This research was designed to investigate whether or not there are significant positive relationships between the total number of reasons production employees cite for staying with an industrial firm and measures of both job performance and job satisfaction. In addition, this study sought relationships between employee work values and both job performance and job satisfaction. Significant positive correlations have been established for tribalistic and existential values with production worker job performance. Further, significant positive correlations were shown for conformist values, and negative correlations for manipulative values with both job satisfaction and with the total number of reasons cited for staying with the firm. This study gives support to a situational theory of work motivation in which both job performance and satisfaction are dependent on the strength of employee job inertia.

Employee retention of an organization's most talented and skilled employees is vital to success. A lack of managerial strategies for motivating teams and a lack of understanding employees' needs adds to an increased rate of employee turnover in banking organizations. Some bank managers do not possess the abilities and strategies required to reduce employee turnover. Grounded by the motivation-hygiene theory; the purpose of this qualitative case study was to explore successful strategies some bank managers used to reduce employee turnover. The population consisted of 5 banking managers in 3 banking organizations located in Toronto GTA, Ontario Canada in which successful retention strategies have been implemented in the last 5 years. Data were collected from semistructured face-to-face interviews and employee handbooks. Member checking aided to assure the credibility of the analysis and interpretations. Data were analyzed by using coding techniques to identify keywords, phrases, and concepts. The process led to the following 4 themes: (a) the motivational effect to retain bank employees, (b) management traits to retain bank employees, (c) effective strategies to retain bank employees, and (d) trends shaping future retention of bank employees. The implications for social change include the potential to reduce turnover by improving the employee work experience and retaining talent by building a positive work environment and a positive customer experience.

Employee turnover is a significant contributor to the overall loss of hundreds of billions of dollars in profitability for many business organizations in the United States and abroad combined. Grounded in Maslow's theory of human motivation, the purpose of this correlational study was to examine the relationship between employee wages, number of employee referrals, and employee turnover intentions. The population was composed of employees working in the Southeastern region of the United States. A convenience sample of 92 participants answered questions regarding their wages, number of employee referrals, and completed the Turnover Intention Scale. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict turnover intentions, F(2, 89) = 5.462, p = .006, R2 = .109. Within the final model, employee wages was a statistically significant predictor (t=-2.769, p=.007) and the number of employee referrals was not a statistically significant predictor (t=-1.712, p=.090). The knowledge gained from the findings in this study could have implications for social change among employees and consumers in society. Satisfied employees in low turnover work environments can provide the foundation for a more enjoyable customer experience. Both non-profit and for-profit organizations can implement business practices that will reduce turnover and increase job satisfaction among employees.

Employee turnover is costly in service-intensive organizations where employee-customer interactions directly affect the organization's success. The purpose of this multiple case study was to identify strategies community hospital leaders use to reduce frontline support employee turnover. The study population consisted of leaders of a community hospital in southeast Louisiana. The conceptual framework for this study is Kahn's model of employee engagement. Semistructured interviews were conducted with eight hospital leaders in southeast Louisiana who were selected through census sampling. Interview transcripts were analyzed and coded following Yin's case study analysis process. Methodological triangulation allowed for a comparison of the findings of the interviews with information derived from exit interviews and employee engagement survey results. Four themes emerged from the interviews and document review: leadership, hiring and onboarding strategies, pay and compensation, and organizational-related factors. Reducing turnover among frontline hospital support employees can positively affect the quality of care provided to patients, and improve the level of service provided by the hospital to the community it serves. Beyond increasing organizational efficiency, the findings of this study can contribute to social change benefits for employees as continued employment allows individuals to provide for themselves and their families.

As a result of the passage of the Affordable Care Act, the behavioral healthcare field is experiencing an increased demand for services. This increase is based on the availability of healthcare coverage to an estimated 13.4 million previously uninsured individuals. To meet this demand for treatment, the workforce of behavioral health therapists must grow. The largest generation entering the workforce, the Millennial Generation - those born after 1980 - is believed to lack commitment to their employers, frequently vacating their positions for the next best offer. The purpose of this case study was to determine factors that both affect retention and contribute to employee turnover among Millennial behavioral health therapists, in the hope of identifying approaches for retaining them in not-for-profit organizations. This exploration used Rousseau's psychological contract theory as the theoretical lens. Secondary data from academic literature, public media, and published surveys were collected and analyzed using open coding to identify patterns and trends. Key variables influencing retention were parity in compensation, organizational culture, the opportunity to advance careers, and make a difference in the community. The implications for social change include informing policy makers and organizational leaders in behavioral healthcare about developing creative methods to increase retention. Recommendations include employer evaluation and improvement in their organizational culture and quality of relationships with their employees. The implementation of these recommendations could result in improved client outcomes, fiscal integrity, and organizational continuity.

Bakgrund Revisionsbranschen   präglas av en hög personalomsättning vilket   har resulterat i att antalet kvalificerade revisorer sedan 2005 minskat med 20 %. Detta   är ett problem för revisionsbyråer då de   satsar mycket resurser på anställda   som sedan lämnar innan de hunnit uppnå auktorisation. Representanter   från Big 4-byråer beskriver att   revisorsassistenter erhåller attraktiva kompetenser som är intressanta för   rekryterare i andra branscher. Revisorsassistenter är medvetna om detta och   använder således yrket som en språngbräda. Syfte Syftet med studien är att utforska varför ett   arbete som revisorsassistent   fungerar som en karriärmässig språngbräda. Metod Studien har tillämpat   en intervjumetod med en huvudsaklig deduktiv ansats med induktiva inslag. För   datainsamlingen har sammantaget 17 semistrukturerade intervjuer genomförts   med respondenter från fyra olika intervjugrupper. Slutsats På grund av den stora   mängden utbildning som ges på revisionsbyråer erhåller revisorsassistenter en   rad kunskapsmässiga kompetenser som är attraktiva för rekryterare utanför   branschen. Revisorsassistenter blir även attraktiva till följd av branschens   arbetsklimat, som präglas av en intensiv högsäsong som bidrar till att   revisorsassistenter lär sig hantera stress och arbeta på ett effektivt sätt.   Studien indikerar även att revisorsassistenter utvecklar en god social   kompetens som värderas högt av rekryterare. / Introduction The audit industry is affected by a high employee turnover   that has resulted in a 20 % loss of certified public accountants since the year 2005. This is a problem for audit firms since they invest a lot of resources in educating their employees, who in turn leave the industry before they achieve their authorization. Representatives from the Big 4 describe that audit assistants acquire attractive knowledge which are appealing for recruiters in other lines of business. Audit assistants are aware of this which results in them using the job as a stepping stone in to other industries. Purpose    The purpose of the study is to examine why an employment as an audit assistant works as a stepping stone in to other industries. Method The study applies an interview method with a mainly deductive approach. To collect data the authors have carried out 17 interviews in total, with respondents from four different interview groups. Conclusion The findings of the study is that the large amount of internal education that the firms provide results in audit assistants gaining lots of attractive knowledge. Audit assistants also become attractive because of the industry’s work climate. The audit industry is affected by an intense peak season which teaches the audit assistants to cope with stress and to work efficient. The study also  indicates  that  audit  assistants  develop  social skills which are highly attractive in the eyes of recruiters.

Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

<p>Background: Recruitment and development of employees is a large burden for companies in most industries. Because of this, there is a clear organizational imperative to attract and retain knowledge workers since these constitute an important resource, especially for knowledge intensive organizations. A decisive factor for success is thus to retain and develop this vital resource in order to upgrade and sustain competitive advantage. </p><p>Purpose: The purpose of this thesis is to investigate what internal determinants and structures might be needed for knowledge intensive organizations to ensure their long-term provision of key human resources. </p><p>Practical Approach: In total ten interviews, with interviewees at different levels in the organization, have been conducted. Furthermore, other forms of secondary empirical material of both qualitative and quantitative character have been used. </p><p>Results: It is important for an organization to attempt to create a consistent and durable identity in order to influence the image held by its different stakeholders. We have found that researchers seem to value working in interesting projects. This argument coincides with the conviction that researchers are actually more committed to interesting research than to the employing organization.</p>

<p>Labour mobility can in theory be an efficient channel for knowledge transfer between cluster firms, thus contributing to growth and competitiveness. In the thesis labour mobility in two Swedish ICT clusters is studied. The purpose of the thesis is to develop an understanding of processes of labour mobility in clusters and to investigate whether mobility can be regarded as a cluster advantage. Both interview data and extensive registry data are used in order to analyse processes of mobility at three levels: individual, firm and cluster level.</p><p>The results show that labour mobility can to some extent be considered a cluster advantage for Swedish ICT firms, since cluster firms are likely to experience a higher level of labour mobility. It is also shown how mobility to and from the clusters contributes to the upgrading of formal competencies within cluster firms. However, the firms themselves are shown to rather focus on staff retention than turnover. </p><p>To some degree, labour mobility in the Swedish clusters in focus is presumably constrained by the formal institutional framework, as well as by informal rules and agreements between cluster firms. It is argued nonetheless that the sheer potential for mobility and the viability of informal hiring practices in clusters may be viewed as cluster advantages, besides the actual extent of labour mobility.</p>

Background: Recruitment and development of employees is a large burden for companies in most industries. Because of this, there is a clear organizational imperative to attract and retain knowledge workers since these constitute an important resource, especially for knowledge intensive organizations. A decisive factor for success is thus to retain and develop this vital resource in order to upgrade and sustain competitive advantage. Purpose: The purpose of this thesis is to investigate what internal determinants and structures might be needed for knowledge intensive organizations to ensure their long-term provision of key human resources. Practical Approach: In total ten interviews, with interviewees at different levels in the organization, have been conducted. Furthermore, other forms of secondary empirical material of both qualitative and quantitative character have been used. Results: It is important for an organization to attempt to create a consistent and durable identity in order to influence the image held by its different stakeholders. We have found that researchers seem to value working in interesting projects. This argument coincides with the conviction that researchers are actually more committed to interesting research than to the employing organization.