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Flourishing in Adolescent/Young Adult English Language Arts Teachers in OhioMcBride, Darcy Nan 08 December 2022 (has links)
No description available.
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Hur olika dimensioner av organizational commitment påverkar IT-professionellas benägenhet att lämna sin arbetsgivare : En kvantitativ studie inom IT- sektorn i Sverige / Organizational Commitment and Turnover IntentionLorentzo, Lovisa January 2023 (has links)
Följande studie handlar om i vilken utsträckning organizational commitment har för betydelse för IT-professionella och om det har någon betydelse för mobilitetsbenägenhet. Studien har även berört bakgrundsvariablerna ålder och position och vad det har för betydelse för organizational commitment och mobilitetsbenägenhet. Studien uppkom för att förse aktörer inom IT-sektorn med relevant data för att förstå hur organizational commitment förhåller sig till mobilitetsbenägenhet. Datan samlades in med hjälp av en enkät som distribuerades på sociala medier. Resultatet analyserades genom medelvärdesanalys samt multipel OLS-regressionsanalys där det framgick att IT-professionella har lågt organizational commitment och hög mobilitetsbenägenhet samt att ålder och position inte har en betydelse för dessa attityder. Trots att resultat visade på en låg commitment och en hög mobilitetsbenägenhet visade en regressionsanalys att det finns ett signifikant samband mellan affective commitment och mobilitetsbenägenhet. Sambandet indikerar på att högre grad av affective commitment innebär en lägre grad av mobilitetsbenägenhet. Detta samband är ett av nyckelresultaten av studien.
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Formulering av HPWS i ideella föreningar : En studie om implementationsmöjligheter av HPWS i ensvensk esportföreningLinnarsson, Rasmus January 2023 (has links)
This study aims to examine and identify possibilities andprerequisites for implementing a High Performance Work System(HPWS) in a Swedish non-profit association’s operations. Theessay assumes a set of frameworks in the form of HPWS practiceswhich are defined in previous research in order to determine andevaluate the implementation possibilities in the association. Thestudy takes place in “SRL Spelförening”, a non-profit associationwhich conduct welfare processes in the form of esports in theSwedish grassroot scene. The association has during its lifespanundergone large changes within all aspects of its operation – notleast the structure of work processes, something that has meantthat many parts of the workflow are unorganized and unstructured.This study analyzes the current state of the association’sprocesses with a quantitative interview approach focused on a setof work-related variables. The data that is generated is then usedas a control tool when the association’s prevalent prerequisites ofHPWS are to be determined. The data was also applied in a linearregression model generating correlation coefficients among thework-related variables – information which in turn gets applied inorder to decide the association’s individual attitude to HPWS. Theanalysis points to the association generally meeting the HPWSrequirements which were cited in earlier research. Some aspectswere however determined to lie beneath the bar and thereforerequire changes in accordance with earlier similar HPWS relatedcases. Furthermore, the correlation results show that theassociation’s workers’ overall attitude towards HPWS was positive,where a higher appreciation of a HPWS was related to higherengagement and lower turnover intention.
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Transformational and Transactional Leadership of Athletic Directors and Their Impact on Organizational Outcomes Perceived by Head Coaches at NCAA Division II Intercollegiate InstitutionsKim, Hakwoo January 2009 (has links)
No description available.
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A Dual Moderated Mediation Model of Favoritism's Effects on Employee Attitudes, Intentions, and BehaviorWalker, Laura 08 1900 (has links)
Although suspected to be a widespread phenomenon, workplace favoritism is an under-researched area of study. Scholars have queried the effects of perceived favoritism on employee outcomes through only a handful of studies, and the majority of those studies have been conducted at private firms in Middle Eastern countries where tribalism (i.e., loyalty to one's family or social group) is conventional. Further, differences in conceptual definitions of favoritism and subsequent subdimensions have muddied the understanding of what elements are considered essential to each phenomenon. Finally, favoritism research lacks examinations of conditional indirect effects of favoritism on employee outcomes. Therefore, the purpose of this research is three-fold. The first aim is to develop a comprehensive, multidimensional measure of favoritism that will capture essential elements of the phenomenon that are specific to its subdimensions. Additionally, this study aims to increase our understanding of favoritism by examining the its indirect effects on job satisfaction, organizational commitment, counterproductive work behavior, and turnover intention through organizational justice, as well as explore differences in these effects among the supervisor's ingroup/outgroup members and among employees who vary in their perceptions of permeability to their supervisor's ingroup.
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Organisatoriskt engagemang inom revision : En lösning på branschens höga personalomsättning?Larsson, Fredrik, Agnes, Lind January 2024 (has links)
This study has examined organizational commitment among employees at a small office belonging to a larger auditing firm that is not part of the Big Four, and the role this commitment plays in the decision to stay or to resign. The industry is characterized by a high overall turnover rate, with a large portion of employees leaving within three years. This creates problems in the form of skill shortages, high workloads, and the risk of stress and burnout. Research indicates that engaged employees are more likely to stay with their employer, making it interesting to investigate how employees express their commitment. This has been done using organizational commitment theory and its components: affective, continuance, and normative commitment. By conducting five semi-structured interviews with employees, data for analysis was collected. The results show that the different components play different roles at different times, but it appears that affective commitment is the primary factor that makes them stay. The affective component is also something the employer can work to promote among employees through various activities, such as implementing a mentor and ensuring that employees develop and feel trusted by the organization, which this organization has managed well. Continuance and normative commitment seem to be more prominent according to different situations and individuals. / Detta arbete har undersökt organisatoriskt engagemang hos medarbetare på ett mindre kontor tillhörande en större revisionsbyrå som inte tillhör Big Four, och vilken roll detta engagemang har i beslutet att stanna kvar eller säga upp sig. Branschen präglas av en hög generell personalomsättning där en stor del av personalen slutar inom tre år. Det skapar problem i form av kompetensbrist, hög arbetsbelastning och risk för stress och utbrändhet. Det finns forskning som pekar på att engagerad personal stannar hos sin arbetsgivare i högre utsträckning, vilket gör det intressant att undersöka hur anställda uttrycker sitt engagemang. Detta har gjorts med hjälp av organisatorisk engagemangsteori och dess komponenter: affektivt, kontinuerligt och normativt engagemang. Genom att hålla fem stycken semistrukturerade intervjuer med anställda har underlag för analys insamlats. Resultatet visar att de olika komponenterna spelar olika roller vid olika tillfällen, men det framstår att det affektiva engagemanget är den främsta komponenten som får dem att stanna kvar. Den affektiva komponenten är även något arbetsgivaren kan arbeta för att främja hos medarbetare genom att bland annat implementera en handledare samt se till att medarbetarna utvecklas och känner ett förtroende från organisationen, vilket är något denna arbetsgivare har lyckats bra med. Det kontinuerliga och normativa engagemanget ter sig vara mer framträdande efter olika situationer och individer.
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The role of perceived organisational support, diversity, engagement and burnout in the retention of employees / Talita SerfonteinSerfontein, Talita January 2014 (has links)
The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS©) was used during the gathering of the data (Rothmann & Rothmann, 2006).
Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and work engagement. Organisational support was found to moderate the effect of burnout and engagement on both turnover intention and organisational commitment and seems to negate diversity problems.
As conclusion, recommendations for future research are made. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2014
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The role of perceived organisational support, diversity, engagement and burnout in the retention of employees / Talita SerfonteinSerfontein, Talita January 2014 (has links)
The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS©) was used during the gathering of the data (Rothmann & Rothmann, 2006).
Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and work engagement. Organisational support was found to moderate the effect of burnout and engagement on both turnover intention and organisational commitment and seems to negate diversity problems.
As conclusion, recommendations for future research are made. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2014
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The relationship between career anchors, organisational commitment and turnover intentionClinton-Baker, Michelle 22 January 2014 (has links)
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 & Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)
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Frivillig personalomsättning, orsaker och åtgärder : En fallstudie om hur första linjens chefer kan minska frivillig personalomsättning bland medarbetare inom vård och omsorg. / Voluntary turnover, causes and action : A case study about how first line managers can reduce voluntary turnover among coworkers within the health and social care industry.Ekberg, Carl, Overgaard, Malin January 2019 (has links)
Syfte: Det finns en mängd studier som behandlar frivillig personalomsättning och vad dess orsaker är. Fler studier av fördjupande karaktär behövs för att få ökad förståelse över vad det är som orsakar frivillig personalomsättning. Syftet med studien är att få ökad förståelse för hur första linjens chefer inom vård och omsorgsbolag kan engagera sig i, och påverka medarbetare för att minska frivillig personalomsättning. För att uppfylla syftet ska studien besvara varför medarbetare överväger att säga upp sig, hur chefer kan vidta åtgärder för att minska övervägande av uppsägning bland medarbetare samt hur omsättning av första linjens chefer påverkar personalomsättning i organisationen. Metod: I denna studie har en kvalitativ fallstudie (enfall) genomförts på en organisation som är verksam inom vård och omsorgsbranschen. Huvudmetoden för att samla in data är semistrukturerade intervjuer (n=11) med individer i olika befattningar inom organisationen. För att få en djup holistisk bild av fallet kompletteras intervjuerna med en enkätundersökning genomförd av medarbetare (n=137), dokumentanalys samt observationer. Analysen av data har genomförts genom mönsteranalys och redovisningen av data har skett utifrån studiens forskningsfrågor. De som studeras är främst medarbetare och olika chefer inom organisationen. Resultat & slutsats: Flera orsaker till, och åtgärder för att minska frivillig personalomsättning har synliggjorts. Omsättning av första linjens chefer visade sig ha inverkan på samtliga orsaker som synliggjorts i studien. Examensarbetets bidrag: Studien bidrar med ökad förståelse för vad som orsakar, och hur första linjens chefer kan minska frivillig personalomsättning. Vikten av balans mellan arbetsliv och privatliv har synliggjorts. Studien bekräftar tidigare forskning som framhäver betydelsen av omsättning av chefer i arbetet med minskning av personalomsättning. Förslag till fortsatt forskning: Förslag till fortsatt forskning är att utforska orsaker i organisationer med låg personalomsättning inom samma kontext, hur lokalt engagemang kan ersätta organisatorisk engagemang och hur omsättning av första linjens chefer kan minskas för att motverka frivillig personalomsättning bland medarbetare. / Aim: There is a variety of studies that deal with the issue of voluntary turnover and its causes. More in-depth studies are required in order to gain increased understanding of what causes voluntary turnover. The aim of this thesis is to gain increased understanding of how first line managers in health and social care corporations can engage in, and influence coworkers in order to reduce voluntary turnover. In order to fulfill its purpose this thesis will answer why coworkers are considering leaving the organization, what actions managers can take to reduce turnover intentions among coworkers and what impact turnover among managers have on staff turnover within the organization. Method: In this thesis a qualitative case study (single case) was carried out on an organization that operates within the health and social care industry. The main method used to gather data is semi structured interviews (n=11) with individuals in various positions within the organization. In order to obtain a deep holistic view of the case the interviews are supplemented with a survey conducted by coworkers (n=137), document analysis and observations. The data was analyzed using pattern-matching technique and the reporting of data has been based on the study's research questions. The subjects in this thesis are coworkers, and various managers within the organization. Result & Conclusions: Several causes for, and actions to prevent voluntary turnover has been highlighted. Turnover among first line managers turned out to have an impact on all the causes highlighted in the study. Contribution of the thesis: The thesis contributes with increased understanding of what causes, and how first line managers can prevent, voluntary turnover. The importance of balance between working life and privacy has been highlighted. The thesis confirms previous research that emphasizes the relevance of turnover among managers in order to reduce staff turnover. Suggestions for future research: Suggestions for future research is to explore causes in organizations with low turnover within the same context, how local commitment can replace organizational commitment and how turnover among first line managers can be reduced in order to reduce turnover among staff.
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