The field of clinical laboratory science is experiencing a critical shortage of qualified professionals. Because health care practitioners depend on the results of laboratory tests to help diagnosis and treat patients, it is important to address the current and future shortage in the laboratory workforce. There is limited research on factors affecting the turnover intentions of clinical laboratory employees. Accordingly, the research questions for this study examined the effect of burnout (BO) and organizational commitment (OC) on the turnover intention of laboratory employees in Florida. A cross-sectional survey design was used to examine the relationship between BO and OC on turnover intentions. Data were collected from licensed clinical laboratory directors, supervisors, technologists, and technicians using the following scales: demographic questionnaire, Maslach Burnout Inventory - General Survey, and Organizational Commitment Questionnaire. Linear regression and ANOVA were used to examine the relationships between these variables. The response rate was 18.4% (N = 184). Among clinical laboratory employees in Florida, the findings revealed significant predictive relationships between BO and turnover intention, OC and turnover intention, age and BO, and work shift and OC among clinical laboratory employees in Florida. Potential implications for positive social change from this study include reducing turnover among laboratory employees by allowing laboratory managers to create strategies that will reduce BO and increase OC, and thus decrease turnover intention.

Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / The purpose of this study was to investigate the impact of intrinsic and extrinsic rewards on the job satisfaction and morale of educators in Western Cape Public Technical Vocational Education and Training (TVET) institutions. The study endeavoured to determine factors that contributed to public TVET educators’ dissatisfaction with intrinsic and extrinsic rewards offered by public TVET institutions in the Western Cape. In addition, the study investigated the job satisfaction of public TVET educators as well as the resultant morale, attrition and absenteeism brought about by educators’ dissatisfaction with rewards offered. The study was also expected to present findings and make recommendations to public TVET institutions and the Department Higher Education and Training (DHET). Recommendations were supposed to be made to bring about an improvement in the job satisfaction and morale of public TVET educators in the Western Cape. A stratified purposive sampling procedure was utilised in drawing up the sample from some population of 1535 educators in the Western in 2013. The Research Advisors (2006) and Krejcie and Morgan (1970) Sample Size Tables were utilised. However, out of 308 JDI questionnaires that were initially distributed 265 were returned duly completed. The two hundred and sixty-five JDI questionnaires were processed using SPSS Version 23. As suggested by statistical analysis, the overall conclusion drawn from the research was that extrinsic and intrinsic rewards significantly predicted the job satisfaction and morale of educators in a sample of 308 derived from some population of 1535 educators in Western Cape public TVET institutions. This study revealed that extrinsic and intrinsic rewards had a significant influence or impact on the job satisfaction and morale of public TVET educators in the Western Cape. It was discovered that beside extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself were important in the job satisfaction and morale of educators. Beside the above it was also discovered that supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were instrumental in enhancing the job satisfaction and morale of educators. Beside the above mentioned, it was discovered that learners’ grades after assessments also played a major role in the motivation of public TVET educators. It was confirmed that extrinsic and intrinsic rewards complimented each other in fostering and enhancing the job satisfaction and morale of public TVET educators in the Western Cape. The results of this study showed that job satisfaction among public TVET educators in the Western Cape could be explained by the type of rewards (extrinsic and intrinsic) offered by public TVET institutions as previously indicated. In other studies, mentioned in this study it was confirmed that beside extrinsic rewards, intrinsic rewards such as the job itself and the educational institution enhanced the educator’s job satisfaction and morale. When an employer fulfils the educator’s intrinsic and extrinsic reward expectations, an educator’s affective commitment, job satisfaction and morale is enhanced.

Depuis les années 70, la notion d’engagement a été définie comme le lien qu’un individu réalise avec ses actions. Ce lien pourrait être renforcé par la situation dans laquelle l’individu agit. Les conséquences se mesureraient autant d’un point de vue cognitif que comportemental. Le milieu social dans lequel grandit l’individu est susceptible d’entrer en jeu dans l’acquisition des compétences nécessaires à l’engagement. Dans une vision bioécologique du développement, les milieux familial et scolaire amèneraient l’enfant à émettre ces compétences. Pour tester cette hypothèse, sept études ont été réalisées. Elles ont permis de tester le rôle des pratiques éducatives parentales perçues par l’enfant ainsi que l’adaptation psychosociale de l’enfant décrite par l’enseignant en tant que modérateur de l’engagement. Trois méthodes, transversale, longitudinale et méta-analytique ont été utilisées pour rendre au mieux compte de l’effet du développement de l’enfant au cours du temps. Elles nous ont permis de confirmer un effet du style éducatif parental perçu par l’enfant et du profil d’adaptation psychosociale décrite par l’enseignant sur l’efficacité d’une situation de pied dans la porte. Ces résultats sont discutés en termes de l’acquisition de l’indépendance dans la prise de décision de l’enfant en lien avec son environnement social. / Since the 70s, commitment is defined as the link that person makes with his actions. This link could be enhanced by the situation in which the person acts. The consequences seem possible to be measured as much from a cognitive as from a behavioral level. The social environment in which the individual grows up seems to have an impact on the acquisitions of competences required for such a commitment. In a bioecological vision of the development, the child acquires these competences thanks to family and school. To check this, a total of seven studies were made. They allowed a test of the moderating role of the parental educational practices from a child’s point of view and the psychosocial adaptation of the child described by the teacher like moderator on a commitment. Three methods, one transversal, one longitudinal and one meta-analytic method were used to account for the effect of children’s development in life span. This permitted us to confirm an effect of parenting style from the child’s point of view and the psychosocial adaptation profile described by the teacher on the efficiency of the foot in the door paradigm. Results are discussed in terms of relation of child’s acquisition of independency in decision making in to his social environment.

A number of objective personality questionnaires have been published which aim to measure the six processes related to Acceptance and Commitment Therapy's model of treatment (acceptance, defusion, present moment awareness, self-as-context, values, and committed action). These measures operationally define these hypothesized processes in research settings. However, little research has been done to investigate whether these processes, as measured by these questionnaires, are differentiable from each other or from other, seemingly similar constructs such as distress tolerance and coping styles. Additionally, it is unclear whether these questionnaire measures have differing relationships with other potentially relevant constructs, such as psychopathology, functioning, and personality. The structure of these process measures was investigated across two participant samples. A multi-trait structure of ACT processes was found, with three higher order dimensions consisting of psychological inflexibility/cognitive fusion, mindfulness, and avoidance, as well as a number of distinguishable lower order traits. This structure was found across multiple samples, and measures of these factor analytically-derived traits were found to have incremental validity and to be distinguishable from other, superficially similar psychological processes. These results provide guidance for measurement selection and suggest future directions for scale development. Relevance to treatment outcome research is also discussed.

Involuntary turnover among field staff at wilderness therapy programs can result in therapeutic and financial difficulties for the program. This study sought to examine what factors field staff attribute their intent to turnover to. The factors of organizational commitment, burnout, age, and length of days spent in the field were examined to identify if factors identified as predictors of turnover in previous literature were also true for field staff employed by wilderness therapy programs. Three programs agreed to participate by forwarding emails to their field staff containing a link to the survey, and were also emailed a program director survey that asked some basic demographic questions about their program. The field staff survey was comprised of the Maslach Burnout Inventory - General Survey, The TCM Employee Commitment Survey, the intent to leave scale, as well as general demographic questions. A total of 13 field staff participated in the study, and as a result the use of multiple regression models was not possible due to the sample size. Six simple linear regressions were conducted to test the predictive hypotheses, and findings suggest that none of the six factors predicted turnover intentions among field staff. Pearson's correlations were conducted to examine the relationship between factors, and suggested that age is negatively related to intent to turnover and that burnout was identified as a stronger contributing factor of intent to turnover than organizational commitment, and the sub factor of continuance commitment. Findings suggested that wilderness therapy programs may want to consider the costs and advantages associated with a workers age when hiring new staff, and to consider using burnout measurement tools to identify burnout in staff so they may employ preventative measures to reduce the number of voluntary turnover among field staff. Future researcher may want to explore additional predictors of turnover intentions not examined in previous literature to continue developing knowledge about programs and those who are employed by wilderness therapy programs.

A large body of research has examined the appropriate time course of psychotherapy across a variety of therapeutic modalities. Research in the area of Acceptance and Commitment Therapy (ACT) has indicated the efficacy of single-session interventions in improving anxiety, depression, and even weight loss. These findings, though promising, are accompanied by the question of how much ACT is enough to make a statistically and clinically significant difference in symptoms. The present study sought to clarify this question among individuals with depression. Adults (N = 271) with elevated depressive symptoms were recruited via mass emails for a study comparing the relative effectiveness of time-variant single-session ACT interventions (90 minutes, 3 hours, 6 hours). Inclusion criteria included PHQ-8 score 10, no history of TBI, no current psychotherapy, and no medication changes in the past 60 days. Eligible participants completed a screening interview, which included modules from the M.I.N.I. Exclusion criteria included active suicidality, past or current mania, and past or current psychoses. If interested in participating (n=351), eligible participants could complete the baseline measure after enrolling in the study. Participants were randomized to a single-session 90-minute, 3-hour, or 6-hour group ACT intervention. About half (51.2%) of enrolled and randomized participants completed their assigned group intervention. Follow-up assessments were completed at 1-month and 3-months post-intervention with limited attrition. Longitudinal mixed-effects modeling was used to examine change over time and between conditions. Findings indicated that depressive symptoms and avoidance decreased over time, and social satisfaction increased over time. Differences between conditions and interactions between time and condition were not observed. Equivalency analyses revealed that the 3- and 6-hour groups were not within the margin of equivalence in terms of depressive symptoms. Mindfulness analyses revealed that at 3-month follow-up, the 3- and 6-hour groups reported higher mindfulness than the 90-minute group. The findings have public health implications in terms of reaching a larger number of patients with increased efficiency. Given the far greater patient demand than number of therapists available, increased access and efficiency are of great importance. The results also suggest that individuals with depression can make rapid, sustainable changes, and this is of critical importance clinically. Limitations included a homogenous sample of primarily white, highly educated females, and the lack of a no-treatment control group. The findings of the current study indicate that brief group ACT interventions can result in change in both processes (avoidance, mindfulness) and functioning (depressive symptoms, social satisfaction) months after the single-session intervention. Future research should examine the effectiveness of brief interventions with other symptomatology as compared to a no-treatment control or a more traditional course of psychotherapy.

The purpose of this study was to conduct an exploratory investigation of OCB, trust, and commitment among faculty and staff within Catholic IHEs. Faculty and staff from two Catholic IHEs were the focus of the study. Twenty-five schools were randomly selected from the 50 largest Catholic IHEs by undergraduate enrollment, identified from the 2012 list of Catholic IHEs officially recognized by the Association of Catholic Colleges and Universities (ACCU). The successful operation of Catholic IHEs appears to require high levels of trust and commitment. They benefit from higher levels of OCB, as they endeavor to work in common with other IHEs and, concurrently, extend efforts to adhere to the norms and expectations of John Paul II's 1990 Apostolic Constitution on Catholic Universities, Ex Corde Ecclesiae. Catholic IHEs are tasked with fostering spiritual growth and the Catholic intellectual tradition of dialogue between faith and reason. To address the study objectives, the relationships between the variables of OCB, employee trust, and organizational commitment within two Catholic IHEs were investigated. The research included (a) investigating the traditional conceptualizations of OCB, trust, and commitment with the goal of further defining them as multi-level concepts; (b) designating core concepts of OCB, interpersonal- and system-level trust, and commitment; (c) developing a model of OCB, employee trust, and commitment refining from existing theoretical bases; (d) application of core concepts to explore the dimensionality of faculty and staff members' OCB; (e) exploring the relationship between OCB constructs and levels of trust and organizational commitment; and (f) identification of any moderating effects by comparing these relationships at the different IHEs.

This study investigated the effects of crisis communication messaging strategies on the relationship between an organization and its key publics. This study found that none of the strategies tested had a significant impact on the relationship between an organization and its publics, however some strategies consistently influenced a relationship more than others.

Employee turnover is important to individuals; organizations and society. From an individual’s perspective, turnover can have both potentially positive and negative consequences not just on himself or herself, but also on his or her family members and those who remain with the organization, irrespective of whether they are close associates with the person who has decided to leave the organization. From the organizational perspective, employee turnover can be costly - time and effort on loss recruitment, training, socialization investments, disruption, etc. From the societal perspective, turnover can bring in significant consequences which include mobility and migration to new industries and organizations for economic development. This study focuses on the relationship between one of the antecedents of organizational commitment – group/leader relations and the turnover intention of local marketing officers in securities firms owned by foreign interests in Hong Kong. Various studies have shown that the antecedents of organizational commitment such as personal traits, job characteristics, group and leader relations and company attributes are related to the turnover intention of staff but not much of it has been done in Hong Kong. The primary objective of this study is to propose a parsimonious model to address the issue of employee withdrawal among a sample of marketing executives working in foreign securities firms in Hong Kong SAR. The research design is quantitative in nature, testing various hypotheses on two levels of exchange within organizations - between subordinate and organization and between subordinate and supervisor. Factors involved in the first category of exchange – subordinate/organization are referred to as organizational factors and those in the second category (subordinate/supervisor) as supervisory factors. / These factors were regressed against turnover intention to establish their role in the employee withdrawal process. Organization commitment was then introduced into the model as a mediating variable and results on further regression of the organizational and supervisory factors against turnover intention were noted. Before organizational commitment was introduced as a mediating variable, all the hypotheses with the exception of leader participation were rejected. When organizational commitment was introduced as a mediating variable on the regression of turnover intention on organizational and supervisory constructs, all of the hypotheses with the exception of group cohesiveness and leader participation were rejected. While the results seemed to lend some support to the postulation on the important role played by organizational commitment and group/leader relations in the employee withdrawal process, more studies must be carried out to substantiate the findings. Directions on future study were discussed and managerial implications for both practitioners and researchers were suggested.

Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.