Download or read book Relationships of Supported Employee Retention to Employer Characteristics and Employer Perception of Support Agency Personnel Characteristics and Consumer Characteristics written by Patricia Grignon Van Deventer and published by . This book was released on 1992 with total page 380 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Effects of Individual and Employer Characteristics on Hourly Employee Retention written by Robert Allen Cobb and published by . This book was released on 2015 with total page 82 pages. Available in PDF, EPUB and Kindle. Book excerpt: This paper argues that employee tenure length is a function of not only firm specific characteristics and policies, but also individual characteristics, which can be identified and used in the pre-employment selection process. The information learned from this study can help hiring managers in identifying potentially high-production workers, by looking at several key factors that can be measured in a pre-employment application. This paper quantifies how the tenure length of employees can be influenced by not only the characteristics of the applicant, but also by decisions made by the employer. Some of these decisions include the starting wage, the number of scheduled hours given, and the job duties assigned to the individual once they are hired.
Download or read book Dissertation Abstracts International written by and published by . This book was released on 2007 with total page 562 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book American Doctoral Dissertations written by and published by . This book was released on 1992 with total page 796 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Psychology of Retention written by Melinde Coetzee and published by Springer. This book was released on 2018-08-30 with total page 438 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book offers a contemporary review of talent retention from the viewpoint of human resource management and industrial/organisational psychology. With a practical and relevant perspective it enriches critical knowledge and insight in the psychology of talent retention. It offers interpretation of difficult factors facing organisations such as the conceptualisation of talent, the forecasting of talent demand and supply, external and internal factors that influence talent attraction, development and retention, the alignment between talent management and business strategy. Also covered is the implementation of human resource practices and strategies in response to the needs of different organisational contexts and workforce characteristics. The chapter contributions will not only enrich knowledge and insight in the complex phenomenon of talent retention, but also advance new original ways of thinking and researching this critically important area of inquiry. The book is intended for graduate students and researchers as an overview of the topic of talent retention, practitioners will also find it informative.
Download or read book Assessing the Influence of Employee Characteristics on Their Perceptions about Retention and Endorsement written by Rita Ramirez and published by . This book was released on 2021 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Traditional strategies that have attracted and retained employees in the past will be challenging as the demographics of the workforce entering is drastically changing. Business success is dependent on full access to applicable data for quick decision making and strategy development. The Human Resources department at a specialty foods company wanted to ensure that it was preparing for the upcoming trends that would make them the employer of choice as it felt it has been in years past. The company is very proud of its culture and high employee retention rates, however after an analysis of its current multigenerational workforce, the organization contemplated whether it would continue to have a competitive advantage that retains and attracts employees in the future. The study was meant to examine what strategies the company may implement to increase its ability to retain its employees and enhance its attractiveness to candidates as a choice place to work. The Human Resources department wanted to use raw data obtained from an employee survey to further analyze responses in order to determine if demographic factors influenced responses. However, due to limitations in procurement of full data, the study produced a "synthetic" dataset for assessing the influence of three different employee characteristics: Tenure, Activity/Location, and Gender. There were two statements of interest that were analyzed: "I want to work here for a long time" and "I would strongly endorse my company to friends and family as a great place to work". These two statements would give insight on retention intent and a sense of corporate culture and employee engagement. If employees truly had an outstanding employee experience they would want to work for the company for a long time and become personal endorsers to their friends and family which is the most trusted form of endorsed marketing. To generate the data, the average responses and their standard deviations for each statement and each employee characteristic associated with the response were estimated using Bernoulli Distribution protocol. Due to the scoring method and restricted data provided, there were expected limitations of the results that would be produced as they are based on possibility of responses. The synthetic data was used to estimate logit regression models seeking to determine the extent to which employee characteristics influences their responses to the two statements of interest. The regression models only declared that the difference between those who have 20+ years of tenure desire to work for the company for a long time and new hire's desire to work at the company for a long time is statistically significant (p
Download or read book Retention written by Peter R. Garber and published by Human Resource Development. This book was released on 2008 with total page 51 pages. Available in PDF, EPUB and Kindle. Book excerpt: Experts predict a serious shortage of employees in the United States over the next decade as Baby Boomers begin to retire. If retaining people isn't one of your top priorities, Retention will convince you to make it one immediately. Peter Garber delivers hundreds of low-cost ways to reduce employee turnover and provide a more motivating work environment - one that will make employees look forward to coming to work each day. In nine chapters, the book focuses on two challenges: How to keep employees from going to another organization and keep them interested and focused on their jobs. This book is part of the HR Skills Series designed to help managers plan for and manage changes in such areas as consumer demand, workforce turnover, and production and performance standards.
Download or read book Statistical Reference Index written by and published by . This book was released on 1980 with total page 840 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Where are the Workers and What Do They Need Job Characteristics for Worker Retention in Northeast Ohio written by Ashley E. Orr and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This paper examines workers' stated workplace retention plans by leveraging a survey of nearly 5,000 randomly selected adults from Northeast Ohio during the pandemic recovery period in 2022. We investigate what workplace experiences and benefits increase or decrease the likelihood of planned retention at a workers' current job and planned job search. We find that retention plans are increasing in workers' satisfaction, pay satisfaction, and desire for training, and for workers who are in the middle or at the end of their career relative to early career. We also investigate the relative importance of remote work on retention plans. We show that retention plans decrease as the demands for the job interfere with workers' family lives, and as workers reported increased stress at work during the pandemic. We find workers with reported perceived financial security, and second/alternative income sources are also less likely to plan to be retained by their current employer and more likely to search for work. We conduct subgroup analyses and discuss how different amenities are important to different worker subsets. We conclude by offering recommendations for how employers may increase retention and policymakers may support job seekers and hiring firms.
Download or read book Sociological Abstracts written by Leo P. Chall and published by . This book was released on 1992 with total page 906 pages. Available in PDF, EPUB and Kindle. Book excerpt: CSA Sociological Abstracts abstracts and indexes the international literature in sociology and related disciplines in the social and behavioral sciences. The database provides abstracts of journal articles and citations to book reviews drawn from over 1,800+ serials publications, and also provides abstracts of books, book chapters, dissertations, and conference papers.
Download or read book Mr How To written by Jennifer A. Carsen and published by Wolters Kluwer. This book was released on 2005-03-21 with total page 210 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Impact of Capacity Development Employee Empowerment and Promotion on Employee Retention written by Shahid Durez and published by GRIN Verlag. This book was released on 2017-11-28 with total page 87 pages. Available in PDF, EPUB and Kindle. Book excerpt: Master's Thesis from the year 2016 in the subject Leadership and Human Resources - Miscellaneous, grade: A, , language: English, abstract: Employee retention is one the core problems of the modern era. As firms are facing difficulties to retain their best employees in current time, employees also have the best option for them to utilize their talent in different organizations. So in this environment firms have to spend a lot on employees to retain them. If one employee leaves the organization then it can become very difficult for the organization to immediate fulfill that position. The irm has to hire the new employee after fulfilling all the procedure i.e hiring, recruiting etc. Training is also necessary for newly hired employees to became an active part of the organization and sometimes after doing lot of effort the firm does not even succeed to get the competent employees so therefore employee retention remains one of the biggest challenge for any organization to retain its best employees for the longer period. In this case the firm has to increase the salaries of employees and other benefits from time to time, promotion and other incentive to retain its employees. Training and development for capacity building is also key figure to increase employee retention. So employee retention problems exist in the business industry. Apart from the government sector, in private sector employee retention is an even more serious problem as government sector employees are not easily willing to leave the organization because they have job security in government sector but in private sector employees can move easily when they get any better opportunity. The objectives of this study are to find out: How capacity development influences and helps in retention; how emplyee empowerment effects on retention; and how promotion impacts retention.
Download or read book Investigation of the Effects of Employee Engagement and Affective Commitment on Retention written by Basel Al-Jabari and published by . This book was released on 2017 with total page 376 pages. Available in PDF, EPUB and Kindle. Book excerpt: In today's business climate, attracting and retaining the best employees are two major challenges to organizational managers. Two factors important for increasing employee retention are affective commitment (AC) and employee engagement (EE). This study investigated the effects of AC and EE (the study independent variables) on employee retention (the study dependent variable) using self-report methodology in a cross-sectional sample of 244 employees from the education, hospitality, media services, and technology industries. Demographic characteristics of the study sample were tested as moderators of the AC-retention and EE-retention relationships. Self-report data were obtained from an online survey that measured demographic characteristics (i.e., gender, age, ethnicity, level of education, pay type, years at current organization, and years of overall work experience), AC (i.e., employee emotional commitment to his or her organization), EE (i.e., employee engagement within his or her organization in terms of OCB, job satisfaction, and self-efficacy), and employee retention (i.e., the intention to remain employed within the organization for up to 5 years, up to 10 years, and through retirement). Results of this study provide strong empirical support that AC and EE are significant positive predictors of employee retention, measured as employee intention to remain employed within the organization up to 5 years, up to 10 years, and through retirement. The effects of demographic characteristics tested as moderators of the ACretention and EE-retention relationships also provide empirical support that an employee's years of employment at his organization moderates the positive effect of AC and EE on retention through retirement such that employees with > 15 years of employment at their organization report higher AC and EE. Additionally, the results provide empirical support that an employee's level of education moderates the positive effect of EE on retention through retirement as evidenced by higher EE scores in participants with more education. Recommendations are made to increase retention by increasing AC and EE. For example, recommendations are made to increase AC by promoting organizational citizenship in the organization, optimizing HR practices aimed at job characteristics (e.g.,flexible work schedule, compensation), and optimizing supervisor support and leadership style. Recommendations are also made to increase EE by talent management (e.g., HR policies and procedures that address employee performance, such as training), mentoring, and leadership style.
Download or read book The Good Jobs Strategy written by Zeynep Ton and published by Houghton Mifflin Harcourt. This book was released on 2014 with total page 245 pages. Available in PDF, EPUB and Kindle. Book excerpt: A research-backed clarion call to CEOs and managers, making the controversial case that good, well-paying jobs are not only good for workers and for society--they're good for business, too.
Download or read book Working Relationships written by Richard G. Luecking and published by Brookes Publishing Company. This book was released on 2004 with total page 308 pages. Available in PDF, EPUB and Kindle. Book excerpt: All businesses have needs. People with disabilities have the skills and desire to work. As employment specialists work to match employers with job seekers, they need to do more than understand the job seeker's personal and professional goals--they also need to know exactly what the employers are looking for. That's what Working Relationships is about: securing satisfying jobs for people with disabilities by fostering partnerships between employment specialists and businesses. A must-read for all employment service providers and for anyone interested in employment of people with disabilities, this book helps readers understand the theoretical framework for improving career development practices through relationship building understand what employers want and expect from employment service providers learn about the building blocks of strong partnerships with employers: beliefs and values, communication skills, multicultural competence, ethics, and self-efficacy find practical guidelines for getting to know both job seekers and employers, marketing proactively to businesses, matching job seeker characteristics with employer needs, and using the tenets of quality customer service when working with employers consider the possibility of non-traditional employment through customized job consultation discover strategies for improving job retention and promoting career advancement for people with disabilities explore specific ways to make employment service programs more customer-oriented, convenient, and understandable to employers Filled with helpful case studies and examples, this valuable resource will help employment specialists develop strong, respectful partnerships with businesses--partnerships that will lead to rewarding careers for people with disabilities.
Download or read book The Employee Organization Relationship written by Lynn M. Shore and published by Routledge. This book was released on 2012-03-12 with total page 632 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Employee-organization relationship" is an overarching term that describes the relationship between the employee and the organization. It encompasses psychological contracts, perceived organizational support, and the employment relationship. Remarkable progress has been made in the last 30 years in the study of EOR. This volume, by a stellar list of international contributors, offers perspectives on EOR that will be of interest to scholars, practitioners and graduate students in IO psychology, business and human resource management.
Download or read book International Employment Relations Review written by and published by . This book was released on 2003 with total page 614 pages. Available in PDF, EPUB and Kindle. Book excerpt:
