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Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction.Besich, John 12 1900 (has links)
Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
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Middle managers' trust in supervisors and turnover intention during organizational socialization periodWong, Ho 26 November 2020 (has links)
Empirical studies have shown that employees' trust in their direct supervisors has a negative correlation with voluntary employee turnover. This thesis examines this effect among new managers in organizations. I propose a model in which trust in direct supervisors influences new managers' turnover intention during the organizational socialization period. Drawing on attachment theory and person-environment correspondence theory, I predict that job insecurity and person-organization fit are the key mechanisms through which cognition-based and affect-based trust in supervisors affect new managers' voluntary turnover. A three-phase longitudinal quantitative research is proposed to test the research model. The results from 162 participants in Hong Kong support the model, showing that job insecurity and person-organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the organizational socialization period and middle manager stage moderate the relationship between trust in supervisors and person-organization fit. The implications of the findings for future research and management practice are also discussed
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Factors associated with the turnover intentions of Ohio Cooperative Extension county agents /Rossano, Emmalou January 1985 (has links)
No description available.
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Relationship between intensity of job orientation-training programs and turnover among hospital dietary employees /Maize, Roy Schollaert January 1977 (has links)
No description available.
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Relationship between intensity of job orientation-training programs and turnover among hospital dietary employees /Maize, Roy Schollaert January 1977 (has links)
No description available.
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Financial compensation and employee turnover in the Hong Kong banking industry: research report.January 1980 (has links)
by Ng Kwok-Kee, Paul. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1980. / Bibliography: leaves 51-52.
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Sources of recruitment and turnover: a case study on Hong Kong's middle management executives : research report.January 1980 (has links)
by Wilkie Wong Wing-Gay. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1980. / Bibliography: l. 26.
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Managing staff turnover effectively : a study on Cathay Pacific Airways' passenger handling services at Kai Tak airport /Li, Chui-po, Peter. January 1996 (has links)
Thesis (M.B.A.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 136-147).
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Turnover costs and transition in the Brazilian labor marketHoek, Jasper J. January 2004 (has links)
Thesis (Ph. D.)--University of Michigan, 2004. / Includes bibliographical references (leaves 100-102).
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A comparative study of labor markets in the United States and JapanAbe, Yukiko, January 1994 (has links)
Thesis (Ph. D.)--Princeton University, 1994. / Includes bibliographical references.
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