Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were used to examine these questions. Results revealed that culture-level individualism-collectivism and uncertainty avoidance independently and significantly moderated some job demands-strain and job resources-strain outcomes relationships. Specifically, job control and senior leaders support was consistently and more strongly, negatively related to strain in more individualistic cultures, and participation in decision-making was more strongly, negatively related to strain in more collectivistic cultures when using cultural scores from both Hofstede and GLOBE taxonomies. In contrast, although I also uncovered some significant moderating effects of culture-level uncertainty avoidance on job demands-strain and job resources-strain relationships, the results from these analyses were often in the opposite pattern when GLOBE versus Hofstede cultural scores were used. Overall, the present study sheds light on the generalizability versus specificity of the JD-R model across cultural contexts.

Purpose - The purpose of this thesis was to explain the influence of organizational commitment on employee turnover within the audit industry.  Design/methodology/approach - The thesis has a quantitative methodology, and a deductive and explanatory approach. Hierarchical regressions were used to investigate data gathered through a survey.  Findings - The main results revealed that all dimensions of organizational commitment had a negative relation to turnover intentions, where affective commitment was the strongest predictor. Career opportunities had a positive relation to affective commitment and sense of obligation had a positive relation to normative commitment.  Research limitations - The study was performed during the busy season and the Covid-19 pandemic, which potentially could have impacted the results. Snowball sampling was used, which means the non-response rate and the population could not be determined.  Practical implications - Since affective commitment was the strongest dimension to explain turnover intentions, organizations should mainly focus on strategies related to that dimension in order to avoid undesired employee turnover.  Originality/value - This thesis has tested all three dimensions of organizational commitment among audit assistants in Sweden. While previous research has mainly focused on the affective dimension and a mixture of occupational groups within the accounting sector.

Sexual harassment is common in the workplace and leads to negative outcomes for individuals and organizations. Previous research has shown that turnover is a negative outcome of sexual harassment. Organizations can implement policies and procedures, but little research exists examining the impact of these policies on employee perceptions and intentions. Thus, the aim of this study is to examine perceived enforcement of organizational policies and procedures as a moderator of the relationship between sexual harassment and turnover intentions. Social exchange theory is used to explain this concept between women from male-dominated professions and gender-balanced professions. Participants were 66 employed females from different industries. A series of regressions and ANOVAs indicated that sexual harassment and turnover intentions had significant results. Future research directions and limitations are discussed.

The current study examines the mediating role of General Organizational Means‑efficacy (GOME) in the relationships between organizational context and employee attitudes. The organizational context consists of leadership support, centralization, and emphasis on training and development; and employee attitudes consist of job satisfaction, organizational commitment, and career outcomes. The purpose of this study is to reveal what contextual factors in an organization may affect employees’ perceptions of resources available and in turn affects employee attitudes. Structural equation modeling was used to analyze these relationships, and it was found that leadership support and an emphasis on training and development were positively related to GOME, and centralization was negatively related to GOME. It was also found that GOME was positively related to job satisfaction, organizational commitment and career outcomes. Additionally, GOME was found to be a partial mediator of the relationships between organizational context and employee attitudes. These findings add to the limited research on GOME and provide organizations a better understanding of what may influence perceptions of resources within an organization along with how those perceptions may be affecting employee attitudes.

Tyrimo tikslas – nustatyti asmenybės savybių ( kontrolės vietos, teigiamo / neigiamo emocionalumo ir polinkio rizikai) sąsajas su ketinimu išeiti iš darbo ir realiu išėjimu. Tyrimo metodika. Teigiamo / neigiamo emocionalumo savybėms tirti buvo naudotas Watson ir Clark ( 1988) sukurtas PANAS-X - išplėstas pastarąsias savybes matuojančio klausimyno variantas. Skalė sudaryta iš 20 būdvardžių, kurie išreiškia arba teigiamą, arba neigiamą jausmą. Šiuos žodžius tiriamieji turėjo pažymėti kaip jiems šiuo metu tinkančius skalėje nuo 1 – „visiškai ne“ arba „labai mažai“ iki 5 – „labai daug“. Tyrime taip pat buvo naudota J. B. Rotter ( 1966) sukurta kontrolės vietos skalė, susidedanti iš 13 klausimų. Kiekviename klausime yra du teiginiai, iš kurių reikia pasirinkti vieną. Rizikos polinkiui matuoti buvo pasirinkta D. N. Jackson ( 1994) Asmenybės savybių klausimyno polinkio rizikai skalė, sudaryta iš 20 klausimų, į kuriuos tiriamieji turėjo atsakyti „taip��� arba „ne“. Klausimynas diferencijuoja tiriamuosius į pasižyminčius aukštu polinkiu rizikai ir pasižyminčius žemu polinkiu rizikai. Ketinimui išeiti iš darbo tirti buvo naudoti D.Watson ir L. A. Clark ( 1994) sukurtos ir R. Žukauskienės išverstos į lietuvių kalbą organizacinio įsipareigojimo skalės paskutiniai trys klausimai – teiginiai, kurie matuoja ketinimą išeiti iš darbo. Tiriamieji turėjo apibraukti šalia teiginio esantį skaičių ( nuo 1 iki 7), kuris rodo kiek tas... [toliau žr. visą tekstą] / The aim of the study was to establish a relationship among personality traits ( locus of control, risk-taking and positive / negative affectivity), turnover intentions and real turnover. Research Methodology. PANAS-X scale was used to predict positive / negative affectivity. The scale was developed by Watson and Clark ( 1988). The scae is created of 20 adjectives where 10 of them means positive affectivity and the other 10 means negative affectivity. The employee‘s have had to mark the adjectives in the scale from 1 ( „absolutely no“) to 5 („absolutely yes“). Locus of control was measured by J.B. Rotter ( 1966) developed Locus of cntrol scale. The scale was created of 13 questions, where the each of question had two posibilities of answer and the employee has to pick up one of them. Risk-taking was measured by using Risk-taking scale of Personality traits Questionaire that was developed by D.N.Jackson ( 1994). The scale was created of 20 questions where the respondent had to answer „yes“ or „no“ to each of them. Turnover intentions was measured by using D.Watson ir L. A. Clark ( 1994) developed Organisational Commitment scales‘ last three propositions, that measure Turnover intentions. On the each of proposition respondent had to decide ( from 1 to 7 points) how much the proposition fits to him/her now. Findings. 1) There’s no difference among internals and externals turnover intention and real turnover... [to full text]

Marknadsstrukturen för djursjukvården har förändrats på grund av de riskkapitalbolag som sedan slutet av 2011 började visa starkt intresse och köpte upp ca 85 djursjukhus och djurkliniker runtom i Sverige. Från att ha varit kraftigt decentraliserad har nu djursjukvården på kort tid omstrukturerats till några få stora koncerner som till stor del dominerar branschen. Med detta som bakgrund är det högst aktuellt att skapa en förståelse för vad ägarförändringen och omstruktureringen i den svenska privatdjursjukvårdsbranschen har medfört för effekter på personalens arbetsmiljö i de riskkapitaluppköpta företagen. Tidigare forskning har visat att företagsuppköp har effekter för personalens arbetsmiljö. De effekter som studeras är personalens upplevelse av arbetsuppgifter, arbetsbelastning, engagemang, arbetsplatsbyte, rekrytering och uppsägning efter riskkapitalbolagens uppköp. Studien genomfördes genom utskick av en webb-baserad enkät via e-mail till personal som arbetar på uppköpta djursjukhus och djurkliniker. Resultaten visade på att arbetsuppgifter och arbetsbelastning inte har påverkats i en större utsträckning av riskkapitalbolagens uppköp, medan engagemang, arbetsplatsbyte, rekrytering och uppsägning är effekter som har påverkats och förändrats efter företagsuppköpet. Studien bidrar med en ökad förståelse för de effekter riskkapitalbolagen har skapat inom djursjukvården. Personalen är en mycket viktig resurs och personalens upplevelser av arbetsmiljön påverkar företaget såväl internt som externt. / In the end of 2011 private-equity firms suddenly showed a huge interest in veterinary healthcare and started investing in about 85 animal hospitals and animal clinics in Sweden. From being an extremely decentralized organization, the veterinary healthcare today primarily consists of a few large companies that dominate the veterinary healthcare industry. The objective of the study is therefore to clarify how private-equity firms and restructurings affect the employees’ work environment by analyzing six different effects. Earlier studies have shown that company buy-outs have major effects on the work environment and working conditions. The most important effects analyzed in our study are the employees’ perception of the changes in job characteristics, workload, commitment, turnover intention, recruitment and downsizing. The survey was conducted through a questionnaire and was sent out to employees who work at animal hospitals and clinics that have undergone a buy-out by private-equity firms. The results show that private-equity firms did not have a significant impact on job characteristics and workload. On the other hand the buy-out of the animal hospitals and clinics had a significant effect on the employees’ perception of commitment, turnover intention, recruitment and downsizing. The study contributes to a greater understanding of the effects private-equity firm buy-outs generate in the veterinary healthcare industry. Employees are an important resource in veterinary healthcare industries and employees’ perception of the work environment and wellbeing affect the entire organization.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Le but de cette étude empirique est d'étudier les relations entre les facteurs de stress, le coping (stratégies d’adaptation), le burnout, les maladies somatiques, la dépression, la performance, l'engagement organisationnel et l’intention de départ avec une référence particulière aux différents types d'universités dans différents segments démographiques au Pakistan. Dans cette étude, nous avons d'abord cherché à comprendre la relation entre quatre principaux facteurs de stress (la surcharge de travail, l’ambiguïté des rôles, le conflit de rôle et la conciliation travail-famille) qui conduisent au burnout (l'épuisement émotionnel et la dépersonnalisation). De plus, nous avons cherché à identifier la relation entre le burnout et ses conséquences (la somatisation, la dépression, la performance, l’engagement organisationnel et l’intention de départ). Au cœur de notre modèle se trouve l’effet modérateur des stratégies d'adaptation sur les relations étudiées. Ces mécanismes sont notamment la planification proactive, le soutien du supérieur, le soutien des collègues, le soutien social général, la réinterprétation positive, l'adaptation par évitement, le fait de s’adresser au Dieu et le changement d’idées.Nous avons utilisé un design de recherche quantitatif et transversal pour recueillir des données sur un échantillon de 450 membres du personnel académique dans les universités privées, publiques et semi-publiques de la province du KPK au Pakistan Le nombre total des questionnaires pris en compte pour l'analyse est de 274. L'analyse préliminaire des données, exploratoire puis confirmatoire a montré que nos données étaient quasi normales et que nos variables possédaient de bonnes propriétés psychométriques. Nous avons testé nos hypothèses de recherche au moyen de modèles de régression structurels en utilisant AMOS et de régressions hiérarchiques multiples en utilisant SPSS. Les résultats ont révélé que la conciliation travail-famille, l’ambiguïté des rôles et la surcharge de travail avaient un impact positif significatif sur le burnout. Les résultats ont également démontré que le burnout avait un impact positif significatif sur la somatisation, la dépression et l’intention de départ et un impact négatif significatif sur l'engagement organisationnel et la performance.La majorité des hypothèses relatives à l’effet modérateur du soutien social et des mécanismes d'adaptation n'a pas été confirmé par nos résultats. Contrairement à nos hypothèses, planification proactive, le soutien du supérieur, le soutien social général, et le changement d’idées se sont avérés être des stratégies d'adaptation non-efficaces. Malgré ses limites, cette thèse apporte d’importantes contributions académiques et méthodologiques ainsi que des implications managériales. Quelques suggestions pour des recherches futures ont également été faites à la fin. / The purpose of this quantitative study is to investigate the relationships between stressors, coping, burnout, somatic ill health, depression, performance, organizational commitment and turnover intentions with particular reference to different demographic segments in different types of universities of Pakistan. In this context firstly we aimed to understand the relationships between four main stressors (Work Overload, Role Ambiguity, Role Conflict and Work-life Imbalance) and Burnout (Emotional Exhaustion and Depersonalization). Moreover, we aimed to identify the relationship between burnout and its consequences i.e. Somatization, Depression, Performance, Organizational Commitment and Turnover Intentions. At the core of our model was the moderating impact of coping strategies on the relationships mentioned above. These coping mechanisms included Proactive Planning, Boss Support, Colleague Support, General Social Support, Turning To God, Positive Reinterpretation, Avoidance and Mind Deviation. The quantitative and cross sectional survey research design was used to collect data based on a sample of 450 academic staff in private, public and semi-government universities of the KPK province of Pakistan The total questionnaires considered for analysis were 274. The preliminary data analysis, EFAs and CFAs demonstrated that our data was quasi normal and our variables possessed good psychometric properties. We tested our research hypotheses through structured regression models in AMOS and multiple hierarchical regression using SPSS. The results revealed that Work-Life Imbalance, Role Ambiguity and Work Overload showed significant positive impact on burnout. Results also demonstrated that burnout had a significant positive impact on Somatization, Depression and Turnover Intentions and a significant negative impact on Organizational Commitment and Performance. The Majority of the hypotheses related to moderating impact of social support and coping mechanisms were not supported by our results. Contrary to our hypotheses, Proactive Planning, Boss Support, General Social Support and Mind Deviation proved to be non-effective coping strategies. Despite of its limitations, this thesis has made some important academic and methodological contributions along with managerial implications. Few suggestions for future research have been also made at the end.

Purpose: The purpose of this study is to investigate what experienced professional engineers value regarding work related factors and what makes them stay in an employment and in an organization. Theory: The theory used is derived from relevant research regarding work life science and was divided into several parts. The first part contains research about Employer Branding and how employers can use strategies to attract candidates and retain current employees. The second part concerns turnover intentions which is used to examine whether there are relationships between work-related factors that professional engineers believe they have in their workplace and their intentions to stay. The third part embraces Model of retention which contains eight work-related factors which are divided into organizational- and job level. These eight work-related factors shows to have impact on retention of professional workers. Some items were added from Bloom Live Connect Grow Employer Branding framework to complete the ability to measure retention levels. At last we used theory regarding employee engagement to predict the target group’s engagement level to see if it had significant impact on retention of experienced professional engineers. Methodology: A cross-sectional quantitative approach was used in this study and a questionnaire was sent out to 301 experienced professional engineers that had an employment within a global industrial enterprise. Approximately 158 experienced professional engineers completed the survey which lead to a responding frequency of 52,5 % percent. Findings: The result of the study showed that almost all 26 items tested out of Model of retention scored high means. Therefore they proved to be important for the maintenance of professional engineers to make them want to remain in an employment and in an organization. The only work-related factor that showed statistical significance from the regression analysis performed was compensation. Another interesting disclosure found was that the target group proved to be engaged, but nevertheless, there was a greater intention to leave than to remain in the workplace. Practical implications: It is important for employers to pay attention to the results of this study when shaping workforce strategies to become competitive as an employer. Social implications: Engineers are a sought-after target group in the labor market and therefore it is important for employers and HR-departments to work with strategies regarding remaining valuable competences such as experienced professional engineers to ensure the future of the organization.