The study investigated factors influencing nursing turnover in selected private hospitals in England as the United Kingdom recruited 57 136 nurses from non-European countries from 1998 till 2003. Herzberg's Theory of Motivation was used to contextualise the research results obtained from 85 completed questionnaires. In terms of Herzberg's Theory of Motivation the intrinsic factors (motivators) that could influence nurses' turnover rates were nurses' dissatisfaction with irregular promotions, lack of recognition by doctors, and nurses' lack of autonomy. The extrinsic (hygiene) factors included dissatisfaction with their salaries, and marked dissatisfaction with organization and administration policies and nurses' inability to access information about patient care and about the management of their units. Nurses' turnover rates might be reduced if promotion policies could be consistent, doctors would value nurses' work and if nurses could be more autonomous. Enhanced communication about policies and about accessing information, as well as improved salaries,could contribute to reduced turnover rates among nurses. / Health Studies / M. A. (Public Health)

Submitted by Maria Creuza Silva (mariakreuza@yahoo.com.br) on 2016-04-14T17:15:18Z No. of bitstreams: 1 Tese. Cleber Souza de Jesus. 2015.pdf: 2337242 bytes, checksum: bab24b22993157113734c77182819fe2 (MD5) / Approved for entry into archive by Maria Creuza Silva (mariakreuza@yahoo.com.br) on 2016-04-18T12:39:07Z (GMT) No. of bitstreams: 1 Tese. Cleber Souza de Jesus. 2015.pdf: 2337242 bytes, checksum: bab24b22993157113734c77182819fe2 (MD5) / Made available in DSpace on 2016-04-18T12:39:07Z (GMT). No. of bitstreams: 1 Tese. Cleber Souza de Jesus. 2015.pdf: 2337242 bytes, checksum: bab24b22993157113734c77182819fe2 (MD5) / Introdução: A rotatividade no trabalho consiste na movimentação de entrada e saída de uma empresa, organização ou condição de ocupação em um determinado intervalo de tempo. Representa, portanto, a dinâmica de participação dos indivíduos no mercado de trabalho. A rotatividade pode ocorrer por iniciativa do trabalhador, o qual se reinsere em um novo emprego rapidamente, ou por término de contrato ou demissão, neste caso é comum o acúmulo de períodos de desemprego. A qualidade do emprego e a qualificação dos trabalhadores são apontados como determinantes para a rotatividade e autopercepção da saúde, independentemente. As condições de emprego e trabalho têm sido reconhecidos como determinantes sociais da saúde, entretanto, as relações entre estes e a saúde ainda são inconclusivas. Objetivos: Esta tese teve por objetivos: 1) identificar fatores sociodemográficos, de saúde e trabalho associados à rotatividade no trabalho; 2) identificar fatores associados à autopercepção negativa da saúde, considerando a rotatividade no trabalho, condições de emprego e trabalho e analisando homens e mulheres separadamente; e 3)verificar a existência de mediação da rotatividade para associação entre a qualidade do emprego e a autopercepção negativa da saúde. Métodos: Estudo transversal realizado com amostra probabilística domiciliar por conglomerado, de estágio único, com residentes da cidade de Salvador, Bahia, em 2000. A população elegível para o estudo foi de trabalhadores ativos e ocupados com idade entre 18 e 64 anos. Os dados foram obtidos por meio de questionários individuais. A rotatividade no trabalho nos últimos 12 meses foi categorizada em: sem rotatividade; rotatividade tipo 1, com uma ou mais mudanças e período curto de desemprego; e tipo 2, pelo menos uma e tempo de desemprego acima de seis meses. Foram realizadas análises descritivas com frequências simples e relativa, estimaram-se as medidas de associação entre as covariáveis e a rotatividade no trabalho. Em seguida, realizou-se análise para identificação dos preditores potenciais para autopercepção negativa da saúde. Para verificação do efeito de mediação da rotatividade na associação entre a qualidade do emprego e a autopercepção da saúde foi elaborado um modelo teórico e realizadas análises com equações estruturais. Resultados: A população do estudo compreendeu 3.227 trabalhadores, dentre os quais a prevalência geral de autopercepção negativa da saúde foi de 11,1%. A proporção de trabalhadores com rotatividade tipo 1 foi de 13,4% e do tipo 2 de 11,4%. A proporção de trabalhadores com rotatividade diminuiu com o aumento da idade. Trabalhadores que tiveram rotatividade do tipo 2 foram os que receberam salário abaixo do mínimo (ORadj = 2,24; IC 95%: 1,63 – 3,07), não tinham carteira assinada (ORadj= 2,24; IC 95%: 1,62 – 3,10) e seguro de acidente de trabalho (ORadj= 2,38; IC 95%: 1,52 – 3,73), ajustados por sexo, idade e ter filhos menores de 6 anos. Os principais preditores para a autopercepção negativa da saúde foram sexo feminino, idade ente 44 e 64 anos, ausência de apoio social, ter faltado ao trabalho por doença e possuir uma baixa qualificação ocupacional. Na análise separada por sexo, apenas entre as mulheres, ter idade acima de 44 anos (ORadj = 1,43; IC95%: 1,06 – 1,94) e a ausência de apoio social da família (ORadj = 1,71; IC95%: 1,29 – 2,27) foram preditores de autopercepção negativa da saúde. Por fim, a rotatividade, independentemente do tipo, não foi mediadora da associação entre a baixa qualidade do emprego e a autopercepção negativa da saúde. Todavia, emprego de menor qualidade foi diretamente associado com a rotatividade tipo 2 (β= 0,641) e também com a autopercepção negativa da saúde (β= 0,241). A baixa qualificação do trabalhador se associou diretamente com emprego de menor qualidade e também com a autopercepção negativa da saúde. Conclusões: A rotatividade no trabalho, do Brasil, é uma das maiores do mundo, pode ser decorrente das condições de precariedade do emprego e também da saúde do trabalhador. Dentre os fatores ocupacionais, a baixa qualidade do emprego e a pouca qualificação ocupacional foram mais importantes que a rotatividade para predizer a autopercepção negativa da saúde, em ambos os sexos. Para as mulheres, acrescenta-se a falta de apoio no cuidado da família, o que pode representar sobrecarga de trabalho. Os trabalhadores inseridos em empregos de baixa qualidade apresentaram mais comumente rotatividade com episódios de desemprego prolongado. Entretanto, esta não apresentou papel de mediação no efeito sobre a autopercepção negativa da saúde. A redução de rotatividade no trabalho, sobretudo do tipo 2, requer investimentos na melhoria da qualidade do emprego e aumento da qualificação dos trabalhadores, iniciativas nesse sentido poderão repercutir em melhores condições de vida, trabalho e saúde.

L’objet de notre thèse est le turnover, indicateur communément mobilisé par les entreprises pour estimer le taux de roulement de leur personnel. Nous explorons les dynamiques sociales de ce phénomène dans l’hôtellerie et de la restauration, secteur traditionnellement impacté par de forts taux de turnover. Notre terrain d’application est l’Andorre, Etat souverain, dont la politique de gestion de l’immigration est pensée au travers des variabilités du marché de l’emploi.En combinant différentes méthodes sociologiques, cette thèse appréhende les acteurs et les actions qui concernent le turnover de personnel. Nous avons effectué six mois d’observation participante dans des établissements hôteliers andorrans et interrogé via un questionnaire les travailleurs tant sur leurs mobilités sectorielles et géographiques que sur leurs motivations conduisant à ces déplacements. Nous avons également interrogé les gestionnaires des ressources humaines et lobbyistes du secteur sur leurs manières de composer avec le turnover de leur personnel. Au carrefour d’une sociologie des organisations, des professions et d’une sociologie politique de gestion des flux migratoires, cette thèse défend tout d’abord le turnover comme la résultante d’arrangements effectués par les travailleurs et les employeurs vis-à-vis de la variabilité de l’activité touristique. Elle aborde ensuite de l’incertitude (horaires de travail et salaires) comme raison de départ des travailleurs des établissements hôteliers andorrans. Cette thèse éclaire par la suite, les représentations sociales des acteurs et la perspective d’une déprofessionnalisation des métiers de l’hôtellerie et de la restauration. Celle-ci conduit à l’ouverture « du champ des possibles » perçu par les travailleurs en matière d’emploi. Enfin, la thèse expose les conséquences, pour le secteur et pour les travailleurs, de la création d’instruments politiques de recrutement et de gestions des travailleurs-étrangers pour le marché de l’emploi andorran.Cette thèse met en œuvre une approche nouvelle et plus large du turnover en sociologie en associant les dynamiques organisationnelles à l’analyse des politiques publiques et des migrations. / The labor turnover is a common indicator used by companies for evaluating the rate at which employees leave a company and are replaced by new ones. The purpose of this thesis is to explore the social dynamics relative to this indicator in the field of hotel and catering, an industry well-known for its high turnover rates, and in the country of Andorra, a sovereign state surrounded by France and Spain, where immigration policy is based on the fluctuations of its internal job market.To gain insights of the turnover phenomena, referring to actors and their actions, a combination of various sociological methods has been used: a six month participant observation in Andorran hotels; a survey on employees’ mobility and its motivations, be it geographic or sectorial; and finally, interviews with hotel’s human resources managers and lobbyists regarding their adaptive strategies to staff turnover.Standing at the crossroads between sociology of organizations, sociology of work, and sociology of politics on migration flow control, this thesis defines the turnover as a result of arrangements taken by employees and employers to cope with the significant variability of tourism trade activity. It also exposes the uncertainty of work conditions in Andorran hotels – time schedule and wages – as a reason for employees to leave their job. Then, by studying the social representations in the hospitality industry and the perspectives of a de-professionalization of its jobs, the perceptive “range of possibilities” consequently opened to workers on the job hunt is being explored. Finally, this thesis evaluates the impact of political recruiting tools and foreign workers’ management tools, created for the Andorran job market, on the hotel and catering sector and its employees.This thesis introduces a wider definition of the notion of turnover in sociology, by combining organizational dynamics with the study of migration policies.

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

This study investigated the relationship between turnover and personality measures through the application of discriminant analysis in a split sample cross validation design. Four personality tests measuring 34 dimensions of personality were administered to 300 Caucasian male job applicants. The tests were the Fundamental Interpersonal Relations Orientation-Behavior, the Vocational Preference Inventory, a shortened version of the DF-Opinion Survey, and the Guilford Zimmerman Temperament Survey. Ten of the dimensions were initially found to be significantly related to turnover. The shrinkage of the coefficient after cross validation was enough for the loss of statistical significance. It is suggested that personality measures are moderately associated with turnover and that investigations examining methods to reduce turnover should focus on other variables.

Employee turnover has been one of the most serious issues facing the hotel industry for many years. Both researchers and practitioners have devoted considerable time and effort to better understand and indentify ways to decrease employee turnover. The purpose of this study was to examine the impact of individual differences focusing on career motivation and polychronicity on job satisfaction and its influence on employee turnover intention in the hotel industry. This study surveyed 609 non-supervisory employees working at two Dallas hotels. Respondents provided information regarding career motivations, polychronicity, job satisfaction, and turnover intention. Career motivations were significantly related to employee job satisfaction which impacted employee turnover intention. This finding can be useful to hotel companies and their managers when attempting to understand employee motivation.

The purpose of this study is to explore the benefits of providing employee training and learning beyond the specific content covered in such interventions, and how personality constructs might moderate those benefits. Training refers to the imparting of specific knowledge and tasks. Learning involves processes and skills that support on the job learning experiences. This study builds on previous research linking training and development to increased job satisfaction, and reduced turnover intent, by considering additional factors. The relationships between independent variables training, learning, task variety and task significance and outcome variables job satisfaction, commitment and turnover intent are assessed. Personality constructs of need for achievement and growth need strength are explored as possible moderating variables. This research was conducted using archival data (N = 500) collected from technical professionals employed by fourteen organizations in the Southwest United States. Both task variety and task significance were found to significantly predict all three outcome variables. Growth need strength was found to moderate the prediction of commitment by task variety. Need for achievement was found to moderate the prediction of job satisfaction, commitment and turnover intent by training and learning. Need for achievement was also found to moderate the prediction of both commitment and turnover intent by task significance.

Ce mémoire a pour objectif d’étudier les liens entre les composantes de la rémunération tangible et le roulement volontaire dans le secteur des TIC au Canada. Pour étudier cette question, des hypothèses ont été formulées. À partir de la revue de la littérature et de certaines théories, 2 hypothèses générales ainsi que 7 sous-hypothèses ont été émises. La première hypothèse générale indique que la rémunération tangible est associée à un roulement volontaire plus faible dans le secteur des TIC au Canada. Les 7 sous-hypothèses découlent de cette première hypothèse générale. Celles-ci concernent les 7 composantes de la rémunération tangible qui sont étudiées dans ce mémoire, c’est-à-dire, le salaire par employé, le nombre de jours de vacances annuelles, les congés payés pour raisons personnelles, les programmes de commissions, les bonis à la performance, le paiement des heures supplémentaires et les régimes de retraite à prestations déterminées. La deuxième hypothèse générale stipule que le nombre offert de pratiques de rémunération tangible est associé à un roulement volontaire plus faible dans le secteur des TIC au Canada. Les données de nature transversale utilisées dans le cadre de ce mémoire ont été colligées dans le cadre d’une enquête par questionnaire réalisée par une équipe de recherche dirigée par Stéphane Renaud, professeur à l’Université de Montréal. L’équipe de recherche est composée de Sylvie St-Onge, professeure au HEC Montréal, de Denis Morin, professeur à l’Université du Québec à Montréal, de Lucie Morin, professeure à l’Université du Québec à Montréal et de Jacques Forest, professeur à l’Université du Québec à Montréal. Afin de réaliser cette enquête salariale, l’équipe de recherche a collaboré avec TECHNOcompétences, qui est le comité sectoriel de la main-d’œuvre en technologies de l’information et des communications. La collecte de données a été effectuée par la firme Normandin-Beaudry entre les mois de janvier et d’avril 2016. Cent-vingt-cinq organisations ont répondu à l’enquête. Dix d’entre elles n’ont pas rapporté de données quant au roulement volontaire. Ainsi, cent-quinze questionnaires ayant été complétés par des organisations du secteur des TIC au Canada ont été utilisés pour fin d’analyse dans cette étude. Parmi les deux hypothèses générales de recherche, seule l’Hypothèse 1 est confirmée partiellement, puisqu’une seule des variables s’est avérée significative. Autrement dit, une seule des sous-hypothèses découlant de l’Hypothèse 1 a été confirmée. Il s’agit de l’Hypothèse 1b qui traite de la relation entre les vacances annuelles payées et le roulement volontaire. Ainsi, plus une entreprise offrira un nombre élevé de jours de vacances annuellement, plus cette organisation verra son roulement volontaire diminuer. Les autres sous-hypothèses ainsi que l’Hypothèse 2 sont infirmées. En conclusion, ce mémoire rappelle aux gestionnaires l’importance qu’il faut accorder aux pratiques de rémunération tangible. Mais, il réitère aussi l’impact et la nécessité d’accorder une grande importance à l’offre de rémunération dans son ensemble, c’est-à-dire, autant aux composantes tangibles qu’intangibles. / The purpose of this thesis is to study the links between the tangible reward and voluntary turnover components in the information and communications technology sector in Canada. To study this question, hypotheses were formulated. Based on empirical literature and certain theories, 2 general hypotheses, as well as 7 sub-hypotheses were formulated. The first hypothesis suggests that tangible reward is associated with lower voluntary turnover. The 7 sub-hypotheses stem from this first general hypothesis. These relate to the 7 components of tangible reward that are studied in this thesis, that is, the salary per employee, the number of annual vacation days, paid time off for personal reasons, commission programs, performance bonuses, payment for overtime and defined benefit pension plans. The second general hypothesis suggests that the number of tangible reward practices offered is associated with lower voluntary turnover. The cross-sectional data used in this thesis was collected in a survey conducted by a research team under the supervision of Stéphane Renaud, professor at the University of Montréal. The research team is made up of Sylvie St-Onge, professor at HEC Montreal, Denis Morin, professor at the University du Québec à Montreal, Lucie Morin, professor at the University du Québec à Montreal and Jacques Forest, professor at the University du Québec à Montreal. In order to carry out this salary survey, the research team collaborated with TECHNOcompétences, which is the sectoral committee for the workforce in information and communications technologies. The data collection was carried out by Normandin-Beaudry between January and April 2016. One hundred and twenty-five organizations responded to the survey. Ten of them did not report data on voluntary turnover. Thus, one hundred and fifteen questionnaires that were completed by organizations from the information and communications sector in Canada were used for analysis in this study. Of the two general research hypotheses, only Hypothesis 1 is partially confirmed, since only one of the variables was found to be significant. In other words, only one of the sub-hypotheses steming from Hypothesis 1 was confirmed. This is Hypothesis 1b which suggests that there is a significant relationship between annual paid vacation and voluntary turnover. Thus, the more a company will offer a high number of annual vacation days, the more this organization will see its voluntary turnover decrease. The other sub-hypotheses, as well as Hypothesis 2 are invalidated. In conclusion, this thesis serves to remind managers of the importance that must be attributed to tangible reward practices. However, it also reiterates the impact and the need to grant significant importance to the compensation package as a whole, that is, both the tangible and the intangible components.

Abstract Title: Hur kan chefer i fastighetsmäklarbranschen motverka personalomsättning – En kvalitativ studie av gruppdynamik och teambuilding. Level: Final assignment for Bachelor Degrees in Business Administration  Author: Magnus Flodmark and Oscar Stridh Supervisor: Kristina Mickelsson and Dr Agneta Sundström Date: 2019 June Aim: The purpose of the study is to gain an understanding of whether / how a manager within the real estate brokerage industry works to counteract and reduce staff turnover.  Method: The point of the study is qualitative with an inductive approach. Through interviews with managers in the real estate brokerage industry, empirical data was collected and analyzed with thematic analysis.  Result & Conclusion: What emerged from our interviews was that staff turnover is still seen as a major problem in the real estate brokerage industry. The managers in the industry are well aware of the problem and actively work to try to curb it.  Staff turnover in the real estate brokerage industry is largely caused by the lack of financial results for the brokers. The solution according to our respondents is to work with the group dynamic. A tool that is highlighted is work with teambuilding, which is also supported by previous research. In addition, we have also discovered that the managers in the real estate brokerage industry work with recruitment, where they place great emphasis on group dynamic factors instead of focusing solely on previous financial results. In this way, they try to solve the problem with high staff turnover. Contribution of the thesis: The study contributes to an increased understanding of how managers can work to reduce staff turnover, including work with group dynamics and team building. The recruitment process is considered one of the most important steps in reducing staff turnover. The study also contributes with knowledge to the real estate brokerage industry about how staff turnover can be prevented through concrete methods and emphasizes the importance of the recruitment process. Suggestions for future research: We propose to carry out studies to find out why employees choose to terminate their employment voluntarily, for example by interviewing formerly active brokers who have chosen to change industry. We also suggest that research should be carried out in the same area but from the employees' perspective. Key words: Group dynamic, Teambuilding, Well being at workplace, Trust-based relationship, sustainable leadership, Employee turnover, Staff turnover, Personalomsättning.

MCur / Department of Advanced Nursing Science