequently experiencing CFO turnover. Prior literature provides evidence that restating firms attempt to take remedial actions to restore their credibility and reputation. This study extends prior literature by testing whether the decision to hire a new CFO is a valued remedial action for restating firms. The empirical results show that restating firms are more likely to hire new CFOs with more accounting expertise and from external sources than non-restating firms are. The market reacts more favorably when restating firms hire a CFO with more relevant accounting expertise than the incumbent CFO. I also find that the improved qualifications of the new CFO mitigate the information risk generated by the restatement. This study contributes to the literature with the assertion that accounting expertise is a valuable attribute that firms consider when making hiring decisions for CFOs, especially those firms that issued a restatement. The results imply that replacing CFOs is a valued remedial action for restating firms. The improved qualifications of the new CFOs improve the information environment for restating firms and reduce perceived risk from investors.

To date, research that examines individuals who work and go to school generally aims to examine the effects of doing so on their academic performance. Little literature is available that examines the effects that these dual roles can have on the organization (e.g., lower levels of commitment and higher rates of absenteeism and turnover). Understanding such effects can assist organizations in managing their employees and developing programs tailored to them, such as career counseling. A literature review is presented which examines both the constructs of the multiple forms of commitment, absenteeism, and turnover, and the research currently available on student workers. A study was conducted which examined the differences in levels of commitment, absenteeism, and turnover intentions in employees who attend school as compared to employees who do not. It was hypothesized that student workers and participants enrolled in school would differ in their commitment levels, absenteeism rates, and turnover intentions. The sample consisted of 364 participants. In this sample, 314 participants were currently enrolled in college-level classes, where 169 of the participants were categorized as students who worked, and 85 participants were categorized as workers who studied. Results suggest that employees of an organization who are not enrolled in school are likely to have higher levels of affective commitment, lower turnover intentions, and are likely to miss work more frequently. Additionally, it was found that students who work have lower overall organizational commitment and higher academic commitment compared to workers who study. Implications and directions for future research are discussed.

This study was designed to investigate the moderating effect of embeddedness on the commitment and turnover intentions relationship. Embeddedness was examined as a key variable that links the commitment and turnover literatures together. Job embeddedness was expected to moderate the relationship between job commitment and job turnover intentions, while organizational embeddedness was expected to moderate the relationship between organizational commitment and organizational turnover intentions. Responses from 154 employed individuals were collect for this study. Data was collected using a web-based survey format. Psychometric data was collected with the use of a demographics questionnaire, as well as embeddedness (job and organizational), organizational commitment, and turnover intentions scales. A moderated regression analysis found that both job and organizational embeddedness moderated the commitment-turnover relationship, but in the opposite way as proposed. These relationships can help us better understand why employees remain within their organizations and jobs.

Foster parents play a key role in providing care to children that have been removed from their families. The purpose of this quantitative study was to identify factors that contribute to foster parent turnover. A self-administered survey included 6 questions in each section of the following sections; interaction with agency staff, communication, and foster parent training. The study’s findings indicated that over 36% of the study’s participants reported that they were hesitant to discuss concerns with agency workers, and almost 45% were unsure of or did not believe that their worker was open and honest in providing relevant background information about a child before they were placed in their care. Over 84% of participants reported that training prepared them for children placed in their care, and the vast majority (87%) reported that the foster parent training they received provided them with knowledge and skills that are useful and realistic. Future research is needed to identify factors that lead to foster parent turnover as our results had no variation among the independent and dependent variables. Foster parents who have decided to cease fostering need to be included in future research and policy in order to identify additional factors which impact foster parent turnover.

Employee turnover costs long-term care facilities billions of dollars on an annual basis. The purpose of this correlational study was to examine the relationships between employee turnover intention of certified nursing assistants (CNAs) in the long-term care industry and employee compensation, engagement, job satisfaction, motivation, and work environment. The predictor variables were employee compensation, engagement, job satisfaction, motivation, and work environment. The criterion variable was employee turnover intention. The population of interest consisted of CNAs who were residents of Florida, over the age of 18 years, and employed in the long-term care industry. The theoretical framework that grounded this study was the motivational-hygiene theory. For this study, a sample of 157 participants completed an electronic survey. Multiple linear regression analyses predicted the dependent variables, R-² = .34, F(5, 151) = 15.22, p < .0001. The multiple regression model with 4 of the 5 predictors accounted for significantly more variance in turnover intention than would be expected by chance. Correlation tests resulted in statistically significant inverse relationships between employee turnover intention and employee compensation, engagement, job satisfaction, and work environment. The negative correlation observed between motivation and turnover intention was not statistically significant. The findings in this study may contribute to positive social change by reducing turnover intention while improving the quality of care and reducing costs of care that affect the lives of the long-term care residents, concerned family members, and significant others.

Some midlevel managers in the China's luxury hotel industry lack leadership strategies for engaging employees to reduce employee turnover. Employee turnover rates in China's hotel industry have reached the 30% mark, affecting hotels' bottom lines. This high employee turnover rate is impacting the hotels' performance, and negatively affecting the industry's profitability. The purpose of this qualitative multiple case study was to explore employee engagement strategies luxury hotel industry midlevel managers apply to reduce turnover. The conceptual framework for this study was the three levels of leadership model created by Scouller. The participants in this study were 5 midlevel department managers from 3 luxury hotels in China, who demonstrated strong employee engagement leadership strategies to reduce turnover. Data were collected using semistructured interviews as the primary source, and companies' related websites and internal documents about training and talent development. After analysis of the data through qualitative content analysis, 4 themes emerged, including corporate culture-related strategies, talent development-related strategies, leadership-related strategies, and mentorship- and coaching-related strategies. The results of this study may contribute to positive social change by improving leadership competencies to strengthen economic output, increase job opportunities, and improve and sustain employment benefiting employees, families, and communities.

Organizations globally are spending millions of dollars replacing information technology (IT) professionals. IT professionals, who possess technical skills and competencies that interconnect business processes, are costly to replace. There are direct and indirect costs associated when an IT professional leaves, such as advertising fees, headhunting fees, and project delays. Lacking a firm understanding of the reasons why IT professionals leave their positions, many business leaders do not have strategies for reducing turnover rates. Building on Herzberg's motivation-hygiene theory and March and Simon's process model of turnover, this exploratory multiple case study sought to identify the strategies that business leaders view as essential for retaining IT professionals. Semistructured interviews were conducted with 10 IT managers in the Houston, Texas, area; participants were selected using a purposive sampling technique. Thematic analysis revealed eight strategies for addressing turnover: compensation, opportunity and advancement, rewards and recognition, relationship with the supervisor and coworkers, training and development, communications, meaningful work, and flexible work schedule. Findings from this study may contribute to positive social change by providing business leaders with more insight about how they can retain IT professionals. The high turnover among IT professionals affects individuals, families, communities, organizations, and the economy. Implementing strategies to reduce turnover rates can help keep individual employees and their family members together and reduce the unemployment rates.