The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

The retention of skilled employees is crucial for the success of South African organisations. An understanding of the influence and relationships of employees’ emotional intelligence, job satisfaction and work engagement on employee turnover intention is necessary. The aim of the study was to explore the relationships between emotional intelligence, job satisfaction, work engagement and turnover intentions of employees in selected organisations. The authors’ applied a cross-sectional survey design. Convenient samples of employees were drawn from five volunteering organisations in the Durban area of South Africa (N = 274) so as to ensure a sample size in excess of 200 for the purposes of applying structured equation modelling. The organisations included two private higher education institutions, a management consulting/outsourcing company, an information technology company and a packaging company. They administered the Schutte Emotional Intelligence Scale, the Job Satisfaction Scale, The Work Engagement Scale and the Turnover Intention Scale. The effect of emotional intelligence upon the job satisfaction and work engagement of employees in explaining their turnover intention could not be established. Emotional intelligence was found to have a significant effect on the work engagement of employees but not job satisfaction. Job satisfaction had a significant effect on the turnover intention of employees. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Employee turnover is a persistent problem contributing to financial issues and declining productivity in nonprofit organizations. Nonprofits cannot fulfill their core missions of providing services to people in need when managing staffing disruptions. Measuring employee turnover intention can determine the probability of employee turnover, and a potential predictor of turnover intention is emotional intelligence, an area unstudied in the nonprofit sector. This study was designed to explore this relationship, in addition to the employee's commitment to the organization. The population consisted of 273 nonprofit employees older than 18 years, working in a nonsupervisory capacity. They completed an online survey consisting of measures of emotional intelligence, turnover intention, and commitment. The findings of this study showed no relationship between total emotional intelligence and turnover intention; however, there were significant relationships with the 4 predictors of emotional intelligence, as well as the scales of commitment. The results of this study can be used to better understand how to strengthen a nonprofit employees' commitment to his or her organizations through better understanding of commitment levels themselves, as well as to the emotional intelligent that informs such commitment. With such understanding, organizations could potentially better retain the talent of their workforces, and in turn better serve their communities without as many interruptions to their services. Retaining employees is essential to organizational health to ensure consistent and excellent services are provided to those in need.

Nurse retention is of great concern to healthcare organizations including hospitals. With so many countries reporting a shortage in nursing personnel, healthcare organizations are now seeking ways to reduce this shortage. It is known that job satisfaction and turnover intention impact nurses' continued employment. However, the role of human resources (HR) impact on nurses' job satisfaction and turnover intention is unknown. The theoretical basis of this study came from the work of Bowen and Ostroff who argued the strength of HRM system regulates employee perceptions and outcomes within an organization. Therefore, the purpose of this study was to evaluate the impact HR service quality had on registered nurses' turnover intentions mediated by job satisfaction and moderated by gender, in a hospital setting within the state of Maryland. Data was collected from 83 registered nurses licensed in Maryland. A multiple regression analysis of data collected from HR service quality measures of responsiveness, reliability, and empathy in addition to gender, job satisfaction, and turnover intention revealed statistically nonsignificant results involving nurses' perceptions of HR service quality predicting turnover intention. Job satisfaction failed to mediate the relationship between HR service quality indicators and turnover intention, and gender failed to moderate the relationship between HR service quality indicators and turnover intention. Although the research revealed statistically nonsignificant findings, it adds to the body of literature regarding the topic of HR service quality. This study has social change implications by informing healthcare organizations about the significant role of HR service quality indicators and its impact on nursing job satisfaction and turnover intention.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Literature on turnover intentions revealed that various factors predict employee turnover intention. For higher education, the ongoing transformation that has been taking place has posed many challenges, one of them being the recruitment and retention of staff in academia. However, there is the notion that employees who experience sufficient support and acknowledgement from their supervisors are more likely to develop a sense of empowerment, thus helping in either creating or increasing feelings of commitment which could decrease turnover intentions.

This current study examined the job satisfaction and turnover intention of teachers working in a drop out recovery program using online curriculum. The subjects of the study were from one charter school district in north Texas that is designated as a drop out recovery program. This qualitative case study used interviews and focus groups to examine eight different areas of teacher job satisfaction to examine factors that influence a teacher's intent to quit or remain at a school. Previous research showed a connection between job satisfaction levels and the intent of a teacher to terminate employment or not. Previous research had not looked into this specific school environment. Results showed that compensation was the largest factor in job satisfaction but negative feelings could be overcome if other areas of importance for teachers brought positive job satisfaction. Overall, teachers in this environment were more likely to have high job satisfaction and less likely to terminate employment.

Background As digitalization and the Internet of Things (IoT) evolves in a rapid pace, the need for engineers, IT specialists and software developers introduce an increasing shortage of skilled workers. Managing the existing workforce is a challenge, increasing the interest in the antecedents and implications of their mobility activities. Employee turnover has been broadly viewed as a disadvantage for firms losing valuable human capital, increasing the implementation of retention strategies. On the other hand, an increasing amount of studies argue that mobility within a region is a source of knowledge spillovers and can enhance innovation and productivity, as well as regional economic growth by facilitating access to new external ideas and capabilities. There is a gap in the research on employees’ perception of opportunities and preferences that leads them to engage in mobility within the regional high-tech sector instead of other types of mobility. Objectives The purpose of this thesis is to increase the understanding of what factors influence the mobility of employees within the regional high-tech industry. Therefore, the perceived opportunities and preferences for different types of mobility are investigated. The aim is that the findings will facilitate the management of employee mobility and maximize the local organizations’ joint human capital. Method A quantitative survey study is conducted, collecting data from two high-tech organizations operating within the same geographical region. The collected data includes individual, organizational and external factors, as well as the intentions for turnover and considerations for different types of mobility. SPSS is used to statistically test what factors are associated with high-tech employees’ opportunities and preferences for mobility within the regional industry. Results High-tech personnel perceive most opportunities for alternative employment within the high-tech industry in another region, while finding another job within the region is perceived more difficult. If employees considered leaving their current organization, most would prefer to take a job within the regional high-tech industry. Satisfaction with pay, training opportunities and supervisors in the current job have a reducing effect on the intention to leave the organization, while perception of having alternative employment opportunities have an increasing effect on both turnover intention and for considering mobility within the same industry. No significant model for predicting the preference for mobility within the same region was found in this study. Conclusions The majority of high-tech personnel already prefer mobility within the regional industry if they were leaving their current job, but there is a mismatch with the perceived opportunities for this type of mobility. Actions towards matching the opportunities with the preferences are expected to result in benefits for the region by increasing the local overall knowledge base, provide the organizations with more opportunities to attract highly skilled workers locally, and increase employees’ job satisfaction and performance through better job-matches.

Teacher turnover has been a problem in U.S. public schools, especially among math teachers, and is more prevalent in schools that have a majority of students from low-income families. Teacher turnover has been shown to have a negative effect on student performance. The purpose of this quantitative, nonexperimental study was to investigate on-the job and off-the job embeddedness and its dimensions of links, fit, and sacrifice to determine effects on math teacher turnover intention. The theory of job embeddedness provided the framework for the study. Data were collected from 152 high school math teachers from 17 counties in a western U.S. state using the Job Embeddedness Questionnaire and a demographic survey. Findings from multiple linear regression analysis indicated statistically significant relationships between turnover intention and the sacrifice/job (on-the-job embeddedness) and turnover intention and links/community (off-the-job embeddedness). Findings may be used by administrators and policymakers to develop programs geared toward promoting math teacher retention

Nursing is a stressful occupation, which can often lead to compassion fatigue (CF) and turnover intention (TI). When their basic psychological needs (BPN) of competence, relatedness, and autonomy are not met, registered nurses (RNs) may develop a higher propensity to experience CF and TI. Amid projected nursing shortages, the loss of these health care providers may threaten the quality of patient care. Although there is research on BPN and their relationship with well-being and functioning, research is lacking on the relationship between BPN satisfaction, CF and TI among RNs. Researchers have also not examined whether RNs' BPN satisfaction moderates the relationship between CF and TI. To examine these relationships, a quantitative study based on self-determination theory was conducted. A convenience sample of 99 RNs from a nursing association in southern Arizona completed 3 online instruments: Basic Need Satisfaction at Work Scale, Turnover Intention Scale, and Professional Quality of Life Scale Version 5. Linear, correlational, multiple, and step-wise regression analyses were used for testing the study's four hypotheses. Results showed that the BPN of autonomy and competence were related to CF, and all three BPN were related to TI. Additional analysis showed that CF and TI were only marginally related. Results from multiple regression analysis revealed that only 2 predictors, competence and autonomy, significantly predicted TI. Social change implications include the potential to recognize the significance of meeting RNs' BPN, and a consequent reduction of both CF and TI, thus potentially contributing to improved patient care as well as increased productivity and morale.