The overall aim of the present study was to contribute to the argument put forward by Burt, Chmiel and Hayes (2009) that trust in the context of employee selection and training can be negative for safety. The present study builds on these authors argument that new employees pose a safety risk and any effort to build trust in the safety behaviours of new team members and/or to reduce perceptions of the safety risk of new employees (e.g. through selection and training) could likely have negative consequences. The research was conducted in eight organisations from the manufacturing, construction, engineering and rail industries which are characterised by high accident rates (Statistics New Zealand, 2008). There were 118 participants which completed an anonymous occupational safety questionnaire. The participants were employees who worked in teams in high risk industries characterised by a history of turnover. The results supported past findings in that trust in selection and training was positively correlated with immediate trust in new team members. There were mixed results regarding the hypothesis that trust in selection and training is negatively correlated with perceived risk from new team members. In particular there was some support for this hypothesis at the highest job risk level. The results supported the hypothesis that there is a positive correlation between the number of selection and training processes used by organisations and immediate trust in new team members. The results also indicated that the previous safety outcomes of new team members acts as a mediator between trust in selection and training, and immediate trust in new team members. Results are discussed in terms of the concerns and implications for organisations aiming to reduce accident rates.

Employee turnover is not a new phenomenon. The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. While most studies had focused their attention on the financial costs of employee turnover, in retailing, the non-financial costs of employee turnover can also be substantial. These non-financial costs include lower morale among remaining employees and losses in expertise and experience. / While there are already many studies on employee turnover, there is a lack of studies of the phenomenon in the retail industry. This study will attempt to close the gap in the literature by studying employee turnover in the retail industry more closely. More importantly, the study will adopt a social constructivist approach to the study of the phenomenon. This approach is not commonly used in employee turnover studies and is likely to add a different perspective to the phenomenon. The aim of the study is to establish the causes of employee turnover in the retail industry and to suggest ways in which retailers can attempt to retain their employees. / The study was conducted with 29 respondents with a major bookstore chain operating in Singapore. The findings suggests that factors that affect employees' decision to quit can be categorised into push and pull factors. Push factors include the level of relationship the employee has with the supervisor and colleagues, the presence of career advancement opportunities and the presence of work-family conflict. Pull factors is the presence of other job opportunities. In addition, a consistent finding in the research show that strong and positive relationships with colleagues can reduce turnover intentions of employees in the retail industry. However, these factors are moderated by personal factors like demographics and personality of the employee. / The study concluded with a discussion of the implications of the research findings and suggests how retailers can adopt policies that can reduce the employee turnover rate. In addition, the study also suggests areas for further research. / Thesis (PhDBusinessandManagement)--University of South Australia, 2005

Thesis (M.C.M.) -- Lincoln University, 2007.

Thesis (Ph. D.)--University of Nevada, Reno, 2007. / "May, 2007." Includes bibliographical references (leaves 119-126). Online version available on the World Wide Web. Library also has microfilm. Ann Arbor, Mich. : ProQuest Information and Learning Company, [2007]. 1 microfilm reel ; 35 mm.

Ulm, Univ., Diss., 2007.

Thesis (Ph.D.)--University of Delaware, 2008. / Principal faculty advisors: William Latham, III, Dept. of Economics; and Helen M. Bowers, Dept. of Finance. Includes bibliographical references.

Thesis (M.A.)--Grace Theological Seminary, 1992. / Abstract. Includes bibliographical references (leaves [47-49]).

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Oct. 31, 2008). PDF text: vi, 82 p. : ill. ; 575 K. UMI publication number: AAT 3309213. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (Ph. D.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (M.S.)--University of Wyoming, 2006. / Title from PDF title page (viewed on June 26, 2008). Includes bibliographical references (p. 27-29).