Human Resources Management Commons^™

Excelling In An Entry-Level Job, Paul Hill, Osei Vega-Sandoval

All Current Publications

Experience in an entry-level job becomes more valuable over time, especially when performance is exceptional. Managers conduct periodic performance reviews to provide feedback that entry-level employees can use to improve. Performance reviews are an opportunity for employees to learn, share career goals, and seek tailored guidance for their career development. This fact sheet provides insights into the character and qualities an employee should demonstrate to become a high performer, and what organizations can do to retain such employees.

Mda Insurance: Voluntary Benefits Help With Employee Recruitment, Satisfaction, Retention, Craig Start

The Journal of the Michigan Dental Association

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This article discusses how voluntary employee benefits can strengthen recruitment, retention, and employee satisfaction in dental practices. Topics include health insurance, disability coverage, life insurance, critical illness protection, accident insurance, vision plans, and cafeteria plans. The author explains how benefit offerings can improve workplace competitiveness while helping employees manage financial risks and healthcare costs.

Leader Rounding For Outcomes To Improve Employee Retention, Laura R. Escobar

Electronic Theses and Dissertations

Intention to leave a nursing staff position, if not addressed, may lead to an increased rate of nursing turnover. High turnover rates can negatively affect staffing patterns, increase organizational costs, and disrupt the continuity of patient care. A quantitative quasi-experimental pre-/posttest design was used to evaluate the impact of the High Reliability Organization Leader Rounding for Outcomes tool to reduce the intent-to-leave scores, as measured by the Turnover Intention Scale (TIS-6), compared to current practice over 12 weeks. Implementation of the tool provided a structured leader rounding process designed to strengthen communication, recognize staff contributions, and proactively identify workplace concerns. …

Exploring Retention And Satisfaction Among Arkansas County-Level Cooperative Extension Employees: A Job Embeddedness Perspective, Rebecca M. Simon

Graduate Theses and Dissertations

Abstract This quantitative study investigated the retention of county-level employees within the Arkansas Cooperative Extension Service (CES) using Job Embeddedness Theory (JET) as the theoretical framework. The research aimed to describe levels of job embeddedness, job satisfaction, and intent to stay, and to examine the relationships among these variables. A census of 328 CES employees was conducted, yielding a 53% response rate. Data were collected through a validated online survey and analyzed using descriptive statistics, correlation analysis, and multiple regression. Results indicated high scores in organizational fit and sacrifice dimensions, while links to organization and community were comparatively lower. Age …

Staff Matters: How To Get Creative With Staff Benefit Offerings, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Small practices must be intentional and creative with benefits to distinguish themselves in the competitive labor market. Strategies include offering Individual Coverage Health Reimbursement Arrangements (HRAs) or covering dental/vision care. Work-life balance benefits are highly valued, such as flexible scheduling, additional paid time off beyond the state-mandated Earned Sick Time Act, or time off for birthdays. Practices should consider financial wellness options like retirement savings plans or student loan repayment assistance. Professional development, like covering certifications and offering mentorship, is crucial. Using platforms like TASC or Fringe to provide flexible "lifestyle" benefits allows employees to choose perks that matter most …

Predicting Job Satisfaction Based On Empowerment Factors For Elementary And Secondary Teachers: A Quantitative Study, Tenise R. Williams

Doctoral Dissertations and Projects

This quantitative, predictive correlational study examined the association between empowerment factors and job satisfaction among elementary and secondary school teachers in rural and suburban public schools in the southeastern United States. Teachers who are satisfied in their jobs commit to the best interests of students, thereby positively impacting retention. The study consisted of a convenience sample of 129 elementary, middle, and high school teachers in a southeastern United States coastal area. The two instruments used were the Teacher Empowerment Scale and the Teaching Satisfaction Scale. All data were collected through an email recruitment letter inviting teachers to participate in this …

Exploring Contributions Of Partnerships Between Employers And Disability Organizations On Recruitment, Hiring, Training, Retention, And Accommodation Of Individuals With Disabilities In Mississippi, Peter Oluwadare Kalejaiye

Dissertations

The Americans with Disabilities Act (ADA) of 1990 provides equal employment opportunities for individuals with disabilities (IWDs) by prohibiting discrimination in employment. However, one out of four IWDs face discrimination in employment in the United States (U.S. Bureau of Labor Statistics, 2023). Additionally, despite establishing the Office of Disability Employment Policy and enacting the Workforce Innovation and Opportunity Act to help integrate IWDs into the workforce, IWDs face barriers to equal and equitable employment (NASEM, 2017). Previous studies recommend partnerships between employers and disability organizations (DOs) to provide employment opportunities and benefits for IWDs through recruitment, hiring, training, retention, and …

Positive Reinforcement In Leadership, Jen Lee Williams

M.S. in Leadership

This project examined whether leaders’ use of positive reinforcement
improves team retention, satisfaction, and performance across Generation
X, Millennials, and Generation Z. Jen Williams selected this topic due to the
rising turnover challenges and lack of consistent reinforcement training in
leadership practice. Using mixed-methods design, the study combined a
quantitative survey of 13 working professionals with a qualitative interview
from a Generation X leader participant. Results showed that over 92% of
the participants felt motivated by recognition, and 72% linked
reinforcement to increased satisfaction and desire to stay with their
organization. Generational differences appeared in frequency, authenticity,
and emotional sensitivity …

Hearing Their Stories: Tailoring Human Resources Strategies For Onboarding, Job Satisfaction, And Retention Of Veterans With Disabilities In The Civilian Workforce, Brian Newsom

Dissertations

Tailored HR strategies play an important role for veterans with disabilities (VWD) as they transition from the military to civilian employment by enhancing their job satisfaction and improving their retention. The literature review helped identify the challenges VWD face during their transition, such as health or mental health problems, cultural adjustment difficulties, and onboarding that is not inclusive. The primary research objective of the study was to determine effective HR strategies to improve the onboarding process for VWD, increase their job satisfaction, and grow their retention rates. Qualitative methods enabled the capturing of data from in-depth interviews with 31 former …

Retention As A Challenge For Healthcare Managers: A Look Into The Field Of Applied Behavior Analysis, Gertrude Asante

Doctoral Dissertations and Projects

Turnover and retention are issues within the healthcare field that continuously need attention from organization executives and healthcare managers. With the landscape of the workforce ever-evolving, employee satisfaction and how it is related to retention and turnover continue to be pivotal in assessing long-term success for an organization. This rings true especially for the field of applied behavior analysis and their skilled clinicians, as the field over the years has battled with attrition of their Board-Certified Behavior Analysts (BCBA) and Registered Behavior Technicians (RBT).

Staff Matters: Supporting Working Parents As A Recruitment And Retention Strategy, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Supporting employees who are parents is essential. Harvard data shows 73% of employees have caregiving responsibilities, highlighting the need for proactive strategies. First, communicate with employees to understand their needs for flexibility. Consider offering flexible schedules, part-time roles, and on-call staff to manage absences. Partnering with local childcare providers for sick coverage and allowing children at work occasionally can also help. Clear communication and defined parameters for flexibility are crucial. Implementing these strategies can build a supportive culture, enhancing employee retention and commitment.

Well-Being In Gen Y Employee Retention: A Critically Appraised Topic, Janine Smith

Engaged Management ReView

Retention continues to be a top business concern. Retention is the ability to keep employees from voluntarily leaving. Without a workforce, companies cannot execute their mission, which results in a loss of revenue. Companies focused on the retention of their workforce use the total rewards package to retain employees. One component of the rewards package is well-being. Well-being comprises multiple components, some of which have been identified as reasons for the wave of recent resignations. Well-being is when employees “have the psychological, social, and physical resources they need to meet a particular psychological, social, and/or physical challenge” (Dodge et al., …

Factors Affecting The Retention Of Active Duty Airmen, Gregory A. Picardi

Theses and Dissertations

This study investigates the factors influencing the early exit of active duty Airmen, particularly in the context of the recruitment challenges faced by the USAF in Fiscal Year 2023. The research highlights the significant impact of the implementation of MHS Genesis, a healthcare administration program, on recruitment processes and the broader issues affecting military recruitment, including physical and emotional trauma concerns among potential recruits. Through a survey conducted at Wright-Patterson Air Force Base involving 251 participants, the study utilizes a Chi-square test to explore the primary and secondary reasons for leaving active duty, with family pressure, stability, and financial reasons …

Diversity, Equity, And Inclusion In Talent Acquisition And Retention: A Mixed Methods Study Of Organizational Practices, Dawayne Mcintosh

Doctor of Education Dissertations

This study employed a convergent mixed methods approach to explore diversity, equity, and inclusion (DEI) within Company A (pseudonym). It examined the effectiveness of DEI practices in recruitment and retention, leadership attitudes towards DEI, and overall commitment to fostering an inclusive environment. The conducted survey involved a combination of a Likert scale survey and a few open-ended questions from a pool of participants across the organization. The quantitative data highlighted trends and patterns in DEI practices, while the qualitative data revealed nuanced insights into individual experiences and perceptions. The results provided insights into the DEI initiatives that are in place …

High-Flying Results: A Case Study In A Pilot Development Mentor Program, Catherine G. Cordova, Barron Parsons-Daisley, Emma Fox Captain

Journal of Aviation/Aerospace Education & Research

Consistently considered one of the world’s most stressful occupations, the job of an airline pilot requires increasingly specific skills and responsibilities, especially amidst the global pandemic (Cullen, et al., 2020; Sew, et al., 2022). Given the severity and implications of their decisions and actions, airline pilots must continuously undergo training and practices to ensure proper procedure. In 2020, the Federal Aviation Administration (FAA) augmented qualifications by enacting Pilot Professional Development requirements (85 FR 10923), including mentoring for newly hired pilots in command (PIC’s). In complement with 85 FR 10923, CFR 121-N ensures “techniques for reinforcing the highest standards of technical …

Affective Commitment, Mentoring, And Anticipated Turnover Among Millennials, Keiasha Hypolite

Dissertations

ABSTRACT

Millennials comprise the largest group of individuals in the workforce, yet organizations struggle to keep millennials engaged in the workplace. Millennials move from job to job, with an average stay at one employer between 12 and 18 months (Hechl, 2017). Researchers have reported that millennials cause the majority of turnover in the workplace. Globally, human resources practitioners experience difficulties retaining millennials (Sahraee et al., 2021). Previous studies have researched millennials, affective commitment, mentoring, and turnover. However, no known research has used all four factors to solve a global problem. In their discussion of the highly competitive labor market, Ramírez …

U.S. Army Physician Assistant Retention: A Latent Class Analysis, Robert Greener

Theses & Dissertations

Introduction: Retaining employees is crucial to the success of organizations. While significant effort has been made to model employee retention, models have been unable to significantly predict retention. The purpose of this quantitative, non-experimental, cross-sectional study was to develop an improved employee retention model which could be used as a practical guide to improve employee retention. Materials and Methods: The study analyzed a survey created, implemented, and collected by the Statistical Cell at the U.S. Army Center of Excellence. In September of 2020, all 864 active-duty PAs were sent a link to the survey and 290 completed the survey, …

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 …

Onboarding Autism Employees In Technology Industry, Heung-For Cheng

Doctor of Business Administration (DBA)

The autism spectrum disorder (ASD) population experiences high unemployment, underemployment, and job turnover. Many people with autism have exceptional skills in areas, such as science, mathematics, and art. Companies in the technology industry are interested in tapping into the ASD talent pool because the industry cannot find enough qualified job applicants to meet the hiring demand. Few studies have focused on understanding how to help onboard ASD employees. Understanding the onboarding process can help technology firms retain ASD employees. In return, retaining this talent pool in the technology industry can continue to bring innovation. This research examined how a workplace …

The Perceived Differences In Employee Engagement Through Multiple Generations In The Workplace: An Hr Perspective, Ashley Dawson

Senior Honors Theses

Generational differences in the workplace are a perceived challenge that can present hidden opportunities. The workplace currently consists of four generations shaped by the political, social, and economic environments that marked their formative years. These generational differences have resulted in differing workplace values. Employee engagement balances productivity in one’s job with enjoyment in one’s work, optimizing both employee satisfaction and organizational outcomes. The key to engaging employees lies in the meaning each employee finds in the work environment and job functions. This paper aims to address whether or not engagement is affected by generational differences in the workplace and how …

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 …

Retensi Karyawan Pada Usaha Kecil: Studi Eksploratori Pada Klaster Usaha Kecil Menengah (Ukm) Pengolahan Logam Di Kebasen, Tegal, Fanny Martdianty

Jurnal Manajemen dan Usahawan Indonesia

This study aims to determine the factors that influence voluntary turnover and how owners/ man- agers in SMEs conduct retention on their employees because the studies related to HR management in SMEs are still relatively few. Data was collected through semi-structured interviews with five own- ers /SME managers and 19 employees from five metal processing SMEs in Kebasen, Tegal. From the results, some findings based on employee information revealed that the reasons for employees leaving were mainly related to compensation issues and the intention to open a similar business. Whereas from the owner/ manager’s perspective, the reason employees leaving are: …

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 …

A Study Of Onboarding And Turnover Mediating Variables In U.S. Air Force Officers, Brett S. Bowers

Theses and Dissertations

Employee retention, while always a concern in the workplace, has become a greater challenge for organizations in recent years. Today’s working class has displayed a propensity to change jobs more rapidly than previous generations, exacerbating not only turnover rates but also the costs associated with them (Frankel, 2016). This challenge is especially relevant to the United States Air Force, which has experienced difficulty retaining young officers in recent years. The problems resulting from this voluntary turnover are exceedingly impactful to the military command structure, as senior leaders must work their way up from the lowest ranks. As such, the Air …

Retention, Matthew Molinaro

The Review: A Journal of Undergraduate Student Research

Employee retention in the 21th century reflects how companies keep their employees motivated and well prepared for the challenges in the workplace. In this paper, I apply the concepts of motivation and how employers keep their employees. I also emphasize the costly effects of a employee leaving the organization, both as a dollar and emotional standpoint.

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 …