Denne avhandlingen setter fokus på hvordan rådgivere innenfor helse, miljø og sikkerhet opplever håndtering av konflikter i arbeidslivet. Gjennom intervju med tre rådgivere får en et innblikk i hva de opplever som essensielt for at de klarer å håndtere konflikten. Å ivareta seg selv, ansvarliggjøre de involverte i konflikten, samt utvikle seg selv som rådgiver framstår som særdeles viktig. På bakgrunn av dette fremstår mestring, som essensielt ved håndteringen. Disse temaene berører ulike psykologiske behov, som relateres til samfunnsmessige, samt teoretiske oppfatninger. I tilknytning til dette blir utbrenthet drøftet som en konsekvens av ikke å mestre. Dette drøftes videre i forhold til å ivareta seg selv, ansvarliggjøre de involverte i konflikten, og utvikle seg selv.

In May 2015, the Washington Post published an article titled: “Uncle Sam Had Better Start Treating His Employees Right.” The article’s title captures the essence of the status of human capital in the federal government. Currently, the federal bureaucracy is faced with the potential threat of losing talented workforce due to budget constraints (Wynen & Op de Beeck, 2014), work environments ( Choi, 2009; S.H. Kim, 2005; S.Y. Lee & Whitford, 2008; Lee & Jimenez, 2011), and human resource management practices ( S.H. Kim, 2005; Moyihan & Landuyt, 2008; Shaw, Delery, Jenkins, & Gupta, 1998; Lee & Jimenez, 2011). The potential exit of human capital poses a severe threat to recruiting and retaining the best and the brightest workers. Also, to make the federal government labor force situation worse, many federal workers are now eligible for retirement. Ertas (2015) refers to a report published in 2010 that states that the Office of Personnel Management (OPM) reported by 2015 that 48% of the federal workforce will be eligible for retirement (Partnership for Public Service & Booz Allen Hamilton, 2010, p. 5). With the aforementioned factors, federal agencies cannot afford to have employees exit. The departure of workers adversely impacts expertise in the organization and productivity, and costs agencies a substantial amount of money (Grissom, Nicolson-Crotty, & Keiser, 2012; Kellough & Osuna, 1995; Lambert & Hogan, 2009; Monnihan & Landuyt, 2008; Wynen & Op de Beeck, 2014). This study utilizes the personal viewpoint of current employees from the large federal agencies to develop a model that will assist federal agencies to identify factors that will encourage employees’ intent to stay with their organization and have long, lasting careers in the federal service. This study employs the Federal Employee Viewpoint Survey.

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.

This study is about the relationships among compensation satisfaction, job satisfaction, organizational commitment and turnover intention. The major purpose of this research is to use two mental factors of job satisfaction and organizational commitment for examining the existence of mediation effects in between compensation satisfaction and turnover intention. Therefore, using compensation satisfaction as independent variables, job satisfaction and organizational commitment as mediator variable, and turnover intention as dependent variable to probe into the relation among the compensation satisfaction, job satisfaction, organizational commitment and turnover intention. This research was using the method of questionnaire survey together with various kind of statistic analysis. Analysis on 928 workers shows: 1. Compensation satisfaction, job satisfaction and organizational commitment reveals outstanding positive relation. 2. Compensation satisfaction, job satisfaction, organizational commitment and turnover intention reveals outstanding negative relation. 3. Two mental factors of job satisfaction and organizational commitment, have mediating effects between compensation satisfaction and turnover intention. According to the results of research, provides business managers when they try to manage and prevent employees¡¦ turnover, the can increase employees¡¦ compensation satisfaction, job satisfaction and organization commitment to decrease employees¡¦ turnover intention, and turnover behavior will reduce.

In order to maintain higer competitive power, perfect quality of products and services are requested by enterprises nowadays.What¡¦s more , employees are the important media to carry out it.The media roles employees play are related to personal characteristics-perfectionism. We know that strive for perfectionism is native and inner need during development of human beings.In addition,the reasons which cause perfectionism are not only from rigorous standard of self but also possibly from others¡¦ stringent request or social expectation by significant others.Proper demand and standard are drives which make employees achieve their goals,however,extreme ones lead to burnout or high turnover intention .It deserved to be paid more attention to because they will diminish performance of organization,group and individuals,even bring about the loss of human capital.In this study,we will have the preliminary exploration of the relationship among perfectionism from different requiring sources,burnout and turnover intention.MBI was used mostly in past studies,nevertheless,it is criticized during these times and is possible not to measure the actural burnout result.To improve the situation,we use CBI instead in this study and look forward to observe the effect of perfectionism on burnout and turnover intention. Objets of this study are the full-time employees of science &technology, financial and service industry.We take the questionnaire survey method with convenient sampling to execute this study. Totally we sent out 334 numbers of paper copies and obtained 256 ones.Besides,we got 131 copies from on-line survey.Finally we have 364 valid samples out of the 387 combined sources.We adopted the hierarchical regression modeling to test the hypothesis. The findings are as the following¡GSelf-oriented perfectionism (SOP) is positively associated with personal burnout and personal burnout is also positively associated with turnover intention.However,SOP is negatively associated with turnover intention.This reveals that employees of SOP still have the possibility to increase their turnover intention owing to increasing personal burnout.Other-oriented perfectionism(OOP) shows no significant influence on burnout and is negatively associated with turnover intention.Social- prescribed perfectionism(SPP) is positively associated with both personal & job-related burnout and these two kinds of burnout are also positively related to turnover intention.Nevertheness,SPP can¡¦t predict the relationship with turnover intention directly.Further,burnout is not the mediator variable between perfectionism and turnover intention.Finally,we will offer concrete suggestions for following studies and practical implement .Research limitation is also included .

The purpose of this study is to use relevant research to understand whether or not a temporary worker¡¦s personality traits, job satisfaction, and the probability of finding an acceptable alternative job will influence their desire to switch jobs. In this study, 260 questionnaires were passed out to temporary workers in 11 schools. 141 were returned and 140 were valid. The tables cited in this of questionnaire are commonly used in similar studies abroad, and, therefore, commonly recognized as validity. With this in mind, a test the validity of the tables was not carried out for this study. After performing the Cronbach alpha value reliability test, ordinal regression was employed to analyze the data. The following conclusions were reached: First, intrinsic job satisfaction has a significant negative effect on temporary school employee turnover intention. Second, extrinsic job satisfaction has a significant negative effect on temporary school employee turnover intention. Third, the probability of finding an acceptable alternative job has a significant positive effect on temporary school employee turnover intention. Fourth, being a family¡¦s principle wage earned has a significant positive effect on temporary school employee turnover intention. Fifth, personality traits, and demographic statistics have no significant effect on temporary school employee job satisfaction. Sixth, personality traits, and demographic statistics have no significant effect on temporary school employee turnover intention.

The training programs for a new coming can not only raise the professional capabilities of the employees and also develop the sense of belongings to the enterprise. Guided by a veteran, who can illustrate the norms of the business domain & the instruction the working guide for the rookies, the system is so called the ¡V Mentor and apprentice system. The system helps the new comings melt-into the enterprise quicker and accelerate the pace for the rookies to be familiar with their own workings, even mentally support counts one of the function in this system. Thus, for a rookie; ¡§Mentor¡¨ plays an important role in the cognition for the company, while the transition of the professional technology, the mentor affect the rookie in the mental aspects spontaneously. The study is focused on the group of liaison ¡Vbusiness as the studies target, the ¡§Mentoring¡¨ system as the premise & variations; to probe if the system affects the professions and the attitude for employees to the whole organization and to further aspects to find out the functions of this system, the relations of organization commitment and turnover intentions. The study has proofed as; 1. Demographic statistics variations as the major affects is tenable, to the system, organization & professional commitments and turnover intentions. 2. The system as a remarkable affect to organizational & professional commitment is tenable. 3. The system as a remarkable affects to the job-turnover intention is not tenable. 4. The organizational & professional commitment as remarkable affect to job-leaving is tenable. 5. Through the affect of organizational & Professional Commitment, the system as a remarkable parameter to job-turnover intention is tenable.

Master of Science / Hospitality Management and Dietetics / Kevin R. Roberts / The present study examined polychronicity, an individual’s preference on engaging in multiple activities simultaneously as opposed to one at a time. In the restaurant setting, it is critical to understand whether a server prefers to engage in and switch among multiple tasks because it directly impacts the level of job satisfaction and work engagement the server experiences. The purpose of the study was to present a comprehensive view on relationships among time use preference, job satisfaction, work engagement, and turnover intention within a restaurant context. It was hypothesized that polychronicity positively predicted employee job satisfaction and work engagement and negatively predicted employee turnover intention. The sample of 251 respondents were full-time food and beverage servers working at full-service restaurants in the United States. A principle component factor analysis with varimax rotation was conducted to identify the factor structure of polychronicity, job satisfaction, work engagement, and turnover intention. Multiple regression analysis was utilized to empirically test the proposed hypotheses. The result of the analysis supported that polychronicity positively predicted job satisfaction and work engagement. In addition, both job satisfaction and work engagement negatively predicted turnover intention. However, the result did not support the hypothesized negative relationship between polychronicity and turnover intention. The findings of the study will assist restaurant managers in selecting candidates that best fit their organization. It will also assist employees in determining which career path best matches their personality traits. Managerial implications, limitations of this study, and direction for future study were discussed.

Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit.

Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit.