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Bakgrund: Våld mot kvinnor i nära relationer är ett vanligt förekommande problem i samhället. Våldet kan visa sig i olika former och skapar ett stort lidande för den utsatta. Hälso- och sjukvården har skyldigheter kring rutiner och riktlinjer angående patienter som misstänks utsättas för våld. Med ökad kunskap och förståelse kan sjuksköterskan lättare uppmärksamma och hjälpa kvinnor ur destruktiva relationer. Syfte: Öka förståelsen kring vilka faktorer som bidrar till att kvinnor stannar kvar i destruktiva relationer. Metod: Genom en kvalitativ metod granskades sex stycken självbiografier med en induktiv ansats. Datan analyserades och delades in i kategorier vilket skapade en ny helhet för att svara till syftet. Resultat: Det framkommer fem faktorer som bidrar till att kvinnorna stannar kvar i de destruktiva relationerna. Utplånad identitet, beroende, förnekelse, hotbild och en bristfällig vård. Konklusion: Utplånad identitet, beroende, förnekelse, hotbild och en bristfällig vård var bidragande faktorer till att kvinnor stannar kvar i destruktiva relationer. Genom ökad förståelse och kunskap inom ämnet kan sjuksköterskan på ett bättre sätt fånga upp dessa utsatta kvinnor. De kan då erhålla en god vård och minska ett onödigt lidande, samt främja dess hälsa och välbefinnande. / Background: Violence against women in close relationships is a common problem in society. The violence can manifest itself in various forms and creates great suffering for the victim. The healthcare system has obligations regarding routines and guidelines regarding patients who are suspected of being exposed to violence. With increased knowledge and understanding, the nurse can more easily pay attention to and help women out of destructive relationships. Aim: Increase understanding of which factors contribute to women remaining in destructive relationships. Method: Using a qualitative method, six autobiographies were examined with an inductive approach. The data was analyzed and divided into categories, which created a new whole to answer the purpose. Findings: There are five factors that contribute to the women remaining in the destructive relationships. Obliterated identity, addiction, denial, image of threat and inadequate care. Conclusion: Obliterated identity, addiction, denial, image of threat and inadequate care were contributing factors to women remaining in destructive relationships. Through increased understanding and knowledge in the subject, the nurse can better identify these vulnerable women. They can then receive good care and reduce unnecessary suffering, as well as promote their health and well-being.

Alltmer tid spenderas i våra närmiljöer samtidigt som den sociala isoleringen ökar i samhället, och det har negativa effekter på hälsan. Närmiljön har därför stor inverkan på vår livsmiljö, där gestaltningen blir avgörande för att främja ett levande stadsrum. Denna studie undersöker det levande stadsrummet genom en fallstudie på Ebbepark i Linköpings kommun och med hjälp av kvalitativa intervjuer och dokumentanalyser. Resultatet visar att byggherrarna har en hög ambitionsnivå vad gäller gestaltningen där kommunen har ett övergripande ansvar att se till kommunens helhetsbehov. Slutsatsen som dras är att den höga ambitionen inte kunnat realiseras. Det kan förklaras av ekonomiska intressen samt bristande regleringar. Regleringarna kan komma att bli striktare för att säkerställa goda livsmiljöer. / The citizens are spending more time in our local environment meanwhile social isolation increases in our society which has a negative impact on our well-beeing. The local environment therefore has a major impact on the living environment, where the urban form becomes decisive in promoting a living urban space. The study examines the concept of life between buildings in a case study of Ebbepark, in the municipality Linköping, using qualitative interviews and document analysis. The result indicates that the developers have a high ambition in the urban form and where the municipality has a comprehensive responsibility to accommodate the society's needs. The conclusion is that the high ambition could not be executed. The explanation of this can be, financial interests and absences of regulations, which may become stricter to ensure quality living environments.

Bakgrund: För människor som bor i Sverige har utomhusaktiviteter en betydande roll gällande traditioner, identitet samt dagliga rutiner. Det blir vanligare att äldre personer bosätter sig i stadsmiljö och utför utomhusaktiviteter i närheten av sitt hem. Mer kunskap behövs om vilka utomhusaktiviteter äldre personer utför under sommaren. Syfte: Syftet med studien var att kartlägga äldre personers utomhusaktiviteter i stadsmiljö under sommaren i Sverige. Metod: En kvantitativ explorativ enkätstudie baserad på befintlig data insamlad via ett bekvämlighetsurval i en tidigare undersökning. Urvalet bestod av 687 personer, 65 år och äldre som var hemmaboende. För statistisk analys användes Mann-Whitney U-test. Resultat: Deltagarna utför en mängd olika utomhusaktiviteter. Det finns en skillnad i hur ofta deltagarna utför utomhusaktiviteter beroende på ålder och boendeform. Slutsats: Äldre personer utför många utomhusaktiviteter i stadsmiljö under sommaren vilket bidrar till ett hälsosamt åldrande. Att promenera, äta och fika samt vistas i naturen tillhör de vanligaste förekommande utomhusaktiviteterna. Implikationer: Studien kan hjälpa arbetsterapeuter verksamma inom stadsplanering att främja äldre personers delaktighet samt inspirera yrkesverksamma till förebyggande interventioner i arbetet med äldre personer utifrån äldre personers utomhusaktiviteter. / Introduction: Engaging in outdoor-activities offers numerous benefits. For people living in Sweden outdoor activities have a significant role in terms of traditions, identity and daily routines. It’s increasingly common for people to settle in urban environments, including the elderly population. Many of the older population's physical outdoor activities occur in proximity to their homes. Purpose: The purpose of the study was to map older people's outdoor activities in an urban environment during summer in Sweden. Method: This is a quantitative exploratory survey study using pre-existing data obtained through convenience sampling from a previous survey. The sample consisted of 687 people aged 65 and older, living at home. The non-parametric Mann-Whitney U-test was performed for difference analysis. Results: Participants perform various outdoor activities to varying degrees. There´s a difference in how often performance of outdoor activities takes place depending on how old they are or what living situation they have. Conclusion: Elderly perform many outdoor activities in urban environments during summer, which promotes healthy-ageing. The most common outdoor activities is Walking, Eating and Spending time in nature. Implications: The study can assist occupational therapists working in urban planning to promote the participation of elderly and inspire professionals to implement preventive interventions based on the outdoor activities of older people.

För organisationers långsiktiga framgångar är det avgörande att inte enbart rekrytera kompetenta medarbetare, utan också att behålla dem över tid. Belöningar har en stark roll i detta sammanhang, då de inte endast motiverar anställda, utan även fungerar som en drivkraft för att de ska ha en avsikt att stanna kvar. Studien syftar till att utveckla kunskap om vilken effekt monetära belöningar, icke-monetära belöningar och belöningsmatchning har på anställdas avsikt att stanna kvar på sin arbetsplats. Studien tillämpade en kvantitativ forskningsdesign och samlade in data från en internetbaserad enkätundersökning med ett bekvämlighetsurval av respondenter från olika branscher och åldersgrupper. Resultatet visade att när anställda blir belönade med frihet och ansvar som matchar deras önskemål ökar deras avsikt att stanna kvar på sin arbetsplats avsevärt. För att maximera effekten av belöningar som ökar anställdas avsikt att stanna kvar är det således viktigt för arbetsgivare att ta hänsyn till anställdas behov av att ha frihet och tilldelas ansvar på arbetsplatsen. Trots att vi inte med säkerhet kan säga att monetära och icke-monetära belöningar i sin helhet påverkar anställdas avsikt att stanna kvar, finns en tydlig koppling mellan anställdas nöjdhet med sin nuvarande lön och deras avsikt att stanna kvar. Vi har kunnat påvisa att nöjdhet med lön är en avgörande faktor för att få anställda att stanna kvar på sin arbetsplats. Studien har bidragit till den viktiga insikten att det är fördelaktigt för organisationer att i första hand erbjuda löner som anställda är nöjda med och som matchar anställdas förväntningar för att behålla dem på arbetsplatsen. / For organizations’ long-term success, it is crucial not only to recruit competent employees but also to retain them over time. Rewards play a significant role in this context, as they not only motivate employees, but also serve as a driver for them to have an intention to stay. This study aims to investigate how monetary rewards, non-monetary rewards and reward matching influence employees’ intention to stay. The study applied a quantitative research design and collected data from an internet-based survey with a convenience sample of respondents from various industries and age-groups. The results showed that when employees are rewarded with freedom and responsibility that match their desires, their intention to stay at their workplace increases significantly. To maximize the effect of rewards on increasing employees’ intention to stay, it is therefore important for employers to consider employees’ needs or freedom and responsibility in the workplace. Although we cannot say with certainty that monetary and non-monetary rewards as a whole affect employees’ intention to stay, there is a clear link between employees’ satisfaction with their current salary and their intention to stay. We have been able to demonstrate that satisfaction with salary is a crucial factor in getting employees to stay at their workplace. The study has contributed to the important insight that it is advantageous for organizations to primarily offer salaries that employees are satisfied with and match their expectations, in order to retain them.

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Thesis (MMed)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: BACKGROUND Post anesthesia discharge criteria scoring systems have been used successfully to aid discharge from the post anesthetic care unit (PACU) for over 40 years. They do not replace, but rather act in conjunction with good clinical judgment, and provide concise, standardized documentation of a patient’s readiness for discharge. 1,2,3,4,5 In order to improve patient safety, provide clear documentation and to aid future audit, a discharge criteria scoring system was developed for use in our PACU (Addendum A). It is a modification of the Aldrete Scoring System and the modified Post Anesthetic Discharge Scoring System (PADSS) proposed by Chung.1 There is a steadily increasing patient burden on the existing medical infrastructure in South Africa. Tygerberg Academic Hospital is no exception, and because of the high demand on our theatre services, optimal efficiency is essential. We speculated that our discharge criteria scoring system might increase the efficiency of our PACU when compared to the traditional time based system. The more healthy patients, undergoing minor procedures, could potentially spend less time in PACU, allowing the nurses to focus on problem cases. Increasing the speed of transit might also help prevent delays in theatre due to lack of bed space in PACU. Our primary endpoint was to compare the duration of time spent by patients in the PACU at Tygerberg Academic Hospital, from the moment they are admitted, to the time they are discharged to the ward, before and after the introduction of a discharge criteria scoring system. While planning the audit, one of the factors that staff identified as contributing to delayed discharge from PACU, was the time it took for the wards to collect their patients. A secondary objective, therefore, was to assess the amount of time that elapsed between calling the ward to collect the patient, and the patient leaving PACU. METHODS AND MATERIALS Prior to commencing the audit, approval was obtained from the Human Research Ethics Committee of the Faculty of Health Sciences of the University of Stellenbosch and Tygerberg Academic Hospital. The Audit, its purpose and possible benefits, was discussed with representatives of the nurses working in PACU, and written consent was obtained from those who would be involved in the data collection (Addendum B). Audit forms (Addendum C), collection boxes, and posters reminding staff to participate in the audit were prepared. Our first audit was performed over approximately a week in August 2012. During this period, the traditional time-based discharge system was still in operation. Data was captured from 327 patients. Audit forms were placed in a collection box, which was cleared daily by the primary investigator. The discharge criteria scoring system was introduced to the PACU staff in January 2013. The nurses were trained in its use, and a one month period was allowed for all involved to become accustomed to the new system. A second audit was performed in February 2013, again over a week, during which we gathered data from 313 patients. RESULTS The median value of the time spent by patients in the PACU decreased from 1 hour 25 minutes, to 1 hour 15 minutes, after introduction of the discharge criteria scoring system. This was statistically significant (p-value = 0.003). The median time between calling the ward to collect a patient, and the patient leaving recovery, was 15 minutes. CONCLUSION The main finding of the study was that the introduction of a discharge criteria scoring system decreased the median duration of time spent by patients in the post anesthetic care unit at Tygerberg Academic Hospital. / AFRIKAANSE OPSOMMING: AGTERGROND Puntestelsels as ontslag kriteria na narkose, word vir die afgelope 40 jaar suksesvol gebruik as maatstaf om pasiënte uit die herstelkamer te ontslaan. Hierdie kriteria vervang nie goeie kliniese oordeel nie, maar is ’n addisionele hulpmiddel om te bepaal of die pasiënt gereed is vir ontslag en om noukeurige, gestandardiseerde dokumentasie te verseker. 1,2,3,4,5 'n Nuwe puntestelsel vir ontslag is vir die herstelkamer van Tygerberg Akademiese Hospitaal ontwikkel om pasiëntesorg en dokumentasie te verbeter, asook om ouditering in die toekoms te vergemaklik (Addendum A). Hiervoor is die Aldrete Scoring System en die gemodifiseerde PADSS, voorgestel deur Chung, aangepas. 1 Die bestaande mediese infrastruktuur in Suid-Afrika beleef tans ‘n geleidelike toename in die getal pasiënte. Tygerberg Akademiese Hospitaal is geen uitsondering nie en as gevolg van die hoë aanvraag na ons teaterdienste, is uiterste doeltreffendheid noodsaaklik. Ons vermoede was dat hierdie aangepaste puntestelsel doeltreffendheid in die herstelkamer sou verbeter in vergelyking met die meer tradisionele tyd-gebaseerde sisteem. Gesonde pasiënte wat kleiner prosedures ondergaan, sal waarskynlik na ’n korter periode ontslaan kan word wat die verpleegpersoneel in staat sal stel om meer aandag aan probleem gevalle te gee. Bespoediging van die pasiëntvloei behoort onnodige vertragings van teatergevalle weens 'n tekort aan beddens in die herstelkamer, te beperk. Die primêre doel van die studie was om te bepaal of die gebruik van die aangepaste puntestelsel as ontslag kriteria in Tygerberg Akademiese Hospitaal, die tydperk wat die pasiënt in die herstelkamer deurbring, verkort. Die herstelkamer verpleegsters het beweer dat die saal personeel ‘n lang tyd gevat het om hulle pasiente in herstelkamer te kom haal. Vervolgens is 'n sekondêre doelwit ingesluit om die tydperk te bepaal vandat die saalpersoneel in kennis gestel word, totdat die pasiënt die herstelkamer verlaat. METODE Goedkeuring is verkry van die Menslike Navorsing en Etiese Komitee van die Gesondheidswetenskap Fakulteit van die Universiteit van Stellenbosch en Tygerberg Akademiese Hospitaal voor die aanvang van die studie. Die studie, asook die doel en moontlike voordele daarvan is vooraf bepsreek met verteenwoordigers van die herstelkamer verpleegpersoneel en skriftelike toestemming is verkry van al die deelnemers wat betrokke sou wees by die data versameling (Addendum B). Oudit vorms (Addendum C), versamelhouers en inligtingsplakkate vir die betrokke personeel is voorberei. Die aanvanklike oudit is in Augustus 2012 oor 'n periode van ongeveer een week uitgevoer. Tydens hierdie oudit is die tradisionele tydgebaseerde sisteem gebruik. Inligting van 327 pasiёnte is versamel. Die oudit vorms is in die versamelbokse geplaas en is daagliks deur die primêre navorser verwyder. Die aangepaste puntestelsel as ontslag kriteria, is in Januarie 2013 in die herstelkamer geïmplementeer. Die verpleegpersoneel het opleiding ontvang waarna die aangepaste puntestelsel vir een maand gebruik is om te verseker dat die personeel vertroud is daarmee. In Februarie 2013, is ‘n tweede oudit oor ‘n tydperk van een week uitgevoer, waartydens inligting van 313 pasiёnte versamel is. RESULTATE Na die implementering van die aangepaste puntestelsel as ontslag kriteria, het die mediane tyd wat pasiënte in die herstelkamer deurbring afgeneem van 1 uur en 25 minute tot 1 uur en 15 minute. Hierdie afname is statities betekenisvol (p-waarde = 0.003) Die mediane tyd vandat die saal in kennis gestel is totdat die pasiënt die herstelkamer verlaat, was 15 minute. GEVOLGTREKKING Die hoof bevinding van die studie is dat die mediane tydperk wat die pasiënte in die herstelkamer deurbring verminder is deur die implementering van die aangepaste puntestelsel as ontslag kriteria in Tygerberg Akademiese Hospitaal.

Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: When estimating the covariance matrices of two or more populations, the covariance matrices are often assumed to be either equal or completely unrelated. The common principal components (CPC) model provides an alternative which is situated between these two extreme assumptions: The assumption is made that the population covariance matrices share the same set of eigenvectors, but have di erent sets of eigenvalues. An important question in the application of the CPC model is to determine whether it is appropriate for the data under consideration. Flury (1988) proposed two methods, based on likelihood estimation, to address this question. However, the assumption of multivariate normality is untenable for many real data sets, making the application of these parametric methods questionable. A number of non-parametric methods, based on bootstrap replications of eigenvectors, is proposed to select an appropriate common eigenvector model for two population covariance matrices. Using simulation experiments, it is shown that the proposed selection methods outperform the existing parametric selection methods. If appropriate, the CPC model can provide covariance matrix estimators that are less biased than when assuming equality of the covariance matrices, and of which the elements have smaller standard errors than the elements of the ordinary unbiased covariance matrix estimators. A regularised covariance matrix estimator under the CPC model is proposed, and Monte Carlo simulation results show that it provides more accurate estimates of the population covariance matrices than the competing covariance matrix estimators. Covariance matrix estimation forms an integral part of many multivariate statistical methods. Applications of the CPC model in discriminant analysis, biplots and regression analysis are investigated. It is shown that, in cases where the CPC model is appropriate, CPC discriminant analysis provides signi cantly smaller misclassi cation error rates than both ordinary quadratic discriminant analysis and linear discriminant analysis. A framework for the comparison of di erent types of biplots for data with distinct groups is developed, and CPC biplots constructed from common eigenvectors are compared to other types of principal component biplots using this framework. A subset of data from the Vermont Oxford Network (VON), of infants admitted to participating neonatal intensive care units in South Africa and Namibia during 2009, is analysed using the CPC model. It is shown that the proposed non-parametric methodology o ers an improvement over the known parametric methods in the analysis of this data set which originated from a non-normally distributed multivariate population. CPC regression is compared to principal component regression and partial least squares regression in the tting of models to predict neonatal mortality and length of stay for infants in the VON data set. The tted regression models, using readily available day-of-admission data, can be used by medical sta and hospital administrators to counsel parents and improve the allocation of medical care resources. Predicted values from these models can also be used in benchmarking exercises to assess the performance of neonatal intensive care units in the Southern African context, as part of larger quality improvement programmes. / AFRIKAANSE OPSOMMING: Wanneer die kovariansiematrikse van twee of meer populasies beraam word, word dikwels aanvaar dat die kovariansiematrikse of gelyk, of heeltemal onverwant is. Die gemeenskaplike hoofkomponente (GHK) model verskaf 'n alternatief wat tussen hierdie twee ekstreme aannames gele e is: Die aanname word gemaak dat die populasie kovariansiematrikse dieselfde versameling eievektore deel, maar verskillende versamelings eiewaardes het. 'n Belangrike vraag in die toepassing van die GHK model is om te bepaal of dit geskik is vir die data wat beskou word. Flury (1988) het twee metodes, gebaseer op aanneemlikheidsberaming, voorgestel om hierdie vraag aan te spreek. Die aanname van meerveranderlike normaliteit is egter ongeldig vir baie werklike datastelle, wat die toepassing van hierdie metodes bevraagteken. 'n Aantal nie-parametriese metodes, gebaseer op skoenlus-herhalings van eievektore, word voorgestel om 'n geskikte gemeenskaplike eievektor model te kies vir twee populasie kovariansiematrikse. Met die gebruik van simulasie eksperimente word aangetoon dat die voorgestelde seleksiemetodes beter vaar as die bestaande parametriese seleksiemetodes. Indien toepaslik, kan die GHK model kovariansiematriks beramers verskaf wat minder sydig is as wanneer aanvaar word dat die kovariansiematrikse gelyk is, en waarvan die elemente kleiner standaardfoute het as die elemente van die gewone onsydige kovariansiematriks beramers. 'n Geregulariseerde kovariansiematriks beramer onder die GHK model word voorgestel, en Monte Carlo simulasie resultate toon dat dit meer akkurate beramings van die populasie kovariansiematrikse verskaf as ander mededingende kovariansiematriks beramers. Kovariansiematriks beraming vorm 'n integrale deel van baie meerveranderlike statistiese metodes. Toepassings van die GHK model in diskriminantanalise, bi-stippings en regressie-analise word ondersoek. Daar word aangetoon dat, in gevalle waar die GHK model toepaslik is, GHK diskriminantanalise betekenisvol kleiner misklassi kasie foutkoerse lewer as beide gewone kwadratiese diskriminantanalise en line^ere diskriminantanalise. 'n Raamwerk vir die vergelyking van verskillende tipes bi-stippings vir data met verskeie groepe word ontwikkel, en word gebruik om GHK bi-stippings gekonstrueer vanaf gemeenskaplike eievektore met ander tipe hoofkomponent bi-stippings te vergelyk. 'n Deelversameling van data vanaf die Vermont Oxford Network (VON), van babas opgeneem in deelnemende neonatale intensiewe sorg eenhede in Suid-Afrika en Namibi e gedurende 2009, word met behulp van die GHK model ontleed. Daar word getoon dat die voorgestelde nie-parametriese metodiek 'n verbetering op die bekende parametriese metodes bied in die ontleding van hierdie datastel wat afkomstig is uit 'n nie-normaal verdeelde meerveranderlike populasie. GHK regressie word vergelyk met hoofkomponent regressie en parsi ele kleinste kwadrate regressie in die passing van modelle om neonatale mortaliteit en lengte van verblyf te voorspel vir babas in die VON datastel. Die gepasde regressiemodelle, wat maklik bekombare dag-van-toelating data gebruik, kan deur mediese personeel en hospitaaladministrateurs gebruik word om ouers te adviseer en die toewysing van mediese sorg hulpbronne te verbeter. Voorspelde waardes vanaf hierdie modelle kan ook gebruik word in normwaarde oefeninge om die prestasie van neonatale intensiewe sorg eenhede in die Suider-Afrikaanse konteks, as deel van groter gehalteverbeteringprogramme, te evalueer.

Ce mémoire a pour objectif de comprendre l’impact des avantages sociaux novateurs et des avantages sociaux traditionnels sur l’intention de rester des travailleurs via l’effet médiateur de l’engagement organisationnel. Pour étudier cette question, nous avons émis trois hypothèses basées sur notre revue de littérature ainsi que sur les théories de l’échange social de Blau (1964) et de la dépendance à l’égard des ressources de Balkin et Bannister (1993). La première hypothèse stipule que les avantages sociaux novateurs ont un impact positif et indirect sur l’intention de rester via l’engagement organisationnel. La deuxième hypothèse indique que les avantages sociaux traditionnels ont un impact positif et indirect sur l’intention de rester via l’engagement organisationnel. La dernière hypothèse suggère que les avantages sociaux novateurs ont un impact plus important sur l’intention de rester que les avantages sociaux traditionnels via l’engagement organisationnel. Les données utilisées, de nature longitudinale, proviennent d’une enquête plus large portant sur « les liens entre la rémunération, la formation et le développement de compétences avec l’attraction et la rétention des employés clés ». L’échantillon est composé de 235 nouveaux travailleurs embauchés entre le 1er avril 2009 et le 30 septembre 2010 d’une entreprise multinationale du secteur des technologies de l’information et des communications (TIC) localisée à Montréal. Nos résultats confirment nos deux premières hypothèses. En effet, nos résultats indiquent que les avantages sociaux traditionnels et les avantages sociaux novateurs ont un impact positif sur l’intention de rester des travailleurs via l’effet médiateur de l’engagement organisationnel. Nos résultats indiquent également que les avantages sociaux traditionnels ont un impact plus significatif que les avantages sociaux novateurs sur l’intention de rester via l’effet médiateur de l’engagement organisationnel. Le soutien organisationnel perçu et le travail sous supervision ont également un impact important sur l’intention de rester des travailleurs. Finalement, nous indiquons en conclusion les implications pratiques de ce mémoire pour les gestionnaires du secteur des TIC en matière de fidélisation des travailleurs. Nous présentons également les limites de notre étude et des pistes de recherches futures. / The objective of this thesis is to understand the impact of innovative and traditional perks on workers’ intent to stay through the mediating effect of organizational commitment. Three hypotheses were proposed to study this question based on Blau’s Social Exchange Theory (1964) and Balkin and Bannister’s Resources Dependence Theory (1993). Our first hypothesis states that innovative perks have a positive and indirect effect on workers’ intent to stay through the mediating effect of organizational commitment. Our second hypothesis indicates that traditional perks have a positive and indirect effect on workers’ intent to stay through the mediating effect of organizational commitment. Our third and last hypothesis suggests that innovative perks have a greater effect on workers’ intent to stay through the mediating effect of organizational commitment than traditional perks. The longitudinal data used in this thesis comes from a broader investigation called « The Links Between Compensation, Training and Development Skills with the Attraction and Retention of Key Employees ». The sample consists of newly hired employees from a global Information Technology and Communication (ITC) company based in Montreal. Data from this organization was collected from 235 employees hired between April 1, 2009 and September 30, 2010. Our findings confirm our first two hypotheses. Our results indicate that both innovative and traditional perks have a positive and indirect impact on workers’ intent to stay through the mediating effect of organizational commitment. Our results also indicate that traditional perks have a greater effect than innovative perks on workers’ intent to stay through the mediating effect of organizational commitment. Perceived organizational support and working under supervision also have an impact on workers’ intent to stay. We conclude this thesis with practical implications for managers with regards to employee retention in the ITC sector. We also present the limitations of our study and the implications for future research.