Thesis. 1975. M.S.--Massachusetts Institute of Technology. Alfred P. Sloan School of Management. / Bibliography: leaf 91. / by Edward H. Getchell. / M.S.

Yong, Chi King. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 58-62). / Abstract also in Chinese. / Abstract / English version --- p.i / Chinese version --- p.iii / Acknowledgement --- p.iv / Table of content --- p.V / Lists of tables --- p.vii / Lists of figures --- p.viii / Chapter Chapter 1: --- Introduction --- p.1 / Background --- p.1 / Overview of job and occupation embeddedness --- p.3 / Composite measure of job embeddedness and global measure of job embeddedness --- p.12 / Age as possible moderator of relations between embeddedness and intention to change --- p.13 / Literature review on socioemotional selectivity theory --- p.14 / "Super´ةs life-span, life-space model" --- p.15 / Change in intellectual abilities across age --- p.16 / Possible age differences in job and occupational embeddedness --- p.17 / Present study --- p.19 / Chapter Chapter 2: --- Method --- p.21 / Participants --- p.21 / Measures --- p.22 / Procedure --- p.27 / Chapter Chapter 3: --- Results --- p.28 / Evidence of construct validity of composite job and occupational embeddedness --- p.28 / Structural equation modeling analyses --- p.35 / Global job and occupational embeddedness --- p.39 / Age moderation effect --- p.40 / Age differences analysis --- p.47 / Chapter Chapter 4: --- Discussion --- p.51 / General findings --- p.51 / Limitations --- p.54 / Future research --- p.55 / Implications --- p.56 / References --- p.58 / Footnotes --- p.63

Gong, Yuanyuan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 80-93). / Abstract and some appendixes also in Chinese. / LIST OF TABLES --- p.ii / LIST OF FIGURES --- p.iii / ABSTRACT --- p.iv / ABSTRACT IN CHINESE --- p.vi / ACKNOWLEDGEMENT --- p.vii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter 1.1 --- Problem Statement --- p.2 / Chapter 1.2 --- Research Questions --- p.3 / Chapter 2.1 --- Turnover Study --- p.7 / Chapter 2.1.1 --- Antecedents --- p.8 / Chapter 2.1.2 --- Processes --- p.10 / Chapter 2.3 --- Five-Factor Model of Personality --- p.13 / Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14 / Chapter 2.2 --- Job Embeddedness --- p.18 / Chapter 2.2.1 --- Links --- p.18 / Chapter 2.2.2 --- Fit --- p.20 / Chapter 2.2.3 --- Sacrifice --- p.21 / Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23 / Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23 / Chapter 2.4.2 --- Extraversion --- p.28 / Chapter 2.4.3 --- Conscientiousness --- p.30 / Chapter 2.4.4 --- Openness to Experience --- p.33 / Chapter 2.4.5 --- Agreeableness --- p.35 / Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38 / Chapter 4.1 --- Study 1 --- p.38 / Chapter 4.1.1 --- Participants and Procedure --- p.38 / Chapter 4.1.2 --- Measures --- p.40 / Chapter 4.1.3 --- Results --- p.43 / Chapter 4.2 --- Study 2 --- p.51 / Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51 / Chapter 4.2.2 --- Participants and Measures --- p.60 / Chapter 4.2.3 --- Results --- p.60 / Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71 / Chapter 5.1 --- Key Findings --- p.17 / Chapter 5.2 --- Implications --- p.76 / Chapter 5.3 --- Limitations and Future Directions --- p.77 / REFERENCES --- p.80 / APPENDIX A Questionnaire used in this study (English version) --- p.94 / APPENDIX B Questionnaire used in this study (Chinese version) --- p.97

Thesis (Ph.D.)--City University of Hong Kong, 2009. / "Submitted to the Department of Accountancy in partial fulfillment of the requirements for the degree of Doctor of Philosophy." Includes bibliographical references (leaves 75-85)

The aging population in the United States and greater access to healthcare due to recent legislative reforms will result in an increased demand for registered nurses. However, meeting this demand will challenge healthcare organizations due to an aging nursing workforce that will be retiring, a lack of new nurses entering the profession due to lack of employment opportunities related to the current macro-economic environment, and the lack of capacity to produce nursing graduates. Furthermore, reported turnover rates of newly graduated registered nurses range from 18 to 60% during the first year of employment. Healthcare organizations implementing structured nurse residency programs have reported success in stemming the tide of new graduate turnover. However, there is a lack of empirical evidence in the nurse residency literature regarding variables that have been shown to decrease turnover of registered nurses. The purpose of this study was to examine the outcome variables of job satisfaction, organizational commitment, and turnover among newly graduated nurse residents in Magnet, Magnet Aspiring, and Non-Magnet Hospital work environments across the US. A descriptive correlational retrospective secondary analysis was completed examining the outcome variables in a sample of 628 newly graduated nurses completing a structured nurse residency program between January 1, 2007 and December 31st, 2009 in general acute care hospitals. The findings from this study demonstrated the difference between job satisfaction at two months, six months, and 12 months among nurse residents in the different work environments. Furthermore, the influence of the residency program on organizational commitment in the context of differing work environments is reported. Moreover, turnover rates following the completion of the nurse residency were found to be lower than the national average for newly graduated nurses. Finally, the relationships between the outcome variables are explicated. The findings of this study will assist in informing healthcare executive’s decision making when considering interventions to decrease turnover of newly graduated nurses. / text

The aim of this research was to investigate staff turnover in the Mabopane area serviced by a well-established insurance company. This area is comprised of three different offices; Brits, Kudube and Mabopane. The offices are of the insurance company in the Mabopane area and over the years they have experienced high staff turnover. This research examined factors that contribute to the problem of high staff turnover. The primary instrument used to acquire information for this study was a questionnaire. This questionnaire has sections that require information about demographics, staff turnover factors, perspectives of respondents and a section for yes or no answering. Copies of the questionnaire were distributed to 60 participants who were currently employed, newly employed, those who worked outside the Mabopane area and others who no longer worked in the Insurance Company's offices. Through this method a lot of data was acquired and it helped give a clearer picture. The findings were that high staff turnover generally occurred between managers and financial advisers. Managers handled staff turnover and the high staff turnover mainly occurred after 1994. The employees agree that those who are behind with their workload are not willing to work over weekends. Since there are hardworking personal financial advisers (PFAs) among the employees according to the findings, the company should remedy the situation by concentrating on hiring those who are willing to work overtime, and are not overwhelmed by their job. / (MBA) North-West University, Mafikeng Campus, 2004

No description available.

Thesis (Ph.D.)--University of Virginia, 1994. / Includes bibliographical references (leaves 137-145). Also available online through Digital Dissertations.

Thesis (M.S.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (M.App.Psy.)--University of Waikato, 2008. / Title from PDF cover (viewed April 8, 2009) Includes bibliographical references (p. 87-104)