Business Commons^™

Exploring Factors For Employee Attrition And Retention By Life Stage, Robert Joshua Whitton

Doctoral Dissertations and Projects

The objective of this study was to evaluate if a relationship exists between factors for push (attrition) and pull (retention) and employee life stage. With job attrition rates increasing almost 10% in the last 10 years and employers paying $2.4 trillion in 2021 because of employee turnover, the need to understand what drives retention and attrition remains very real. A survey, containing a demographics section and items rated on a Thurstone-like scale, was administered to full-time employees in the United States. Four hundred and eighty participants responded to the survey, but after removing responses that were incomplete or were completed …

Succession Planning In The Federal Government, Christine Noel Roberts

Doctoral Dissertations and Projects

Succession planning is a term that refers to the systematic and methodological efforts an organization uses to plan for organizational stability and proficiency. Organizations must provide employees the training, experiences, and knowledge required to assume positions of increased responsibility when those jobs are vacated. Agencies should strive to create a diversified pool of qualified candidates to avoid a talent gap, workforce shortages, or a loss of agency knowledge. Over the past fifteen years, the Federal Government has continued to highlight the need to take a proactive approach to succession planning by first identifying the skill sets needed for critical positions …

Competing For Innovation: A Case Study Of Knoxville And Similar Metropolitan Areas, Lucille G. Marret

Baker Scholar Projects

Knoxville competes with other mid-sized metropolitan areas for economic development and business attraction at the national level. Cities such as Greenville, SC, Huntsville, AL, and Ann Arbor, MI have similar resources and attributes to Knoxville, yet they are consistently surpassing Knoxville in business attraction and expansion. It is necessary for policy makers to understand what factors are contributing to underperformance in order to better support Knoxville’s efforts to create an innovation fund. Comparing available assets and access to funding for each MSA reveals that Knoxville has the necessary resources through the University of Tennessee and Oak Ridge National Laboratory to …

Factors Affecting Retention In The Philippine National Rural Physician Deployment Program From 2012 To 2019: A Mixed Methods Study, Erika Louise L. Flores, Edric Matthew R. Manahan, Miguel Paulo B. Lacanilao, Isabella Ma. Beatriz T. Ladaw, Mico Martin B. Mallillin, Nikolai Thadeus Q. Mappatao, Juan Alfonso Leonardia, Veincent Christian F. Pepito

Ateneo School of Medicine and Public Health Publications

Background

To address the maldistribution of healthcare providers and the shortage of physicians in geographically isolated and disadvantaged areas of the Philippines, the Philippine National Rural Physician Deployment Program, or more commonly known as the Doctors to the Barrios (DTTB) program was established in 1993. However, as of 2011, only 18% of the DTTBs chose to stay in their assigned municipalities after their two-year deployment, termed retention. This study aims to identify the individual, local, work, national, and international factors affecting the retention of DTTBs in their assigned communities after their two-year deployment.

Methods

A descriptive, mixed-methods, explanatory design was …

Secondary Traumatic Stress, Burnout And Resilience In The Child Welfare Workforce: Early Results From Nebraska’S Randomized Controlled Trial Of Resilience Alliance, Quality Improvement Center For Workforce Development

Other QIC-WD Products

A 2018 needs assessment indicated that more than 50% of the child welfare workforce in Nebraska was experiencing elevated secondary traumatic stress (STS). STS refers to the experience of people – generally professionals– who are exposed to others’ traumatic events as part of their work. As a result of this exposure, these professionals can develop their own traumatic symptoms and reactions such as sleeplessness and anxiety. The Nebraska Department of Health and Human Services (DHHS) Division of Children and Family Services (DCFS) in partnership with the Quality Improvement Center for Workforce Development (QIC-WD) implemented CFS Strong, a multi-phased workforce intervention …

Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development

Other QIC-WD Products

It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention. In many ways, the concept of workforce metrics is still in its infancy and many things …

Perspectives On Multi-Intervention, Multi-Design Evaluation For The Child Welfare Workforce, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The QIC-WD is working with eight sites and the Children’s Bureau in a participatory fashion (Fetterman, 2014) to implement utilization-focused (Alkin & Vo, 2017; Patton, 2008) site-specific and cross-site evaluation strategies. The goal of this research is to build knowledge of interventions to improve child welfare workforce retention, and ultimately outcomes for children and families. A complex systems approach (Westhorp, 2012) is being taken to identify how factors such as organizational structures and culture, staff workload, supervision, and caseworker values influence outcomes, including safety and permanency of children. The QIC-WD team has extensive experience conducting rigorous evaluations within and across …

How Can Our Mission Be Fully Accomplished By Staff That Are Experiencing Secondary Trauma And Burnout?, Stephanie Reau

Other QIC-WD Products

My name is Stephanie Reau and I am a training supervisor at Summit County Children Services. We are an agency of 350 employees with a focus on recruiting and maintaining diverse staff committed to serving all children and families. Summit County strives to attract and retain wellqualified staff, but like many child welfare agencies in Ohio, this has been a difficult task to accomplish. The overwhelming pressures of the job cause secondary trauma, burnout and ultimately staff turnover. Staff turnover impacts the morale of the agency, is costly, and, most importantly, it negatively impacts the families we serve. Our mission …

My Experience With Cfs Strong, Lana Sayre

Other QIC-WD Products

I am a child and family services specialist supervisor with the Nebraska Department of Health and Human Services. A few years ago, I volunteered to take over for another member of the workforce retention team that was working with the QIC-WD to develop/select an intervention that Nebraska could implement to reduce employee turnover among child and family services specialists (CFSS), our frontline worker position. Employee retention is a constant, ongoing challenge. Our work is challenging and very stressful. You have to be an expert in child safety and have a broad understanding of all of the issues which affect the …

A Qualitative Study On The Detrimental Impacts Of Attrition In Mid-Level Managers In The Marine Corps, Richard Lee Diddams Jr

Doctoral Dissertations and Projects

The purpose of the qualitative, case study research was to explore leadership and retention factors associated with Marine Corps officers the Marine Corps desired to retain until retirement eligible. The objective was to explore the views of Command and Staff students who were at the mid-point of their career and faced with retention decisions. The study incorporated a comprehensive document review focused on leadership and retention, Marine Corps precepts involving promotion and retention policies, Marine Corps leadership and retention archival documents, and participant interviews using semi-structured questions to obtain insight into the research questions. The study involved the dynamic relationship …

Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Public child welfare agencies continually struggle with how to address issues of staff recruitment and retention. Furthermore, very little evidence exists regarding what works to attract, select, and retain talented staff. Much of what agencies do to address workforce issues is never formally evaluated and successes are not published widely. Thus, agencies confronted with urgent retention needs have little to go on to identify an intervention that is likely to succeed. The Quality Improvement Center for Workforce Development (QIC-WD) was funded by the Children’s Bureau to begin to address this issue, in part through carefully selected, and rigorously evaluated interventions …

Oklahoma Selects And Designs A Selection Intervention, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Oklahoma’s Quality Improvement Center for Workforce Development Steering Committee has decided to refine the selection process for new child welfare workers as part of their ongoing commitment to hiring a dedicated, talented workforce and supporting that workforce in practice with children, youth, and families. The committee spent much of 2018 doing a thorough needs assessment and exploration of their child welfare recruitment and retention challenges. Through this process they recognized that interviewing strategies and hiring decisions are made inconsistently across the state. The team acknowledged that this could result in the selection of individuals who are not the best fit …

The Relationship Between Financial Literacy, Financial Status, And Academic Success In College Students, Brian Douglas Brausch

Dissertations

As the cost of college continues to rise, an increasing number of students are relying on loans and credit cards to fund their postsecondary education. In an effort to curb student debt and increase retention and graduation rates, many universities have begun to offer financial literacy initiatives to stimulate financial knowledge and promote positive money management behaviors.

This study examines the relationship between a for-credit personal financial literacy course and student academic success and economic status. Students who took a personal finance course during their first or second year of college are compared to a random sampling of students who …

Students' Perceived Value Of The Community College Experience: A Mixed Methods Study, Robin A. Duncan

Antioch University Full-Text Dissertations & Theses

The purpose of this study was to explore students’ perceived value of their community college experience and its relationship to other factors often related to student persistence in college, namely satisfaction, academic quality, service quality, and engagement. The research was guided by three focused questions: How do students describe and define perceived value of community college; what components emerge from exploratory factor analysis of items designed to measure perceived value; and how, if at all, is a student’s perception of the value of a community college experience different from related measures such as satisfaction, engagement, or quality? Data were collected …

Why Referees Stay In The Game, Lynn L. Ridinger, Stacy Warner, Jacob K. Tingle, Kyungun R. Kim

Human Movement Sciences & Special Education Faculty Publications

Current trends indicate the number of qualified sports officials continues to dwindle. Therefore, this research sought to better understand reasons for initial entry, continuation, and potential discontinuation with officiating, while also identifying problematic issues, and potential solutions. Content analysis was utilized to examine five open-ended online survey responses from 2,485 referees. The results indicate that Enjoyable Affiliation (58%) and Remuneration (14%) were key to referees becoming involved in officiating. Those two themes, Enjoyable Affiliation (75%) and Remuneration (14%), were also identified as important to retaining officials. Physical Limitations were mentioned by 58% of the respondents regarding why they plan to …

The Experience Of Former Women Officials And The Impact On The Sporting Community, Jacob K. Tingle, Stacy Warner, Melanie L. Sartore-Baldwin

School of Business Faculty Research

In an effort to explore the shortage of female sport officials, the authors examined the experience of eight former female basketball officials from five geographically diverse states in the U.S. who voluntarily left the role. Specifically, the authors asked former female basketball officials to describe their workplace experiences. Utilizing a phenomenological approach and workplace incivility framework, the results indicated that the felt social inequity for female officials detracted from the participants experiencing a sense of community in the workplace, which ultimately led to their discontinuation in the role. Results indicate four key factors that created this uncivil work environment. An …

A Phenomenological Exploration Of Black Male Law Enforcement Officers' Perspectives Of Racial Profiling And Their Law Enforcement Career Exploration And Commitment, Gregory A. Salters

FIU Electronic Theses and Dissertations

This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201).

Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis …

Mentoring Programs: Key Differences In Support For Beginning Teachers, Virginia Fick

Doctoral Dissertations and Projects

This study explored the issue of mentoring and its problems in aiding in the induction of new teachers into various school systems. Such a study is justified because teacher shortages remain a real threat in many areas of this country. The research sought to demonstrate that a mentor program without clear guidelines and accountability may actually damage new teachers. Some of the goals of a mentoring program were considered: the suitability and selection of mentors, the training of mentors, and program evaluation. A review of the literature included such topics as the high cost of attrition, the needs of new …

An Administrative Mess: A Case Study From The Officiating Community, Stacy Warner, Jacob K. Tingle, Pamm Kellett

School of Business Faculty Research

This case is written for instructors of classes focused on strategic management, organisational behaviour, human resource management, and/or an officiating course. The case highlights the numerous administrative processes a new employee in a sport organization would face. Although the case is fictional it is based on the authors’ personal and professional experiences in athletics administration and officiating, and further draws upon the authors’ research in the area of officiating. Consequently, this case study was constructed based on first-hand observation, interviews and conversation with numerous officials and administrators, and through the examination of documents frequently used to manage officials. As a …

An Empirical Analysis Of The Retention Of Dissatisfied Business Services Customers Using Structural Equation Modelling, Venkata K. Yanamandram, Lesley White

Faculty of Commerce - Papers (Archive)

This study extends the body of literature concerning service switching, complaint handling, dependence and commitment by investigating why dissatisfied B2B customers do not switch service providers. Specifically, it develops and tests a social exchange-based model examining how dissatisfied, but behaviourally loyal, customers act in terms of their repurchase intentions. A conceptual model, specifying a set of hypothesised relationships between dimensions of switching costs, interpersonal relationships, dimensions of complaint handling, satisfaction with complaint handling, attractiveness of alternatives, dependence, calculative commitment and repurchase intentions, was examined using AMOS 17.0 on a sample of 376 business directors/managers from responding organisations. The results show …

Retention Of Dissatisfied B-To-B Services Customers: An Empirical Test Of The Mediating Effects Of Dependence And Calculative Commitment, Venkata K. Yanamandram, Lesley White

Faculty of Commerce - Papers (Archive)

The literature argues that the alternative outcomes of a customer either ending or continuing a struggling relationship not only depend on the determinant factors or switching barriers, but also on the essential nature of the relationship. This paper adapts a broad social exchange framework to business-to-business (B-to-B) exchange relationships, and explains "unjustified persistence" or the tendency to remain involved in a B-to-B relationship that is dissatisfying overall. Specifically, the paper extends the knowledge on the mediating factors that influence the likelihood of dissatisfied B-to-B customers who have complained, and considered switching, to continue purchasing from their existing service provider. Data …

There Is Nothing More Diverse Than "New", Frederick A. Miller, Roger Gans

Communication Faculty Publications

In the organizational competition for talent, successful retention of newly recruited workers is at least as important as the initial hire. Still, many organizations fail to establish a sense of inclusion for new people in much the same way they often fail to create a sense of inclusion for people of color, women, people with foreign accents, or anyone with obvious differences from the “traditional group.” In most organizations, even those that have embarked on “diversity initiatives,” newly hired people often do not feel welcomed. Consequently, turnover rates in the first two years of employment are seven times greater than …