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How School Leaders Can Increase Teacher Satisfaction In A Rural Fringe High School In South Carolina, William T. Dyer
How School Leaders Can Increase Teacher Satisfaction In A Rural Fringe High School In South Carolina, William T. Dyer
All Dissertations
Unfilled teaching positions are rising in South Carolina, increasing year over year. To combat this problem of practice, I conducted an improvement science study to understand factors that impact teacher satisfaction levels aimed to raise teacher retention rates. The study aimed to allow teachers to identify areas that school administrators can target to positively affect teacher satisfaction levels. I created a change idea based on this teacher feedback to impact their retention decisions. As an educator, I have identified three major themes in this area. First, influence over their profession impacts teachers' decision to return to their position each year. …
Going, Going, Gone: The Influence Of Job And Home Demands And Resources On Emergency Department Nurse Turnover, Jordan Gail Smith
Going, Going, Gone: The Influence Of Job And Home Demands And Resources On Emergency Department Nurse Turnover, Jordan Gail Smith
All Dissertations
Nurse turnover, which challenged healthcare organizations even before the pandemic, reached alarming rates across hospitals worldwide during COVID-19. Due to the unprecedented and stressful nature of the pandemic, recent investigations have focused primarily on exploring job demands and nurse turnover intentions. While job demands are critical to understanding turnover, this narrow scope ignores the possible influence of other factors such as job resources and demands and resources external to the work domain. This study utilized archival qualitative data from a longitudinal survey of Emergency Department clinicians to analyze research questions and hypotheses. The first aim of this study was to …
An Assessment Of Clemson Cooperative Extension Agents’ Perceptions Of Work-Related Factors Leading To Burnout, Erika Hwang
An Assessment Of Clemson Cooperative Extension Agents’ Perceptions Of Work-Related Factors Leading To Burnout, Erika Hwang
All Theses
Turnover and employee burnout are problems the Cooperative Extension System is facing nationwide, and the Clemson University Cooperative Extension System is no exception. There has been previous research done within the Extension system to identify the factors contributing to turnover and burnout, however, both remain an issue. Yet, there has been no research done to examine the Clemson University Cooperative Extension System individually. To further investigate factors contributing to burnout, this pilot study was conducted with Clemson University Clemson Extension agents using a burnout assessment that has not previously been used in Extension research. This study described Clemson University Cooperative …
Now That I'M Gone, Let Me Tell You How I Feel: Former Employees' Perceptions Of Employer Image And Organizational Attraction, Jamie M. Fynes
Now That I'M Gone, Let Me Tell You How I Feel: Former Employees' Perceptions Of Employer Image And Organizational Attraction, Jamie M. Fynes
All Dissertations
Exit interviews produce a wealth of information that organizations can use to inform strategic action that will, ideally, increase the satisfaction and engagement of employees and, in turn, improve retention. This information may include not only the reasons why employees left but also how they view various aspects of their experience with that organization. These aspects of organizational functioning can be viewed as attributes of employer image, which have been shown to influence organizational attraction. The purpose of this study was to examine employer image and organizational attraction in a novel way- from the perspective of former employees. Results show …
Show Me The Money: Impact Of County Funding On Retention Rates For Extension Educators, Katherine Feldhues, Timothy Tanner
Show Me The Money: Impact Of County Funding On Retention Rates For Extension Educators, Katherine Feldhues, Timothy Tanner
The Journal of Extension
Extension administrators contemplating the challenge of employee turnover should consider potential motivation factors. Through the lens of Herzberg's motivation-hygiene theory, we explored the relationship between financial uncertainty and employee turnover in Ohio State University Extension. The Human Resources department and Business Office of the university's College of Food, Agricultural, and Environmental Sciences provided raw data sets for the 2005–2014 study period. Through regression analyses and the use of descriptive statistics, we clarified aspects of the relationship between county funding challenges and employee turnover. Extension administration needs to proactively strengthen county funding streams and reduce the impact of funding disruptions to …
Do Job Satisfaction And Commitment To The Organization Matter When It Comes To Retaining Employees?, Michael J. Martin, Eric K. Kaufman
Do Job Satisfaction And Commitment To The Organization Matter When It Comes To Retaining Employees?, Michael J. Martin, Eric K. Kaufman
The Journal of Extension
Reducing employee turnover through retention practices is an area of great interest to employers. Extension has experienced the loss of many county agents due to resignation and also retirement incentives. Prior research suggests a linkage of factors that can predict the likelihood of employees' intention to quit. The study included 480 Extension agents with less than 6 years of employment, representing 12 states in the southern United States. Findings indicate significant relationships between employee job satisfaction, organizational commitment, and intention to quit.
An Examination Of The Relationships Between Autonomous Motivation And Situational Constraints With Job Attitudes, Intention To Leave, And General Stress: A Job Demands-Resources Approach, Kalifa Oliver
All Dissertations
The Job Demands- Resources (JD-R) model suggests that working conditions can be distinguished using two broad categories: job demands and job resources. This study examined the concurrent and longitudinal effects of perceived situational constraints (seen as a demand) and autonomous motivation (seen as a resource) on job attitudes, intention to leave, and general stress using an applied work setting. Data were collected by administrators at a midsized university campus over two time periods, separated by one year. Staff members were asked to complete an online survey that included a modified version of Ryan and Connell's (1989) Self-Regulation Scale for employees …
Working 5 To 9, What A Way To Make A Livin'! An Investigation Into The Relationship Between Shift And Turnover, Christie Kelley
Working 5 To 9, What A Way To Make A Livin'! An Investigation Into The Relationship Between Shift And Turnover, Christie Kelley
All Dissertations
The current study investigated burnout and engagement as mediators of the relationship between shift work and both turnover and turnover intentions. Further, perceived organizational support (POS) and work schedule justice (WSJ) were hypothesized to moderate the relationship between shift and two outcomes: engagement and burnout. The Job Demands-Resource model was used as a theoretical framework for the current study (Schaufeli & Bakker, 2004). The current study utilized a longitudinal sample of nurses to test the hypotheses with structural equation modeling. Further, differences were assessed between all employees and only full-time employees. Contrary to hypotheses, shift was not related to burnout …
Necessary Pre-Entry Competencies As Perceived By Florida Extension Agents, Matt Benge, Amy Harder, Hannah Carter
Necessary Pre-Entry Competencies As Perceived By Florida Extension Agents, Matt Benge, Amy Harder, Hannah Carter
The Journal of Extension
It is important to focus attention on the pre-entry competencies of new organization members and to identify the competencies needed by Extension agents to determine adequate education curricula and training, and to improve retention. Current professional development models disregard the competencies needed by agents entering Extension. This article describes Florida Extension agents' perceptions of necessary pre-entry competencies. The most necessary competencies reported by respondents were: self-management, program development process, communication skills, interpersonal skills, technical/subject matter expertise, and teaching skills. UF/IFAS Extension administrators and personnel should build upon the competencies new Extension agents possess when entering Extension.
Basic Training: A 1-Day Education Module For New Clientele In The Turf Industry, Aaron J. Patton, Zachary J. Reicher
Basic Training: A 1-Day Education Module For New Clientele In The Turf Industry, Aaron J. Patton, Zachary J. Reicher
The Journal of Extension
It is important that Extension education programs be directed at clientele new to the turfgrass industry. A 1-day Basic Training: Turf Management seminar was created in 2006 to provide education to those new to the turfgrass industry. The seminar covered the basics of turfgrass management including growth, physiology, fertilization, cultural practices, and pest management. Education was provided to 537 clientele with this program during its first 4 years, indicating the popularity of this 1-day training module. Ninety-five percent of attendees indicated that they felt better equipped to do their job after attending the seminar.
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 …