Human Resources Management Commons^™

Sticky It Workers: Discovering Why Information Technology Professionals Retain Their Employers, Phillip Michael Lewis

Doctor of Business Administration (DBA)

In the current business climate and social technologies expansion era, Information Technology (IT) workers are important organization contributors that connect organizations into today’s data-driven, highly social, and always-on global economy. Thus, organizations need IT workers. Unfortunately, as a class, IT workers have developed a reputation that includes short organization tenures. However, not all IT workers suffer this stigma, some IT workers stick with one organization for a long time. Discovering why these Sticky IT workers retain their employers provides insights and direction for organization leaders and architects to help them shape their organizations into those that IT workers choose to …

Non-Monetary Strategies To Retain Key Employees, Becky Rader

UNLV Theses, Dissertations, Professional Papers, and Capstones

The purpose of this paper is to provide a handbook that management can use to retain employees, especially top performers.

Companies within the hospitality industry are attempting to strengthen their bottom line during these tough economic times. Employees contribute significantly to the bottom line but are often overlooked as assets by the company. As a result, many employees become disengaged and unsatisfied. As this happens, employees begin to look for opportunities outside the company where they feel they will be more valued for their abilities. Unfortunately, for the company losing employees, the most likely losses are the most accomplished employees. …

Whole Foods Market ™ Case Study: Leadership And Employee Retention, Kristin L. Pearson

MBA Student Scholarship

Employee retention can be a challenge for Human Resources in today’s business climate, especially in retail food service occupations due to long and sometimes unpredictable hours, limited benefits, and growth potential to name a few. Despite the obstacles, Whole Foods Market has been able to overcome such limitations allowing employees flourish and as a result have set an industry benchmark for reducing voluntary turnover. This case study research is an examination of Whole Foods Market CEO John Mackey and his modern approach to leadership and its effect on employee retention. The purpose of the research is to examine the association …

The Impact Of Physician Job Satisfaction On The Sustained Competitive Advantage Of Health Care Organizations, Olena Mazurenko, Stephen J. O’Connor

School of Public Health Faculty Research

This paper employs the resource-based theory of the firm to explain the influence of human resources on the sustained competitive advantage of an organization. Based on previous conceptual and empirical literature, we posit that the presence of a high potential employee workforce, coupled with adequate human resource management policies, can result in improved profit generating potential. We developed a conceptual framework with several propositions that illustrate the associations between job satisfaction and organizational productivity. We apply this concept in the health care field, suggesting that the satisfaction of physicians’ needs leads to greater organizational productivity and sustained competitive advantage.

The Effects Of Employees' Perceptions Of Performance Appraisal Process Of Readymade Garments Industries In Bangladesh : An Empirical Study, Dhasro Miah, A.K.M. Mominul Haque Talukder

Business Review

This study investigates the effects of employees' perception of performance appraisal process on organizational commitment, job satisfaction, and employee retention in readymade garments sectors. Results indicate a significant positive relationship between employee retention with performance appraisal process. Conversely, organizational commitment indicates a negative but not significant relationship with performance appraisal process. Study recommends that Readymade Garments sector requires fair performance appraisal system to enhance employee's job satisfaction and organizational commitment. It also asserts employers positive perception to employees regarding the performance appraisal implications. Finally, the study commends that collaboration between employers and employees is essential to build an effective performance …

Retaining Talent : An Empirical Study Of Multi-Routes Model Of Job Coupling And Withdraw Tendency Among Chinese Mba Candidates., Zheng Weibo

Student Works (2010-2019)

Intellectual property and intellectual capital have become critical components of wealth creation. "Knowledge has become the pre-eminent economic resource, more important than raw material, more important, often, than money. Considered as an economic output, information and knowledge are more important than automobiles, oil, steel or any of the products of the industrial era‖ (Stewart, 2002). As the "carrier" of the talent of organizations become more significant than ever. Those employees with higher organizational performance characteristics are often entitled "core" or "talent" for their key networking status in creating organizational intelligent capital values. They can also be in fierce competition with …

Newcomer Adjustment During Organizational Socialization: A Meta-Analytic Review Of Antecedents, Outcomes, And Methods, Talya N. Bauer, Berrin Erdogan, Todd Bodner, Donald M. Truxillo, Jennifer S. Tucker

Business Faculty Publications and Presentations

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work …

Generational Competence And Retention : A Study Of Different Generations In Law Enforcement And How These Differences Impact Retention In The Chesterfield County Police Department, Gary Scott Edwards

Master's Theses

There are currently four distinct generations in today's workforce (Veterans, Baby Boomers, Generation X, and Millennials). This presents unique challenges for employers since each of these generations is affected and shaped by different events in their lives, which define the values they bring to work. These differences can be increasingly difficult to manage and may lead to conflicts. Significant research has been conducted in this area, but little has focused on public sector employees, specifically sworn law enforcement officers. This research examines whether generational differences observed in society as a whole are the same as those differences found in law …

Relationships Between Organizational Commitment, Core Job Characteristics, And Organizational Citizenship Behaviors In United States Air Force Organizations, Dawn L. Banks

Theses and Dissertations

Organizational commitment is an area of concern for Air Force leaders, so much so that commitment is a subject of interest on the annual Air Force Climate Assessment Survey. The Air Force has consistently failed to meet retention goals and designates millions of dollars toward reenlistment bonuses to improve retention every year. A more economical approach to increasing commitment may be to improve the characteristics of the jobs Air Force members perform. In addition to the relationship between commitment and job characteristics, there also is a relationship between commitment and organizational citizenship behaviors (OCBs). The purpose of this research is …

Afmc Civilian Retention: Forecasting Policy On The Future Of The Civilian Workforce, Dex Y. Landreth

Theses and Dissertations

The Department of Defense's (DoD) achievement of its mission is dependent in large part on the skills and expertise of its civilian workforce. DoD's civilian workforce develops policy, provides intelligence, manages finances, and acquires and maintains weapon systems, to name a few areas of work. During its downsizing in the early 1990s, DoD did not focus on reshaping the civilian workforce in a strategic manner. This resulted in a workforce characterized by a growing gap between older, experienced employees and younger, less experienced ones. With more than 60 percent of its civilian personnel becoming eligible to retire by 2010, DoD …

Effects Of Career Plateauing On Turnover: A Test Of A Model, Christine Y. Rilovick

Theses and Dissertations

The structure of most organizations dictates that only 1% of the employees will retire before they reach a career plateau. It is estimated that the number of people perceiving they are career plateaued will only increase in the future since more unusually well-qualified candidates will be competing for a diminishing number of positions. Given that an estimated 80% of the work conducted in organizations is performed by employees who are career plateaued, it would be beneficial to better understand if these plateaued individuals are likely to remain with the organization despite being plateaued. Therefore adding career plateauing to an existing …

Decision Analysis With Value Focused Thinking As A Methodology To Assess Air Force Officer Retention Alternatives, Sang-Ho Moon

Theses and Dissertations

Many countries realize the importance of the retention of qualified military personnel, and have tried to solve this problem using various methods. Nevertheless, the effects of those methods have not been determined or proven yet. The military retention problem is closely related to each individual's separation decision from the military. The characteristics of this decision are multi-objective and highly subjective. Accordingly, the effectiveness of various methods is heavily dependant on the value set of each individual. Decision Analysis (DA) using Value Focused Thinking (VFT) can be an excellent process to deal with this decision. Also, the data can reflect the …

An Unfolding Model Of Voluntary Turnover Of Air Force Reservists And Air National Guard Members, Jennifer C. Kulick

Theses and Dissertations

Retention is an important issue for every organization due to the high costs of replacing members. This issue is becoming increasing important as the role of guard and reserves has continually increased over the past several years, and so research needs to be conducted on the retention of these groups. Therefore, a web-based questionnaire was administered to Air National Guard and Air Force Reservists from various units and locations. The data from 581 participants was applied to an adapted version of an unfolding model of voluntary turnover originally developed by Lee, Mitchell, Holtom, McDaniel, and Hill in 1999. Data collected …

A Study Of Voluntary Turnover Of Air Force Officers In Critically-Manned Career Fields, Jeffrey H. S. Lin

Theses and Dissertations

Turnover in the Air Force has always been a subject of importance. As the costs associated with losing an individual are high, it would be in the best interest of an organization to understand the main reasons for voluntary turnover in order to facilitate retention. Current research has yielded the Unfolding Model of Voluntary Turnover developed by Lee, Mitchell, Holtom, McDaniel and Hill (1999), which identified 5 different paths people take as they voluntary leave organizations. This research effort tested to see if this model held true for a group of former Air Force officers from career fields experiencing low …

Predictability And Family Support: Effects On Air Force Organizational Outcomes, John R. Underhill

Theses and Dissertations

This research examined the effects of deployment predictability and family support on Air Force personnel's intent to leave the Air Force using measures of work interference with family, family interference with work, job and life satisfaction, and affective organizational commitment. Based upon current theory found in the literature, a model was developed linking these variables. A web-based survey was sent out via email and obtained 1,234 responses (25.5%) from Air Force personnel regarding their perceptions of aforementioned variables. Using Structural Equation Modeling, support was found via several indirect paths that predictability has a negative effect on airmen's intent to quit. …

Career Anchors Of United States Air Force Information Systems Workers: A Turnover Predictor, Lee A. Wynne

Theses and Dissertations

E-Learning Technology is being used to train and educate a myriad of personnel. Evidence shows, however, that completion rates among e-learners are lower than that of traditional learners. Motivational theory is applied to this problem to explain why e-learners initiate, sustain and terminate behavior. In particular, an integrative motivational model, that highlights distal and proximal processes, is introduced to identify and measure those factors most likely to influence e-learning completion rates. Findings offer recommendations that may be useful to e-learning instructors, administrators, and designers. Three research questions were used to investigate motivational theory and its relation to e-learning completion rates. …

Factors Affecting Exchange Relationships Among Subordinates And Supervisors: A Study Of Military Officers, Laurie K. Richter

Theses and Dissertations

This research examined the effect of organizational structure on the relationships between subordinates and their supervisors using measures of leader-member exchange (LMX), mentoring effectiveness, perceived organizational support (POS), perceived opportunities for promotion, job satisfaction, affective commitment, and intent to remain. The sample obtained included 147 subordinate Air Force traditional Civil Engineer officers, Explosive Ordnance Disposal (EOD) officers, Bioenvironmental Engineer officers, and 27 squadron commanders at 19 Air Force bases. The methods of multiple analysis of variance and structural equation modeling were used to evaluate five research questions and nineteen hypotheses. Overall, no differences were found between the types of subordinate …

Predictability, Work-Family Conflict, And Intent To Stay: An Air Force Case Study, Patrick J. Obruba

Theses and Dissertations

A survey was completed by 362 active duty Air Force members in December 2000 regarding their perceptions of schedule predictability, work-family conflict, job satisfaction, organizational commitment, and intent to stay with the Air Force. Theory suggests that a program designed to create schedule predictability, the Expeditionary Aerospace Force (EAF), would moderate the relationship between predictability and intent to stay. Using Structural Equation Modeling (SEM), plausible evidence was found to support the idea that schedule predictability plays a role in intentions to stay via work-family conflict, job satisfaction, and organizational commitment. Additional evidence supported the theory that the path relationships generated …