Employee turnover is a concern for the highway maintenance leaders in the construction industry because employees with turnover intentions may exhibit decreased commitment and increased cynicism towards the organization, which may affect business profits. The purpose of this correlational study was to examine the relationship between employee development, employee burnout, and employee turnover intentions in highway maintenance organizations in the United States. Hobfoll's conservation of resources theory was the framework for this study. A convenience sampling of participants, which included a target audience who accessed the paper-based surveys from 6 field offices and the central office building within the northwestern region of Pennsylvania, returned 68 useable surveys for a response rate of approximately 33%. The data from the 68 participants were analyzed using multiple linear regression analysis. The population for the study consisted of supervisors, foremen, executive staff, and full-time management personnel. Results of the multiple linear regression analysis indicated a statistically significant relationship between employee development and employee turnover intentions (p < 0.05, β = 0.360) and between employee burnout and employee turnover intentions (p < 0.05, β = 0.512). The results of this study may contribute to positive social change by reducing employee turnover in the construction industry, keeping skilled employees within local communities, and helping employees accomplish career goals while increasing economic value. Highway maintenance leaders could use the money saved from turnover to invest in employee development and employee wellness programs.

The aim of this study is to investigate employees in knowledge-intensive organizations' intentions to stay in their workplace and to see if organizational culture and internal marketing activities have an effect to reduce voluntary staff turnover.There are several factors which affect employees' intentions to leave or stay in their current work position. The result of this study shows initially that there needs to be some form of agreement between the employee's and the employer's values, needs or vision of the future. Factors that may make an employee in a knowledge-intensive organization want to leave might be that the individual does not feel safe, does not have trust or confidence in their leader or colleagues. It can also be due to the individual not feeling that he or she is growing in his or her job role, has career opportunities or that he or she feels locked in and controlled in their tasks. Internal marketing activities and organizational culture are two factors that knowledge-intensive organizations can work with to become a more attractive employer and reduce voluntary staff turnover. Internal marketing activities are an initiative that in this study proved to have a positive effect on employee well-being, motivation, commitment and loyalty to the organization. Knowledge-intensive organizations that work with initiatives to promote internal marketing activities and organizational culture create good conditions for their staff to thrive better, get an attractive employer brand and lower involuntary staff turnover. In conclusion, it was found in this study that transformative leaders have the leadership qualities that are described as most desirable and sought after in knowledge-intensive organizations.

Since the Swedish government reinstated conscription in 2017, the Swedish Armed Forces are once again able to meet the wartime staffing requirements. In addition to the increase in employees the Swedish Armed Forces have been able to shift focus from external recruiting to internal human resource management. High employee turnover is a costly affair, especially in an organization like this one, where the initial investments, by way of training, are expensive and arduous. Predicting which employees are about to resign can help retain employees and decrease turnover and in turn save resources. With sufficient data, machine learning can be used to predict which employees are about to resign. This study shows that the machine learning model, random forest, can increase accuracy and precision of predictions, and points to variables and behavioral indicators that have been found to have a strong correlation to employee resignation. / Detta arbete utforskar möjligheten att använda maskininlärning, mer specifikt modellen random forest, för att förutspå uppsägning av anställda i Försvarsmakten. Arbetet stammar ur återinförandet av värnplikten i 2017, som följd av att enbart ca. 60% av bemanningskravet i krigstid med den frivilliga modellen kunde mötas. Arbetet finner att maskininlärningsmodellen random forest, kan användas för att förutspå uppsägningar till en icke-trivial grad. Random forestmodellen kan användas till att förutspå uppsägningar till 89% noggrannhet och 72% precision. Den största källan till osäkerhet i studien är mängden och egenskaperna hos datan. Studien är baserad på data från 1500 heltidsanställda gruppchefer, soldater och sjömän (GSS-K). För att förbättra resultatet och i synnerhet precisionen behövs mer data och data med en starkare korrelation till beteende. För framtida studier rekommenderas att utforska huruvida andra maskininlärningsmodeller är lämpade för just denna verksamhet, men även hur arbete, insamling och förvaltning av data inom Försvarsmakten kan utvecklas.

Artificiell intelligens (AI) blir allt vanligare i dagens samhälle och kan överta många av de arbetsuppgifter redovisningsbyråer utför idag. Det innebär att AI kan efterlikna den mänskliga hjärnan och självständigt lösa problem samt ta beslut. En bransch som kan dra fördelar med AI är redovisningsbranschen och dess tillhörande redovisningssystem. Trots detta visar tidigare forskning att flera aspekter hindrar implementeringen av AI, likaså att flera aspekter är anledningen till att redovisningsbyråer väljer att implementera AI. Däremot krävs vidare forskning för att få en större förståelse för vilket inflytande aspekterna har. Syftet med studien är att öka förståelsen för vad som avgör om en redovisningsbyrå använder AI i sitt redovisningssystem, samt om aspekternas påverkan skiljer sig mellan olika storlekar på redovisningsbyråer. Fokus i studien är fyra aspekter: kostnad, kunskap, personalomsättning, lagstiftning, eftersom alla har pekats ut av tidigare forskning som avgörande i beslutet. Studien grundas på en kvalitativ forskningsstrategi där elva semistrukturerade intervjuer utgör respondenterna. Urvalet består av stora, små, och mikro redovisningsbyråer i Sverige. Studiens resultat indikerar att samtliga aspekter påverkar användandet av AI på ett eller annat sätt. Kostnadsbesparing utmärker sig som en central anledning, likväl okunskap som ett motstånd till implementering. Slutligen berör uppsatsen ett nytt perspektiv då storlek på redovisningsbyråer lyfts. Storleken anses ha en påverkan men är inte den avgörande aspekten. Genom att flera storlekar inkluderas kan studiens resultat appliceras på en större målgrupp. / Artificial intelligence (AI) is becoming more common in today's society and can take over many of the tasks currently performed by accounting firms. This means that the computer can mimic the human brain and independently solve problems and make decisions. One industry that can strongly benefit from AI is the accounting industry and accounting systems. Despite this, previous research shows that several aspects hinder the implementation of AI. Furthermore, previous research shows that several aspects are the reason why accounting firms choose to implement AI. However, further research is needed to gain a better understanding of the influence of these aspects.  The study aims to increase the understanding of what determines whether an accounting firm uses AI in its accounting system. And whether it differs between different sizes of accounting firms. The focus of the study is four aspects: cost, knowledge, employee turnover and legislation, all of these have been identified by previous research as crucial in the decision. The study is based on a qualitative research strategy where eleven semi-structured interviews constitute the respondents. The sample consists of large, small, and micro accounting firms in Sweden.  The results of the study indicate that all aspects affect the use of AI in one way or another. Cost saving stands out as the main reason, as well as lack of knowledge stands out as an obstacle to implementation. Finally, the paper addresses a new perspective as the size of the accounting firms is highlighted. Size is considered to have an impact but not the key aspect. Thus, the study's results can be applied to a larger target group.

No description available.

La presente investigación tiene como objetivo general determinar la influencia de la satisfacción laboral en la intención de rotación del personal en la empresa EPSEL S.A. Chiclayo, 2022. Por otro lado, en cuando a la metodología, el estudio tiene un enfoque cuantitativo, tipo correlacional con la aplicabilidad de una encuesta (cuestionario), tiene un diseño no experimental de corte transversal, la muestra estuvo conformada por 150 trabajadores de la empresa en donde se utilizaron criterios de inclusión y exclusión; el modelo conceptual de ambas variables fue propuesto por (Jacobs y Roodt. 2008; Villarreal et al., 2020), donde la variable independiente satisfacción laboral cuenta con las dimensiones: condiciones individuales y condiciones de infraestructura; y la variable dependiente intención de rotación es unidimensional, aplicándose una escala tipo Likert, para el procesamiento de la información se empleó la estadística descriptiva e inferencial empleando el software SPSS 26. Se empleó el coeficiente de correlación de Spearman para poder correlacionar las dos variables y las dimensiones de cada variable. Además, se realizó la prueba de normalidad para verificar si los datos presentaban una distribución normal. En los resultados reflejados se halló que las variables de satisfacción laboral e intención de rotación se encuentran un nivel moderado alto. Concluyendo que intención de rotación del colaborador depende directamente de la satisfacción laboral del personal. / The present investigation has as a general objective to determine the influence of job satisfaction on the intention of staff turnover in the company EPSEL S.A. Chiclayo, 2022. On the other hand, in terms of methodology, the study has a quantitative approach, correlational type with the applicability of a survey (questionnaire), it has a non-experimental cross-sectional design, the sample consisted of 150 workers from the company where inclusion and exclusion criteria were used; the conceptual model of both variables was proposed by (Jacobs and Roodt. 2008; Villarreal et al., 2020), where the independent variable job satisfaction has the dimensions: individual conditions and infrastructure conditions; and the dependent variable intention to rotate is unidimensional, applying a Likert-type scale, descriptive and inferential statistics were used to process the information using the SPSS 26 software. Spearman's correlation coefficient was used to correlate the two variables and the dimensions of each variable. In addition, the normality test was performed to verify if the data presented a normal distribution. In the reflected results, it was found that the variables of job satisfaction and intention of rotation are at a moderately high level. Concluding that the intention of employee rotation depends directly on the job satisfaction of the staff.

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка и приложений. Представлена теоретическая часть: Используя такие теории, как иерархия потребностей Маслоу, двухфакторная теория Герцберга и теория справедливости Адамса, в исследовании рассматриваются основные факторы, способствующие текучести кадров. Практическая часть включает в себя углубленный анализ организационной структуры компании, удовлетворенности сотрудников и существующих методов управления с помощью анализа литературы, количественных опросов и качественных оценок. Полученные данные свидетельствуют о том, что основными причинами текучести кадров в компании TC Company являются неадекватная система оплаты труда, ограниченные возможности карьерного роста и неоптимальные условия труда. Содержание проектной части: предложены рекомендации по предотвращению текучести кадров. Для решения этих проблем в диссертации рекомендуется усовершенствовать структуру заработной платы и льгот, создать четкую и справедливую систему служебной аттестации, улучшить возможности карьерного роста и продвижения по службе, а также создать благоприятную рабочую среду. Внедряя эти стратегии, компания TC Company может повысить удовлетворенность сотрудников, снизить текучесть кадров и, в конечном счете, укрепить свои конкурентные преимущества в технологическом секторе. Результаты исследования являются ценным руководством для аналогичных предприятий, сталкивающихся с проблемами управления человеческими ресурсами и удержания сотрудников. В заключение подводятся итоги в соответствии с поставленными задачами. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. The theoretical part presents (description of the essence). Utilizing theories such as Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Adams' Equity Theory, the study explores the underlying factors contributing to employee turnover. The practical part analyzes (description of the essence). The research includes an in-depth analysis of TC Company's organizational structure, employee satisfaction, and existing management practices through a combination of literature review, quantitative surveys, and qualitative assessments. Project part contents (description of the essence). The findings indicate that the primary causes of turnover at TC Company include an inadequate compensation system, limited career development opportunities, and suboptimal working conditions. In conclusion, the results are summed up in accordance with the tasks set. To address these issues, the thesis recommends enhancing the salary and benefits structure, establishing a clear and fair performance appraisal system, improving career development and promotion pathways, and fostering a supportive work environment. By implementing these strategies, TC Company can enhance employee satisfaction, reduce turnover rates, and ultimately strengthen its competitive edge in the technology sector. The study's insights provide valuable guidance for similar enterprises facing challenges in human resource management and employee retention.

The Swedish hospitality industry is facing a number of challenges. Chief among them is high employee turnover and inadequate management of existing staff. The introduction of new employees to workplaces is among the first steps in managing new hires. Therefore, the purpose of the study is to investigate the relationship between induction processes in Swedish restaurants and motivation among newly hired employees. The study was carried out using qualitative semi-structured interviews to collect empirical data. The results showed a varied picture of induction processes, with some respondents expressing positive experiences, while others were not equally satisfied. Community in the workplace and a sense of belonging has been shown to be a central factor when it comes to employees' self-esteem and motivation. Additionally, a correlation was discovered between employees' professional roles and the quality of the induction process, which should be investigated in further studies.

Le but de ce mémoire est de comprendre l’influence de la satisfaction intrinsèque et de la satisfaction extrinsèque sur l’intention de quitter des travailleurs. Afin d’étudier ce sujet, nous avons formulé trois hypothèses basées sur la théorie des attentes et la théorie des deux facteurs d’Herzberg. La première hypothèse stipule que la satisfaction intrinsèque fait diminuer l’intention de quitter des travailleurs. La seconde hypothèse est formulée à l’effet que la satisfaction extrinsèque fait diminuer l’intention de quitter des travailleurs. La dernière hypothèse stipule que la satisfaction intrinsèque a une influence plus importante sur l’intention de quitter des travailleurs que la satisfaction extrinsèque. Les données utilisées afin de tester nos hypothèses de recherche ont été collectées dans le cadre d’une étude plus vaste portant sur « les liens entre la rémunération, la formation et le développement des compétences et l’attraction et la rétention d’employés clés ». L’entreprise au sein de laquelle les données ont été collectées est dans le domaine des technologies de l’information et des communications (TIC) à Montréal. Les employés interrogés sont les nouveaux employés embauchés par l’entreprise. Les résultats de notre mémoire confirment deux de nos hypothèses. Ainsi, nos résultats ont démontré que la satisfaction intrinsèque fait diminuer l’intention de quitter des travailleurs d’ici six mois, un an et deux ans. De plus, nos résultats ont démontré que la satisfaction intrinsèque a une influence plus importante sur l’intention de quitter que la satisfaction extrinsèque. Par contre, une de nos hypothèses est partiellement confirmée. En effet, nos résultats ont démontré que la satisfaction extrinsèque fait seulement diminuer l’intention de quitter d’ici un an et deux ans et n’a aucune influence significative sur l’intention de quitter d’ici six mois. Le soutien organisationnel perçu est une variable qui a également une forte influence sur l’intention de quitter des travailleurs. Pour terminer, la conclusion de ce mémoire présente en quoi nos résultats peuvent être utiles aux gestionnaires des ressources humaines et des relations industrielles. / The purpose of this study is to analyze the impact of intrinsic and extrinsic satisfaction on workers’ intention to quit. In order to investigate this subject, we have formulated three hypotheses based on the theory of expectations and two-factor theory. The first hypothesis states that intrinsic satisfaction decreases worker’s intention to quit. The second hypothesis stipulates that extrinsic satisfaction decreases worker’s intention to quit. The last hypothesis states that intrinsic satisfaction has a stronger influence on worker’s intention to quit than extrinsic satisfaction. In order to test our hypotheses, we used data collected in a larger study on “ the links between compensation, training and skills development attracting and retaining key employees “. The data were collected in an organization in information technology and telecommunications sector located in Montreal. Newly hired employees were invited to answer the survey. The results of our study confirm two hypotheses. Indeed, our results indicate that intrinsic satisfaction decreases worker’s intention to quit within six months, one year and two years. Moreover, our results show that intrinsic satisfaction has more influence on intention to quit than extrinsic satisfaction. However, our results indicate that extrinsic satisfaction decreases only intention to quit within one year and two years and has no significant influence on intention to quit within six months. Perceived organizational support also has an important influence on worker’s intention to quit. Finally, the conclusion of this study presents how our results can be interesting for human resources and industrial relations managers.

The movement or flow of employees into, around and out of organisations (‘employee flow’) has long been a central issue in human resource management and industrial psychology. This is especially so for the specific element of employee turnover, but also applies to staffing and internal talent development. Employee flow is especially salient in a South African context characterised by scarce skills. The voluminous literature on employee flow has tended to view each element such as recruitment or turnover separately, and has generally focused on internal outcomes (e.g. commitment or satisfaction). This thesis attempts to add two crucial features, namely EF as a whole system (i.e. inflows, intraorganisation flows and outflows of staff in conjunction), and customer-based outcomes. Something of a synthesis is thus sought between EF and ideas of marketing productivity. Marketing productivity has been proposed as one of the most important foci of the marketing discipline (Rust, Ambler, Carpenter, Kumar, & Srivastava, 2004; Sheth & Sisodia, 2002). It refers to links between marketing and organisational performance or value. Models such as the ‘service profit chain’ (Heskett, Sasser & Schlesinger, 1997) identify the antecedents of marketing productivity to be internal organisation characteristics such as staff satisfaction or loyalty. This thesis seeks to expand such models in the context of a system of EFs. Advanced decision theoretic utility theories of EF (e.g. Boudreau & Berger, 1985) allow for the complete, integrated value of employee movements over time to be modelled. Such a model is constructed and links to marketing metrics, notably service perceptions, investigated. Organisational value arising via the outcomes for customers are further investigated. Thus increased value of employee movements is proposed to generate organisational value, mediated by improved customer equity (e.g. Gelade & Young, 2005). An empirical, survey-based study was conducted to assess the model. EF was assessed in business-to-business relationships from the perspective of the customer using conceptions of decision theoretic utility analysis, and both intermediate and outcome-based customer perceptions of service quality used as dependent variables. Moderation effects from frequency of interaction and integration of the customer into the supply chain were also tested, as well as controls for characteristics of the transaction, organisation and industry. Results suggest that EF does significantly affect various stages of service quality provision, notably ‘potential quality’, which it appears mediates links to other aspects of service provision, especially final service outcomes. In addition, EF was also found to affect outcomes through the intermediate relational element of 'soft process quality', possibly highlighting the importance of relationship management and soft skills in B2B relationships. Employee outflows in particular showed evidence of relatively strong effects, possibly highlighting the ongoing salience of turnover, in particular effective identification and management of functional versus dysfunctional turnover instead of a sole focus on retention. Results were significantly stronger for service industries than others (presumably as service is the outcome), and when there were relatively few supplier contact staff (perhaps due to social networking, bonding, exchange or emotional contagion). This thesis adds substantially to the methodologies underlying service profit chain models. It explicitly included new constructs (EF utility). Contextually, it was the first proper test of this model in South Africa. Theoretical contributions arose from new inter-disciplinary syntheses of utility models, finally linking employee and customer utilities to the organisation. Ultimately, practical significance may arise for managerial models, estimating and justifying human resource interventions.