Abstract Since the open of domestic financial market recent years, the financial products have become more and more various. In six years, there has been 2.7 funds issued every month on average. For investors, how to choose a good fund company and an appropriate fund from plenty of new offered funds is uneasy. Particularly new offered fund has no history data to examine the performance, and also lacks the regular benchmarks like £]and Sharp ratio. This thesis uses the data of the domestic stock funds which were offered over 1 year from 1997 January 1 to 2006 December 31.The data resources is from TEJ. The study will distinguish all data from whether the prospectuses regulate the funds¡¦ stock holding percentage over 70 ¢H or not. Then we want to investigate the behavior in the first year and to discuss if the fund managers¡¦ experiment will result in the abnormal performance. The study results shows that the stock holding percentage of the domestic stock funds have been over 70¢H on average since offered 3 months, but the percentage of the funds with free investment period of 3 months is less than 60¢H. However the percentage of the funds with free investment period of 6 months would rise to be 70¢H early in the second or third month. We try to use a statistic way and set a dummy variable to test whether there is different between the performance of the funds with free period and those with limited period. The result shows that there is no fund performance difference between these two period. From the second month after the fund is offered, turnover rare is close or even over the average of one year. The average level is about 30¢H and it shows the domestic stock funds have changed stocks frequently since it is offered . The tenure of Fund managers¡¦ after domestic stock funds raised is 20 months on average from 95 months to 1 month.13¢Mof fund managers will be taken place less than half year after the fund offered, 39¢Mwill be less than 1 year. 60¢Mof the fund managers have ever managed other funds before the newly one which he manage now, but 40¢Mhave no such experiment. The statistics shows that there is no significant different between fund managers¡¦ experiment and fund¡¦s abnormal returns.

The study of fine roots (FR) (roots < 2 mm in diameter) in the boreal forests has become a focus of many forest researchers in the past decade in an effort to better understand belowground processes and improve current carbon (C) models to better predict possible C sinks and sources. The objectives of this study were: 1) to determine the inter-annual variability in FR C production in relation to C cycling and other fluxes for four Saskatchewan boreal sites during a four year period, 2) to determine if minirhizotron (MR) estimates of root biomass were similar to root coring estimates, 3) to determine how root production, mortality, turnover, and longevity vary with root diameter class and soil depth, and 4) to determine if image collection orientation influenced estimates of FR biomass and production. Four Saskatchewan boreal sites including aspen (Populus tremuloides) (OA), black spruce (Picea mariana) (OBS), and two jack pine (Pinus banksiana) (mature OJP, young HJP94) stands were selected and MR were installed in July of 2002. Minirhizotron images were collected monthly from the end of May through September from 2003 to 2006. Total ecosystem C was estimated to be 47.5, 78.1, 163.1, and 450.5 Mg ha-1 for HJP94, OJP, OA, and OBS, respectively. The FR component of the ecosystem carbon storage ranged from 0.7 Mg ha-1 (1%) at HJP94 to 1.2 Mg ha-1 (< 1%) at OBS. Fine roots were found to contribute a very large portion of C production with estimates of 1.0, 0.6, 1.2, and 1.5 Mg ha-1 yr-1 accounting for 47, 27, 25, and 54% of total ecosystem C production at HJP94, OJP, OA, and OBS, respectively. In a one time comparison of MR and soil cores, FR biomass estimates were found to be similar at OJP, OA, and OBS, with MR estimates being significantly greater at HJP94. Approximately 85, 90, 96, and 96% of FR measured in this study were found to be less than 0.5 mm in diameter with median diameters of 0.250 ± 0.237, 0.225 ± 0.208, 0.175 ± 0.149 and 0.150 ± 0.149 (median ± SD) mm at HJP94, OJP, OA, and OBS, respectively. Fine root longevity was found to increase with increasing diameter and soil depth while turnover decreased. In many cases, it was found that even within a diameter interval of < 0.1 mm, differences in biomass, production, turnover, and longevity were detectable. This brings into question the use of the traditional 2 mm diameter class in FR studies. Fine root data, such as presented in this thesis, help to fill in some of the gaps in the knowledge base, enabling researchers to better understand the underground processes of the boreal forest and develop more complex and accurate C models.

The study examined organizational climate and turnover in the health sector of Ghana with particular reference to a case study on the country’s premier teaching hospital formally called Korle-Bu Teaching Hospital. In the light of high uncertainty in retention of healthcare workers in Ghana, despite the several interventions of government in providing incentives and infrastructure, the issue of employee turnover has attracted academic interest among several researchers globally and locally. Most researches on turnover related issues in the healthcare sector of Ghana have focused on the influence of employees’ overall job satisfaction. However, none has been able to neither explain nor investigate the influence of potent psychological features of the workplace on turnover. This study undertook a comprehensive review of the current state of employees’ turnover intentions in relation to the organizational climate and other working conditions prevalent at the Korle-Bu Teaching Hospital. The study was guided by the hypothesis that climate factors will emerge as a significant predictor of employees’ turnover intentions. A sample size of 80 employees was used for the study. Correlation and multiple regression analysis were used to analyze data obtained with a Likert scale designed questionnaire. The results of the study indicate that stress and organizational pride are the most proximal factors to employees’ intentions to quit. Further analysis identified influences on stress and organizational pride and pointed to management priorities for reducing employee turnover.

The study examined organizational climate and turnover in the health sector of Ghana with particular reference to a case study on the country’s premier teaching hospital formally called Korle-Bu Teaching Hospital. In the light of high uncertainty in retention of healthcare workers in Ghana, despite the several interventions of government in providing incentives and infrastructure, the issue of employee turnover has attracted academic interest among several researchers globally and locally. Most researches on turnover related issues in the healthcare sector of Ghana have focused on the influence of employees’ overall job satisfaction. However, none has been able to neither explain nor investigate the influence of potent psychological features of the workplace on turnover. This study undertook a comprehensive review of the current state of employees’ turnover intentions in relation to the organizational climate and other working conditions prevalent at the Korle-Bu Teaching Hospital. The study was guided by the hypothesis that climate factors will emerge as a significant predictor of employees’ turnover intentions. A sample size of 80 employees was used for the study. Correlation and multiple regression analysis were used to analyze data obtained with a Likert scale designed questionnaire. The results of the study indicate that stress and organizational pride are the most proximal factors to employees’ intentions to quit. Further analysis identified influences on stress and organizational pride and pointed to management priorities for reducing employee turnover.

The study of fine roots (FR) (roots < 2 mm in diameter) in the boreal forests has become a focus of many forest researchers in the past decade in an effort to better understand belowground processes and improve current carbon (C) models to better predict possible C sinks and sources. The objectives of this study were: 1) to determine the inter-annual variability in FR C production in relation to C cycling and other fluxes for four Saskatchewan boreal sites during a four year period, 2) to determine if minirhizotron (MR) estimates of root biomass were similar to root coring estimates, 3) to determine how root production, mortality, turnover, and longevity vary with root diameter class and soil depth, and 4) to determine if image collection orientation influenced estimates of FR biomass and production. Four Saskatchewan boreal sites including aspen (Populus tremuloides) (OA), black spruce (Picea mariana) (OBS), and two jack pine (Pinus banksiana) (mature OJP, young HJP94) stands were selected and MR were installed in July of 2002. Minirhizotron images were collected monthly from the end of May through September from 2003 to 2006. Total ecosystem C was estimated to be 47.5, 78.1, 163.1, and 450.5 Mg ha-1 for HJP94, OJP, OA, and OBS, respectively. The FR component of the ecosystem carbon storage ranged from 0.7 Mg ha-1 (1%) at HJP94 to 1.2 Mg ha-1 (< 1%) at OBS. Fine roots were found to contribute a very large portion of C production with estimates of 1.0, 0.6, 1.2, and 1.5 Mg ha-1 yr-1 accounting for 47, 27, 25, and 54% of total ecosystem C production at HJP94, OJP, OA, and OBS, respectively. In a one time comparison of MR and soil cores, FR biomass estimates were found to be similar at OJP, OA, and OBS, with MR estimates being significantly greater at HJP94. Approximately 85, 90, 96, and 96% of FR measured in this study were found to be less than 0.5 mm in diameter with median diameters of 0.250 ± 0.237, 0.225 ± 0.208, 0.175 ± 0.149 and 0.150 ± 0.149 (median ± SD) mm at HJP94, OJP, OA, and OBS, respectively. Fine root longevity was found to increase with increasing diameter and soil depth while turnover decreased. In many cases, it was found that even within a diameter interval of < 0.1 mm, differences in biomass, production, turnover, and longevity were detectable. This brings into question the use of the traditional 2 mm diameter class in FR studies. Fine root data, such as presented in this thesis, help to fill in some of the gaps in the knowledge base, enabling researchers to better understand the underground processes of the boreal forest and develop more complex and accurate C models.

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 was to explore the possible relationship between school facility conditions and school outcomes such as student academic achievement, attendance, discipline, completion rate and teacher turnover rate. School facility condition for the participating schools was determined by the Total Learning Environment Assessment (TLEA) as completed by the principal or principal’s designee on high school campuses in Texas with enrollments between 1,000 and 2000 and economically disadvantaged enrollments less than 40%. Each school in the study population was organized by grades nine through twelve. Data for achievement, attendance, discipline, completion rate and teacher turnover rate were collected through the Public Education Information Management System (PEIMS) managed by the Texas Education Agency. Student achievement, attendance, discipline, completion rate and teacher turnover rate and their relation to school facilities were investigated using multiple regression models to compare sections and subsections of the TLEA with each of the five dependent variables. Major research findings of this study included the following: first, student achievement, attendance and completion rate measures were not found to be statistically significant in relation to school facility conditions as measured by the TLEA at the 0.05 level; second, discipline, or behavior, was found to be significantly related to the TLEA. This indicates that the subsections of the TLEA could be used to predict discipline factors for schools in the study population; third, teacher turnover rate was found to be related to the TLEA subsections of Specialized Learning Space and Support Space, with the correlation to Support Space being indirect. Literature from prior studies infers that relationships do exist between all five of the study’s dependent variables. However, this study only yielded significant findings in the areas of student discipline and teacher turnover. The researchers recommendations based upon this study include the following: administrators and designers should take into account factors such as interior environment and academic learning space when planning schools to positively impact student discipline; school design and construction should focus on specialized learning spaces and other academic areas more than administrative support spaces when striving to increase teacher satisfaction with physical working conditions.

With the supply of talented employees for the predicted available jobs around the world declining, employee retention and voluntary turnover have jumped to the forefront of HRD practitioners’, as well as senior managers’, strategic initiative. By 2008, demographers predict that 76 million baby boomers will be eligible for retirement. The generations that followed these individuals, born between 1946 and 1962, are not numerically adequate to fill the vacancies that these retirements will create. A growing concern exists that the expected annual growth in the number of eligible employees will be outpaced by economic growth predictions. While employee retention and employee voluntary turnover have received considerable scholarly attention, few research studies have examined the phenomenon in a professional sales arena. No investigation to date has tracked employee voluntary turnover and retention over a 14-year longitudinal wave as was the focus of this study. This population study examined employee retention of a Fortune 500 North American industrial automation manufacturer’s professional sales force over a 14-year period. It focused on personal characteristics, work characteristics, and human resource development (HRD) intervention factors influencing employee voluntary turnover. The results suggest that training and development participation contributes more significantly to employee retention than salary and job title promotions to the firm’s ability to retain sales professionals. The theoretical underpinnings associated with these findings reinforce the importance of human capital theory, social identity theory, expectancy theory, and distributive justice theory. They also suggest that employee retention should be included in calculations that measure the return on investment for training and development interventions. Further, these results that emerged from comprehensive data mining suggest that a structured training and development program embeds aspects of employee socialization that can influence a professional sales employee’s tenure in the organization. Formal training can serve to socialize the employee into the organization, thus, deepening the effect of social capital theory to build normative organizational commitment, a mediator of employee retention. This effect appeared to be more significant for non-Caucasian sales professionals who remained in the organization when included in a structured sales training program.

Employee turnover is expensive and disruptive to organizations. However not many employers appreciate the value lost in quality of human capital, and dollar value of lost productivity and time due to turnover. This study identified the causes and consequences of voluntary employee turnover in a financial institution in Kenya. The researcher established from the bank records that 80 employees resigned from the institution in the five-year period. The causes of turnover were identified and recorded as given in the separated employees' resignation letters held at the bank, and categorized as either avoidable or unavoidable. The quality of the separated employees was measured by academic qualifications, banking training, job performance ratings and years of work experience as recorded in the separated person's file. Turnover cost was computed based on the earnings of the separated employee and the associated administration costs, plus the cost of training and lost productivity due to the resignations. The turnover policies were reviewed. The data collected were coded and analyzed using the SPSS program version16. The quantitative data analysis was carried out using descriptive statistics. Non-parametric Chi-Square Goodness-of-Fit Test was used to test the research hypotheses. A thematic analysis of the narration by the HR director was done. The reasons for the resignations were as follows: 65 percent better salaries offered elsewhere, 17.7 percent were due to family reasons, 13.8 percent went on further studies, 2.5 percent had problems with bank administration and 1.2 percent changed careers. It was further established that 71 percent of the separated workers had university degrees, 92 percent were either good or excellent job performers, 35 percent had more than ten years work experience and 80 percent had received bank training. The turnover cost per separated employee was 100 percent of the worker's annual salary. The total turnover cost comprised of 43.5 percent in lost productively due to the resignations; 30.9 percent on training and 25.6 percent on recruiting and hiring replacements. The researcher concluded that personnel turnovers had negative consequences for the bank in terms of loss of quality human capital and cost, and that management should act to resolve the problem since 67.5 percent of the turnovers were avoidable.

The role of military instructor was quite important in the early age of development in Taiwan.Military instructor dedicate much of their time and efforts for keeping safty and harmony inside school,but their social status has been queried by Taiwan society. It is important for education administration and military instructor to understand the career anchor. The purpose of this study are to find the relationship between recognition of changing in external environment,career anchor & job change intention-An example of military instructor in college.This research uses t test,single variance analysis,pearson analysis and step-by-step regression to study the relations of variance.800 questionnaires were released.419 are available.The results of this research result from the statistical analysis of three variables.They are recognition of changing in external environment,career anchor & job change intention. According to the analysis of the research data,we can get the findings of the study as follows¡G 1.The recognition for social support of organization has negative influence to turnover. 2.The recognition for development of organization in the future has negative influence to outbound after resign. The recognition for social surpport of organization has positive influence to outbound after resign. 3.The interaction between the recognition for social surpport of organization and anchor of service/challange has negative influence to turnover. 4.The interaction between the recognition for development of organization in the future and anchor of service location has negative influence to outbound after resign. It is hoped that this results will provide useful information to the policy and decision makers as well as education administrations on how to manage and improve the quality of a military instructor's service on a campus.