Nurses may experience job stress and burnout due to the amount of hours worked and demanding schedules. At one hospital, nurse turnover rates were high in medical-surgical units. Surveys and interviews conducted by hospital administration found that the bedside nurses were dissatisfied with scheduling practices and that this dissatisfaction could lead to heightened turnover. The purpose of this project was to determine if the implementation of a self-scheduling model would decrease nurse turnover on a medical-surgical nursing unit. This quality improvement project focused on facilitating the empowerment of nurses through a self-scheduling model; it followed the quality improvement steps of the Deming approach of Plan-Do-Check-Act. During the pilot, turnover rates of the unit that implemented the self-scheduling model were reviewed 30 days pre- and 30 days post-implementation. The project results showed a decrease in turnover rates from 12.96% to 10.00% on the unit where the model was implemented. This project has a social impact by allowing nurses to participate in a self-scheduling model to have work–life balance, because the work environment plays a significant role in encouraging engagement and decrease in turnover. Implementing this model in other units may result in decreased nurse turnover for the hospital.

acase@tulane.edu / Research has demonstrated that high levels of teacher turnover are correlated with poorer student outcomes, including lower levels of educational quality, poorer academic outcomes, greater difficulties with emotion regulation, and greater externalizing behaviors. However, the research on teacher turnover in early childhood educational settings is limited. Furthermore, the conceptualization of teacher turnover in preschool settings has been fairly limited, not typically including alternative types of teacher-child relationship disruptions, such as teachers moving to another classroom within the same preschool. The current study added to the area of early childhood research by longitudinally examining the relationship between teacher ratings of work environment, teacher turnover, and preschool externalizing behaviors in a sample of low-income preschoolers (N = 2172) and their teachers (N = 126). Results indicated relatively low levels of teacher turnover in the current sample (5 %). This is likely explained by teacher demographics (e.g., education and years teaching), school factors (e.g., positive work environments), and preschooler behavior (e.g., low levels of externalizing behaviors). These findings suggest that future research should examine ways to manipulate teaching environments and increase supports for teachers in preschool settings in an effort to increase teachers’ decisions to remain in the teaching profession and thus positively impact preschooler functioning. / 1 / Corey Black

Absenteeism and turnover in the workplace are complex phenomena that have implications for organisations and individuals alike. This study investigated the relationships of attitudinal factors with absenteeism and turnover intentions at a large healthcare organisation in the Bay of Plenty. A questionnaire completed by 407 employees had several measures such as job involvement, job satisfaction, organisational commitment (affective and continuance commitment), perceived organisational support, perceived supervisor support, work-to-family conflict, family-to-work conflict, team cohesion, regional identification and turnover intention. Absenteeism data were collected from personnel records. The results indicated a probable association of job satisfaction, work-to-family conflict and perceived supervisor support with absenteeism, while turnover intention was associated with all predictors except continuance commitment. Perceived organisational support partially mediated the relationship between perceived supervisor support and turnover intention. No moderator effects were found for job involvement, perceived supervisor support and team cohesion on relationships between work-to-family conflict and affective commitment/job satisfaction and perceived organisational support and affective commitment respectively, however strong main effects were shown for job involvement and team cohesion. The main finding is that organisations must understand how organisational and supervisor support increases job satisfaction and affective commitment and decreases work-to-family conflict, which lowers absenteeism and turnover intention. The detection of high levels of regional identification indicate the need to acknowledge this construct, particularly in relation to turnover intention.

Researchers and practitioners continue to be concerned about the magnitude, extent, and effects of response distortion when self-report personality measures are used in high-stakes testing. One method for mitigating response distortion that has not received much empirical attention is profile matching. Profile matching assesses the fit between test-takers’ predictor profiles and a standard profile which represents an ideal or high performing employee’s profile. Since profile matching assesses fit, it can capture nonlinear effects. Furthermore, high predictor scores are not necessarily associated with higher criterion scores. Test–takers who distort their responses by choosing inaccurately extreme response options may improve their chances of being hired if a linear model is used, but this approach is unlikely to be effective if a profile matching strategy is used as long as the standard profile is unknown to the test-takers. As such, the primary objective of the present study was to examine the extent to which profile matching may alleviate concerns about response distortion. A secondary objective was to examine characteristics of the standard profile that are associated with the efficacy of this approach. The present study compared the effects of response distortion on personality test scores, and their criterion-related validity in predicting tenure, based on a linear composite and a profile fit score. The present study used data from 996 applicants who completed a personality test in a high-stakes testing context. Missing data were imputed for a subset of applicants who did not complete two response distortion scales. As such, the results provided an initial proof-of-concept of the effectiveness of profile matching as a personnel decision-making strategy using a blend of real and simulated data. The results suggest that profile fit scores are less related to response distortion and display higher criterion-related validity than linear composite scores. However, the difference in criterion-related validity could not be attributed to response distortion. The results further suggest that the amount of scatter in the standard profile is negatively associated with the profile fit score’s susceptibility to response distortion and positively related to criterion-related validity.

This investigation is based on the data of the IPO on the OTC market in Taiwan for 1995 to 1999. We demonstrated that firms would use higher offering price to attract institutional investors, and lower offering price to attract small investors. Higher offering price abstracts institutional investors because of higher turnover rate of the IPO stocks. Lower offering price would attract small investors because of higher degree of IPO underpricing. We also show that the firms attracted more institutional investors` ownership would have higher performance.

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Thesis (D. Ed.)--University of Oregon, 2007. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 92-98). Also available for download via the World Wide Web; free to University of Oregon users.

Thesis (Ph. D.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (MIHM) -- Auckland University of Technology, 2004. / Also held in print (62 leaves, 30 cm.) in Wellesley Theses Collection (T 658.314 THE)

Thesis (Ph. D.)--UCLA, 2007. / Vita. Includes bibliographical references (leaves 159-171).