The purpose of this study was to conduct qualitative interviews of 10 Human Resource Managers to determine their perceptions of the soft skills necessary for successful employment, to determine the primary causes of involuntary turnover, and to determine their perceptions of the proposed Smart Start Pathway to improve potential employee success and employment retention. 10 businesses located in a 9-county region in central Mississippi were purposively selected to participate in this study. 2 of the businesses were service sector employers, and 8 were manufacturers. Interviews were scheduled with the Human Resource Manager for each business, and the manager was supplied with a copy of the interview questions and a copy of the career pathway curriculum to review. Interviews were conducted, transcribed, and analyzed to determine results. Human Resource Managers revealed that communication skills and dependability were the most frequently cited soft skills important for employee success; the most frequently cited causes of employee dismissal were attendance, rule violations, and behavior problem; and finally, the managers interviewed were positive in their perceptions of the efficacy of the proposed career pathways model. The study showed that soft skills identified by Human Resource Managers and those skills contained in the training modules of the career pathway model are similar. The managers were in agreement that these skills might be better learned and retained at an earlier age than those who will be taking this training to enter the workforce. Additional research is recommended to quantify career pathways program outcomes upon implementation, to determine the causes of employee attendance issues, to determine the practices of employers who demonstrate low turnover rates, and to determine the viability of offering this training as part of the secondary education process.

The molecular species of diacylglycerol and alkylacylglycerol of Madin-Darby canine Kidney (MDCK) cells were analyzed to determine the sources of diradylglycerols generated during cell growth and phorbol ester stimulation. MDCK cells in log phase growth contained higher levels of diacylglycerol and alkylacylglycerol than confluent cells. Both subclasses of diradylglycerol showed higher levels of saturated and monoenoic species during log phase. Glycerol incorporation into diradylglycerols was increased during growth, consistent with an increase in their synthesis de novo. Stimulation with 12-O-tetradecanoylphorbol-13-acetate (TPA), a potent activator of protein kinase C, caused an increase in the level of diacylglycerol but not alkylacylglycerol. Log phase MDCK cells showed a greater response to TPA treatment than confluent cells. The molecular species of diacylglycerol generated during stimulation with either TPA or dioctanoylglycerol closely resembled the species of phosphatidylcholine. These results indicate that TPA and synthetic diacylglycerol stimulate endogenous diacylglycerol production through the hydrolysis of phosphatidylcholine. In contrast, the higher content of diacylglycerol and alkylacylglycerol in replicating MDCK cells is the result of an increase in their synthesis de novo.

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Indiana University-Purdue University Indianapolis (IUPUI) / It is not a new phenomenon that there is a high turnover rate among social workers. In particular, child welfare has shown the highest rates of staff turnover. To address the issue, turnover and retention of child welfare workers have been studied for decades. The history of research produced a long list of determinants for child welfare worker turnover, more than 20 factors, and showed conflicting findings with the same variables. Moreover, the long list of factors for workers’ decisions to leave has poorly contributed to organizational practices for retaining child welfare workers. Therefore, this study aims to examine organizational factors, particularly leadership, for child welfare worker turnover intention, in order to help child welfare agencies to invent a practice model to prevent qualified worker’s turnover. To do so, it is important to examine the effect of organizational commitment on employees’ turnover intention. Therefore, following is the primary research question: Does the use of transformational leadership style in social work organizations explain child welfare worker turnover intention? A cross-sectional survey research was employed among workers in public child welfare agencies in a Midwest state, United States (N=214). Five models were examined in terms of the direct and indirect effects of transformational leadership on turnover intention of child welfare workers using STATA ver. 15. The study finding showed that transformational leadership styles of local office directors had a direct and negative effect on child welfare workers’ turnover intention. As a result, this study recommends that child welfare provide local office directors with leadership training to reduce preventable turnover of child welfare workers. However, the findings should be cautiously interpreted due to the sampling strategy used in this study.

The goal of this research was to identify factors that may contribute to employee satisfaction. Review of the literature revealed potential factors influencing employee satisfaction, such as locus of control, difficulty of the work itself, and working conditions. These literature findings guided this research, to establish if a relationship existed between employee satisfaction of caregivers employed in a developmental institution and locus of control. Supervisors and their employees were given a locus of control scale; employees were additionally given a job satisfaction survey. The relationship between the supervisors' locus of control and employee satisfaction was evaluated as well as the relationship between the employees' locus of control and their job satisfaction. The resignation rate and rate of transfers within the agency were established for each of the supervisors and were assessed in relationship to the locus of control of the supervisors. Factors such as the level of physical exertion required by employees in their job duties and the level of behavioral intervention in their homes were assessed as they related to their own job satisfaction, their transfers, and their rates of resignations. Findings from the correlation procedures revealed no relationship to a statistically significant degree between the locus of control of supervisors and their employees' job satisfaction. The locus of control of supervisors was also not found to be statistically significantly correlated with the numbers of employee transfers within the organization; however, a relationship between the locus of control of supervisors and employee resignations was established. The supervisors who had an internal locus of control had fewer resignations. A statistically significant negative relationship was also found between employees' job satisfaction and their own locus of control. The employees who had an internal locus of control reported higher job satisfaction. Although there was no relationship established between the employees' job satisfaction and type of exertion, there was a statistically significant negative relationship between behavioral exertion and requests for inter-agency transfers and resignations, and a positive correlation between physical exertion and number of resignations. Results of this study suggest that locus of control is an impacting variable for job satisfaction and turnover. Combining attribution training with effective management practices with all employees may increase employee satisfaction. Findings from this research suggest a need for a better refinement of the theoretical construct of job satisfaction and a need to evaluate the effectiveness of the instrumentation currently used to determine job satisfaction.

Aircraft maintenance is viewed as a critical safety component in general and military aviation industries, and thus it is crucial to identify the factors that may affect aircraft maintenance. Because the safety climate is considered as a leading indicator of safety performance and safety outcomes, this study utilized this safety climate approach to develop a model which can explain the relationships between employee turnover, safety motivation, self-reported unsafe acts, reporting unsafe behaviors, incidents, and injuries in the aviation maintenance environment. This study included a sample of 283 technicians in military aircraft maintenance units who participated in a cross-sectional random survey. Data collected were analyzed using Exploratory Factor Analysis (EFA) and Structural Equation Modeling (SEM) techniques. A structural model that fitted the data was developed which predicted 64% of the variance in employee turnover, 7% of the variance in safety motivation, 20% of the variance in unsafe acts, 41% of the variance in reporting unsafe behavior, and 21% of the variance in workplace injuries. The results indicate employees who report a perception of high turnover exhibit decreased safety motivation and increased unsafe acts which lead to higher levels of workplace injuries. The perception of safety climate was identified as an antecedent to safety performance and safety outcomes. Additionally, the effects of control variables such as age and education were tested. The implications for safety management in aircraft maintenance were also discussed. This study provides directions for future research on the turnover of aircraft maintenance technicians, safety performance, and safety outcomes.

Teacher turnover in urban public schools has traditionally been associated with school destabilization and is considered adversarial to school improvement and reform efforts. However, the 2009 federal education reform initiative, Race to the Top, endorsed forced teacher turnover at the lowest performing schools as a strategy for recruiting teachers of greater human capital and commitment to student learning. Using qualitative case study methods, this dissertation explored whether teacher turnover affects school reform efforts, and if so, how, by studying teacher turnover at three urban public high schools in New England. The findings revealed that teacher turnover does affect school reform efforts. In two of the three cases studied, teacher turnover contributed to the churn of human capital and to the disruption of social capital. In both of these cases, school reform efforts were negatively affected. In the third case, the potential negative effects of teacher turnover were largely mitigated through advanced planning. The leadership team also demonstrated how carefully controlled internal turnover could be used to advance reform efforts.

Urban charter schools serving economically disadvantaged minority communities experience high teacher attrition. This study examined the association between high-demand teachers, school working conditions, and turnover, both voluntary departures and involuntary terminations in an urban, charter school district. I found that improved working conditions were associated with a decrease in the odds of leaving, but this significant association only applied to departures, not terminations. Despite this effect of working conditions on turnover, working conditions did not moderate the effect of high-demand turnover in any model. Regarding high-demand teachers, I found that special educators and teachers of color were less likely to leave than non-special educators and non-teachers of color when accounting for working conditions and controlling for teacher and school characteristics. When examining departures versus terminations, teachers of color were less likely to depart from their teaching positions, and special educators were less likely to be terminated. In general, STEM teachers were more likely to leave the organization than non-STEM teachers, but this finding was not significant. / School Psychology

Denna studie undersöker graden av executive turnover i svenska målbolag som genomgick de tio största företagsförvärven under 2021 och 2022. Genom att analysera sammansättningen av företagsledningen före och efter förvärven samt undersöka omständigheterna kring förvärven, identifieras faktorer som kan ha bidragit till hög executive turnover. Resultaten visar att den genomsnittliga graden av executive turnover var 41%. Höga turnover-nivåer observerades när målbolaget och köparen var relaterade, köparen var inhemsk eller målbolaget verkade på en mättad marknad. En kombination av dessa faktorer resulterade i den högsta turnovern. Studien ger insikter om Krugs (2004) egenskaper och deras påverkan på executive turnover. Detta kan hjälpa företag att förstå och hantera konsekvenserna av executive turnover vid företagsförvärv.