University, Diss., 2004--Kiel.

Thesis (MA)--University of Stellenbosch, 2006. / Bibliography. Also available via the Internet.

Thesis (Ph. D.)--Ohio State University, 2007. / Title from first page of PDF file. Includes bibliographical references (p. 151-158).

Thesis (Ed.D.)--University of West Florida, 2004. / Title from title page of source document. Document formatted into pages; contains 272 pages. Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 1985. / Includes vita. Includes bibliographical references (leaves 168-171). Available online via OhioLINK's ETD Center.

Thesis (Ph. D.)--Ohio State University, 2007. / Title from first page of PDF file. Includes bibliographical references (p. 132-142).

abstract: The purposes of this study were (a) to develop a reliable and valid measure of secondary student attitudes toward band teacher turnover using the Thurstone (1928) equal-appearing interval scale as a model, and (b) to administer this measurement tool to determine attitudes of high school band students toward teacher turnover. This procedure included collecting statements about an imagined teacher turnover from students in the population (N = 216) and having student judges (N = 95) sort the statements into eleven categories based on how positive, neutral, or negative, each statement was perceived. The judging results were then analyzed, and 29 statements were selected for inclusion in the final survey, which was completed by students (N = 521) from 10 randomly selected high schools in Arizona. Student responses were analyzed and compared by the independent variables of gender, grade level, and band teacher turnover experience, to determine if significant differences existed. Results indicated that the overall students' attitudes toward teacher turnover are neutral. One significant difference was found in the slightly positive attitudes of students in the year immediately following a band teacher turnover. This only lasts a year, as students in the second year of a teacher turnover were found to have comparable attitudes to students who have not experienced a new teacher transition. Findings also suggest seniors may have a different perspective than other students toward teacher turnover. / Dissertation/Thesis / Ph.D. Music Education 2011

Employees choosing their employer rather than the employer choosing their employees have resulted in an increased interest of understanding what is requested among today's workforce. The growing generation of the labour market, Millennials, have been shown to create difficulties for organisations, in form of an increased turnover rate among them. In order to decrease the turnover rate, the purpose of this thesis is to provide a better understanding of Millennials’ preferences when choosing a company, and factors that would make them loyal. Previous theory state important factors that are affecting Millennials, but these are studies conducted in countries such as Canada, the USA, and India. Therefore, this thesis focuses on Millennials in Sweden. To gain a deeper understanding of Millennials’ preferences, semi-structured interviews, with non-standardised questions were held. To analyse the empirical data a thematic method was used. This made it easier to compare the data with previous literature. Findings suggest that relations with colleagues and managers are an important factor that affects both the choice of employer and the loyalty towards them. Moreover, psychological work environment, values, progress, and salary were mentioned as essential factors. Depending on the research question, the outcome differed. / På dagens arbetsmarknad har det visat sig att anställda väljer sin arbetsgivare, istället för att arbetsgivaren väljer sina anställda, vilket har resulterat i ett ökat intresse i vad som efterfrågas bland dagens arbetskraft. Den växande generationen på arbetsmarknaden, millenniegenerationen, har visat sig skapa svårigheter för organisationer, däribland genom ökad personalomsättning. Syftet med uppsatsen är att öka förståelsen för hur denna generation väljer en arbetsgivare och vilka faktorer som skulle bidra till deras lojalitet. Tidigare forskning har påvisat viktiga faktorer som påverkar millenniegenerationen, men denna forskning är främst utförd i Kanada, USA och Indien. Därför fokuserar detta arbete på millenniegenerationen i Sverige. För att få en djupare förståelse för generationens preferenser för en arbetsgivare utfördes semistrukturerade intervjuer med icke-standardiserade frågor och analyserades med hjälp av tematisk analys. Detta underlättade arbetet i jämförelsen mellan data och tidigare forskning. Slutsatserna av analysen var att relationer med kollegor och chefer är en viktig faktor som påverkar både valet av företag, samt lojaliteten mot dessa. Utöver det var den psykologiska arbetsmiljön, värderingar, utvecklingsmöjligheter och lön viktiga faktorer. Beroende på forskningsfrågan blev innebörden olika.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Research suggests that a positive relationship exists between job satisfaction and organizational commitment and increasing the job satisfaction and commitment of employees impacts positively on their job performance and productivity. In addition to this, research also shows that these attitudes have implications for positive job related behaviours such as reduced turnover and intention to quit. The argument is that with the call centre industries‘ expansion and subsequent rising turnover, the necessity to ensure a high level of satisfaction and commitment amongst call centre agents as to reduce intention to quit and eventual turnover has become of paramount importance. This study therefore investigated the relationship between job satisfaction, organisational commitment and turnover intentions among call centre agents in a call centre in the Western Cape. The sample group consisted of one hundred and seventy two (n=172) call centre agents in a call centre in the Western Cape. A biographical questionnaire, Minnesota Satisfaction Questionnaire (MSQ), Organisational Commitment Questionnaire (OCQ) and Intention to Quit Scale were administered to the respondents. Once the questionnaires were returned the raw data was captured into SPSS and statistically analysed. Pearson Product-Moment Correlation Coefficient was utilised to determine the relationships between job satisfaction, organisational commitment and turnover intentions amongst call centre agents. Furthermore multiple regression analyses was utilised to determine the variance between biographical variables (age, gender, tenure in a call centre and tenure in the organisation as a whole), job satisfaction and organisational commitment amongst call centre agents. The results indicate that there is a significant relationship between job satisfaction and organisational commitment amongst the sample of call centre agents. There was also a significant negative relationship between organisational commitment and intention to quit. In addition, there was a significant negative relationship between job satisfaction and intention to quit. Further findings of the current study point to a significant relationship in job satisfaction based on employees‘ age and tenure in the call centre. However, no significant relationship was found between all the biographical characteristics of gender, age, tenure in the call centre, tenure in the organisation as a whole and organisational commitment. Implications for the management of job satisfaction, organisational commitment and turnover intentions are provided based on the results which were obtained in the current study.

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