ASTRACT Viet nam labor market is facing with a huge need when the investment from outside and inside the country are rising dramatically. Oversea educated labor was such an important part of the need. However, Vietnamese oversea students will be influenced by a set of factors on their job choice as a long time career. Students in different education background or personality characters may have significant different expectation on job so they will have different attitude to every different job factors. This study researched Vietnamese students in Taiwan as a part of Vietnamese students oversea in term of their attitudes to job factors then explain how job factors influenced their career choice. The research issues were covered from individual factors to job related factors. That may make sense to organizations who want to attract those labor forces. That may be helpful to universities to adjust the education methods and that may help student to understand themselves better which may correct the direction of career orientation studying. The result of this research was satisfied the purpose of study when it found out many factors and conditions of working had influenced on career choice of Vietnamese students in Taiwan.

<p>Diss. Umeå : Universitet, 1985</p> / digitalisering@umu

The purpose of this study was to determine the organizational and individual factors related to job retention of Texas county Extension agents and learn why agents choose to stay employed by Texas Cooperative Extension. The population for the study included 419 Texas county Extension agents employed for at least three years. The response rate for the web-based questionnaire was 87% or 364 respondents. The Likerttype scale instrument consisted of thirty-eight questions divided into four sections: eleven organizational factors; ten individual work related factors; five individual non-work related; and twelve demographic questions. Each section had one open-ended question for the respondents to comment. Employee turnover is costly to any organization as costs can be as high as over 100% of the employee’s annual salary. Retention of employees is important, not only, for economic reasons but to provide a quality product or service without interruption of services during an employee’s vacancy. Of the respondents, 58% of the county Extension agents have been employed for more than eleven years and 35% have worked for over twenty years. 89% of the county Extension agents have served in more than one county during their tenure and of those 298, 56% have served in more than three counties. The four, most important retention factors identified by county Extension agents were: interesting work; variety of work/scheduling; opportunity to contribute to my community; and personal satisfaction. There was a very strong relationship between recognition from supervisor and the understanding/fairness of supervisor as a reason why county Extension agents choose to stay employed by Texas Cooperative Extension. The recommendations from the study should be considered by Extension administration to put into practice to decrease employee turnover and increase retention among Texas county Extension agent.

The aim of this study was to examine the correlation between home care assistants’ job satisfaction and the intent to switch jobs or career path. We also aimed to examine the correlation between home care assistants’ form of employment and their intent to switch jobs or career path. Given the fast approaching difficulties recruiting an adequate amount of care staff in elderly care to cover the demand of care staff in the light of the population at large getting older, which means there are progressively more older people for the younger population to care for. A quantitative study was performed on 74 home care assistants. To analyze our results we used Herzberg’s two-factor theory, the social psychology theory of attitudes and job satisfaction. Our result showed that our respondents were particularly satisfied with the relationship with the care recipients, but it also showed that they were not more inclined to switch jobs or career path when they were dissatisfied with the relationship with the care recipients. The result also showed that the full time employees compared to part time employees had a higher intention to leave their employer. In conclusion, we gathered that there are several components that affect the home care assistants’ inclinations to switch jobs or career path.

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.