The exploration of the study was derived from the researcher’s experience and involvement in the Gauteng Department of Finance (GDF) which experienced gargantuan fatalities of recruited employees since 2009. The moratorium on recruitment process disadvantaged the department`s conditions as some employees were marooned for months. The researcher wondered how profound the staff turnover might have had the influence on the quality of services being delivered to the service customers. In most cases conducting recruitment process is expensive. It requires adequate time to ensure that resources are satisfactorily positioned, while retaining the existing workforce is tricky noting the cultural challenges and trepidation.

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This thesis deals with the job satisfaction in one factory of a textile company which is struggling with high employee turnover. In the theoretical part, the attention is paid to staff turnover and employee satisfaction. In the empirical part, building on the theoretical part, an analysis of employee satisfaction is performed based on a survey in the factory. In the final part, proposals and possible actions are discussed which may lead to an improvement of the situation in the company.

This thesis deals with the possibilities of the use of psychological assessment tools in selecting of employees. The theoretical part discusses the theoretical background of selection of employees, turnover and psychological assessment. Attention is paid to the efficient selection procedure with emphasis on the use of psychological assess-ment tools (questionnaires and tests) as a mean to reduce staff turnover, and thus to more effective management of human resources. The practical part deals with the analysis, examination and comparison of selected psychological instruments avail-able by company Motiv P s.r.o., cut-e czech s.r.o., Assessment Systems s.r.o. and TCC Online s.r.o., on the basis of pre-defined crucial criteria and characteristics for the implementation of these instruments in a particular company in the selection of call center operators. The result of this thesis is recommendation of specific psychological assessment instruments that according to aims, purpose and needs of particular company would help to reduce turnover of employees.

Submitted by Cristiane Chim (cristiane.chim@ucpel.edu.br) on 2018-10-10T13:08:16Z No. of bitstreams: 1 Juliana Germano.pdf: 572564 bytes, checksum: 244e7891b200c154b366b98a05c5117a (MD5) / Made available in DSpace on 2018-10-10T13:08:16Z (GMT). No. of bitstreams: 1 Juliana Germano.pdf: 572564 bytes, checksum: 244e7891b200c154b366b98a05c5117a (MD5) Previous issue date: 2016-11-11 / This study aimed to identify the perception of learning opportunities, and its relationship with the style of leadership, by the administrative and technical staff in the university. In addition, these variables where related with turnover intention and psychological capital at work. Therefore, a cross-sectional study was conducted with 102 administrative and technical employees during the period of 2016. A self-administered questionnaire was used containing data related to age, education, length of service in the institution and if the respondent was in a leadership position. Additionally four self-administered scales were applied regarding: perception of learning opportunities, evaluation of management style, turnover intention and psychological capital at work. Results show that the administrative and technical staff identifies learning opportunities (mean 6.7), as well as three management styles (relationship, task and situational) in the university (means of 4.2 for each management style). It was also verified that employees identify themselves as psychological capital at work (mean 3.9), and possess low turnover intention (mean 2.3). Still,in regard to learning opportunities and management style, a positive correlation was observed with relationship (p = 0.000), task (p = 0.007) and situational (p = 0.044) style of managers. Therefore, this study sought to expand the literature, still very limited, regarding administrative and technical staff in the university context. It was possible to identify that these employsrecognize learning opportunities, which seems to be associated to an appropriate psychological capital, reflecting a lower turnover intention. These conditions appear to be grounded to the University administrative capacity to properly dispose leadership profiles, according to the needs of each sector. Thus, the constant search to identify the Institution reality, regarding the employee’s expectations, allows the promotion of strategic actions focusing on developing and retaining people, and consequently contributing to the development of Universities. / O presente estudo teve por objetivo identificar a percepção de oportunidades de aprendizagem, e qual a relação com o estilo de liderança exercido, pelos funcionários técnicos administrativos no âmbito universitário. Além disso, relacionou-se estas variáveis com a intenção de rotatividade e capital psicológico no trabalho. Para tanto foi realizado um estudo transversal, com 102 funcionários técnicos administrativos durante o período de 2016. Foi utilizado um questionário de autopreenchimento, contendo dados referentes a idade, escolaridade, tempo de serviço na instituição e se o respondente exercia um cargo de liderança. Ainda, foram aplicados quatro escalas de autopreenchimento referentes a: percepção de oportunidades de aprendizagem, avaliação do estilo gerencial, intenção de rotatividade e capital psicológico no trabalho. Os resultados da pesquisa revelam que os técnicos administrativos identificam oportunidades de aprendizagem (média de 6,7), assim como a presença dos três estilos gerenciais (relacionamento, tarefa e situacional) no âmbito universitário (média de 4,2 para cada estilo gerencial). Também observou-se que os funcionários se identificam como capitais psicológicos no trabalho (média de 3,9), e possuem baixa intenção de rotatividade (média de 2,3). Ainda, em relação as oportunidades de aprendizagem e o estilo gerencial, foi verificado uma correlação positiva com o estilo de relacionamento (p=0,000), tarefa (p=0,007) e situacional (p=0,044) dos gestores. Assim sendo, este trabalho buscou ampliar a literatura, ainda muito escassa, envolvendo funcionários técnicos administrativos em um âmbito Universitário. Foi possível identificar que estes percebem oportunidades de aprendizado, o qual parece estar ligado a um capital psicológico adequado, refletindo uma baixa intenção de rotatividade dos mesmos. Estas condições parecem estar alicerçadas a capacidade administrativa da Universidade de dispor corretamente os perfis de liderança, de acordo com a necessidade de cada setor. Desta forma, a busca constante pela identificação da realidade Institucional, referente as expectativas dos funcionários, permite promover ações estratégicas de gestão de pessoas focando no desenvolvimento e retenção de pessoas, e consequentemente contribuindo para o desenvolvimento das Universidades.

Esta dissertação objetivou encontrar novas evidências sobre a relação existente entre a hysteresis nas exportaçõe e suas conseqüências sobre o mercado de trabalho. A persistência na atividade exportadora demonstrada nos estudos de Kannebley Jr. (2006) para o período de 1990 a 1997 motivou a análise dessa relação. Nossa hipótese parte do pressuposto que a hysteresis nas exportações pode transbordar para as variáveis relacionadas à rotatividade da mão-de-obra. Para a execução deste estudo serão utilizadas as bases de dados da SECEX (Secretaria de Comércio Exterior) e RAIS (Relação Anual de Informações Sociais) para a indústria de transformação paulista para os anos de 1990 a 1997. Em decorrência dos testes de especificação optamos na primeira etapa por um painel de efeitos fixos envolvendo variáveis instrumentais (VI) estimados pelo método dos momentos generalizados com correção para autocorrelação e heterocedasticidade e na segunda pelo modelo dinâmico em primeira diferença envolvendo variáveis instrumentais (VI) estimado por meio do procedimento de Arellano e Bond (1991) onestep e two-step. Os resultados encontrados confirmaram a nossa hipótese, sendo a variabilidade da taxa de câmbio e os custos irreversíveis de entrada e saída do mercado externo, fatores relevantes na explicação do transbordamento da hysteresis nas exportações sobre o mercado de trabalho. / This masters dissertation aimed to find new evidences about relation that exists between exportation hysteresis and its consequences over work market. Exportation activity persistence presented in Kannebley Jr. (2006) to the period from 1990 to 1997 had motivated this relation analysis. Our assumption assumes that exportation hysteresis can spillover variables related to the workforce turnover. To execute this research will be used the SECEX (Secretaria de Comércio Exterior) and RAIS (Relação Anual de Informações Sociais) databases for São Paulo processing industry from 1990 to 1997. Due to the specification tests we had chosen in the first stage a fixed effects panel data envolving instrumental variables (VI) estimated through generalized method of moments with serial correlation and heterocedasticity correction and second stage through dynamic model in first difference envolving instrumental variables (VI) estimated through Arellano and Bond (1991) proceeding one-step and two-step. Results confirmed our hypothesis, being exchange rate and entry and exit sunk costs of the foreign exchange market, relevant factors to explain hysteresis spillovers in exportations over workforce market.

Applying data analytics for talent acquisition and retention has been identified as one of the most urgent challenges facing HR leaders around the world; however, it is also one of the challenges that firms are least prepared to tackle. Our research strives to narrow such a capability gap between the urgency and readiness of data-driven human resource management. First, we predict interfirm competitors for human capital in the labor market utilizing the rich information contained in over 89,000 LinkedIn users' profiles. Using employee migrations across firms, we derive and analyze a human capital flow network. We leverage this network to extract global cues about interfirm human capital overlap through structural equivalence and community classification. The online employee profiles also provide rich data on the explicit knowledge base of firms and allow us to measure the interfirm human capital overlap in terms of similarity in their employees' skills. We validate our proposed human capital overlap metrics in a predictive analytics framework using future employee migrations as an indicator of labor market competition. The results show that our proposed metrics have superior predictive power over conventional firm-level economic and human resource measures. Second, we estimate the effect of skilled immigrants on the native U.S. workers' turnover probability. We apply unsupervised machine learning to categorize employees' self-reported skills and find that skilled immigrants disproportionately specialize in IT. In contrast, the native workers predominantly focus on management and analyst skills. Utilizing the randomness in the H-1B visa lottery system and a 2SLS design, we find that a 1 percentage point increase in a firm's proportion of skilled immigrant employees leads to a decrease of 0.69 percentage points in a native employee's turnover risk. However, this beneficial crowding-in effect varies for native workers with different skills. Our methodology highlights the need to account for a multifaceted view of the skilled immigration's effect on native workers. Finally, we also propose a set of features and models that are able to effectively predict future employee turnover outcomes. Our predictive models can provide significant utility to managers by identifying individuals with the highest turnover risks.

The information technology (IT) industry workforce in the United States is expected to increase by approximately 50,000 jobs through the year 2024, creating opportunities for employees to change jobs if they are not satisfied. Replacing talented IT professionals can cost a business as much as 150% of the salary of the outgoing employee. The purpose of this descriptive single case study was to identify strategies successful IT business leaders used to reduce voluntary turnover among IT professionals. The research population was 4 leaders from an IT business in southeastern Virginia, who oversee supervisory and hiring. The conceptual framework was Herzberg's 2-factor theory. The data were collected using semistructured interviews and reviews of applicable organization documents. Yin's 5 phases of analysis were the means to process the data resulting in the 5 themes of flexibility, individual, recognition, team, and work-life balance. Recognition and flexibility were the 2 key themes that made significant contributions to the organizational culture and success for the business. The implications for social change include companies using unspent replacement cost dollars to invest in local communities, improve the local economic growth, and provide incentives for employee quality of life and improved work environment.

Industry leaders in the United States have spent $11 billion annually in advertising, hiring, and training expenditures associated with voluntary employee turnover. Using employee turnover theory as the conceptual framework, the purpose of this multicase study was to explore strategies leaders of marketing and consulting firms used to reduce voluntary employee turnover. Participants were purposefully selected based on evidence of their successful experiences in reducing voluntary employee turnover in their organizations. Data were collected by conducting semistructured interviews with 6 leaders in 3 marketing and consulting firms located in the southeastern United States and by reviewing organizational documents related to strategies to reduce employee turnover, including annual reports, newsletters, policy handbooks, and financial statements. Data were analyzed using Yin's 5-phase elements of data analysis: (a) compile, (b) disassemble, (c) reassemble, (d) clarify, and (e) conclude. Three themes emerged from this study: leaders' comprehension of reducing voluntary employee turnover, essential strategies for leaders to reduce voluntary employee turnover, and that employee commitment and performance management to reduce voluntary employee turnover. Leaders of marketing and consulting firms and other business organizations could create positive social change through effective strategies to reduce employee turnover and unemployment. Reducing unemployment is important because unemployed individuals experience detrimental changes in family relationships, higher mortality rates, and increased physical health problems.

Liquidity risk is a large issue faced by mutual funds. Large funds typically trade in size, and these large sizes often have a significant impact on prices. My hypothesis is that large funds will not invest in illiquid assets as much as smaller funds due to the price sensitivity of illiquid assets. While this seems obvious, the results from this study are not in agreement with this hypothesis. My paper finds that as the illiquidity of a stock increases, so does the probability that a large fund invests in the stock.