This study investigated relationships of age, gender, and supervisor level with job satisfaction, organizational commitment, stress perception, and turnover intention. The demographics were hypothesized to moderate the stress-satisfaction and commitment-turnover relationships. Hypotheses were tested using both parametric and non-parametric bootstrap methods. Subjects were taken from a national survey of 2,663 public sector IT workers. Missing data were imputed using NORM software. Ordinary least squares (OLS) regression indicated a significant direct effect from all main variables and covariates, except for age on turnover intent. No mediating effects were found. Age-Commitment was the only significant higher order modifier relationship, although Gender-Commitment explained substantial variance. LMG statistic results enabled the predictors to be rank ordered with confidence intervals. Best subset bootstrap regression explored all possible predictor orders to confirm which model explained the most variance. The original model and predictor sequence were confirmed. The bootstrap AIC statistic provided a model which maximized explained variance while optimizing parsimony. Since only age had a mediating effect, Hypotheses 1 and 2 were not supported. All other hypotheses were partially confirmed.

The purpose of this study was to determine the effects of salary, compensation and benefits, accountability, job stress, increased instructional responsibilities, changes in student demographics, lack of support, politics, advancement opportunities and promotion on tenure and turnover among high school principals in the state of Texas. The participants in the study included 60 Texas high school principals who left a high school principalship for a different high school principalship within the past 5 years. The participants completed the Texas Principal Survey and data were analyzed using binary logistic regression. The data indicated that salary, compensation and benefits was a significant factor in predicting an increase in the odds of principal turnover for principals who had been in their prior principalship 5 or more years over principals who had been in their prior principalship less than 5 years. Additionally, advancement opportunities was a significant factor in predicting a decrease in the odds of principal turnover for principals who had been in their prior principalship 5 or more years over principals who had been in their prior principalship less than 5 years. Responses from an open ended question asking principals why they left their prior principalship suggested that principals left for reasons including new challenges, lack of support and family. The results of this study support the need for continued research in the area of principal turnover and provide insight to district superintendents, school boards and principals.

The primary objectives of the study were as follows: (1) to explore the relationship between career anchors (as measured by the Career Orientations Inventory), organisational commitment (as measured by the Organisational Commitment Questionnaire) and turnover intention (as measured by a three-item questionnaire, developed by Mobley, Horner, and Hollingsworth, 1978); and (2) to determine whether employees from different gender, race, employment positions and age groups differ significantly in their career anchors, organisational commitment and turnover intention. A quantitative survey was conducted on a non-probability sample of 343 employed adults at managerial and general staff levels in the South African retail sector. The results of this study suggest that there was a significant but weak relationship between employees‟ career anchors and their organisational commitment. Career anchors were also found to be significantly related to organisational commitment and turnover intention; with entrepreneurial creativity, lifestyle and service/dedication to a cause career anchors being the best predictors of these two variables. The relationship between organisational commitment and turnover intention was significant and negative, with affectively and normatively committed participants being more likely to remain with the organisation (i.e. having lower turnover intentions). In addition, the findings indicate that although gender has no relationship with turnover intention, race, employment position and age do. African, general staff and 30 years and younger participants indicated higher intentions to leave the organisation. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Abstracts in English, Afrikaans and Zulu / This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to employee retention. In addition, the study aimed to determine whether demographic factors (age, gender, nationality, marital status and employment status [local or expatriate]), work role fit and flourishing significantly and positively predict organisational commitment, and whether demographic factors (age, gender, nationality, marital status and employment status (local or expatriate) differ with regard to these variables. The study was directed at a random sample of employees at international hotels represented in the Indian Ocean region. The data was collected using the Work Role Fit Scale, the Flourishing-at-Work Scale and the Organisational Commitment Scale. The study revealed significant positive relationships between fit, flourishing and organisational commitment in the hospitality industry. The results found that fit and flourishing positively and significantly predict organisational commitment. Lastly significant differences were found between the fit, flourishing and organisational commitment of employees in the hospitality industry in terms of demographic variables: age, gender, nationality, marital status and employment status (local or expatriate). / Hierdie navorsingstudie het ten doel gehad om 'n talentbehoudraamwerk vir die gasvryheidsbedryf in die Indiese Oseaan-streek voor te stel deur die verhouding tussen gepastheid, florering en organisatoriese toewyding met betrekking tot werknemerbehoud te ondersoek. Verder het die studie gepoog om te bepaal of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]), werkrolgepastheid en florering die organisatoriese toewyding beduidendheid en positief voorspel, en of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]) rakende hierdie veranderlikes verskil. Die studie is gerig op 'n ewekansige steekproefneming van werknemers by internasionale hotelle wat die Indiese Oseaan-streek verteenwoordig. Die data is deur die werkrolgepastheidskaal, die floreer-by-die-werk-skaal en die organisatoriese toewydingskaal versamel. Die studie het beduidende positiewe verhoudings tussen gepastheid, florering en organisatoriese toewyding in die gasvryheidsbedryf aan die lig gebring. Die resultate het bevind dat gepastheid en florering die organisatoriese toewyding positief en beduidend voorspel. Laastens is beduidende verskille gevind tussen die gepastheid, florering en organisatoriese toewyding van werknemers in die gasvryheidsbedryf met betrekking tot demografiese veranderlikes: ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus (plaaslik of uitgestuur). / Lolu cwaningo lwaluhlose ukuphakamisa uhlaka lokugcinwa kwamakhono embonini yezokungenisa izihambi esifundeni sase-Indian Ocean ngokuhlola ubudlelwano phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile maqondana nokugcinwa kwabasebenzi. Ngaphezu kwalokho, lolu cwaningo kuhloswe ngalo ukuthola ukuthi izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa ([okwendawo noma okudingisiwe]), indima yomsebenzi efanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano, nokuthi ngabe izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwasekhaya noma okwamanye amazwe) ziyahluka maqondana nalezi ziguquko. Ucwaningo luqondiswe kusampula engahleliwe yabasebenzi emahhotela aphesheya amelwe esifundweni sase-Indian Ocean. Imiphumela ithole ukuthi okufanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano. Okokugcina umehluko obalulekile utholakale phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile kwabasebenzi embonini yezokungenisa izihambi ngokuya ngokuhlukahluka kwezici zabantu: ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwendawo noma okudingisiwe). / Human Resource Management / M. Com. in Business Management (Human Resource Management)

No description available.

The purpose of this research was to investigate the relationships between job satisfaction, work engagement, and turnover intention of health science teachers in the state of Texas. The healthcare profession is one of the largest growing occupations in the U.S. nationwide. The job growth outlook for healthcare professionals is projected to be on average 34% between 2014 and 2024. Despite the growing healthcare job categories, there is a shortage of healthcare professionals in the U.S. This study addressed the shortage of health science teachers in secondary education. Considering the importance of healthcare, especially with an aging U.S. population, it is critical to study the impact of work engagement and job satisfaction on teacher intent to leave the health science teaching profession. Through a correlational survey research design it was found that job satisfaction and work engagement are negatively related to turnover intention. Hierarchical regression analysis indicated that job satisfaction accounted for 39.6% of the variation in turnover intention. Findings also showed that work engagement did not moderate the relationship between job satisfaction and turnover intention. Implications for research and practice are discussed and conclusions are provided.

The master's thesis consists of an introduction, two chapters, a conclusion, a bibliography, and appendices. The theoretical part presents aspects of studying the management of personnel turnover in an educational organization. The practical part provides a brief description of the institution’s activities, presents an analysis of personnel, and conducts a study of personnel turnover management in an educational organization. Based on the data obtained, practical recommendations for improving personnel turnover management have been developed. In conclusion, the results are summed up in accordance with the objectives. / Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены аспекты изучения управления текучестью персонала образовательной организации. В практической части дана краткая характеристика деятельности учреждения, представлен анализ персонала, проведено исследование управления текучестью персонала в образовательной организации. На основе полученных данных разработаны практические рекомендации по совершенствованию управления текучестью персонала. В заключении подведены итоги в соответствии с поставленными задачами.

In the context of an ever-changing global environment, organisations must strive even harder than before to inspire employees to deliver outstanding results that will lead to a sustainable future. Engaged employees will deliver long term value, but most will not reach their full potential without a manager who understands and is committed to increase engagement in others. Managers are the key influencers to create meaningful engagements. The aim of this study was to investigate if employees’ experience of their managers as people developer (MPD) will have an effect on work engagement, and if work engagement will have an effect on subjective well-being, performance and turnover intention. The study also considered the possible mediating effect of work engagement. The primary focus therefore has been on the relationship between MPD and work engagement. Secondly, the study examined the relationship between MPD, subjective well-being, performance and turnover. The study followed a descriptive, cross-sectional and quantitative approach. The following measuring instruments were used: the Leader Empower Behaviour Questionnaire (LEBQ), the Empowering Leadership Questionnaire (ELQ), the Work Engagement Scale (WES), the Turnover Intention Scale (TIS), the Satisfaction with Life Scale (SWLS), the Affect Balance Scale (ABS), and the organisations performance rating scale. These instruments were used to test whether the measures of the constructs were consistent with the understanding of the nature of the constructs; also whether the data fitted the hypothesised measurement model. Structural Equation Modelling (SEM) was used to examine the structural relationships between the constructs. The results showed that significant relationships existed between MPD and work engagement, subjective well-being, performance and turnover intention. No significant relationship was found x between performance and turnover intention, and performance and subjective well-being. Regression analyses indicated that MPD had significant predictive value towards work engagement and turnover intention, and work engagement had significant predictive value towards turnover intention, subjective well-being and performance. An indirect effect was found from MPD (via work engagement) on subjective well-being and turnover intention, but an indirect effect from MPD on performance (via work engagement) was not found. Work engagement was found to have a direct effect on performance. It was therefore found that work engagement was a strong antecedent to subjective well-being and turnover intention. The implication of the results is that where managers coach and develop employees, it will lead to higher levels of work engagement and lower levels of turnover intention. / MA (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015.

In the context of an ever-changing global environment, organisations must strive even harder than before to inspire employees to deliver outstanding results that will lead to a sustainable future. Engaged employees will deliver long term value, but most will not reach their full potential without a manager who understands and is committed to increase engagement in others. Managers are the key influencers to create meaningful engagements. The aim of this study was to investigate if employees’ experience of their managers as people developer (MPD) will have an effect on work engagement, and if work engagement will have an effect on subjective well-being, performance and turnover intention. The study also considered the possible mediating effect of work engagement. The primary focus therefore has been on the relationship between MPD and work engagement. Secondly, the study examined the relationship between MPD, subjective well-being, performance and turnover. The study followed a descriptive, cross-sectional and quantitative approach. The following measuring instruments were used: the Leader Empower Behaviour Questionnaire (LEBQ), the Empowering Leadership Questionnaire (ELQ), the Work Engagement Scale (WES), the Turnover Intention Scale (TIS), the Satisfaction with Life Scale (SWLS), the Affect Balance Scale (ABS), and the organisations performance rating scale. These instruments were used to test whether the measures of the constructs were consistent with the understanding of the nature of the constructs; also whether the data fitted the hypothesised measurement model. Structural Equation Modelling (SEM) was used to examine the structural relationships between the constructs. The results showed that significant relationships existed between MPD and work engagement, subjective well-being, performance and turnover intention. No significant relationship was found x between performance and turnover intention, and performance and subjective well-being. Regression analyses indicated that MPD had significant predictive value towards work engagement and turnover intention, and work engagement had significant predictive value towards turnover intention, subjective well-being and performance. An indirect effect was found from MPD (via work engagement) on subjective well-being and turnover intention, but an indirect effect from MPD on performance (via work engagement) was not found. Work engagement was found to have a direct effect on performance. It was therefore found that work engagement was a strong antecedent to subjective well-being and turnover intention. The implication of the results is that where managers coach and develop employees, it will lead to higher levels of work engagement and lower levels of turnover intention. / MA (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015.

The observed high turnover of nursing staff in some public hospitals in Luanda was assumed to give rise to staff shortages, resulting in work overload for the remaining nurses and poor service delivery. The aim of this study was to determine the reasons for the high turnover of nurses in public hospitals in the city of Luanda, and to determine the actual turnover over a two-year period. The researcher adopted a quantitative approach with an exploratory and descriptive design, using a questionnaire for data collection from a sample of 100 respondents consisting of the Directors of Nursing, Directors of Human Resources and Heads of Departments (ward/units) in seven public hospitals. The study found that the most common reasons for the resignation of nurses were retirement, ill health, and better remuneration and working conditions elsewhere. Lack of motivation could be ascribed to the perceived low remuneration, insufficient supplies and equipment, being overworked due to staff shortages, unsafe working environment and poor conditions of service. Recommendations were made to tackle these issues. It was however not possible to determine the actual extent of nurses resigning from the public hospitals. / Health Studies / M.A. (Health Studies)