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.

The voluntary turnover behaviors exist for a long time, especially the increasing crew voluntary turnover behaviors in recent years. Due to the important effect upon the future of businesses, it¡¦s necessary to understand the behaviors thoroughly and completely. Previous studies focused on how the voluntary turnover behaviors work. However, employees who play in the formal or informal group perform different crew behaviors. By interviewing nine groups, which left their job in the past two years ever, we try to sketch the outline of the group relationship and the crew voluntary turnover behaviors in the businesses. Finally, we analyze the transcriptions and explore the relevance about the group relationship and the crew voluntary turnover behavior.

Abstract Human resource is the most valuable and prominent property to a company. No matter in what aspect, human resource is fundamental to the development and implementation of programs and plans to support the overall growth of the company. Hence, how to find the most competent employees through proper sources is what the business entity needs to consider about. The sources to find qualified employees include human resource website, newspapers, schools, governmental agencies for employment services, employment exhibition, referral, and transition. Reviewing the past researchs of human resource, most of them focus on recruitment and staffing, but few to deal with referral employment. However, in Taiwan where interpersonal relationship is highly valued and recommended, the recruitment of employees through referral is very common. Therefore, this research aimed at the referral. Furthermore, the research also aimed to find out in what kind of relationship between the referral and introducer, the referral would have a preferable and better performance. Would the same working experience with the present job that referrals had serve as a critical variable affecting the performance? The results reveal that the turnover rate of referral is much lower than those hired personnel through other sources. Referrals generally have better performances at work when they were co-workers with the introducers in their former jobs. The finding also shows that referrals also have better performance when they came from the related industries related to the present jobs. Key words : performance , recruiting sources, referral, turnover rate

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.

When employee turnover rate in a company is too high, not only it will result in the increase of cost, affecting employee morale, making negative impression on customers, but also impacting corporate performance in the long run. This research uses one of the qualitative research techniques to study the human resource management practices of the four interviewed companies, trying to identify the best practices they have in common that contribute to the decline of employee turnover rate or maintain it within acceptable level. After interviewing the four companies, two in service industry and the other two in high-tech manufacture industry, this research analyzed their human resource management practices, and found five best practices they have in common that help these four companies successfully keep employee turnover rate in control. Therefore this research concluded that a company, whether it is in service industry or high-tech manufacture industry, or whether its organizational culture is more performance-oriented or rather paternalistic, by recruiting employees through diversified approaches and selecting them by their personalities, and strongly linking performance appraisal system, reward system, promotion system and training and development system together, the synergy of the best practices all together will contribute to the decline or maintain of employee turnover rate.

Thesis (D.P.H.)--Rutgers University. / "Graduate Program in Public Health." Includes bibliographical references (p. 69-77).

Thesis (M.B.A.)--University of Hong Kong, 1986.

Not available / text

No description available.