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An Investigation of the Strategies used by Organizations Participating in the Welfare-to-Work Network Programs and Correlation of the Strategies with the Retention Data to Determine Best Practices for Job Retention among Former Welfare Recipients.Smith, Pauline J, , 12 November 2010 (has links)
This ex post facto study (N = 209) examined the relationships between employer job strategies and job retention among organizations participating in Florida welfare-to-work network programs and associated the strategies with job retention data to determine best practices. An internet-based self-report survey battery was administered to a heterogeneous sampling of organizations participating in the Florida welfare-to-work network program. Hypotheses were tested through correlational and hierarchical regression analytic procedures. The partial correlation results linked each of the job retention strategies to job retention. Wages, benefits, training and supervision, communication, job growth, work/life balance, fairness and respect were all significantly related to job retention. Hierarchical regression results indicated that the training and supervision variable was the best predictor of job retention in the regression equation. The size of the organization was also a significant predictor of job retention. Large organizations reported higher job retention rates than small organizations. There was no statistical difference between the types of organizations (profit-making and non-profit) and job retention. The standardized betas ranged from to .26 to .41 in the regression equation. Twenty percent of the variance in job retention was explained by the combination of demographic and job retention strategy predictors, supporting the theoretical, empirical, and practical relevance of understanding the association between employer job strategies and job retention outcomes. Implications for adult education and human resource development theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of job strategies as a means for improving former welfare workers’ job retention.
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From the inside out : a critical ethnographic look at paediatric intensive care nursing and the determinants of nurse retentionMahon, Paula R. January 2011 (has links)
The aim of this study is to examine key features within the cultural context in a Canadian Paediatric Intensive Care Unit (PICU) environment as experienced by nurses, and to identify what these influences are and how they shape nurses’ intentions to remain at critically ill children’s bed-sides for the duration of their careers. This is a qualitative study which follows a critical ethnographic approach. Over 20 hours of observation and face-to-face semi-structured interviews were conducted. Approximately one third of the nursing population at the research site PICU were interviewed (N=31). Participants describe a complex process of becoming an expert PICU nurse that involved several stages. By the time participants became experts in this PICU they believed they had significantly narrowed the power imbalance that exists between nursing and medicine. This study illuminates the role both formal and informal education plays in breaking the power barrier for nurses in the PICU. This level of expertise and mutual respect between professions aids in retaining nurses in the PICU. The lack of autonomy and/or respect shown to nurses by administrators appears to be one of the major stressors in nurses’ working lives and can lead to attrition from the PICU. Family Centred Care (FCC) is practiced in paediatrics and certainly accentuated in the PICU as there is usually only one patient assigned per nurse, who thus afforded the time to provide comprehensive care to both the child and the family. This is considered one of the satisfiers for nurses in the PICU and tends to encourage retention of nurses in the PICU. However, FCC was found to be an inadequate term to truly encompass the type of holistic care provided by nurses in the PICU.
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Improving job retention in the Call center context : Exploring important factors that induce employee’s turnover intentions and how to decrease itDavidsson, Joakim January 2017 (has links)
Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.
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Religious-based programming and reentry success: an examination of spirituality and its effects on post-release engagement, employment, and recidivismBosi, Allie C. 06 August 2021 (has links)
This study uses data from HopeWorks, a Christian, faith-based vocational program inside the Shelby County Division of Corrections in Memphis, Tennessee, to examine factors affecting reentry success. Specifically, this research examines how spirituality - using measures that assess both spirituality (measured at the end of the program) and change in spirituality (measured as the difference between pre- and post-program measures of spirituality) - affects released offenders' reengagement with the program, ability to obtain employment, and ability to refrain from reoffending.
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Identification des principaux freins et leviers du retour à l'emploi, dans l'année suivant le début des traitements de cancer du sein : quels apports des variables psychosociales ? Une étude longitudinale et prospective en psychologie de la santé / Identification of the main brakes and levers of return to work, within one year after the start of breast cancer treatments : what inputs psychosocial variables? A longitudinal and prospective study in Health Psychology.Porro, Bertrand 01 December 2017 (has links)
Introduction : Le diagnostic de cancer du sein, les symptômes et les effets secondaires des traitements, entraînent de multiples déficits physiques et psychologiques qui peuvent avoir des effets sur la vie professionnelle. En effet, avec un âge médian de 63 ans au moment du diagnostic de cancer du sein, la moitié des femmes sont encore en âge de travailler. Pourtant, après le diagnostic, toutes les femmes ne retournent pas au travail. Afin d’expliquer ce phénomène, de nombreuses études se sont intéressées aux déterminants sociodémographiques, professionnels et médicaux impactant le retour à l’emploi des patientes ; or ces seuls facteurs ne suffisent pas à expliquer le non-retour à l’emploi des femmes. Il semble qu’un certain nombre de facteurs psychosociaux puissent également rendre compte du retour à l’emploi.Objectifs : L’objectif principal de cette étude est d’identifier les principaux déterminants psychosociaux du retour à l’emploi des femmes ayant un cancer du sein durant l’année suivant le début de leurs traitements adjuvants. Un objectif secondaire consiste à appréhender l’impact des variations de ces déterminants psychosociaux sur le retour à l’emploi des patientes.Méthode : Nous avons réalisé une étude longitudinale et prospective auprès de 68 patientes d’âge moyen 46,97 (ET = 6,92), en emploi au moment du diagnostic de cancer du sein, recrutées au Montpellier Institut du Sein (MIS). Les femmes ont été rencontrées lors d’un premier temps de mesure, par entretien interindividuel, en début de traitements adjuvants (T0). Par la suite, elles ont été suivies par voie téléphonique à 3, 6 et 12 mois après T0 (T1, T2 et T3, respectivement). Les données sociodémographiques, professionnelles, médicales, la précarité (score EPICES), le névrosisme (Néo-PI r), la qualité de vie (QLQ-C30), la fatigue (MFI 20), le développement post traumatique (PTGI), la détresse sociale (SDI) et le soutien social perçu (QSSSC) ont été évalués à T0. À T1, T2 et T3 nous avons relevé : le fait d’être en couple, de subvenir ou non aux études des enfants, le recueil de toxicités liées au traitement médical et le retour à l’emploi. À T2 et T3 nous avons également évalué : la qualité de vie, le développement post-traumatique, la fatigue, la détresse sociale et le soutien social perçu.Résultats : À T1, 50,0% des patientes sont de retour à l’emploi ; à T2, 60,7% sont de retour à l’emploi ; à T3, 74,5% d’entre elles sont de retour à l’emploi. Les résultats des analyses de régression logistique indiquent qu’une forte perception de soutien négatif à T0, OR = 0,74 [0,56 – 0,97] et à T3, OR = 0,59 [0,39 – 0,90], une forte sensation de fatigue physique à T3, OR = 0,55 [0,36 – 0,80] et une précarité élevée, OR = 0,94 [0,89 – 0,99], sont des freins au retour à l’emploi à T3. En revanche, un bon état physique à T0, OR = 1,17 [1,02 – 1,33] et un bon état cognitif à T2, OR = 1,06 [1,01 – 1,11] sont des leviers du retour à l’emploi à T3. Par ailleurs, nous observons qu’une bonne santé globale, OR = 1,10 [1,001 – 1,20] ainsi qu’un bon état cognitif, OR = 1,08 [1,02 – 1,15], à T2, sont des leviers du retour à l’emploi à ce même moment, alors qu’une augmentation de la fatigue mentale, entre T0 et T2, diminue les chances de retour à l’emploi à T2, OR = 0,13 [0,02 – 0,80]. Enfin, les résultats de notre étude montrent qu’une bonne santé globale à T0 est un levier du retour à l’emploi à T1, OR = 1,05 [1,01 – 1,10].Conclusion : Les déterminants psychosociaux, notamment le soutien social, la précarité, la qualité de vie et la fatigue, peuvent jouer un rôle important pour prédire le retour à l’emploi des femmes ayant un cancer du sein. Cela justifie l’intérêt d’une prise en charge pluridisciplinaire du cancer et encourage l’émergence d’un modèle théorique du maintien en emploi, tenant compte à la fois des caractéristiques sociodémographiques, professionnelles, médicales, sociales, physiques et psychologiques des patientes. / Introduction : The breast cancer diagnosis, the symptoms and the side effects of the treatments, lead to multiple physical and psychological deficits that can have effects on the professional life. Indeed, with a median age of 63 years at the time of diagnosis, half of the women are still of working age. However, after the diagnosis, all women do not return to work. In order to explain this phenomenon, numerous studies have addressed the sociodemographic, occupational and medical determinants that impact the patients’ return to work ; but these factors alone are not sufficient to explain women's non-return to work. It appears that a number of psychosocial factors may also account for the return to work.Aims : The main objective of this study is to identify the main psychosocial determinants of the return to work of women with breast cancer during the year following the start of their adjuvant treatments. A secondary objective is to understand the impact of changes in these psychosocial determinants on the return to work.Method : We performed a longitudinal and prospective study of 68 patients with a mean age of 46.97 (SD = 6.92), employed at the time of diagnosis of breast cancer, recruited at the Montpellier Institut du Sein (MIS). The women were encountered during an initial measurement, by interindividual maintenance, at the beginning of adjuvant treatments (T0). Subsequently, they were followed by telephone at 3, 6 and 12 months after T0 (T1, T2 and T3, respectively). Socio-demographic, occupational and medical data, precariousness (EPICES score), neuroticism (Neo-PI r), quality of life (QLQ-C30), fatigue (MFI 20), post traumatic development social distress (SDI) and perceived social support (SSHSC) were assessed at T0. At T1, T2 and T3 we observed : being in a couple, providing or not supporting children's studies, collecting toxicities related to medical treatment and returning to work. At T2 and T3 we also assessed : quality of life, post-traumatic development, fatigue, social distress and perceived social support.Results : At T1, 50.0% of patients returned to work ; at T2, 60.7% were back to work ; at T3, 74.5% of them were back to work. Results of logistic regression analyzes indicate that a strong perception of negative support at T0, OR = 0.74 [0.56 - 0.97] and at T3, OR = 0.59 [0.39-0.90], a high sensation of physical fatigue at T3, OR = 0.55 [0.36 - 0.80] and high precariousness, OR = 0.94 [0.89 - 0.99] brake the return to work at T3. On the other hand, a good physical state at T0, OR = 1.17 [1.02 - 1.33] and a good cognitive state at T2, OR = 1.06 [1.01 - 1.11] are levers for returning to work at T3. Otherwise, we observed that overall good health, OR = 1.10 [1.001 - 1.20] and good cognitive status, OR = 1.08 [1.02 - 1.15] at T2, are levers for returning to work at the same time, while an increase in mental fatigue between T0 and T2 decreases the chances of returning to work at T2, OR = 0.13 [0.02 - 0.80]. Finally, the results of our study show that good overall health at T0 is a return to employment lever at T1, OR = 1.05 [1.01 - 1.10].Conclusion : Psychosocial determinants, including social support, precariousness, quality of life and fatigue, can play an important role in predicting the return to work of women with breast cancer. This confirms the interest of a multidisciplinary care of cancer and encourages the emergence of a theoretical model of the job retention, taking into account the socio-demographic, professional, medical, social, physical and psychological characteristics of the patients.
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Maintien en emploi de travailleurs vivant avec une maladie chronique: prévenir l'exclusion du marché du travailMaclure, Joanie 01 1900 (has links)
Contexte. Au Québec, le Réseau de la santé et des services sociaux (RSSS) a subi des
transformations majeures au cours des dernières décennies, impactant notamment la nature du
travail de tous les acteurs impliqués dans ces organisations. Ces changements ont introduit une
série d’injonctions, entre autres, l’obligation de moyen en même temps que celle de résultat. Le
contexte de travail s’est ainsi complexifié. Considérant que le travail est une occupation
journalière importante pour la plupart des adultes, comment un travailleur vivant avec une
maladie chronique (TVMC) réussit-il à se maintenir en emploi dans un tel contexte ? Comment
participe un gestionnaire au maintien en emploi du TVMC ? Objectif. L’objectif de cette étude est
de mieux comprendre la contribution des travailleurs et des gestionnaires dans le processus de
maintien en emploi des TVMC ainsi que de la mettre en relation pour une compréhension
holistique du phénomène. Méthodes. Un devis qualitatif de type Méthode de théorisation
enracinée (MTE) a été utilisé pour mener cette recherche qui s’est réalisée selon trois grandes
phases. Des entretiens individuels ont été réalisés auprès de gestionnaires et de travailleurs
correspondant respectivement aux phases un et deux de la recherche. Des groupes de discussion
focalisée, réalisés auprès de travailleurs et de gestionnaires ayant participé aux premières phases
de la recherche, ont permis de recueillir les données de la troisième phase. D’autres sources ont
également été utilisées, soit les données d’un journal de recherche ainsi que la documentation
scientifique. Une première analyse par codage initial, sélectif et théorique a été réalisée
indépendamment pour la première et la deuxième phases. La phase trois a favorisé la mise en
relation des analyses, des données issues des groupes de discussion focalisée ainsi que du journal
de recherche et de la littérature scientifique selon le même processus de codage. Résultats. Il
appert que pour maintenir en emploi un TVMC, à la fois le travailleur et le gestionnaire doivent
mobiliser leurs ressources personnelles et revendiquer des ressources organisationnelles afin de
déployer des stratégies efficaces visant le maintien en emploi. Cette mobilisation étant, toutefois,
grandement teintée par leurs contextes personnel et organisationnel. Cette influence du contexte
sur la mobilisation des ressources est assimilée à l’espace personnel pour le travailleur et le
gestionnaire et l’espace organisationnel pour l’organisation. C’est ainsi, dans cet espace collectif
constitué des espaces personnel et organisationnel, que se négocie le déploiement de stratégies
visant le maintien en emploi d’un TVMC. Pour maintenir en emploi un TVMC, il est nécessaire de
comprendre les espaces personnels, mais également l’espace organisationnel et leurs étroites
interactions dans l’espace collectif. Le maintien en emploi d’un TVMC doit ainsi être considéré
collectivement et non seulement individuellement. Conclusion. Les changements majeurs vécus
au sein du RSSS ont complexifié le contexte dans lequel se retrouvent imbriqués les travailleurs
et les gestionnaires ce qui implique une mobilisation plus grande de ressources personnelles et
organisationnelles. Cette situation rendant plus difficile le maintien en emploi selon une
perspective individuelle, mais également collective. / Context. In Quebec, health and social service institutions has undergone major transformations
in recent decades, impacting nature of work of all actors involved in these organizations. These
changes introduced a series of injunctions, among others, the obligation of mean at the same
time as that of result. Working environment has thus become more complex. Considering that
work is an important daily occupation for most adults, how does a worker living with a chronic
disease (WLCD) manage to stay employed in such a context? How does a manager help keep
WLCD employed? Objective. The objective of this study is to better understand the contribution
of workers and managers in the job retention process of WLCD as well as linking it for a holistic
understanding of the phenomenon. Methods. A qualitative method, the Grounded theory (GT),
was used to conduct this research, which was carried out in three phases. Individual interviews
were conducted with managers and workers corresponding respectively to phases one and two
of the research. Focus group discussion carried out with workers and managers who participated
in the first phases of the research, made it possible to collect data for phase three. Other sources
were also used, such as data from a research journal as well as scientific literature. A first analysis
by initial, selective and theoretical coding was conducted independently for the first and second
phases. Phase 3 made it possible to link analyzes, data from the focus groups as well as the
research journal and scientific literature according to the same coding process. Results. It appears
that to maintain a WLCD in employment, both worker and manager must mobilize their personal
resources and claim organizational resources to deploy effective strategies aimed at maintaining
employment. This mobilization is, however, greatly influenced by their personal and
organizational contexts. This influence of context on resource mobilization is equated with
personal space for the worker and manager and organizational space for the organization. It is
thus in this collective space made up of personal spaces as well as an organizational space that
the deployment of strategies aimed at keeping the WLCD in employment is negotiated. To keep
a WLCM in employment, it is necessary to understand personal spaces, but also organizational
space and their interaction in collective space. Maintaining a WLCD in employment must
therefore be considered collectively and not just individually. Conclusion. The major changes
experienced within health and social institutions have complicated the context in which workers and managers find themselves nested, which implies a greater mobilization of personal and
organizational resources. This situation makes it more difficult to maintain employment from an
individual perspective, but also a collective one.
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After one year in the profession, I was the most experienced in our team : Turnover, job retention and implications for child welfare in SwedenSheriff, Mohamed January 2024 (has links)
The implications of extensive organizational turnover and the subsequent challenge of retaining child welfare social workers have been highlighted as problematic in Sweden. For that reason, child welfare social workers experiences of organizational turnover in their work life and subsequent intentions to remain in or leave the job are explored. This dissertation comprises of qualitative semi-structured interviews with eight (8) child welfare social workers working in different municipalities across Sweden. Collegial social support, making a difference in children’s lives, regular supervision, salary and several organizational incentives such as flexitime, wellness allowance implemented by the organization appeared as factors for child welfare social workers’intention to stay. Discernment of irregular supervision, not being able to make a difference; as a result of the crisis nature of the job, lack of time caused by high caseload, access to crucial resources and management prioritizing financial gain rather than children’s needs, physical (e.g., high blood pressure) and emotional health (e.g.,emotional exhaustion), and lack of salary proportional to their task are factors for their intention to leave. Negative impacts on novice practitioners (e.g., lack of proper induction), caseload size impacting investigation processing time frame negatively, diminished quality (e.g., mismatched interventions), and being directly or indirectly coerced to take cases were perceived as implications of extensive organizationalturnover.
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WORKPLACE DISCRIMINATION AND VISUAL IMPAIRMENT: AN ANALYSIS OF EEOC CHARGES AND RESOLUTIONSMcNeil, Jane 01 January 2015 (has links)
Workplace discrimination for individuals with visual impairments in the U.S. is an ongoing issue dating before the founding of the EEOC and the enactment of the ADA. Despite laws enacted to protect against unequal treatment in the workplace, the EEOC continues to receive submissions of formal discrimination charges from individuals with visual impairments.
The workplace is experiencing changes with increasing amounts of older adults, women, minorities, and the use of technology and the Internet. By examining characteristics of the discrimination charges and the resulting outcomes, the knowledge gained can describe the current situation and the historical progression of workplace discrimination for individuals with visual impairments. The purpose of this cross-sectional study is to understand through descriptive, non-parametric, and logistical regression analyses of secondary data, meaningful associations regarding workplace discrimination and Americans with visual impairments.
Study results showed that charging party characteristics of age, gender, and race were found to be predictive of types of discrimination charges and resolutions outcomes. Respondent characteristics of employer region of location, size, and industry were also found to be predictive of types of discrimination charges and resolution outcomes. Differences were revealed between discrimination charges before and after the enactment of the ADAAA, yet not between resolution outcomes before and after the enactment of the ADAAA. Additionally, discrimination charges and resolution outcomes were determined to be associated with one another. Implications for employees, employers, and professionals who work with individuals with visual impairments are addressed and recommendations for further research are provided.
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The status of and associations between professional development, job satisfaction and anticipated jobretention of young faculty members in China's private collegesXu, Yue 01 January 2014 (has links)
The purpose of this study was to (a) determine which types of professional development (PD) opportunities exist for young faculty members in private colleges in China, the extent to which they participate in them, and their perceptions of how helpful each type is; (b) gauge faculty members' level of job satisfaction and anticipated job retention; and (c) measure the degree to which these perceptions of PD helpfulness, job satisfaction, and anticipated job retention are associated. An on-line survey was completed by 732 full-time faculty members in Shanghai, 35 years or younger, who responded to demographic items; job satisfaction items adapted from the Job Descriptive Index and the Job In General measures; anticipated job retention items; and a collection of items developed by the researcher regarding the availability of, participation in, and perceived helpfulness of various types of PD. Guskey (2000)'s theory of professional development provides the theoretical framework, identifying seven major PD models: training, study groups, mentoring, observation/assessment, involvement in a development/improvement process, inquiry/action research, and individually guided activities. Results of the study indicated that : 1) Guskey's (2000) model of professional development is widespread and applicable in Chinese private colleges although web-based learning should be added; 2) young faculty members in Shanghai's private colleges are least satisfied with pay and most satisfied with colleagues and supervision; 3) over half the faculty members agreed that they were thinking about moving to public colleges; 4) the helpfulness of professional development accounts for 30.1% of the variance (a large effect) in job satisfaction and 7.2% of the variance (a small-medium effect) in job retention, beyond that accounted for by salary and discipline; and, 5) there is an indirect effect of PD helpfulness perceptions on anticipated job retention via job satisfaction. Additional findings pertaining to specific types of PD are presented along with a discussion of the implications for practice and suggestions for further research. The extent to which a variety of types of PD being used in Shanghai are perceived to be helpful may be, in part, leading to increasing young faculty members' job satisfaction and anticipated retention in Chinese private colleges.
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The effects of ethical context and behaviour on job retention and performance-related factorsMitonga-Monga, Jeremy 06 1900 (has links)
The purpose of the study was to develop an ethical context and behaviour model by investigating the relationship between individuals’ ethical context and behaviour variables and their job retention and performance related-factors, which has been under-researched in the Democratic Republic of Congo’s working environment. A quantitative cross-sectional survey approach was followed in this study. The population consisted predominantly of a non–probability sample of (N=839) permanently employed employees in an organisation in this country. The results revealed significant relationships between the construct variables. Structural equation modelling indicated a good fit of the data with the canonical correlations-derived measurement model. The main findings are reported and interpreted in terms of an empirically-based ethical context and behaviour model. These findings may provide new knowledge for the design of retention and performance practices which add to the body of knowledge in relation to ethical context and behaviour, job retention and performance / Industrial and Organisational Psychology / D. Admin. (Industrial & Organisational Psychology)
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