Browsing by Subject "Labor turnover"
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Item A survival analysis approach to employee turnover: its application and advantages(Texas Tech University, 1998-08) Walker, Kimberly DeannCurrent investigations of employee tumover have focused on the ability of researchers to predict tumover through measuring variables such as employee and job satisfaction, organizational commitment, and job involvement. The analysis technique typically used in these studies, logistic regression, does not incorporate time as a variable of interest and also may not be appropriate for use in studies where the dependent variable is binary. Survival analysis, on the other hand, allows time to be included as a variable of interest and is specifically designed for use with a binary dependent variable such as employee tumover. Using employee information from three separate corporations, this study demonstrates the benefits of applying survival analysis techniques to tumover data and examines the differences in the type of information gained from survival analysis versus logistic regression. Results showed that, unlike logistic regression, survival analysis is capable of indicating differences between active employees, early leavers(those with a longevity of zero to four years), middle leavers (those with a longevity of four to eight years), and later leavers (those with a longevity of more than eight years) based on predictor variables collected from employee records from each company. Corporation One logistic regression results indicated that salary, payrate, gender, age, absences, and average number of previous jobs were significant predictors of whether hourly employees remained with the company or left. In contrast, the discriminant function analysis based on the survival groups for that sample showed that active employees or late leavers were distinguished from early and middle leavers on the variables of payrate, salary, and absences for canonical one. Further, canonical two and the corresponding class means showed that middle and late leavers were separated from early leavers and active employees based on absences, number of partial days worked, and employee title. Results for corporations two and three showed a similar pattem of results. All results showed that logistic regression only indicates the relationship of predictor variables to the occurrence of tumover, while survival analysis produces information on both the timing and occurrence of tumover, as well as the differences between active employees, early leavers, and late leavers on selected predictor variables.Item Effects of organizational commitment, job involvement, and organizational culture on the employee voluntary turnover process(Texas Tech University, 1998-12) Fletcher, Donna E.In the field of tumover research, relationships between the employee and the employer have been investigated to detennine possible correlations between psychological antecedents such as organizational commitment and job involvement and subsequent organizational behaviors such as the voluntary tumover process (Porter, Crampon & Smith, 1976; Mowday, Steers & Porter, 1979; O'Reilly & Chatman, 1986). Mowday, Porter and Steers (1982) state that organizational commitment is negatively related to the employee voluntary tumover process and is the best predictor of the voluntary tumover process. Mathieu and Zajac (1990) report in their meta-analysis of organizational commitment antecedents that the relationship between organizational commitment and job involvement was the largest observed. Another variable to be considered relative to organizational behaviors is a contextual one, the culture of the organization. Organizational culture may have a contextual effect on the relationship between organizational commitment and a behavior such as employee voluntary tumover (Randall, 1990). The present study is designed to examine the relationships between employee organizational commitment, job involvement, the psychological contract, organizational culture and the process of employee voluntary tumover. Variables that will predict the probability of, and rate of, voluntary employee tumover process are determined. Participants in this study are managerial and service employees of a large southwestern organization. The employees completed questionnaires and opinionnaires on the job site during paid working hours at the various geographical locations of the organization. Tumover was assessed each month for a period of six months after the initial administration of the above-mentioned questionnaires and opinionnaires. Survival analysis, specifically the Cox proportional hazard model, was used to assess the relationship of both the occurrence and the timing of the tumover process to the multiple predictors measured at one point in time. Analyses of associations between survival time and qualitative and quantitative variables yield a predictive model for employee voluntary tumover containing the variable measure, Employee Perceived Obligation to the employer. There exists a significant negative association between the variable and the hazard of voluntary tumover. Demographic variables tested in a predictive model that proved to be significant are gender, age, ethnicity and salary. There is a significant negative relationship between the variables age and salary and the hazard of employee voluntary tumover. A positive association between the two variables gender and ethnicity and the hazard of tumover exists.Item A retrospective study of a nurse residency program and reports of job satisfaction, organizational commitment, and turnover(2011-05) Dion, Kenneth Walter; Yoder, Linda H.; Brown, Sharon; Action, Gail; Becker, Heather; Ulrich, BethThe aging population in the United States and greater access to healthcare due to recent legislative reforms will result in an increased demand for registered nurses. However, meeting this demand will challenge healthcare organizations due to an aging nursing workforce that will be retiring, a lack of new nurses entering the profession due to lack of employment opportunities related to the current macro-economic environment, and the lack of capacity to produce nursing graduates. Furthermore, reported turnover rates of newly graduated registered nurses range from 18 to 60% during the first year of employment. Healthcare organizations implementing structured nurse residency programs have reported success in stemming the tide of new graduate turnover. However, there is a lack of empirical evidence in the nurse residency literature regarding variables that have been shown to decrease turnover of registered nurses. The purpose of this study was to examine the outcome variables of job satisfaction, organizational commitment, and turnover among newly graduated nurse residents in Magnet, Magnet Aspiring, and Non-Magnet Hospital work environments across the US. A descriptive correlational retrospective secondary analysis was completed examining the outcome variables in a sample of 628 newly graduated nurses completing a structured nurse residency program between January 1, 2007 and December 31st, 2009 in general acute care hospitals. The findings from this study demonstrated the difference between job satisfaction at two months, six months, and 12 months among nurse residents in the different work environments. Furthermore, the influence of the residency program on organizational commitment in the context of differing work environments is reported. Moreover, turnover rates following the completion of the nurse residency were found to be lower than the national average for newly graduated nurses. Finally, the relationships between the outcome variables are explicated. The findings of this study will assist in informing healthcare executive’s decision making when considering interventions to decrease turnover of newly graduated nurses.Item The satisfaction of nurses in correlation with the time nurse managers spend with them(Texas Tech University, 2004-12) McKinney, Tonya SNot available