Globally competitive industries need to keep up with the rigorous technical innovations to ensure that they reach their targets in terms of customer satisfaction. In order to do this, businesses need to ensure that they have the correct skills and capabilities in order to meet their demands. Organisations encounter difficulties as they constantly need to replace lost skills, and once these skills have been replaced, they need to spend additional money to train and equip new employees adequately to perform the jobs that they are employed to do. These days, many companies find themselves in financial turmoil which emerges from large turnover rates. There has been a severe exodus of skilled employees in the utility industry. During the past twelve months, this industry has lost 1 479 critical skills. Scarce skills are expensive to retain and it is important that employee well-being take top priority to keep up with changing labour demographics. This upkeep relates to huge emphasis being placed on customer satisfaction. In order to keep customers happy, companies first need to keep their employees happy. Efforts made by the organisation to improve situational circumstances for its employees, will promote positive individual and organisational outcomes. Two dimensions contribute greatly to a positive employment relationship which is conducive towards promoting positive individual and organisational outcomes, namely a fulfilled psychological contract and fairness in allocating monetary rewards. Money should not be used as a Band-Aid; not everything can be remedied with money. However, money is important, although it is not the most important factor. Fulfilment of the different dimensions of the psychological contract, including, but not limited to opportunities for personal growth and career advancement, and a management-supportive work environment are vital towards establishing and maintaining a positive employment relationship. The aim of the study was to investigate the role of psychological contract breach, job satisfaction and turnover intention in the utility industry and to determine the outcomes thereof. A mixed method approach was used to gather data. In the qualitative study, managers and staff (N = 15) were interviewed and a thematic content analysis was performed. In the second phase of the study, the quantitative part, questionnaires were distributed to employees (N = 251) across all levels of the organisation. The measuring instruments used were the Psychological Contract Inventory, Job Satisfaction Scale and Turnover Intention Scale. The results of Article 1 (Chapter 2) showed that a total of 60% of participants made reference to the importance of money. Emphasis was also placed on other aspects, where 53% of participants made mention of leadership being an important driver of job satisfaction. Other themes also regarded as important toward curbing skills loss were the importance of personal excellence and the need for effective communication as drivers of job satisfaction. Article 2 (Chapter 3) found that a fulfilled balanced psychological contract displayed a strong, positive relationship with job satisfaction and that job satisfaction had a negative impact on turnover intention. These findings support the negative impact of psychological contract breach on job satisfaction and, in relation to this, job dissatisfaction positively impacted turnover intention. It was further found that psychological contract breach of the balanced contract had an indirect positive impact on turnover intent via job satisfaction. Recommendations for future studies were made. / MCom (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014

Gold mining in South Africa has played a significant role in the economic development of the country over the past 120 years. The continued focus on productivity, recruitment and consolidation in the South African gold mining industry will result in a decline in production. Much of the decline can be attributed to natural attrition as the industry has moved from a mass employer of limited, contract, unskilled labour, to an employer of more permanent, mostly semi-skilled or skilled labour. The objective of this research was to investigate the reliability of measuring instruments of social support, role overload (qualitative and quantitative), job satisfaction and turnover intention for employees in the mining industry. Further objectives included empirically determining whether social support has a moderating effect on the relation between role overload and job satisfaction and turnover intention. A cross-sectional survey design was used. A random sample was taken from a South African mining company (N=250). Gender and age were included as control variables. Individuals on Paterson grading E band to C Upper (managers) were part of the sample. Five measuring instruments were administrated. Descriptive statistics and inferential statistics were used to analyse the data. The results obtained for the five scales proved the measuring instruments to be reliable. The results show that when an employee feels that his/her work is more than he/she can accomplish in the time available (quantitative role overload), the employee will most probably also feel that his/her work requires skills, abilities and knowledge beyond that of their own (qualitative role overload). It is also indicated that social support from the supervisor increases the employee's positive attitude or pleasurable emotional state towards his/her job or job experience (job satisfaction), as well as heightens the probability of social support from colleagues. Furthermore, the more positive the employee's attitude towards the job, the less the intention to stop working will be (turnover intention). This intention to stop working will also be less when social support from the supervisor is more and/or when the employee experiences less feelings that his/her work is more than he/she can accomplish in the time available. Turnover intention was predicted by social support from supervisor. Job satisfaction was predicted by role overload (quantitative) and social support from supervisor. By way of conclusion, recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Currently there is a high rate of registered nurse (RN) turnover due in part to bullying and harassment among peers; which fosters lower quality nursing care, jeopardizes patient safety, and increases healthcare costs. The purpose of this quantitative nonexperimental study was to examine the relationship between inpatient nurses' individual self-esteem and reported bullying and harassment with their intent to leave their job. Two theories were used to provide structure to this work: cognitive experimental self theory and oppressed group theory. Data were collected using the Negative Acts Questionnaire, the Rosenberg Self-Esteem Scale, and the Turnover Intentions Measure. All RNs in a Midwestern state were emailed an invitation link to the instruments housed on SurveyMonkey. Only those respondents who claimed to be inpatient RNs were included in the study (n = 770). The three research questions asked about bullying and harassment among inpatient RNs, about the self-esteem of RNs who experienced bullying and harassment and those who have not, and if those RNs who experienced bullying and harassments intended to leave their jobs. With a 2.1% response rate, results indicated that there was a relationship among RNs and bullying and harassment, the self-esteem of RNs who did not experience bullying and harassment was higher than those who did experience bullying and harassment, and there was a positive relationship between RNs experiencing bullying and harassment and their intent to leave their jobs. This research suggests that if bullying and harassment patterns among RNs are identified sooner, RN turnover can be reduced, patient care quality and safety can be improved, and U.S. healthcare costs can decrease.

No description available.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Contents: Leader empowering behaviour -- Organisational commitment -- Turnover intention -- Work performance -- Productivity / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

The purpose of the paper is to explore the factor that might influence atypical workers¡¦ turnover intention as the ¡§Atypical employment¡¨ is increasing in Taiwan over the last few years. Will try to understand weather or not an atypical workers¡¦ psychological contract, social capital, employability and relationship perception will influence their turnover intention. And also discuss the situation of atypical worker¡¦s turnover intention, psychological contract, social capital, employability and relationship perception. The findings are shown as the following: 1. The atypical workers in telecommunication service industry reported lower psychology contract violation than other sub-groups did. 2. The atypical workers in telecommunication service industry reported greater social capital than other sub-groups did. 3. Atypical workers generally reported the same employability. 4. The atypical workers in Electronics and Technology industry reported lower relationship perception than other sub-group did. 5. Psychology contract influences the atypical workers¡¦ turnover intention significantly. 6. Social capital influences the atypical workers¡¦ turnover intention significantly. 7. Employability influences the atypical workers¡¦ turnover intension significantly. 8. Relationship perception influences atypical workers¡¦ turnover intension significantly.

This study is based on the fundamentals of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We use the SPSS 15.0 and the structural equation modeling (SEM) to verify the relationship between the POP and the turnover intention. And we further confirm the mediating effects of job anxiety and organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the SEM to measure the relationship amongst the constructs. The results of this study are as following. Perception of organizational politics has a significant effect on turnover intention. Perceptionsof organizational politics has three measured dimentions. Both measured dimentions of gerenal political behavior and organization policies and practices present positive effect on turnover intention. Measured dimention of go alone to get ahead presents negative effect on turnover intention. Perception of organizational politics and job anxiety present positive remarkable related. Perception of organizational politics and organizational cynicism present positive remarkable related. Job anxiety has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention. Organizational cynicism has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention.

The nursing staffs play an extraordinary important role of looking after the patients in the medical service. However, short of nursing staffs in the last couple of years in Taiwan, is a very serious problem, which leads both of the medical service environment and the clinical nursing into a difficult position. The outflow of nursing personnel is an international issue. Therefore, how to keep their nursing staff is the primary job for each hospital. If we can know the factors of the fluctuation before layoff, we can improve and change them to reduce, or even prevent the layoff. The main purpose of this study is to find the decisive factors of the nursing staffs turnover intention , why they want to quit their job. This research picks the questionnaire survey. And the survey object is the non-manager nursing staffs in a medical center in Kaohsiung city. To reduce the influences of the common method variation (CMV), we collect the samples with the method of two-wave bands. We have selected 545 persons altogether to fill the questionnaire, and 358 persons have completed effectively the two questionnaires. The final effective returns-ration is 65,7%. We have analyzed the returned questionnaires by the SPSS17 edition of statistics software, and have confirmed the supposition by the mean value, the standard deviation, the t-test, the one-way ANOVA, the Pierson correlation analysis and the hierarchical regression analysis. In view of the influence factors of the turnover intention for the nursing staffs: self-efficacy, organizational commitment, job stress, job satisfaction and burnout ...ect. We have confirmed the results by the statistical analysis as follows: 1. Self-efficacy natively affects on turnover intention. 2. There is relationship between organization commitment and turnover intention (Affective commitment and continuance commitment natively affects on turnover intention¡FNormative commitment positively affects on turnover intention). 3. There is relationship between job stress and turnover intention (Job demand positively affects on turnover intention). 4. Job satisfaction natively affects on turnover intention. 5. There is relationship between burnout and turnover intention (Emotional exhaustion positively affects on turnover intention). 6. There is remarkable difference between the nursing staffs¡¦ age and turnover intention. There is remarkable difference between the nursing staffs¡¦ work change and turnover intention. 7. The organization commitment is the determinants of the nursing staffs¡¦ turnover intention. 8. Self-efficacy, organization commitment, job stress, job satisfaction and burnout are related to one another.

The purpose of this study was to investigate the effect of transformational and transactional leaderships on Y generation ¡]Was born between 1977 to 1995¡^ employee to turnover intention, and also use the perceived supervisory support as the mediator¡Borganizational identification as the moderator. This research targeted samples were the Y generation employee from domestic companies. Total of 243 questionnaires were issued¡Aand 205 valid samples were returned with responding rate at 84.36%. Statistical analysis¡Asuch as Reliability¡BDescriptive Statistical¡BIndependent t-Test¡BOne-way ANOVA¡BCorrelation and regression, is conducted with SPSS 12.0 software. The results could be summarized as follows¡R 1. Transformational leadership show significant negative effects on Y generation employee to Turnover intention. 2. Transactional leadership show significant negative effects on Y generation employee to Turnover intention. 3. Perceived supervisory support show significant negative effects on Y generation employee to Turnover intention. 4. On Y generation employee to perceived supervisory support has the mediated effect between transformational leadership and turnover intention. 5. On Y generation employee to perceived supervisory support has the full mediated effect between transactional leadership and turnover intention.