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Predictors And Outcomes Of Occupational Commitment Profiles Among Nurses, Lindsay Sears
Predictors And Outcomes Of Occupational Commitment Profiles Among Nurses, Lindsay Sears
All Dissertations
Occupational turnover is a costly problem afflicting much of the nursing industry, and occupational commitment is a strong predictor of withdrawal from one's profession. Traditional organizational research examines most commitment-behavior relationships from a variable-centered perspective, focusing on the relationships between constructs. The present study adopts a configural, or person-centered approach aimed at identifying and describing clusters of individuals who share a similar set of occupational commitment mindsets. The present study extends current literature by a) investigating the existence of several occupational commitment profiles and describing their characteristics; b) examining situational and demographic predictors of profile membership; and c) testing differences …
Relationships Among Person And Environment Variables And Turnover Intention In Adults With Multiple Sclerosis, Wanda Shull
Relationships Among Person And Environment Variables And Turnover Intention In Adults With Multiple Sclerosis, Wanda Shull
Graduate Theses and Dissertations
The organization and management literature presents a large base of research on the concept of turnover intention, i.e. the point at which a person decides to leave employment. What is known is that turnover intention is the precursor to employee turnover, yet very little research exists in the rehabilitation field to address this concept in terms of persons with chronic illness and disability. This study examines this variable in the population of adults with multiple sclerosis (MS). Employing multivariate analysis of variance (MANOVA) to analyze three blocks of variables and their impact on turnover intention, the results show that groups …
An Analysis Of Factors That Influence Air Force Civil Engineer Company Grade Officer Turnover Intentions, Kevin C. Riddel
An Analysis Of Factors That Influence Air Force Civil Engineer Company Grade Officer Turnover Intentions, Kevin C. Riddel
Theses and Dissertations
Increased operational pace in support of combat operations in Iraq and Afghanistan, combined with a reduction in the number of service members, has required military members to work longer and harder. Civil engineer company grade officers are among the most heavily deployed members of the Air Force. Because of this, Air Force leaders are concerned that they will encounter retention challenges with these members. To address this issue, a questionnaire designed to capture several key attitudes individuals have about the Air Force and the civil engineer career field was administered to 364 Air Force civil engineer company grade officers. Results …
Multiple-Product Firms And Product Switching, Andrew B. Bernard, Stephen J. Redding, Peter K. Schott
Multiple-Product Firms And Product Switching, Andrew B. Bernard, Stephen J. Redding, Peter K. Schott
Dartmouth Scholarship
This paper examines the frequency, pervasiveness, and determinants of product switching by US manufacturing firms. We find that one-half of firms alter their mix of five-digit SIC products every five years, that product switching is correlated with both firm- and firm-product attributes, and that product adding and dropping induce large changes in firm scope. The behavior we observe is consistent with a natural generalization of existing theories of industry dynamics that incorporates endogenous product selection within firms. Our findings suggest that product switching contributes to a reallocation of resources within firms toward their most efficient use. (JEL L11, L21, L25, …
Nursing Home Staff Turnover And Retention: An Analysis Of National Level Data, Christopher Donoghue
Nursing Home Staff Turnover And Retention: An Analysis Of National Level Data, Christopher Donoghue
Department of Sociology Faculty Scholarship and Creative Works
The goals of this study are to provide national estimates of turnover and retention for registered nurses, licensed practical nurses, and certified nursing assistants in nursing homes, and to examine the associations between management tenure, organizational characteristics, local economic conditions, turnover, and retention. The 2004 National Nursing Home Survey is used as the primary source of data. The annualized turnover rate is found to be the highest among certified nursing assistants at 74.5%, followed by registered nurses at 56.1%, and licensed practical nurses at 51.0%. National retention rates reveal that between 62.5% and 67.3% of nurses have been employed at …