Brazilian commodities, such as ethanol, are looking for sustainable production to suit the international market demands. An important parameter for assessing sustainability is the carbon (C) footprint calculation of the product. Thus, studies of the variations in soil C stocks on the ethanol production are essential. Studies in relation to land use change are already been developed; however information about parameters of management changes on the sugarcane production is needed. The aim of this research was to evaluate the soil C stock in response to two main management changes in sugarcane production: i) no vinasse to vinasse application (NV-V), ii) burned to unburned harvesting system (B-UB). We also evaluated soil C stock changes in a chronosequence irrigation practices (native vegetation (NV), sugarcane irrigated 4 years (I4) and 6 years (I6), a new management in semi-arid and drought regions in Brazil which also aims high yields. Modelling approaches in order to assess long-term effects were also analysed. The NV-V transition showed higher soil C stock for V regime for topsoil layers 0-40 cm depth mainly due to the addition of organic compounds to the soil. Vinasse can also enhance biomass production and crop yield. The B-UB transition showed higher soil C stock in the UB regime from 20 to 60 cm depth due to higher organic matter accumulation from the maintenance of the straw to the field. The cumulative soil C stock for 1 metre depth had an increase of 1.1 and 0.75 Mg C ha-1 y-1 in the NV-V and B-UB transitions, respectively. From modelling was observed that V and UB sites had an increase of soil C stock by 2150, being a difference of 2.8 and 23 Mg ha-1 in the equilibrium state between NV-V and B-UB regimes, respectively. In the irrigation practices, the I4 showed higher soil C stock than NV in the 20 to 40 cm; while I6 was lower than NV in the 50 to 100 cm depth. Simulated long-term analyses showed increase of topsoil C stock of 12 and 13 Mg ha-1 for I6 and I4 area, respectively, compared to NV on 2100. The results in this study are pioneers in relation to soil C stock studies in the management transitions and irrigation practices. This information may be used as a basis for public policies decision which dealing of the land use and global warming / Commodities brasileiras, como o etanol, estão à procura de uma produção sustentável para atender às exigências do mercado internacional. Um parâmetro importante para avaliar a sustentabilidade é o cálculo da pegada de carbono (C) do produto. Assim, os estudos sobre as variações nos estoques de carbono do solo (ECS) sobre a produção de etanol são essenciais. Estudos em relação à mudança no uso da terra já estão sendo desenvolvidos; no entanto informações sobre parâmetros de mudanças de manejo na produção de cana de açúcar são necessárias. O objetivo desta pesquisa foi avaliar o ECS em resposta a duas principais mudanças de manejo: i) não vinhaça para aplicação de vinhaça (NV-V), ii) sistema queimado para não queimado (B-UB). Mudanças de ECS também foram avaliadas em sistemas de irrigação em cronoseqüência: vegetação nativa (NV), cana de açúcar irrigada por 4 anos (I4) e por 6 anos (I6). Modelagem matemática para avaliar o efeito a longo prazo também foi analisada. A transição NV-V apresentou maior ECS para o regime V em 40 cm de profundidade, devido principalmente à adição de compostos orgânicos ao solo. A vinhaça também pode aumentar a produção de biomassa e rendimento da cultura. A transição B-UB apresentou maior ECS no regime UB em 20-60 cm de profundidade devido ao acúmulo de matéria orgânica a partir da manutenção da palha no campo. O ECS acumulado para 1 metro de profundidade obteve um aumento de 1,1 e 0,75 Mg C ha-1 y-1 nas transições NV-V e B-UB, respectivamente. A partir de modelagem foi observado que os regimes V e UB obteve um aumento de ECS em 2150, sendo uma diferença de 2,8 e 23 Mg ha-1 no estado de equilíbrio para os regimes NV-V e B-UB, respectivamente. Nas práticas de irrigação, o I4 foi superior ao NV nos 20 a 40 cm; enquanto que I6 foi inferior a NV na profundidade de 50 a 100 cm. As análises de simulação a longo prazo mostraram um aumento de ECS de 12 e 13 Mg ha-1 para as áreas I6 e I4, respectivamente, em comparação com NV em 2100. Os resultados deste estudo são pioneiros em relação aos estudos de ECS nas mudanças de manejo e práticas de irrigação. Esta informação pode ser usada como base para a decisão de políticas públicas que lidam com o uso da terra e do aquecimento global

The aim of the thesis is to propose changes to improve and streamline human resources management in the area of employee turnover in selected organization in connection with the analysis, evaluation and management of this area. The thesis is divided into two parts, theoretical and practical. In the theoretical part, the literature search is based on the study of literature, professional articles and internet resources that focus on the issue. Specifically, it is the fluctuation of employees with a focus on its theoretical definition and context, including the relationship with job satisfaction. The following practical part deals with the analysis of employee turnover in the selected organization. First, an organization is introduced and then two analyzes are performed. The first one is the analysis of employee turnover according to selected indicators and the second one is the analysis of job satisfaction in relation to employee turnover. Based on these analyzes, suggestions for improving the area are proposed.

This research was designed to investigate whether or not there are significant positive relationships between the total number of reasons production employees cite for staying with an industrial firm and measures of both job performance and job satisfaction. In addition, this study sought relationships between employee work values and both job performance and job satisfaction. Significant positive correlations have been established for tribalistic and existential values with production worker job performance. Further, significant positive correlations were shown for conformist values, and negative correlations for manipulative values with both job satisfaction and with the total number of reasons cited for staying with the firm. This study gives support to a situational theory of work motivation in which both job performance and satisfaction are dependent on the strength of employee job inertia.

Employee turnover is a significant contributor to the overall loss of hundreds of billions of dollars in profitability for many business organizations in the United States and abroad combined. Grounded in Maslow's theory of human motivation, the purpose of this correlational study was to examine the relationship between employee wages, number of employee referrals, and employee turnover intentions. The population was composed of employees working in the Southeastern region of the United States. A convenience sample of 92 participants answered questions regarding their wages, number of employee referrals, and completed the Turnover Intention Scale. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict turnover intentions, F(2, 89) = 5.462, p = .006, R2 = .109. Within the final model, employee wages was a statistically significant predictor (t=-2.769, p=.007) and the number of employee referrals was not a statistically significant predictor (t=-1.712, p=.090). The knowledge gained from the findings in this study could have implications for social change among employees and consumers in society. Satisfied employees in low turnover work environments can provide the foundation for a more enjoyable customer experience. Both non-profit and for-profit organizations can implement business practices that will reduce turnover and increase job satisfaction among employees.

In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen's theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R2 = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual's intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

Mutual fund portfolio managers do not always meet risk-adjusted performance expectations, resulting in loss of capital reserves. Out of 3,612 U.S. based open-ended mutual funds, the risk-adjusted performance of 2,890 (80%) failed to meet or beat the S&P 500 (index fund) performance between the year 2006 to 2016. Grounded in Markowitz's modern portfolio theory, the purpose of this correlational study was to examine the relationship between mutual fund class type, portfolio turnover, fund longevity, management turnover, and annual fund risk-adjusted performance. Archival data were collected from 88 U.S. based equity mutual funds companies. The results of the multiple regression analysis indicated the model as a whole was able to significantly predict annual fund risk-adjusted performance for the 5-year period ending 2016, F (4, 83) = 3.581, p =.043, R2 = .147. In the final model, mutual fund class type and portfolio turnover were statistically significant with mutual fund class type (Ã?= .249, t = 2.302, p = .024) accounting for a higher contribution to the model than portfolio turnover (Ã? = .238, t = 2.312, p = .023). Mutual fund longevity and management turnover did not explain any significant variance in annual fund risk-adjusted performance. Society can benefit from the results of this doctoral study because investors and mutual fund managers could better predict the return based on the information from the study, which may lead to higher families' confidence in the positive contribution of the mutual fund in their portfolio.

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The behaviour of employees is increasingly being recognised as the critical factor in achievement of organisational effectiveness. Therefore, the need to address inefficiencies that are derived from the organisation-employee relationship is being recognised as important to organisational success. For many years the concept of organisational commitment provided the means to develop theory in relation to organisation-employee relationships. More recently, however, other types of workrelated commitments have been identified as having importance to the organisationemployee relationship. In the contemporary political-economic context, professionals are increasingly becoming employees of organisations which operate according to market or quasi-market principles. There are some fundamental differences between professional occupations and non-professional occupations. These differences may have consequences for the relationship between professional employees and their employing organisation. The differences may also have consequences for other workrelated outcomes for professional employees in ways that are different from the work-related outcomes of non-professional employees. Importantly, for professional employees commitment to the profession is developed during the pre-workplace entry educational experiences and may have consequences for the retention of professional employees within organisations, as well as retention within the profession. Therefore, the commitment of professional employees to their occupation may be both an antecedent to and a consequence of other work-related outcomes. However, to date, professional commitment has not been studied from a developmental perspective and the effect of workplace exposure on professional commitment is not understood. This thesis reports the findings of a study in which a theoretical model of the relationship between professional commitment prior to workplace entry and professional turnover intention was evaluated using path analysis. The relationships included in the model were between commitment to the profession as both an antecedent to, and a consequence of organisational-professional conflict, job satisfaction and organisational commitment, as well as the relationship that each of these variables may have to organisational turnover intention and professional turnover intention. A repeated measures design was used with a sample of nursing professionals. Professional commitment before entry to the workplace was measured, and after a period of workplace exposure, professional commitment was again measured, as well as the other work-related outcomes identified in the model. The Blau (2003) occupational commitment measure was used to measure the pre-and-post workplace entry levels of professional commitment. The thesis also examined the factor structure of the Blau (2003) occupational commitment measure. The results of the model evaluation indicated that it is a plausible model of the identified relationships. Examination of the factor structure of the Blau (2003) occupational commitment measure indicated that it is best represented by five rather than four components. This research found that professional commitment was quite stable in the initial period of workplace exposure. The research findings also indicated that the relationship between professional commitment and organisational commitment was mediated by job satisfaction and that organisational-professional conflict and job satisfaction were directly related to organisational commitment. The research found that job satisfaction and professional commitment after a period of workplace exposure were related to organisational turnover intention, but that organisational commitment was not. The final major research finding was that organisational turnover intention was the only workplace variable in the model that was directly related to professional turnover intention. This research has contributed to the organisational behaviour literature through the development and initial evaluation of a model of the relationship between professional commitment prior to workplace entry and professional turnover intention. The results of the model suggested that when organisations provide professional employees with workplace experiences that are professionally, as well as personally satisfying, they promote retention of professional employees with their own organisation, as well as retention of professionals within the profession. This research recommends that for organisations that employ professionals, the model of the organisation-professional employee relationship that is likely to promote the retention of professional employees both within the organisation and within the profession, is a partnership model. Conflict resolution principles are recommended to inform the partnership model of the organisation-professional employee relationship. In addition, the empowering leadership style is recommended for organisations that employ professionals, because it is better matched to the employment mode and characteristics of professional employees.

Retaining IT employees help them finding a path to entrepreneurship or even investing in spin-offs created by their employees (i.e. future entrepreneurs) is essential for the vitality of the economy. The objective of this thesis is to answer the following research question: “why and how do IT professionals3 decide to quit their salaried employment to start a business?” We do so by proposing a theory related to the under researched area of IT entrepreneurial turnover. The first chapter clarifies the unfolding model (Lee et al., 1999), so that it could be used with confidence (e.g. shock and image violation). The second chapter proposes one new core category, i.e. the Readiness to Quit (RTQ) which is divided into two types, the current RTQ and the Necessary Configuration to Quit (NCQ). We integrate them in a conceptual framework including the context, a chronology and the compatibility test between the current RTQ and the NCQs indicating that the IT professional is ready to quit. The last chapter proposes a second core category, IT Entrepreneurial Epiphany, which connect the shock and the image violations with the current RTQ. The IT Entrepreneurial Epiphany is composed of five lower-level concepts: Business, playing the game; Risk reduction; Timing; Context and opportunity; and finally long-term reason for becoming an entrepreneur. Finally, we discuss the enrichment of the conceptual framework resulting from these new core categories. In sum, we contribute to the research by proposing two core categories embedded in a rich conceptual framework.

Texas Child Protective Services has been struggling with keeping its workers. The turnover rate, which measures the frequency of workers quitting and entering the agency, has been extremely high since the 1980s. In 2012, CPS reported that about one-fourth of its skilled workers are leaving the agency. This puts extra burden on the remaining workers, eventually leading them to resign as well. To fix the turnover issue, the state of Texas initiated a major reform in CPS in 2006. Although the reform succeeded in improving the quality of work environment and other areas, it failed to bring down the turnover rate. To identify why the statewide reform had failed, former caseworkers share their experiences with the agency to reveal what causes the high turnover, the detrimental effects it has on children, and what should be done to reduce the rates. / text