Background. Shortage of nurses is an alarming problem in Sweden and the world as a whole. To be able to solve this problem it important to identify those factors that according to the nurses can contribute to make their work attractive. Aims. The aim of this study was to describe factors that make work attractive and how these differ from the actual work situation among nurses who work in orthopedic departments. Methods. It was a cross-sectional survey with descriptive and comparative design. Data were collected in orthopedic departments in sex different hospitals in the middle of Sweden using questionnaires. A total of 95 nurses responded. Correlation and regression analyses was used to analyze the data. Main Results. According to the nurses’ factors that were most important for a job to be attractive were leadership, salaries, collaboration (teamwork) and job status. Nurses appreciated their current work situation lower than the attractive work. To feel valuable was the best in the current work situation, while the salary was worst. Comparison of the current work with the attractive work shows significant difference with significant level <0.05 when comparing all factors. The most significant was salary because it had the biggest discrepancy between the current work and the attractive work while the journey to and from work had the least discrepancy. Conclusions. According to the results of the analyses good leadership, high salaries, good collaboration (teamwork) and good job status are of great importance when considering strategies to retain nurses. Nurses appreciated their current work situation lower than the attractive work with salaries being worst. This implies that one strategy that could improve the current working situation may be an increase in salaries. / Sammanfattning Bakgrund. Brist på sjuksköterskor är ett alarmerande problem i Sverige och i världen. För att kunna lösa problemet är det viktigt att identifiera de faktorer som enligt sjuksköterskor kan bidra till att göra deras arbete attraktivt. Syfte. Syftet med studien var beskriva faktorer som gör ett arbete attraktivt och hur detta skiljer sig mot den faktiska arbetssituationen bland sjuksköterskor som arbetar på ortopediska vårdavdelningar i mellan Sverige. Metod. Det är en tvärsnitt studie med beskrivande och jämförande design. Datainsamling skedde på ortopediska vårdavdelningar på sex olika sjukhus i mellan Sverige med hjälp av enkäter. Totalt 95 sjuksköterskor svarade. Korrelations- och regressionsanalys användes för att analysera data. Huvudresultat. De faktorer som enligt sjuksköterskor var mest betydelsefulla för att ett arbete ska vara attraktivt var ledarskap, lön, samarbete och arbetsstatus. Sjuksköterskor skattade sin nuvarande arbetssituation lägre än det attraktiva arbetet. Att känna sig värdefull skattades högst i den nuvarande arbetssituationen medan lönen var sämst. Jämförelse av nuvarande arbete med attraktivt arbete visade signifikant skillnader vid jämförelsen av alla faktorer. Lönen hade störst diskrepans mellan det nuvarande arbetet och det attraktiva arbetet medan resan till och från arbete hade minst diskrepans. Slutsatser. Enligt analys av resultatet har ledarskap, lön samarbete och arbetsstatus stor betydelse vid övervägande av strategier för att behålla sjuksköterskor. Sjuksköterskor skattade sin nuvarande arbetssituation lägre än det attraktiva arbetet och lönen lägst. Detta innebär att en strategi som skulle kunna förbättra den nuvarande arbetssituationen på något sätt kan vara löneökning.

The changing demographics of the federal workforce require managers to understand generational differences in experiences, values, and leadership preferences that can negatively impact an agency's ability to fulfill its mission. There is a gap in the literature regarding generational cohort perceptions of employee satisfaction with leadership and turnover intention in the Small Business Administration (SBA). The purpose of this quantitative, cross-sectional study was to examine the generational perceptions of SBA employees regarding leadership satisfaction and intent to leave the organization within the next year. Strauss and Howe's generational theory served as the theoretical framework. This non-experimental quantitative study used the 2016 Federal Employee Viewpoint Survey that consisted of data from 407,789 federal government employees. The population in this study included 1,383 respondents who worked in the SBA. Data were analyzed using the Mann-Whitney U test to examine perceptions of leadership and perceptions of turnover intention between 2 age groups. Results indicated that employees under 40 had higher satisfaction with leaders than employees 40 and over (p < .05). There were no statistically significant differences between the age groups and turnover intention. Findings showed that generations differ based on shared experiences of their members. These findings can help government leaders enact policies to strengthen the relationship between leaders and employees, resulting in satisfied and committed employees across generations.

Insufficient auditing staff has become a challenge facing internal auditing in the healthcare industry. Auditors' turnover rates range from 13.4% to 46.6% in the United States based on the type of organization. The purpose of this correlational study was to examine the relationship between affective commitment, continuance commitment, normative commitment, and turnover intention among auditors. Self-determination theory of motivation was the theoretical framework for examining the employee turnover problem. A random sample of 92 internal auditors was administered the TCM Employee Commitment Survey and Turnover Intention Scales. The model as a whole was able to significantly predict turnover intentions, F(3, 88) = 15.365, p < .000. The effect size, indicated that the model accounted for approximately 36% of the variance in turnover intentions. Affective commitment (beta = -.519, p = .000) was the only measure of commitment that made a significant contribution to the model. The implications for positive social change included the potential to help business leaders decide on the types of organizational commitment they should catalyze to potentially reduce turnover rates. Healthcare leaders can use the information to reduce the turnover of auditors, increase the quality of audit in healthcare, and improve the quality and reduce the cost of healthcare for society.

Background: Trainee programmes have become more common in the recent years and companies invest both money and time in these trainee programmes. Companies should have knowledge about what motivates and influences the trainees' decision to stay after a completed trainee programme. Theories about motivation and needs rarely revolve about their influence on employees' decision to stay in a company and many of these theories have been developed without a gender perspective. Purpose: The purpose of this paper is to gain an understanding of the factors that are motivating and that influence female and male trainees to remain in a company after a completed trainee programme. In order to achieve this understanding, we will identify needs that may motivate and influence the decisions of women and male trainees to remain in a company. Completion: The study was conducted with a cross-sectional design with five companies and with a qualitative method with the support of quantitative method. Empirical data was collected using questionnaires and semi-structured interviews. Selection of respondents has been made through a targeted selection and snowball selection. Conclusion: We have been able to distinguish three needs among female and male trainees; affiliation needs, power needs and achievement needs. We have been able to see that these needs have had a clear impact on the types of factors that have motivated and influenced the trainees' decision to stay. Achievement needs have had an impact on the trainees' most motivating and influential factors, which are Education and development opportunities, Working abroad and Challenging (stimulating)/ interesting work. We have found a relationship between gender, motivation and influence as there have been more male trainees who have been motivated and influenced than female trainees. Both female and male trainees have been motivated most by intrinsic motivational factors. / Problemställning: Traineeprogram har blivit vanligare och företag investerar både pengar och tid i dessa traineeprogram. De bör därmed ha kunskap om vad det är som motiverar och påverkar traineers beslut att stanna kvar efter ett avslutat traineeprogram. Teorier om motivation och behov handlar sällan kring deras påverkan på anställdas beslut att vilja stanna kvar i ett företag och många av dem har utvecklats utan ett genusperspektiv. Syfte: Syftet med den här uppsatsen är att få en förståelse för de faktorer som är motiverande och som påverkar kvinnliga och manliga traineer till att stanna kvar i ett företag efter ett avslutat traineeprogram. För att uppnå denna förståelse kommer vi att identifiera behov som eventuellt kan motivera och påverka kvinnliga och manliga traineers beslut till att stanna kvar i ett företag. Genomförande: Studien har genomförts med en tvärsnittsdesign med fem fallföretag och med en kvalitativ metod med stöd av kvantitativ metod vid insamlingen av data. Empiri har samlats in med hjälp av frågeformulär och semistrukturerade intervjuer. Urval av respondenter har skett genom ett målstyrt urval och snöbollsurval. Slutsats: Vi har kunnat urskilja tre olika behov bland kvinnliga och manliga traineer; samhörighets-, makt- och prestationsbehov. Vi har kunnat se att dessa har haft en tydlig inverkan på vilka typer av faktorer som har motiverat och påverkat traineers beslut att stanna kvar. Prestationsbehov har haft en påverkan på traineernas mest motiverande och påverkande faktorer vilket är Möjlighet till utbildning och utveckling, Arbeta utomlands och Utmanande (stimulerande)/intressant arbete. Vi har funnit en relation inom vissa faktorer mellan kön, motivation och påverkan i och med att det har varit fler manliga än kvinnliga traineer som har motiverats och påverkats. Både kvinnliga och manliga traineer har motiverats mest av inre motivationsfaktorer.

The aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined. Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.

Tertiary institutions in South Africa have experienced radical changes in the past decades, especially due to the change from technikons to universities of technology. These changes created new mental and emotional demands for academic staff and placed them under additional pressure. Problems experienced by tertiary institutions include constantly changing systems, students from underprivileged backgrounds and decreased subsidies from the state. These factors could lead to role overload and role conflict. The objective of this research was to examine the relationships between individual indicators of work climate (job challenge demand, role overload and role conflict, job satisfaction and pay satisfaction and social support) and turnover intention. Further objectives included empirically determining if these indicators of work climate can be used to predict turnover intention and to determine if social support plays a moderating role in the translation of work climate in turnover intention. A cross-sectional survey design was used. A convenience sample was taken from a South African university of technology. Measuring instruments for all the variables of interest were administered. Descriptive statistics were used to analyse the data. Finally, a structural equation model was developed to explain the relations between the variables. The results obtained for the scales proved that four of the seven specific measuring instruments are reliable in terms of their specific use for employees in a South African tertiary institution. Job challenge demand, quantitative role overload and role conflict were less reliable. Results showed that when an employee feels that he/she has too much to do in too little time, or if the task is too difficult to complete, he/she will experience lower levels of job satisfaction which in turn may lead to higher levels of turnover intention. Social support from the supervisor and colleagues increase job satisfaction. A moderating effect for social support between work climate (role characteristics and satisfaction) and turnover intention was demonstrated. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Tertiary institutions in South Africa have experienced radical changes in the past decades, especially due to the change from technikons to universities of technology. These changes created new mental and emotional demands for academic staff and placed them under additional pressure. Problems experienced by tertiary institutions include constantly changing systems, students from underprivileged backgrounds and decreased subsidies from the state. These factors could lead to role overload and role conflict. The objective of this research was to examine the relationships between individual indicators of work climate (job challenge demand, role overload and role conflict, job satisfaction and pay satisfaction and social support) and turnover intention. Further objectives included empirically determining if these indicators of work climate can be used to predict turnover intention and to determine if social support plays a moderating role in the translation of work climate in turnover intention. A cross-sectional survey design was used. A convenience sample was taken from a South African university of technology. Measuring instruments for all the variables of interest were administered. Descriptive statistics were used to analyse the data. Finally, a structural equation model was developed to explain the relations between the variables. The results obtained for the scales proved that four of the seven specific measuring instruments are reliable in terms of their specific use for employees in a South African tertiary institution. Job challenge demand, quantitative role overload and role conflict were less reliable. Results showed that when an employee feels that he/she has too much to do in too little time, or if the task is too difficult to complete, he/she will experience lower levels of job satisfaction which in turn may lead to higher levels of turnover intention. Social support from the supervisor and colleagues increase job satisfaction. A moderating effect for social support between work climate (role characteristics and satisfaction) and turnover intention was demonstrated. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

本研究係以內政部入出國及移民署公務人員為研究對象，探討不同個人屬性的公務人員在工作倦怠、工作滿意度與離職傾向上的差異性及工作倦怠、工作滿意度對離職傾向的影響情形，藉由問卷調查蒐集資料，計發放320份問卷，回收有效問卷300份（回收率93.8%），後以描述性分析、獨立樣本t檢定、單因子變異數分析、Pearson積差相關分析及多元迴歸分析等統計方法進行資料分析，並獲致研究結論如下： 一、個人屬性中以「本機關服務年資」和「服務單位」在各變項及構面上均有顯著差異。 二、工作倦怠及其各構面對離職傾向及其各構面均呈現顯著之正相關。 三、工作滿意度對離職傾向呈現顯著之負相關，其中「工作成就感」、「報償滿意」及「升遷機會」等構面與離職傾向之各構面亦均呈現顯著負相關。 四、在聯合預測力的分析結果中，以工作倦怠的「苟且態度」對離職傾向最具正向預測力，工作滿意度的「報償滿意」最具負向預測力。 本研究依據研究結論提出實務上之研究建議，以供機關作為人力資源管理之參考。 關鍵字：公務人員、工作倦怠、工作滿意度、離職傾向 / This research takes the officers in National Immigration Agency as the object to discuss their personalities contributes the job burnout, job satisfaction and the difference of the turnover intention , and it also discuss the influence about the job burnout, job satisfaction to the turnover intention. The research is implemented by questionnaire that issued for 320, the valid questionnaire is three hundreds and in 93.8% response rate. The data is analyzed by the descriptive statistics, Independent t Test, One Way ANOVA, Pearson’s Correlation Analysis and Multiple Regression Analysis and the conclusion are as follows： 1.The personal “seniority in National Immigration Agency” and “service” have significant differences in all variables and structure. 2.Job burnout and turnover intention showed a significant positive correlation between two of them. 3.There is a significant negative correlation between job satisfaction and turnover intention. The “job achievement”, “Payroll Satisfation” , “Promotion Satisfaction” and the various structures of turnover intention showed a fairly significant negative correlation. 4.The analysis results in joint predictive power, the “cynicism” in job burnout has the most positive predictive power to the turnover intention, and the “Payroll Satisfation” in the job satisfaction has the most negative predictive power to the turnover intention. Bsaed on above findings, some recommendations are proposed and expected it helps the human resources management in National Immigration Agency. Keywords：Officer, Job burnout, Job satisfaction, Turnover intention

根據人力銀行的調查報告顯示，國內有高達96％的上班族嚮往進入外商企業工作。想要進入外商的前三大理由，包括：看好在外商工作的前景及未來發展(61％)、福利制度完善(58％)；以及薪資待遇優渥(51％)。本研究針對外商企業在台員工之工作滿意度、組織承諾與離職意圖進行分析，依據研究結果對組織經營實務提供建議，也進一步瞭解外商企業在台員工離職傾向之現況與其相關影響因素。 當員工進入組織後，是否願意繼續留任於組織，端看組織是否能提供一個成長的環境，建立個人能力與組織工作機會的長期配合的永業生涯規劃。因此如何提高組織所屬員工之工作滿意與組織承諾，並降低離職意圖，提高員工的留職意願，也將成為領導者在帶領組織永續經營上最為重要的課題。 本研究以個案美商公司其在台灣子公司之所有台籍員工，研究採用結構式問卷以不記名自我填答之調查研究法進行研究，共發出 120 份問卷，收回問卷105份，有效問卷102份，回收率為85%。主要研究結果顯示： 一、 員工工作滿意度對於員工組織承諾具有顯著的正向顯著影響。 二、 員工工作滿意度對組織承諾具有顯著的正向顯著影響。 三、 員工組織承諾對離職傾向具有顯著的正向顯著影響。 / Based on a of Job Bank survey report: The 96% of office workers want to enter the foreign company in Taiwan. This study research and analysis job satisfaction, organizational commitment and turnover intention the employees in foreign enterprises in Taiwan and base on the study results provide advice to organizational and operational. Learn more about the status on staff turnover intention of foreign enterprises in Taiwan. This study is cases of American company all employees in Taiwan subsidiary by questionnaires that anonymous answer of structured questionnaire quantitative research. A total of 120 questionnaires were sent out, returned 105 and 102 valid questionnaires. The questionnaire recovery rate is 85% The results of this study are as follows: 1. Job satisfaction is significantly positively correlation to employees' organizational commitment. 2. Job satisfaction is significantly positively correlation to organizational commitment. 3. Organizational commitment is significantly positively correlation to turnover intention. Key works: Job satisfaction, organizational commitment, turnover intention, foreign company.

Made available in DSpace on 2016-08-02T21:42:20Z (GMT). No. of bitstreams: 1 Angelo Polizzi Filho.pdf: 538809 bytes, checksum: 95fba7ee1c5e0549acc004056ca4c69d (MD5) Previous issue date: 2011-10-06 / A dinâmica acelerada dos negócios, as mudanças constantes nas políticas de gestão de pessoas aplicadas por organizações e as complexas interações empresariais em rede parecem ter mudado visivelmente as ênfases dadas por pesquisadores às facetas do comportamento de profissionais que atuam em organizações. Desse modo, dentre tantos outros temas, o planejamento que cada profissional faz acerca de sua saída da organização, denominado intenção de rotatividade, tornou-se novamente um fenômeno de interesse no campo do comportamento organizacional. Atualmente, a alternativa mais aplicada aos estudos do comportamento organizacional tem sido a elaboração de modelos para representar o escopo de uma investigação científica. O objetivo geral deste estudo foi testar um modelo teórico para intenção de rotatividade, analisando-se sua relação com três dimensões de bem-estar no trabalho (satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo), moderada por capital psicológico, conceito composto por quatro capacidades psicológicas (eficácia, otimismo, esperança e resiliência). Para análise do modelo foram testadas quatro hipóteses relativas às interações das variáveis nele contidas. Participaram do estudo 85 professores, escolhidos por conveniência, que atuavam em uma universidade na Região do ABCD Paulista. A idade média dos participantes era de 45 anos (DP=11,49), sendo a maioria do sexo masculino, casada, com mestrado concluído e tempo de trabalho variando de 1 a 5 anos. Foi utilizado um questionário de auto preenchimento contendo cinco medidas brasileiras validadas e precisas, as quais aferiram as variáveis do modelo teórico. Os resultados descritivos indicaram que os docentes detêm um quadro de bem-estar no trabalho composto por satisfações maiores com colegas, chefias e tarefas e menores com salários e promoções; desse quadro fazem parte também índices medianos de envolvimento com o trabalho e medianos de compromisso afetivo com a universidade em que atuavam. Entretanto, observou-se que, apesar dos índices medianos das dimensões de bem-estar no trabalho, foi revelada baixa intenção de rotatividade por parte dos docentes. O capital psicológico observado entre os docentes situa-se alto. Análises de correlação pelo r de Pearson informaram índices negativos e significativos entre as três dimensões de bem-estar no trabalho e intenção de rotatividade. Capital psicológico também se mostrou negativa e significativamente correlacionado à intenção de rotatividade. Tais resultados informam que o plano de deixar a universidade onde atuam é inversamente proporcional ao bem-estar vivenciado no trabalho e ao nível de capital psicológico retido pelos docentes. Parece que docentes com elevado capital psicológico e que se sentem bem no trabalho planejam menos deixar a universidade onde atuam, sendo possível interpretar como plausível o inverso. Análises de regressão linear múltipla hierárquica, executadas pelo método enter, informaram que capital psicológico atua como moderador na relação entre bem-estar no trabalho e intenção de rotatividade: foram observadas aumento na predição de intenção de rotatividade quando se adicionou capital psicológico a dois modelos compostos, respectivamente, por satisfação no trabalho e envolvimento com o trabalho. Portanto, o alto nível de capital psicológico poderia potencializar o impacto de satisfação no trabalho e envolvimento com o trabalho sobre a intenção de rotatividade. Por outro lado, no modelo integrado por comprometimento organizacional afetivo o qual revelou maior força de predição sobre intenção de rotatividade, capital psicológico conseguiu reduzir levemente o impacto. Parece que docentes com alto nível de capital psicológico agem sob menos influência do seu compromisso afetivo com a organização quando fazem planos de sair da universidade empregadora. Portanto, os resultados deste trabalho permitem reconhecer que o estado positivo e saudável representado por bem-estar no trabalho poderia ter seu impacto sobre intenção de rotatividade moderado levemente por capital psicológico. Além disso, os resultados descritivos foram discutidos, comparando-os com outros estudos empíricos com professores. Por fim, foi proposta uma pauta para investigações futuras e sugerido criar uma nova linha de pesquisa no Brasil na investigação do papel moderador do conceito integral de capital psicológico nas relações entre constructos do campo do comportamento organizacional, baseada nas lacunas da literatura nacional apontadas nesse estudo.