This study looked at the relationship between teacher turnover and student achievement, in addition to the relationship between specific student demographic characteristics and teacher turnover. Within this study, student demographic, staff demographic, and student achievement data from several middle schools within the studied district, as well as data from each of the school's comparison groups, as designated by the Texas Education Agency, was analyzed. The data used was from the 2018-2019, 2020-2021, and 2021-2022 school years. First, this study looked at specific student demographic characteristics and their relationship with teacher turnover, including race, mobility, and socioeconomic status. This analysis determined if there were specific variables that impacted the rate of turnover. Results determined that the most consistent relationship revealed in the data involves the total number of students on a campus. As the number of students increased, the turnover rate decreased. Additionally, there was a slight negative correlation between the number of African American students and rates of teacher turnover for two of the three years studied. The second part of the study determined if the campus turnover rate had any relationship with the student achievement scores. The student achievement data that was used was the overall campus math score at the approaches level on the Mathematics State of Texas Assessment of Academic Readiness (STAAR). The results of the analysis revealed that there was a relationship between teacher turnover and student achievement, although it was a very weak relationship for each of the 3 years studied. Additionally, the analysis determined that campuses with teachers who have more years' experience had higher overall campus math scores after the COVID-19 pandemic.

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我們在此文中檢視了股市流動性的動能效果，並將此效果連結到相對應股票的報酬表現上。我們發現過去六個月平均流動性較高的股票，在未來三年中也會具有較高的流動性。此外，我們發現買入較高流動性的股票，賣出流動性較低的股票，會有正的報酬。我們希望此研究能夠幫助投資人獲取更多有用的資訊。 / We examine the predictability of liquidity, the momentum effect in liquidity, and we also would like to link this effect to expected stock returns. We find that stocks with high liquidity in the past six month will be traded with high liquidity in the future (within 3 years) and that all of the zero-cost portfolios, which buy high liquidity stocks and sell low liquidity stocks, have positive returns. We hope the results in this study will help uninformed trader to obtain more information in the stock market.

The teacher shortage problem is a national and state concern. In 1998, the Texas State Board of Education Certification reported that school districts in Texas had to hire teachers to fill over 63,000 vacancies. Teacher resignations, other than retirement, contributed to over 46,000 teachers who left the profession about 19 % of the state's total teacher workforce. A significant number of Texas teachers left the profession in the first five years. The National Commission on Teaching and America's Future (1996) called the attrition of new teachers a chronic problem for American schools. Reducing the teacher shortage in Texas must begin with reducing the teacher turnover rate. Most studies concerning teacher attrition or turnover either address salary, or working conditions. Many of the studies deal with affective and subjective data regarding teacher turnover. The studies on teacher turnover often do not address quantifiable data collected uniformly across districts. Few studies address a comprehensive set of quantitative data to determine the variables associated with teacher turnover. This study addressed teacher turnover through quantitative research of data from the Texas Academic Excellence Indicator System (AEIS) with multiple analysis to provide insights to teacher turnover conditions and trends. The population for the study included all 1042 Texas school districts, and 61 Charter schools. The Academic Excellence Indicator System (AEIS) was used to determine the variables and supply data for the study. The study addressed only district data not individual school or campus data. The data captured for this dissertation were analyzed using descriptive statistics, correlational methods, and regression tools of research.

Employee turnover is a topic of concern for a multitude of organizations. A variety of work-related factors play into why an individual chooses to change jobs, but these are often symptoms of underlying issues, such as conflict. This study set out to determine if conflict between employees and their superiors has an impact on the level of turnover in an organization, and if manufacturing versus non-manufacturing industry type makes a difference. The generated data were based on 141 selected cases from the ethnographic cases in the Workplace Ethnography Project. Linear and logistic regressions were performed, finding that there is a significant relationship between conflict with superiors and the level of turnover.

Voluntary turnover has become a problem for many organizations in today's society. The cost of this turnover reaches beyond organizational impact, but also affects the employees themselves. For this reason, there has been a plethora of research conducted by both academicians and practitioners on the causes and consequences of voluntary turnover. The purpose of this study is to test the validity and generalizability of the job embeddedness model of voluntary turnover to the information technology (IT) industry. The IT field has been plagued with high turnover rates in recent years. In this study, the job embeddedness model (Mitchell et al., 2001) is applied to a population sample consisting of health care information technology employees.

A job satisfaction questionnaire measuring satisfaction with various job aspects was administered to 458 male equipment operators in 30 district offices of a North Texas based petroleum services company to determine whether mean district scores on any of nine sub-scales developed through factor analysis or on the composite overall satisfaction scale were predictive of subsequent district turnover rate. Eight of the nine sub-scales were correlated with district turnover rate at the .05 level or better. Overall satisfaction was also significantly related to district turnover rate (r = .57, p < .001). It was concluded that the instrument is a valid indicator of subsequent employee turnover rate in the population studied. However, a cross-validation was suggested to determine whether the relationships can be generalized to other populations.

This dissertation provides further insight into the well-researched question of whether and how job performance has an impact on employee turnover. Moreover, this study takes this relationship one step further by investigating the less researched area of turnover destinations, specifically whether turnover destination may impact the performance - turnover relationship. All of these relationships are studied in the South African business context, thereby providing an understanding of these constructs from a perspective that has been less researched in the literature. The research question that this study aims to answer is ‘does employee turnover to alternate destinations differ by performance’. The initial hypotheses proposed compare the relationship between job performance and employee turnover with the subsequent hypotheses looking at the impact of performance on different external turnover destinations. The destinations considered in this study concern moving to the same job in a different organisation, a different job in a different organisation and finally, leaving the workforce. The study follows a quantitative paradigm and uses a combination of archival records and a survey method to gather the data. A convenience sampling method was adopted and four organisations, all located in the Johannesburg region, were selected to participate in the study, based on accessibility to information. The final sample, which included stayers that were purposefully matched to leavers based on a number of criteria, consisted of 298 respondents. All respondents were white collar workers and professionals. 2 Various statistical techniques were employed to investigate the research question and the hypotheses that were put forward. Correlations, comparisons of means tests (ANOVA’s and t-tests) and multiple logistic regressions were the main statistical techniques that were adopted in this study. The results produced are in line with the findings of many other studies and show firstly that job performance does impact employee turnover such that higher performance levels are associated with lower levels of turnover. Furthermore, evidence was found to suggest that low performance made the destination choice of leaving the workforce or moving to a different job in a different organisation more likely. No significant results were found in respect of the relationship between job performance and the destination category of moving to the same job in a different organisation. The implications of such findings has an impact on the way in which businesses today manage and retain the high performing individuals in their organisations. With high performers being more likely to leave an organisation, managers need to increase the effort that they make to retain key employees that are pivotal in an organisation’s success. Furthermore, organisations need to implement initiatives that aim to manage the performance of poor performing individuals that are not contributing at an acceptable level.

A riqueza de espécies de organismos no Cerrado é a maior entre as savanas do mundo, sendo superior a 7.000 espécies, com alto nível de endemismo e sendo considerado um dos 25 hotspots de conservação mundial. O presente faz uma análise da diversidade funcional com 1044 espécies da avifauna em 42 áreas do domínio do Cerrado por meio de dados extensivamente compilados da literatura. Os valores dos índices de Diversidade Funcional Total (FDt) das áreas foram altos nas áreas de transição ou muito próximas a outras formações vegetais. A análise simulou perdas das espécies fortemente vinculadas às fisionomias abertas de cerrado e daquelas consideradas sensíveis e ameaçadas. A primeira simulação causou um forte declínio nos índices de FDt de todas as áreas (média de 33% de perda). Já a eliminação das espécies consideradas sensíveis e ameaçadas resultou em uma perda média menor de 6%. Uma randomização foi realizada para cada simulação. Os valores de FDt foram menores em 43% das áreas na simulação de perda de áreas abertas e em 0% das áreas na simulação de perda de espécies sensíveis e ameaçadas. Simultâneamente foi realizado um estudo sobre o \"turnover\" de espécies entre as comunidades. Os resultados obtidos foram de 12% de perda média da similaridade das áreas quando espécies aquáticas e florestais foram removidas das comunidades, corroborando a sugestão de CAVALCANTI (1999) quanto à influência destas na renovação das comunidades de aves de cerrado. Este estudo evidencia a necessidade de se manter a qualidade dos recursos disponibilizados pelo ecossistema onde as espécies estão inseridas, ressaltando a importância da preservação das áreas abertas para as comunidades de aves de Cerrado. Além disso, evidenciou a necessidade de monitorando de espécies florestais e aquáticas para preservação do intercâmbio biológico entre áreas de domínio de Cerrado. / The biodiversity in the Cerrado Region is the largest among the savannas of the world, with more than 7,000 species, presenting high levels of endemism, and being considered one of the 25 global hotspots for conservation. This study performs an analysis of Functional Diversity with 1044 bird species from 42 areas of Cerrado by an extensive data compilation from the literature. The Total Functional Diversity Index (FDt) was higher in the vegetation transition areas or close to other vegetations. Simulations of the loss of open savanna areas species and loss of bird species considered sensitive and/or endangered were conducted. The first simulation caused a large decrease in the FDt rates of all areas (33% of avarage loss). The elimination of sensitive and endangared species resulted in an average loss of 6%. A randomization was perfomed for each simulation. The resulting FDt values were minor in 43% of the areas in the simulation of open areas loss and 0% in the simulation of sensitive/endangered species loss. Simultaneously, an analysis on the turnover of species between communities was conducted. The results were an average 12% of the areas similarity loss when aquatic and forest species were removed, supporting CAVALCANTI (1999) proposition regarding the influence on the renewal of the cerrado species in the communities. This study highlights the need for maintaining the quality of the resources provided by the ecosystem where the species are found, emphasizing the importance of open areas preservation for the Cerrado communities. Furthermore, this study shows the need of monitoring forest and aquatic species to conservate the biological exchange between Cerrado domain areas.

Turnover of personnel within the Swedish Police Authority has during the last few years increased and there is today a lower number of police officers working in the field (SVT, 2018b). This lack of personnel can be explained by a decreased interest in applying for the police academy as well as more officers deciding to voluntarily terminate their employment (SVT, 2018a). This can generate thoughts regarding possible reasons for voluntary turnover. The chairman of the Swedish Police Union, Lena Nitz (SVT, 2018c) addresses that a crucial factor to reduce the amount of voluntary turnover is an improved work environment. The aim of this study is to analyze the psychosocial work environment for patrolling police officers and to gain knowledge if elements in it might make certain police officers choose to terminate their employment. Previous research within the field tend to separately study police officers psychosocial work environment and turnover within police authorities and has indicated that the psychosocial work environment can cause stress and emotional exhaustion. Further research shows that emotional labor is common within police work and that voluntary turnover is the main form of turnover for police officers. This study has consisted of qualitative interviews with employed as well as previously employed police officers who voluntarily terminated their employment. Our conclusions demonstrate that the psychosocial work environment for Swedish police officers tends to be characterized as unpredictable, exposed and psychologically demanding. The foremost reasons for voluntary turnover have been considerably low salaries in relation to the demands, lack of appreciation from the organization and the shortages of manpower within the Swedish police authority. / Den svenska polismyndighetens personalomsattning har under de senaste aren okat och vi har idag den lagsta polistatheten pa over tio ar (SVT, 2018b). Denna polisbrist kan forklaras genom att allt farre valjer att utbilda sig till polis samtidigt som fler yrkesverksamma poliser frivilligt valjer att avsluta sin anstallning (SVT, 2018a). Detta kan foranleda tankar om vad den okade mangden frivilliga uppsagningar grundar sig i. Polisforbundets ordforande Lena Nitz (SVT, 2018c) poangterar att en avgorande faktor for att minska antalet frivilliga uppsagningar ar en forbattrad arbetsmiljo. Syftet med foljande uppsats ar darfor att analysera den psykosociala arbetsmiljon for poliser i yttre tjanst samt komma fram till om nagot i den gor att vissa poliser valjer alternativt skulle valja att avsluta sin anstallning. Den tidigare forskningen kring dessa omraden tenderas att behandlas separat och polisers psykosociala arbetsmiljo har visats orsaka stress och andra utmattningssyndrom. Vidare belyser forskning hur emotionellt arbete ar vanligt forekommande inom polisyrket samt att frivilliga uppsagningar ar den framsta orsaken till personalomsattning for poliser. Denna studie baseras pa kvalitativa intervjuer med yrkesverksamma poliser samt poliser som avslutat sin anstallning. Studien har resulterat i slutsatser som pavisat att polisernas psykosociala arbetsmiljo praglas av att vara psykiskt kravande, utsatt och oforutsagbar. De framsta anledningarna for frivilliga uppsagningar inom polisen ar att lonen inte ar skalig i relation till arbetets krav, brist pa uppskattning fran organisationen samt en brist pa personal.