Este trabalho concentra-se no estudo de um dos instrumentos específicos utilizados pelas organizações para administrar suas relações com seus empregados o contrato psicológico. Por meio de uma pesquisa exploratória e descritiva, buscou-se responder se e como a violação dos contratos psicológicos exerce influência sobre os níveis de rotatividade voluntária em empresas de consultoria em atividade no Brasil. Para tanto, foi realizada uma pesquisa de campo, utilizando-se os métodos qualitativo e quantitativo, em duas empresas multinacionais do ramo de consultoria. A amostra, representada por sete consultores seniores que pediram demissão voluntária, permite concluir que a violação dos contratos psicológicos ocorre em empresas de serviços de consultoria em atividade no referido país, e que a rotatividade voluntária está associada a ela. / This research concentrates in a study about one of the specific instruments used by organizations to manage relationships with its employees the psychological contracts. Through an exploratory and descriptive research, the study addresses the question if and how psychological violation influences the level of voluntary turnover in consultant firms in operation in Brazil. To do so, and using a qualitative and quantitative method, the research was applied in two multinational consulting firms in the referred country. The sample, represented by seven senior consultants who left the organization voluntarily, tells that the psychological violation occurs in these firms, and the voluntary turnover is associated to it.

Typescript (photocopy). / Digitized by Kansas Correctional Industries

Nurse turnover is a significant problem that has led to a nursing shortage in hospitals, particularly in rural hospitals. The nursing shortage will continue to grow if changes are not implemented to retain qualified nurses. Nurse turnover puts patients at risk for substandard care and increases healthcare-related costs, as organizations try to recoup costs to train and orient new nurses. Retention, turnover, and quality of care are important organizational drivers. One strategy that targets each of these drivers is to have newly hired nurses partake in a preceptorship, where a preceptor facilitates the assimilation and amalgamation of newly hired nurses into their role. Guided by the preceptor conceptual framework, the purpose of this project was to develop and plan a preceptor-training program, which targeted the field sites specific needs. Preceptor and preceptee roles were defined and training modules were created on topics such as communication, adult learning, diversity, time management, assessment, critical thinking, and problem solving. One master binder was created that contained the content required to teach each module of the preceptor-training program. The field site will use this information in conjunction with different delivery methods to implement and evaluate the program. The evaluation plan is to perform formative evaluation after each module is presented and summative evaluation at the conclusion of the allotted training days, using a Likert scale questionnaire. Establishing an instructive program for preceptor training may assist and support preceptors in their role; this program may also affect the preceptee's job satisfaction and ultimately, retention. Safe, efficient, quality care is the cornerstone of the social change implications in practice. Preceptors may feel better about the precepting process and patients may benefit from improved care.

This study explored the low retention rates of childcare workers at a military child development center in the northeast United States. The purpose of this case study was to explore the work experiences of childcare employees during their first year of employment at a child development center to discover the factors that influenced their decision to resign. The conceptual framework that guided this study was a 2-factor approach of motivator and hygiene factors associated with experiences and perceptions. Transcripts from interviews with 15 current and prior childcare workers and management team members were coded, triangulated, and thematically analyzed. The themes developed from the interview data revealed key factors that contributed to childcare workers' positive and negative work experiences, such as pay and benefits, professional development and training requirements, and lack of support for novice childcare workers. The results of this study led to a position paper recommending that stakeholders implement a 3-day mentoring program to address the issue of resignation among first-year childcare workers. The mentoring program could lead to social change by increasing positive work experiences, knowledge base of first-year childcare workers, and worker retention rates at military child development centers.

Business owners and leaders have committed resources, time, and funding to understand and mitigate the phenomenon of employee turnover. The purpose of this study was to explore the strategies that managers used to mitigate employee turnover in the financial services industry in Nigeria. The transformational leadership model was the conceptual framework for this single case study. Semistructured face-to-face interviews were conducted with 10 middle-level managers who had experience and knowledge of employee turnover at an organization in the financial services industry in Nigeria. The company's policy documents and audited financial statements were also reviewed. Thematic coding was used for data analysis, and qualitative data analysis software was used to achieve accuracy in data classification and organization of the analysis. Data analysis led to the emergence of 8 themes: human resources, industry comparison and benchmarking, training, good relationship management and communication, conducive work environment, rewards and compensation, low employee turnover as a post strategy implementation benefit, and increased productivity and efficiency as a post strategy implementation benefit. The implications of this study for positive social change include the potential to reduce the unemployment rate, create financial independence, and reduce the poverty level in the financial services industry in Nigeria. Leaders and business owners may use the strategies from this study to promote satisfied employees who earn a satisfactory income, find fulfillment in their jobs, and support for their families and communities.

This inquiry investigated the phenomenon of 'staying' as a feature of the turnover, recruitment and retention of social workers in hospital settings. In the absence of specific literature on the subject, the study made a significant and original contribution to knowledge about social work staff turnover, including the meaning attached to work, the relationship of social workers to the hospital organisation, and to job satisfaction. Using qualitative methodology, data were collected from multiple sources including in-depth interviews at two large Sydney Teaching Hospitals, a period of engagement in each Social Work Department, a comprehensive review of primary data from archival records of the Directors of Social Work Services in Teaching Hospitals (NSW) between 1981-1999, and secondary source materials of federal and state health policy documents. Two core categories emerged from the study which were social workers 'tolerance' of the hospital environment and their qualities of 'selfactualisation'. Of central importance to the inquiry was the discovery of grounded theory which explained the relationship of these categories to the phenomenon of 'staying'. The intersection of 'tolerance' and 'self- actualisation' qualified 'staying' as either a positive or negative experience for the social worker and the hospital. This theory was presented as an original model which with further refinement, could be used as a predictive tool in studies of turnover of social workers in hospital settings. The findings challenged existing theories that staff retention was preferable to staff turnover in hospital organisations and identified qualities in hospital social workers which would ensure the continuing relevance of social work to the changing hospital environment. The model has implications for hospitals, Social Work Departments and for social work education in the preparation and training of social workers to join the hospital workforce. Specific activities that supported the 'self-actualisation' of social workers, and aspects of 'tolerance' were identified which worked for the benefit of both social workers and hospitals.

The hospitality and tourism industry is an increasingly important part of the New Zealand economy, contributing almost nine percent of the Gross Domestic Product in 2008. One of the key concerns regarding this part of the economy is the impact of a tight labour market and intense skill shortages on its ability to maximise returns from tourists. Labour turnover rates have been extremely high in the hospitality sector over the past few years and this has contributed to the intense labour market pressures affecting this industry. Hotels have suffered particularly high turnover rates in the past few years and exit interviews have been one of the tools that Human Resource Managers used to try and gain data about employee reasons for leaving. This study looks at exit interviews as a source of data on the causes of labour turnover in two New Zealand hotel chains. The aim of this study was to analyse hotel exit interview data in order to identify significant patterns that might illuminate the causes and potential moderating factors of labour turnover in New Zealand hotels. In addition, the study aimed to analyse the processes used to gather exit interview data in order to evaluate the efficacy of exit interviews and see if any practical recommendations could be made regarding the use of exit interviews to address labour turnover. A qualititative, triangulated research methodology was applied in order to analyse the data generated from over 4500 exit interviews, from 17 hotels, in two New Zealand hotel brands. The interviews cover six years of exit interview gathering. In addition, in depth semi-structured interviews with six hotel Human Resource Managers were used to gain insight into the practice and perceptions around exit interviews. The study found that despite considerable application of time and resources, hotels gain very little benefit from the exit interview process. Several issues are identified as bringing the efficacy of exit interviews into question, including power imbalance between interviewees and interviewers, language and cultural concerns, and the impact of psychological contract breaches on the employment relationship. In addition, the study found that even when opportunities for organisational improvement did arise from exit interviews, little or no action was taken by the hotels in question. The study concludes that there is insufficient benefit to the hotels given the costs of exit interviews and suggests that other forms of employee feedback, such as engagement surveys may be more efficacious in addressing labour turnover.

Thesis (D.Min.)--Liberty Theological Seminary and Graduate School, 2007.

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

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.