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Retention Strategies For Medical Technologists: Addressing The Shortages And Vacancies In The Clinical Laboratory, Kathy S. Small

Electronic Theses and Dissertations

It is important to have well-trained and qualified laboratory professionals. Seventy percent of patient care is based on decisions made from laboratory results, yet there is a growing shortage of medical technologists. Although some baby boomers are delaying retirement, worsening of the shortage crisis is inevitable. Retention of medical technologists has become more important than recruitment. The purpose of this study was to identify and evaluate innovative retention strategies used by clinical laboratory managers throughout the United States.

A significant finding of this study was the lack of qualified medical technologists entering the ranks of laboratory managers. This study identified …

Understanding Turnover Propensity Via Affective Beliefs, Adam Bradshaw

Theses and Dissertations

Three latent variable models examined relationships among neuroticism, situation-specific affective beliefs, and turnover propensity and were evaluated with Structural Equation Modeling to determine model fit. Results provided additional insight into how affective belief systems relate to turnover propensity reinforcing and expanding upon previous research by Binning, Bradshaw, LeBreton, and Scheier (2010) as the Correlated Antecedents and the Mediated Antecedents Models fit the data as proposed. Neuroticism and situation-specific affective beliefs continue to play distinguishable roles in explaining turnover propensity. Research by Binning et al. (2010) and the present study make it increasingly clear that understanding how affective belief systems relate …

Hospitality Management Graduates' Perceptions Of Career Factor Importance And Career Factor Experience And The Relation With Turnover Intentions, Eric A. Brown

Eric A. Brown

Previous researchers have shown hospitality management students have different expectations than experiences in a career in the hospitality industry. The purpose of this research was to determine the importance and experiences of career factors of hospitality management graduates and how they relate to turnover intentions. In particular, differences between those that stayed in the hospitality and those that left the hospitality industry were examined. Web-based questionnaires were distributed to hospitality management graduates from different four-year institutions. These questionnaires were designed to measure the perception of experience and perceptions of importance of 20 factors that could influence a hospitality management graduate's …

Factors Affecting Turnover And Turnover Intention Among Clinicians Who Work With Sex Offenders, Abigail Kirschbaum

Theses, Dissertations, and Projects

This study is a qualitative analysis of interviews from 11 clinicians who work with sex offenders concerning the relationship between organizational factors, client and clinician characteristics and turnover. Initial findings revealed that the majority of participants did not struggle with turnover or turnover intention. Of participants who did experience turnover intention, factors cited as influencing turnover intention ranged from organizational factors, personal reasons and characteristic specific to the population. Vicarious trauma and burnout were also factors reviewed as influences of turnover and turnover intention. Other findings such as specific characteristics of the clinician, characteristics of the client, external/organizational factors, and …

Chief Executive Officer (Ceo) Tenure In Initial Public Offering (Ipo) Firms: An Event History Analysis Of The Determinants Of Turnover, Hitoshi Mitsuhashi, Theresa M. Welbourne

Theresa M. Welbourne, PhD

Relying on network theory and power dependence theory, we develop a series of hypotheses that focus on determinants of Chief Executive Officer (CEO) turnover in IPO firms. We studied CEOs who had been with their companies at the IPO with a sample of 120 firms. The results indicate that having outsiders on the board of directors, selling shares at the time of the IPO, and being a part-time CEO all increase the risk of CEO turnover. CEO tenure at the time of the IPO, however, reduces turnover. Contrary to what we expected, being the founder of the company has no …

A Social Exchange Model Of Psychological Contract Fulfillment: Where Do Promises, Expectations, Lmx, And Pos Fit In?, Anjali Chaudhry, Amanuel G. Tekleab

Organization Management Journal

We investigated psychological contract (PC) fulfillment using the three building blocks of the social exchange theory: content of the exchange, parties to the exchange, and the process of the exchange. Results from two studies demonstrate that PC fulfillment is related to different outcomes depending on fulfillment conceptualized in terms of promises as opposed to expectations. Expectations fulfillment is a stronger predictor of affective commitment, whereas promises fulfillment is a stronger predictor of turnover. Additionally, we tested hypotheses to examine the multisource effects of PC fulfillment. PC fulfillment by the supervisor and by the organization highlighted the relationship between PC fulfillment, …

Labor Force Migration, Unemployment And Job Turnover, Gary S. Fields

Gary S Fields

[Excerpt] In this paper, we show how labor turnover considerations can be integrated into the human investment theory of migration and demonstrate that such a model provides a much better explanation for migration rates into major metropolitan areas than the conventionally-used unemployment rate. The method used here may be of interest as well to researchers working on other human investment problems that also have a multi-period dimension.

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.

A Study Of Variables That Influence Teacher Turnover In The Little Municipal School District, Paula H. Stokes

Theses and Dissertations

A teacher shortage is a recognized problem in research on public schools. Schools across the United States must hire and retain highly qualified teachers, but the literature indicates teachers with fewer than 3 years of experience are often leaving teaching, creating a possible teacher shortage of 4.2 million teachers by the year of 2016. Retaining teachers with less than 3 years of experience is a definite problem in the Little Municipal School District (LMSD). In response to the failure of the LMSD to retain teachers with less experience, a study was conducted to identify the variables effecting teacher turnover. Determining …

Organizational Culture, Job Satisfaction And Turnover Intentions: The Mediating Role Of Perceived Organizational Support, David Emerson

Theses and Dissertations

This study investigates how the culture of an organization is related to the job satisfaction and turnover intentions of government accountants. I show that perceived organizational support serves as a mediator between organizational culture and both turnover intentions and job satisfaction. I evaluate how cultural effects have changed over time, and assess how the relations between the hypothesized associations differ between supervisory and staff accountants. I also look for differences in how accountants and primary care nurses may perceive organizational culture. I develop the constructs of interest, describe the proposed relationships, develop hypotheses, describe the sample frame, provide a detailed …

The Impact Of Sexual Harassment On Turnover Intentions, Absenteeism, And Job Satisfaction: Findings From Argentina, Brazil And Chile, Rebecca S. Merkin

Journal of International Women's Studies

This study, which tested the effects of sexual harassment on consequences previously indicated in US studies, (i.e., overall turnover intentions, overall absenteeism and job dissatisfaction), was conducted with 8108 employees chosen by the International Labour Organization (ILO) in three Latin American countries – Argentina, Brazil, and Chile. Multivariate and logistic regression were employed while controlling for age, education, gender, marital status, and race to analyze ILO’s database. Significant results revealed that Latin American employees who were sexually harassed were likely to have more turnover intentions and to engage in more absenteeism; yet they did not experience a significant decrease in …

Turnover Actions And The "Floating Check" Controversy, David R. Hague

David R Hague

When a debtor files for Chapter 7 bankruptcy, a Chapter 7 trustee is appointed and is charged with collecting and reducing to money the property of the bankruptcy estate. One of the most basic collection methods a trustee possesses is its turnover power under section 542(a) of the Bankruptcy Code. Section 542(a) requires any entity that is in “possession, custody, or control,” during the bankruptcy case, of property that the trustee may use, sell or lease to turn it over to the trustee and account for such property or its value.

An interesting issue has arisen that is placing debtors …

Reducing Employee Turnover In The Big Four Public Accounting Firms, Erin L. Maclean

CMC Senior Theses

Employee turnover is extremely costly to any business in terms of training costs and loss of pertinent knowledge and experience. This paper explores the contributors to the high rates of employee turnover seen in public accounting by focusing on the Big Four accounting firms, Deloitte, EY, KPMG, and PricewaterhouseCoopers. Employee retention is a factor of corresponding employee motivation, as seen through the analysis of popular motivational theories and their applications to a career in public accounting. This paper also delves into the possible contributors to the differences in retention rates between males and females in this occupation. Lastly, an analysis …

Examining Generational Differences Across Organizational Factors That Relate To Turnover, Kimberly Asuncion

All Graduate Theses, Dissertations, and Other Capstone Projects

Turnover continues to pose a problem for all organizations across industries. This study examines the complex nature of turnover, by examining the relationship of turnover intentions with perceptions of distributive justice, procedural justice, growth opportunities, and recognition across age groups. Age groups will be used as a proxy for generational cohort membership. Results of the study confirm previous research that generational differences do exist; however, those differences are fairly small. Perceptions of distributive justice, procedural justice, growth opportunities, and recognition were found to be significant predictors of turnover intentions regardless of the age group.

Employee Reactions To Job Insecurity In A Declining Economy: A Longitudinal Study Of The Mediating Role Of Job Embeddedness., Wendy M. Murphy, James P. Burton, Stephanie C. Henagan, Jon P. Briscoe

Faculty Peer-Reviewed Publications

In the context of the Great Recession, we examined the relationships among perceptions of job insecurity, job embeddedness, and important individual work outcomes. Specifically, we tested the role of job embeddedness as a mediator between job insecurity and the withdrawal outcomes of intention to remain and job search behavior. Results of a longitudinal study of 115 working adults indicated that perceptions of job embeddedness fully mediated the relationship between perceptions of job insecurity and intention to remain and partially mediated job insecurity’s relationship with job search behavior.

Leaders And The Importance Of The Manager-Staff Relationship, Richard Martin

Theses and Dissertations

The purpose of this study is to identify the importance of the manager's relationship with frontline staff. There continues to be a need for top leadership to understand clearly and value this relationship and provide managers with the support they need to deliver on their visions, missions, and corporate goals. The manager-staff relationship sets the tone for the frontline staff and creates an environment of trust. The communication the manager provides is pivotal to helping staffs understand the goals and vision top leadership established. In addition, the positive atmosphere created by this relationship helps to cement the staffs' commitment to …